The season is coming, this is how student work can be successful in 2026

The countdown to the student employment peak season is slowly starting. The MŰISZ School Cooperative survey can help employers transform their strategies in time and start the peak period with truly student-friendly positions.

Experience is expected where it should be acquired

According to MŰISZ, the most common mistake that companies make is that they expect 1–2 years of professional experience even for junior or internship positions. This creates a paradoxical situation, as the primary goal of students is to learn, not to present their finished knowledge. As a result of this wrong attitude, companies are disappointed and young people are frustrated, which hinders effective recruitment.

The labor market has been changing faster than ever in recent years, new skills, technologies, and professions are emerging, and young people are successfully adapting to all of these.

Flexibility as a benefit

Companies often promise flexibility in work, but in practice, in many cases, they force a fixed presence for several hours. According to the MŰISZ survey, flexibility is also more important than salary in the expectations of the 19-22 year olds, as they can only work in blocks or in the afternoons in addition to the university schedule. Those who do not tolerate the exam period will lose the most talented candidates in 2026!

The “stay with us for 10 years” approach is also outdated. Generation Z and Alpha arrive at a workplace with a project-based approach, planning for a few years where they see their development as assured.

The analysis highlights that companies should not chase lifelong loyalty, but should maximize the time that students spend with them. Companies often do not prepare managers to work with part-time, schedule-dependent employees, which requires a different kind of planning. However, good onboarding and real tasks create value even in 12 months.

The wage gap has opened

According to MŰISZ data, there is also a significant difference within the country based on geographical location. Competition is fiercer in the capital, so wages are generally 20–40 percent higher due to the more modern HR approach and hybrid working options. In rural workplaces, a more conservative attitude, fixed working hours and remuneration close to the minimum wage can be observed. This duality also accelerates the emigration of young people and the process of moving to Budapest.

In the capital, young people can really choose between the options, as there are many internship programs, and startups, tech companies, and agencies that are attractive to them are also looking for Generation Z and Alpha colleagues. In the offer of rural regions, young people have much less room for maneuver, they often have to compromise on wages or responsibilities, employers experience the competitive situation less often in these areas, which is why they change more slowly.

For the youngest age group (19-22 years old), the primary goal of employment is to earn “pocket money”, and professional development is even less important for them. For the 20-22 year old age group, the main motivation is still salary, but when applying for a position, professional development and career opportunities, as well as the company’s reputation, come to the fore. For the 23-26 year old age group, salary takes a back seat, professional development and career opportunities become the priority for them, and they are more consciously preparing to continue working as full-time employees at the given company, where they initially work as an intern.

What could be the key to success?

According to experts, employers should offer real flexibility to students. Typically, the expectation can be 20-25 hours per week, depending on the schedule, with the possibility of partial home office.

It is important for companies to understand that a student is not equal to cheap labor, but an investment. Without mentoring and structured feedback, turnover will be high. A young person will stick with a company for a longer period of time if they can work with simple, transparent task assignments, if they feel their development and see that what they are learning will later look good on their CV.

The strategic advantage

According to MŰISZ’s experience, 40–70 percent of successful internship programs ultimately lead to full-time employment, making it the least risky recruitment channel for companies. Despite economic pressure and rising wage costs, student work remains the safest “anterior room” for employing talent.