Why graduate recruitment is challenging even with thousands of applicants

In September 2026, Slovakia had more than four vacancies listed as suitable for graduates for every registered unemployed graduate. A company looking to hire a junior employee might conclude that candidates have plenty of choice and need to be attracted with a better offer. Yet recruitment also depends on where these people live and what work they can handle when they start. This is where national figures meet the different realities of individual employers.

Candidates and jobs are in different places

At the end of September, Slovakia’s Central Office of Labour, Social Affairs and Family (ÚPSVaR) recorded 11,956 unemployed graduates and 51,554 vacancies suitable for graduates. In the Bratislava Region, there were almost twenty such vacancies for every registered graduate. In the Prešov Region, the balance was reversed: 2,311 graduates and 838 vacancies.

For a company in western Slovakia, this is a reason to explore whether it can attract people from beyond its immediate area. Simply advertising more widely, however, may not be enough. For a graduate from another region, housing costs and commuting options also influence the decision. According to the register, an employer in eastern Slovakia has a more favourable ratio of applicants to vacancies, but still needs to assess their fields of study and skills. The number of registered graduates does not tell us how many are suitable for a particular role.

The junior label can hide different expectations

At SYNERGIE, we are seeing fewer opportunities for junior employees than in the past. Clients are also more likely to expect at least some previous experience. An internship or a part-time job helps them gauge what an applicant already knows and what they can build on during onboarding.

“Expecting a junior employee to work as independently as an experienced colleague is not reasonable,” says Branislav Jančuška, Managing Director Czechia&Slovakia at SYNERGIE.

What matters in recruitment is the work behind the job title. If a new colleague is expected to take full ownership of their responsibilities from day one, the selection narrows to people who have already done similar work. A company may therefore be targeting graduates with a junior job title even though its operational needs call for a more experienced candidate. It is worth resolving this mismatch before advertising the vacancy. It determines both whom to look for and what results can reasonably be expected.

For someone without an employment history, a practical demonstration of their abilities can help. An academic project or a task related to the role offers a way to assess how the applicant thinks and explains their approach. A lack of experience does not have to end the selection process if the company can help them develop the necessary job skills.

Where will tomorrow’s experienced colleagues gain their experience?

Some of the tasks that beginners once learned from can now be handled by automation or AI. This changes the nature of junior roles. However, we have no confirmation that AI is the main reason for reduced hiring.

If a company has automated these tasks, it also needs to consider how new employees will gain practical experience. A new colleague needs manageable assignments, feedback and gradually increasing responsibility. The availability of the person guiding them should therefore be part of recruitment planning, alongside salary.

“That is why I also see hiring junior employees as an investment in the company’s future. We will still need experienced people in a few years’ time, and they have to gain that experience somewhere,” says Branislav Jančuška.

A company that hires only fully trained professionals today will continue to depend on their availability in the labour market when filling future vacancies. For roles it needs to fill repeatedly, it is therefore worth considering whether it can develop its own people. The key is to identify which parts of the work can be entrusted to a graduate and who will help them grow into an independent role.