In recent years, American employers used to reject a majority of newly graduated individuals when recruiting, often due to a surplus of applicants and a scarcity of job openings. Today, the situation has shifted. On one hand, there are more job positions available than there are workers to fill them. On the other hand, an increasing number of employers have found that many recent graduates are either unqualified or inadequately prepared in various aspects, making them unsuitable for entry-level positions. Therefore, they tend to lean towards selecting older candidates.
“Unless the job is specifically geared towards entry-level positions, employers are always hesitant to hire fresh college graduates,” Diane M. Gayeski, a professor of Strategic Communication at Ithaca College in New York, told Epoch Times via email.
“In many industries, companies hire recent graduates for six-month internships,” she said, adding that if these interns do not succeed, they will not be offered a position without the need for dismissal.
According to a report from Intelligent.com in January, one-eighth of hiring managers stated that they would avoid hiring recent college graduates in 2025; another quarter mentioned that recent graduates were ill-prepared for interviews. Intelligent.com is a private website that provides fair and objective research and resources for students and future students to make informed decisions about higher education.
These findings stem from a survey conducted in December 2024 with 1,000 managers involved in hiring entry-level positions, aimed at understanding their attitudes towards providing opportunities for recent college graduates.
In the survey, 29% of hiring managers indicated that graduates felt qualified during job interviews. They noted that college graduates struggled with aspects like eye contact, proper attire, and negotiating salaries during the interview process. Nearly one-tenth of hiring managers have had job seekers bring their parents to interviews.
One-third of managers expressed that recent graduates lack work ethics; about a quarter of them mentioned that graduates are quick to anger, lack punctuality, and respond poorly to feedback; 55% of respondents admitted to having to dismiss a recent college graduate in 2024.
Gayeski attributes part of the responsibility to the graduates themselves, citing differences in values compared to previous generations.
“They see their elders toil in jobs, sometimes getting laid off or unemployed,” she said. “They question the integrity of companies and their leaders. They seek a balance between work and life to have time for their hobbies and building relationships.”
She added that other factors not present or less common in previous generations must also be considered.
“In the past two to three years, the educational experiences of soon-to-be graduates were severely impacted by the COVID pandemic,” Gayeski said.
She pointed out that most of them spent one to two years of their high school or college career online, meaning they did not develop interpersonal skills, teamwork experiences, or confidence in speaking like previous students.
“Many also did not have the opportunity to invite guest speakers for discussions, work in extracurricular groups or clubs, become members of sports teams, or engage in internships. All of these can cultivate leadership skills and some performance expectations valued by employers, such as being punctual,” she said.
Huy Nguyen, Chief Education and Career Development Consultant at Intelligent.com, highlighted in the survey results that mutual understanding between both parties would greatly help rectify all the negative factors revealed in the December 2024 survey.
“Recent college graduates should realize that people hold negative perceptions and biases toward them,” Nguyen said. “By understanding what factors most frustrate managers and taking a conscious approach to interviews, applicants can increase their chances of leaving a positive impression and standing out among numerous candidates.”
To that end, he recommended some timeless principles that transcend generations: spend time thoroughly researching companies of interest. Tailor resumes, cover letters, and any outreach communication materials for specific jobs. Be prepared to pass-through thought-provoking questions and clarify how personal values and experiences align with the organization to demonstrate initiative and genuine interest.
“It’s important to find those who exhibit positivity, adaptability, and growth potential,” Nguyen said. “Specific skills and processes can be easily taught to those who are motivated and have a positive attitude.”
Gayeski mentioned that she is beginning to see more graduates with the right workplace skills and attitudes compared to those who don’t possess them.
“I do believe the negative impact of COVID has now passed, and students are starting to engage in more leadership, teamwork, and internship activities, which may enhance their ability to communicate effectively,” she said.
“However, it’s not just young employees who are reevaluating their relationship with work. Many employees across all demographics express a lack of trust and engagement with companies, seeking a more balanced lifestyle. They demand more flexible working arrangements, such as hybrid work and flexible shifts, to meet their specific needs.”
The original article entitled “US Employers Prefer Older Candidates to New Graduates for Jobs” was published on the English version of the Epoch Times website.