Monaco’s Commission for Graduate Integration (CID) has unveiled ambitious plans for 2025-2026, following a successful year that saw 98 young graduates placed in employment. 

These plans were unveiled during a press conference on September 12th in the presence of Héloïse Boin, the commission’s project manager, and Christophe Robino, Minister of Health and Social Affairs.

The commission’s most significant new project will be the creation of a CID Alumni Network, connecting more than 2,480 graduates who have been supported since the organisation’s creation in 2010. The network aims to foster mentoring relationships between established professionals and new graduates entering the job market.

“Since 2010, we’ve followed 2,480 young people through the Commission for Graduate Integration,” said Héloïse Boin. “I think it’s really interesting to promote sharing between former graduates, of whom I was once part myself, and young people arriving on a job market without necessarily having networks.”

The commission is also expanding its reach, with services now available to all young people with connections to the principality, rather than just residents and Monégasques.

Additionally, a new digital platform is being developed to improve internal management, featuring CV database and better tracking systems for supported graduates. A dedicated newsletter for the commission’s 269 partner companies will also strengthen relationships with employers.

Strong 2024 performance

These plans follow an impressive year for the commission. Of the 183 young people assisted in 2024, 75 were Monégasques, with 98 successfully placed in employment – 75 in private sector roles and 23 in public service. The commission also supported 24 expatriate Monégasques and their partners seeking to return to work in Monaco.

Meanwhile, the organisation hosted more than 51 events throughout the year, including innovative formats designed to engage young job seekers. A  new youth space at the Employment Forum provided 210 graduates with individual interviews, while walking meetings during the No Finish Line charity event offered informal career discussions.

However, Boin highlighted the commission’s role in presenting market realities: “We don’t orient – we insert. It’s not about receiving a student who doesn’t know where they’re going to orient themselves, it’s about factually presenting what an activity represents and in which sector there are opportunities or not.”

Technology and adaptation

The commission is also adapting to technological change, particularly the increasing use of artificial intelligence by young graduates. While many of them use AI tools like ChatGPT for cover letters, the commission’s staff highlights the importance of understanding and personalising such content.

“We see straight away that they’re written by ChatGPT,” Boin noted. “We don’t tell these young people not to use it, we tell them to use it wisely.” During mock interviews, candidates must be able to explain and defend what they’ve written in their applications.

Christophe Robino also explained the need for human oversight of AI tools: “Artificial intelligence should remain a help for humans, but humans must not be enslaved by AI. I think this is something that should really guide us today – we must be extremely careful.”

Financial incentives

Partner companies benefit from pre-screened candidates and can claim back employer contributions – 100 per cent for Monégasque hires and 50 per cent for others – provided they commit to two-year employment contracts. This arrangement helps ensure stable employment while supporting both graduates and employers.

Lastly, the commission has also enhanced its communication strategy with regular activity on Facebook, LinkedIn and Instagram, monthly newsletters and targeted information flyers for both young people and businesses. This multi-channel approach aims to better inform young people about employment opportunities, competitions and events in the principality.

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Main photo credit: Direction de la Communication-Stéphane Danna