In years past, a professional’s entrance into the workforce came with a clear path of learning and development, whether through mentorship by a coworker or a formal training program. Now, the National Association of Colleges and Employers reports that 70% of employers use skills-based hiring for entry-level roles, validating a growing expectation that graduates arrive job-ready.
Skills-based hiring is a strategy of hiring employees based on relevant skills rather than academic degrees or work experience. This strategy has been lauded as a way to level the playing field for skilled applicants without years of experience or academic credentials. However, research has shown that many organizations using this strategy are not actually hiring more non-traditional candidates. Businesses are simply expecting new hires’ skill sets, even at the entry level, to be “plug-and-play” and ready to contribute on day one.
Compressing the learning curve: short-term savings vs. long-term impacts
Some employers—especially at small businesses and startups—may view higher skills requirements as a way to reduce training time and cost, especially for junior-level workers who typically need more support. However, many professional skills are difficult to learn independently and aren’t typically covered in formal education. These skills were traditionally learned on the job in the first few years of work, but a shortened on-ramp for learning is leaving many junior employees overwhelmed and ill-equipped for their responsibilities. As a result, nearly 40% of Gen Z workers report seriously considering quitting within their first year on the job.
Most (51%) Gen Z office workers likewise admit to embellishing their CVs or LinkedIn profiles with work experience, skills, or other details. These employees may be entering their new workplaces with critical skills gaps and no training to fill them. While organizations may save on the upfront cost of training, the long-term costs of high turnover and lagging productivity are likely to be much steeper.
How should small business owners and startup leaders rethink entry-level employees’ first year of work? Get started with these three focus areas:
1. Build an active learning culture
As technology develops at breakneck speed, skill needs in the workforce are quickly changing. That makes continuous learning a must, even for employees hired with strong preexisting skills. To keep employees resilient throughout this evolution, companies must not only train for technical skills, but also support curiosity, creativity, positive risk-taking, and knowledge sharing—in other words, learning how to learn.
When companies cultivate these qualities and ways of working in their employees, they can keep their workforce ready to pivot as skill demands change. Upskilling becomes a muscle that employees strengthen regularly, building workforce agility. Companies don’t need large training budgets or dedicated teams to start building learning cultures either. Organizations can weave learning moments into the flow of work, such as adding quick, interactive review sessions to meetings or setting up periodic knowledge-exchange sessions for teams.
2. Onboard with a clear roadmap
Optimizing the onboarding process is well worth it for small businesses and startups, because it helps new hires hit the ground running. Unfortunately, according to Gallup, only 12% of employees give their company’s onboarding experience top marks. Companies can improve these numbers by leveraging digital tools to create clear pathways for skill development. This transforms training into a series of “small wins” that boost employees’ confidence to take ownership of their work. Integrating elements of game-based learning and friendly competition can also keep younger employees engaged and even promote social connection and teamwork.
3. Upskill with microlearning
If there’s a push to shorten the training period due to cost or time constraints, another solution is to spread it out over time with microlearning: quick, focused learning sessions that employees can complete in minutes. This can also make training feel less overwhelming for younger workers. Employees can learn what they need to know as they need to know it, allowing them to apply it right away. When employees can put their new knowledge into practice immediately, the information not only feels more relevant; it’s also more likely to stick.
Microlearning sessions can also be easily created with digital tools, made mobile-friendly for accessibility, and combined with gamified elements to increase engagement. These sessions are a great way to deliver continuous upskilling and strengthen the organization’s learning culture.
To attract and retain new talent and foster the next generation of leaders, companies need to reimagine what employees’ first years of work look like. Traditional training may no longer be fit for purpose in today’s rapidly evolving business environment, but learning support is more vital than ever. With a thoughtful strategy, organizations can empower early-career professionals with dynamic, flexible, and sustainable training that can keep them learning throughout their careers.
Ready to engage your workforce and boost their learning to drive real business results? Get started with Kahoot! 360, the ultimate workforce engagement platform.
This blog post is based on an article originally published in Small Business Currents.
