Bridging the Gap Between Employers and Early Career Professionals to Succeed Together

A survey conducted by SHRM and Handshake identified six key findings that can bolster growth and opportunities for improvement in those areas, benefiting both ECPs and employers and effectively bridging the gap between them.

So, What Are the Six Key Findings?

According to the survey, there are six key findings:

1. ECPs are generally well-prepared for the workforce
2. Adaptability and willingness to learn are strengths of ECPs
3. Opportunities are needed for ECPs to demonstrate work ethic, communication, and reliability
4. Interview performance is important when considering hiring ECPs
5. Employers commonly undermine job stability when attracting ECPs
6. Opportunities to learn and grow are paramount for an organization to retain ECPs

One notable survey finding is that HR professionals typically believe that ECPs are well-prepared for success. For instance, 70% of HR professionals said that ECPs are equipped to thrive in their organization within the first year of employment. This correlates to the 75% of current college students who believe they’re ready to succeed in their first year. However, only 67% of recent college students said they were well-prepared "in retrospect."

This reflects confidence in ECPs’ education and their ability to quickly adapt to new roles. In addition, when HR professionals were asked about the skills needed for ECPs to thrive in an organization, soft skills such as adaptability and willingness to learn, strong work ethic and reliability, and communication were more sought after than technical and job-specific skills like project management, multilingual abilities, and leadership skills.

Adaptability and willingness to learn are the top skills HR professionals look for, according to the survey. Seven in ten HR professionals said these skills are common in the ECPs they hire, and 90% of employers said they seek these qualities in ECPs as well. Similarly, 6 out of 10 ECPs said they have “extensive” experience with adapting and learning. Thus, in this area, ECPs, HR professionals, and employers largely align, and expectations are being met.

However, the survey also highlighted significant areas where ECPs are not meeting expectations. There is a gap between what ECPs perceive their performance to be and their actual performance regarding work ethic and reliability. For example, 65% of young professionals believe they have a good amount of experience demonstrating a strong work ethic and reliability. Yet only 25% of HR professionals said they commonly see this trait among the ECPs they hire, and 87% of employers identified it as one of the top traits they want from young career professionals. Although the survey notes a "bright spot" regarding ECPs and employers aligning on technical skills (e.g., data analysis), it is evident that ECPs need to adjust, understand, and improve their work ethic and reliability in professional settings.

Interview Performance Is Important

As ECPs try to land their first job, knowing how to interview is critical to getting hired. The survey indicated that 79% of HR professionals identified interview performance as a significant aspect of the hiring process for entry-level positions. Relevant work experience followed closely, being rated very important by 75% of HR professionals. Though 61% of ECPs understand the significance of interviews, the survey revealed that ECPs still undermine their importance. Sixty-nine percent of ECPs prefer to emphasize their relevant work experience, which is counterproductive to the hiring process for ECPs. This highlights a need for improvement, especially considering that 81% of employers seek strong communication skills in their ECPs.

Additionally, the survey showed that employers place little value on a candidate’s academic background, highlighting a shift in focus from academia to practical skills and real-world experience.

Employer vs. Employee Expectations Regarding Job Stability

One of the most glaring findings in the survey is the disconnect between what employers think ECPs value regarding job stability and what ECPs actually value. Job stability is a top priority for 69% of ECPs. However, less than 10% of HR professionals believe job security is an important factor. As a result, employers could potentially miss an opportunity to attract younger talent by downplaying this clearly valued aspect.

The survey also revealed that professional development is a huge factor in ECP recruitment and retention. While a third of ECPs expect to stay at their jobs for four years or more, this number could double if they’re provided with consistent growth and skill development opportunities. Employers who emphasize career growth and development opportunities are more likely to succeed in attracting and retaining ECPs.

Additionally, the survey’s findings showed that employers tend to overestimate the appeal of remote or hybrid work options. Only 39% of ECPs said that remote or hybrid work is important. This contradicts the common assumption that ECPs prioritize flexible work arrangements over benefits such as job stability or development opportunities.

Final Recommendations for Employers and ECPs

Although there is a slight disconnect between ECPs and employers regarding certain key areas in the work environment, the survey provides concrete steps that both groups can take to improve the hiring process. These steps should be strongly considered moving forward.

Employers should recognize that even if an ECP does not check off all the boxes, considering them for a position is still the right course of action. Most ECPs possess adaptability and a willingness to learn, which are top qualifications. This means employers can gain young career professionals who are eager to work and willing to learn. Employers should also consider being more transparent about the interview process and job stability. The survey illustrated that ECPs place more emphasis on the school they graduated from rather than properly preparing for interviews. Regarding job stability, employers should highlight its importance when recruiting ECPs, giving them a better chance of retaining ECPs and boosting recruitment.

For ECPs, better preparation for interviews will lead to success, as interview performance is one of the main factors HR professionals look for during hiring. During interviews, ECPs should ask questions about an organization’s benefits package, considering that most employers are unaware of the importance ECPs place on it. Before deciding on a job or accepting an offer, ECPs should learn about an organization’s job stability and professional development opportunities. Lastly, since work ethic and reliability are areas where ECPs often fall short, improving these skills will set them apart from candidates who do not prioritize them.

When these findings are applied within any organization, they can bridge the gap between what ECPs expect of themselves and what employers expect of them.