Why 1 out of 3 Job Applicants Do Not Possess Minimum Skills for Entry Level Positions
A study done by the recruiting software firm iCMIS Inc. found that one-third of job applicants are unqualified for entry-level positions, The Wall Street Journal reports. The firm polled 400 employers and 400 college students and revealed the following:
Over two-thirds of employers want to hire engineering, computer science and business/accounting majors, while less than one-half of new graduates majored in those fields.
Another study by the National Association of Colleges and Employers (NACE) shows that employers plan to hire 5% more graduates than the previous year for the eighth consecutive year. However, 60% of employers want applicants to know more about the hiring company and its industry. They also want candidates to ask better questions in interviews.
Generational Guru Insight
The discrepancy between the skills employer’s state they need and the skills college graduates bring to the workplace will persist if businesses and academia don’t rectify this challenge. I personally believe that our next generation of leaders should have access to life skills training in high school and college. If they leave college and enter the workforce without learning these critical skills they will have a harder time connecting with their teammates and leaders.
When employers partner with colleges and universities, the likelihood that graduates will have the skills most in demand can increase. Interestingly enough, this is akin to one of the key points I have heard from many of my global clients seeking to train and lead Millennials in the workplace as Baby Boomers retire.
Employers and academia naturally want to preserve their areas of expertise. Businesses specialize in identifying the disciplines and skills their industries need, while colleges and universities specialize in preparing students for post-academic pursuits. Today’s technology allows both to do what they do best with greater speed and efficiency.
The challenge is connecting employers and academia without interfering in either institution's mission. Both share the common goal of getting graduates better prepared for their entry into the workplace. Experimentation on a wide spectrum from apprenticeships to job training extracurricular sessions would be a positive start.
Sherri Elliott-Yeary, the Generational Guru and best selling author of Ties to Tattoos, Turning Generational Differences into a Competitive Advantage, is a speaker, coach and trainer in the area of Human Resources and Talent Management. Sherri specializes in helping employers maximize their human capital by collaborating across the generational gap. Her expertise in human capital management and organization includes: workforce planning, company culture, training, assessments, HRIS implementation, regulatory compliance, strategic alignment, payroll, compensation and benefit programs. Learn more at generationalguru.com.
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