Are Entry-Level Workers Ready for the Workforce?

It’s a tough reality, but many bosses and employees agree: entry-level workers often aren’t ready for the job. According to a new report from General Assembly, fewer than half of workers and just 12% of mid-level executives believe today’s entry-level workers are adequately prepared for the workforce.

What’s Missing in Today’s Entry-Level Employees?

Managers feel that new workforce entrants lack essential soft skills—like communication, collaboration, and adaptability. Jourdan Hathaway, General Assembly’s chief business officer, says, “The entry-level employee pipeline is broken. Companies must rethink how they source, train, and onboard employees.”

For example, in my first job out of college, I struggled with effectively communicating with my team. I realized that the academic environment hadn’t prepared me for real-world workplace dynamics.

How Can Companies Tackle the Soft-Skills Gap?

There are plenty of evidence-based approaches for companies willing to tackle this issue. Hathaway suggests technology apprenticeships and skill training programs, which provide employees with experience that mimics a real work environment.

One company I know offers a “buddy system” where new hires are paired with experienced employees to help them build their communication and collaboration skills on the job. It’s a simple but effective way to bridge the gap.

What Are the Statistics on the Soft-Skills Crisis?

General Assembly surveyed 1,180 workers across the U.S. and U.K., along with 393 VPs or director-level managers. Nearly one in four executives said they wouldn’t hire today’s entry-level employees. Shockingly, about 23% of all employees, at all levels, said the same—including one in three baby boomers.

Do Entry-Level Workers Recognize Their Shortcomings?

Interestingly, even entry-level workers acknowledge they’re missing something crucial. Two in five Gen Z respondents say that lacking soft skills is a major shortcoming in their career advancement. This shortfall is partly due to many young workers spending their college years in pandemic lockdowns, missing out on internships and in-person professional mentoring.

I remember my cousin, a recent graduate, sharing how challenging it was to adapt to the workplace after completing her degree online. She felt unprepared for face-to-face interactions and team projects.

Do Companies Provide Adequate Training for New Hires?

One in three executives—and a similar share of employees—agree that companies don’t provide adequate training for new hires, effectively setting them up for failure. Among the companies that do have training budgets, nearly half said employees “sometimes, rarely, or never” use them.

For instance, I once worked at a company that offered training stipends, but many employees didn’t take advantage of them due to lack of motivation or time.

How Do Different Countries View Job Preparedness Responsibility?

Interestingly, U.S. and U.K. employees have different views on who bears responsibility for job preparedness. U.K. employees are more likely to believe the government should play a role, with U.K. bosses seven times more likely than U.S. bosses to say the same.

Why Are Soft Skills Still Important Despite AI Advances?

Even as AI becomes more prevalent, soft skills remain vital. A Harris Poll for Fortune found that 82% of managers believe their new Gen Z hires need more guidance in soft skills. They think Gen Zers often have unrealistic workplace expectations and are harder to train in soft skills than technical skills.

A recent study by workplace education platform Pearson found that communication was mentioned in 110 million job listings, while data analysis appeared in only 9 million. Clearly, the human touch is still critical.

What Are Companies Doing to Address the Soft-Skills Gap?

Many Fortune 500 companies are already addressing this issue. For example, Microsoft has partnered with Coursera to offer courses in both hard and soft skills. Accenture CEO Julie Sweet has prioritized continual learning, and her company recently acquired Udacity to build on this mission.

Conclusion: What’s the Way Forward?

Companies need to balance technical training with developing human capabilities like emotional agility and resilience. General Assembly’s report highlights the need for systemic change, emphasizing that individual employees can’t close the skills gaps alone.