How prepared are today’s entry-level workers for the demands of the modern workforce compared to those of five years ago? According to a recent survey we conducted, many employees and executives feel that new professionals across industries aren’t quite hitting the mark. In fact, only 48% of employees and 12% of mid-level execs believe entry-level employees are prepared for their roles.
So, what’s causing these gaps, and how can employers turn it around? Let’s dive into the findings and explore ways to bridge skills gaps and help everyone play at their peak.
More than a quarter of executives wouldn’t hire entry-level employees today
Our survey revealed that more than a quarter of vice presidents and directors alike (27%) would pass on hiring today’s entry-level employees. Among adults overall, 23% echoed this sentiment. This reluctance may be a sign that current hiring strategies and training models need a refresh to keep pace with evolving workforce demands.
Pro tip: Savvy companies are investing in training during (and sometimes even before) the onboarding process to give fresh grads the hard skills they need to be successful and apply on the job from day one. From AI to data, to UX design to marketing, our upskilling workshops and short courses are designed to give your workforce the charge-up they need so you can keep your competitive edge—all in just four to 60 hours.
Soft skills are a top shortfall for today’s new hires
When asked why today’s entry-level workers appear underprepared, nearly half of executives (49%) and over a third of employees (37%) pointed to a lack of soft skills, with traits like communication, collaboration, and adaptability topping the list. Many execs and employees also felt that new hires had the wrong attitude or mindset for their roles, which further compounds the skills gaps.
The need for well-rounded hard and soft skills resonates even with Gen Z respondents—40% of whom agreed that soft skills are a primary gap in entry-level job preparation.
So what do these responses mean—a pressing need for candidates to work on foundational soft skills (along with hard skills) if they’re hoping to make a lasting impact at work—or even get a foot in the door to begin with.
Pro tip: Hard skills and soft skills go hand in hand. That’s why many employers are investing in (and incentivizing employees to take) instructor-led training over asynchronous options. Live training taught by practicing industry experts geared specifically toward working adults emphasizes not only in-demand hard skills, but also important soft skills like how to communicate with clarity, collaborate confidently, and build resilience—all vital tools in any role.
Training gaps at companies are holding new hires (and existing employees) back
Our survey also highlighted a lack of training resources at many companies, with one-third of executives and over a quarter of employees saying employers don’t provide sufficient training for new hires. And a striking 58% of those who believe entry-level employees aren’t ready for the workforce also say their companies don’t offer enough training. This shortfall makes it challenging for new employees (as well as existing employees) to meet job expectations, especially in fast-paced or technical roles.
For employees looking to level up, our study also found that training stipends and learning budgets aren’t always used. Over two in five executives said their company doesn’t offer a learning budget or training stipend—and when they do, only 57% of executives say employees use it often.
Pro tip: Employers who invest in full-scale L&D academy programs see higher retention rates versus those who leave professional development up to the employee. Even better—tie training directly to time-bound business goals to help both you and your employees stay motivated and accountable.
Workforce readiness is a shared responsibility
So, who should be responsible for making sure entry-level employees have the skills they need? While the majority of employees (64%) and executives (74%) believe individuals should take charge of their own job readiness, many also think companies (63% of employees, 66% of execs) and educational institutions (53% of employees, 73% of execs) share this responsibility.
Interestingly, there was a noticeable divide between the US and the UK on this issue. UK employees were twice as likely to say that government should play a role in job preparedness, with 24% of UK employees agreeing compared to just 10% of Americans.
Pro tip: There are many ways to approach building a successful L&D program—there’s no “one size fits all” approach. The most important element for any program is to have both employer and employees believe in their shared goal and understand why the training is being offered in the first place. Our enterprise solutions can be tailored to your unique needs so you can start building the future you want today.
More people making more possible: Building a more ready workforce
As our Director of Alumni Engagement and Employer Partnerships Lupe Colangelo notes, “When we see a trend impacting so many people, we have to take a step back and consider that the system needs to change.” Modernizing workforce readiness requires a collective effort from individuals, employers, educators, and, in some cases, even policymakers.
With so many people impacted by these skills gaps, it’s clear that employers and individuals alike could benefit from a fresh approach to workforce training and development—especially when it comes to ever-evolving tech skills.
That’s where we come in. For more than a decade, we’ve been dedicated to helping organizations and learners tackle tech skill gaps head-on, with training solutions designed for the demands of today’s digitally charged workforce.
Looking to bridge skills gaps so your team can play at their peak?
Our enterprise tech talent and training solutions are all designed to make a proven difference for individuals and companies alike. Discover how we can help your employees—and your business—move forward with real skills.