Addressing the skills gap to create work-ready graduates

As we enter the AI era, higher education is in a race to remain relevant for students transitioning to the workforce, writes David Kinsella.

Research from Credly by Pearson said students are 75 per cent more likely to enrol in academic programs that include professional certificates, actively seeking practical, up-to-the-minute skills that will help them land a job after graduation and succeed in their career.

To keep skill development momentum among graduates, employers must do more to support new employees on the biggest transition of their lives – from their university campus to the first moments of their career. Investing in targeted and relevant learning and development from day one ensures employees and employers alike are set up for success as they embark on this new journey.

University education v workforce demands

Employers are increasingly looking for graduates who are “job-ready” from the first weeks on board. This means having aligned skills, clearly understood levels of proficiency, and the right work ethic and motivations required to thrive in the workplace. University degrees are designed to teach theory but must continue a “revolution, not an evolution” to address real-world skills needed for the workforce, such as problem solving, adaptability, communication, and digital literacy.

Demand for work-ready skills

Employers are increasingly aware that there are important interpersonal skills, such as communication and teamwork, that can’t be learnt in a classroom alone. In addition, there is a growing need for digital and technical proficiency, particularly in the age of AI, machine learning, and automation. Graduates are now expected to demonstrate soft skills, all while mastering new tools, technologies, and business processes.

How employees can support new graduates

While employers increasingly expect graduates to be work-ready, they must continue to increase investment in mentorship, coaching, and training to help new starters achieve greater levels of capability and competency from the first days on the job. Organisations must continue to build robust training systems to help bridge the gap between university learning and practical application.

Investing in learning and development in these initial stages also builds trust with employees. Recent research by Pearson shows 89 per cent of employers surveyed agree that when thinking about their business, their employees will have to continue learning throughout their jobs to keep up to date with new skills or retrain into new roles. Initial training and onboarding is just the first step in an investment in continuous improvement and upskilling for workers.

What is changing?

While post-secondary education and training providers are continually revising and updating curriculums, the pace of change needs to accelerate to keep up with the demands of industry and commerce and to better equip students with the skills needed in modern workplaces.

Part of this means strengthening active collaborations between educational institutions and businesses to create more industry-aligned programs, and a particularly good example of a successful large scale long-term partnership is the one between the advanced manufacturing sector and the community college system in the US state of Colorado, outlined in the Colorado Community College System Case Study.

As the workforce evolves, it’s essential that graduates remain open to continuous development throughout their careers. Employees should encourage graduates to take initiative and develop an entrepreneurial mindset, which is crucial in adapting to the changing landscape. Technology should also be used to create more effective learning tools, offering personalised learning experiences that equip students for future challenges.