Hey, Subscribers!

The school year is officially underway again. For some, it’s their first time entering middle or high school, worrying about making new friends, juggling classes, and fitting in. For others, however, it’s senior year in college…their last year with the safety net of school. This got me thinking about my own final year of college: entering the workforce “for real,” facing a weak economy and no LinkedIn or professional network.

Savvy students use this time to lock in internships and final work experiences and build professional relationships before launching their “official” career search. (Fortunately for me, one of my professors suggested Enterprise Rent-A-Car as a great place to start a business career, and I ended up working there for over five years!) As a business leader in the human capital industry, I’ve seen firsthand the struggles young professionals face entering today’s tough job market. Despite the impressive March BLS jobs figures, recent data tells a worrying story: recent graduates face a 4.8% unemployment rate and a whopping 40.3% underemployment rate.

Think about all these college seniors have had to deal with since high school – not having had an actual graduation, a global pandemic, the move from 10% of the workforce working from home to nearly 80% in a matter of days, the January 6th riots, social unrest, global supply chain issues, the rapid rise in inflation and interest rates, the opening up of mental health conversations, the explosion of housing costs, the “Great Resignation”, Russia’s invasion of Ukraine, the Isreal/Hamas war, tech layoffs, and the rise of AI! It’s exhausting just thinking about it.

But don’t despair—WE, as employers and leaders, can do something to help these wide-eyed yet overwhelmed 22-year-olds! Just like my professor did for me.

A simple conversation can be transformative. By making ourselves available for informational interviews, we can offer insights, clarity, and confidence to these young adults trying to find their way. It’s easy to tell ourselves we’re “too busy” to talk to a 22-year-old. I challenge YOU to avoid this cynicism and the trap of “busyness” to extend a hand to these young professionals. When they send us a cold email, a request to connect on LinkedIn or ask to talk to us at a networking event, our response needs to be, “Sure, I’d be happy to spend some time with you”.

And there’s even more we can do:

🌟 Mentorship Programs: Guide the next generation with your experience.

🎓 Internships & Entry-Level Roles: Provide essential hands-on learning.

📚 Continuous Learning: Invest in their growth and adaptability.

🤝 Inclusive Hiring: Embrace diverse talents for richer perspectives.

It’s not just about opening doors; it’s about empowering young professionals to walk through them confidently. Our actions today will shape the leaders of tomorrow. Together, we can pave the way for a brighter future.

Speaking of focusing on the future…

Check out our latest Recruiter Rant: Is Your Succession Plan a Recipe for Disaster? With just 35% of organizations having a formal plan, most leadership transitions are a high-stakes game of hot potato. Get ready for a no-holds-barred look at why every position has an expiration date, how failing to plan could throw your shareholders into a panic, and why fostering a culture of continuous learning and diversity might be your ticket to avoiding chaos when change comes knocking.