As June and July 2025 usher in the next generation of graduates from Singapore’s universities, polytechnics, and international schools, a new chapter begins — not just for these students, but for the companies and industries they’re stepping into.

For employers, graduation season marks a significant talent influx. For students, it’s a turning point from structured academia to real-world possibilities — and uncertainties. At Reeracoen, we believe this seasonal shift brings both challenges and opportunities worth paying attention to.

The Class of 2025: Singapore’s Next Wave of Talent

Each year, Singapore sees tens of thousands of students entering the workforce:

• Over 40,000 from local universities
• Approximately 25,000+ from polytechnics and private institutions
• Thousands more from international and specialist schools

This year’s fresh grads are largely Gen Z — a digitally native, socially conscious group who are redefining what it means to work, grow, and succeed.

What Fresh Graduates Want in 2025

Reeracoen’s APAC Workforce Survey 2025 reveals key priorities among new graduates in Singapore:

• 64% prioritise work-life balance over pay
• 71% seek structured mentorship and development
• 57% are open to contract roles, internships, or traineeships to build experience
• 88% prefer hybrid or remote-friendly work models

This generation is not just looking for a job — they’re looking for meaning, autonomy, and growth.

What This Means for Employers

1. Engage Early, Grow Long-Term

Graduation season is a strategic hiring window. Companies that show up at job fairs, build campus partnerships, and maintain visibility on hiring platforms tend to secure strong junior talent before the competition.

2. Focus on Long-Term Growth and Support

While official data notes that median starting salaries for university graduates hover around S$3,800, every career journey is different — and many successful professionals today began with roles offering less in exchange for more hands-on exposure.

Rather than fixate on salary alone, today’s candidates are asking:

• Will I learn something meaningful here?
• Will someone guide me?
• Will this role lead to better opportunities?

Employers that answer “yes” to those questions tend to retain talent longer.

3. Nurture, Don’t Just Hire

Retention begins on day one. Structured onboarding, clarity in expectations, regular feedback, and inclusive work culture help fresh grads transition more confidently. Investing in their development early fosters trust and loyalty.

 

Navigating Challenges as a New Grad

Starting out in 2025 won’t be without its hurdles:

• Competition is stiff — especially for roles in popular sectors like marketing, finance, and tech
• The “experience paradox” persists — many “entry-level” jobs still ask for prior experience
• AI and automation are reshaping traditional junior roles

But there’s good news: industries are evolving too. Contract roles, rotational programs, and portfolio-building opportunities are increasingly recognised as valid pathways to full-time employment.

Where the Growth Is

Singapore’s economy remains resilient, with 2025 growth projected between 1% and 3%, driven by sectors such as:

• Digital marketing & tech
• Healthcare & wellness
• Green energy & sustainability
• E-commerce & logistics

Employers in these fields are actively seeking fresh perspectives — especially from candidates with digital, analytical, or bilingual capabilities.

 

Advice for Graduates and Employers

For Students Entering the Workforce:

• Start where you are — growth can come from unexpected places
• Build your personal brand online and offline
• Stay adaptable, keep learning, and seek feedback

For Companies:

• Remove unnecessary barriers in entry-level job listings
• Offer visibility into career progression
• Be present where students are — on campuses, platforms, and social media

Final Thoughts

Graduation isn’t just a rite of passage — it’s a signal to the workforce that fresh talent, new skills, and evolving expectations are on the rise. For companies that want to stay ahead, understanding and engaging this next generation of talent is not just a good move — it’s essential.

At Reeracoen, we’re here to help employers connect meaningfully with emerging talent — and to help graduates find roles where they can thrive.

 

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References

• Ministry of Education Singapore – Graduate Employment Survey 2024
• Ministry of Trade and Industry Singapore – Economic Survey Q1 2025
• Reeracoen APAC Workforce Survey 2025 (Internal Data)
• Channel News Asia – “More Graduates Expect Flexibility and Growth in First Jobs”
• LinkedIn Talent Blog – Gen Z Job Search Trends