The job readiness of today’s entry-level employees is under scrutiny, with gaps identified in essential skills producing unease among employers and workers. A survey conducted by the General Assembly indicates that only 48% of employees and 12% of mid-level executives feel new hires are adequately prepared for their roles. With evolving workforce demands, the need for effective training and development solutions has never been more pressing.
The survey revealed that 27% of vice presidents and directors would refrain from hiring today’s entry-level employees, mirroring the sentiments of 23% of adults overall. Executives cite inadequacies in current hiring practices and training models that need to evolve. Companies are increasingly investing in training programs to equip new hires with relevant hard skills from their first day. Upskilling workshops and short courses spanning four to 60 hours aim to enhance competencies such as AI, data analytics, UX design, and marketing.
Can companies bridge the growing gap in job readiness and skills?
Among the criticisms, nearly half of executives (49%) and over a third of employees (37%) indicated a lack of soft skills as a primary shortfall. Critical competencies like communication, collaboration, and adaptability were frequently mentioned. The concern about new hires lacking the right mindset further exacerbates the situation. This sentiment resonates with Gen Z workers, 40% of whom acknowledge that soft skills represent a gap in job preparation.
One-third of executives and over a quarter of employees indicated that employers offer insufficient training resources for new hires. A staggering 58% of those who believe entry-level employees are unprepared feel that companies do not provide adequate training programs. This training deficit challenges employees to meet job expectations, particularly in fast-paced environments.
Findings suggest that learning budgets and training stipends are underutilized; over two in five executives reported that their companies lack such programs. Even when available, only 57% of executives asserted that employees frequently take advantage of these options. Companies investing in comprehensive learning and development (L&D) programs see higher retention rates than organizations that leave professional development to individual initiative.
The survey explored perceptions surrounding responsibility for job readiness, with 64% of employees and 74% of executives advocating for individual accountability. Nonetheless, many also recognized that companies (63% of employees and 66% of executives) and educational institutions (53% of employees and 73% of executives) share this responsibility. In the UK, employees have a greater role in government involvement, with 24% supporting this view compared to only 10% of U.S. employees.
In a separate survey, concerns arose regarding AI’s potential impact on job security, particularly among Gen Z workers, where 62% believe their jobs may be at risk due to AI within the next decade. In contrast, only 6% of executives expressed similar fears. The disparity highlights the vulnerability of junior workers who are early in their careers and face more routine tasks prone to automation.
As AI continues to replace various roles, the perceived threat for younger employees increases. This generational anxiety contrasts sharply with the confidence exhibited by seasoned executives, who boast the experience and contextual understanding that AI is yet to replicate fully.
The sentiment extends beyond Gen Z, with 50% of millennials feeling apprehension about AI job displacement. Meanwhile, only 44% of Gen Xers and 24% of baby boomers expressed similar concerns. Industry leaders underscore the importance of nurturing the next generation’s skills in light of these trends, stressing that companies are responsible for facilitating entry and growth opportunities for young talent.
Featured image credit: Resume Genius/Unsplash
