Copyright Forbes
While earning a college degree has long been seen as a predictably reliable path to career advancement, the overall employment outlook for recent graduates has become increasingly dim. A variety of factors have contributed to this shift, from an uncertain economy to AI-related job market changes to mismatches between new talent’s skills and the workforce’s true needs. Fortunately, businesses can help bridge these gaps by finding ways to provide students and recent grads with real-world opportunities. Below, 15 members of Forbes Coaches Council share innovative ways for company leaders to help improve long-term career prospects for the next generation of professionals while shoring up their talent pipelines. Broaden Students’ Horizons Through Experiential Learning Business leaders can collaborate with education partners to teach recent college grads about emerging job titles and how what they are currently learning can be seen as an asset by future employers. Companies can partner with schools on experiential learning activities that increase awareness on both ends, leading to hiring in fields that college students were not aware existed. - Jasmine Briggs-Rogers, Creatively Inspired Career Coaching Host Free Virtual Career Summits A company can create a career accelerator that includes a free half-day virtual career summit twice per year. Following this up with externships to expand opportunities and long-term prospects for new college graduates (open to grade 10 and up) allows for the pipeline to be primed. These career summits include short panels, networking with a one-page résumé and business card exchange, and a company speaker. - Mariama Boney, Achieve More LLC Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify? Start A Local Summer Internship Program Create a summer internship for students to participate in real-world projects that’ll open their eyes to new, innovative projects that can help enhance their vision, skills and knowledge. This shouldn’t just be offered to the kids of parents who already work at the company, but also to the students from the local community. It can be a four-year program that sets them up for a real, permanent position. - Miriam Simon, Mi Sí Coaching and Consulting LLC Create Paid, Project-Based Fellowships Business leaders can build “experience-to-employment” ecosystems—partnering with universities to create paid, project-based fellowships where students solve real business problems using AI, data or strategy tools. Graduates gain portfolio-worthy results, not just grades, while companies identify and train future hires through authentic, outcome-driven collaboration. - Yasir Hashmi, The Hashmi Group Develop Hybrid ‘Bridge Programs’ Business leaders could create “bridge programs” that combine entry-level employment with continued skills development. These hybrid roles would offer recent graduates meaningful part-time work paired with industry-specific training. By partnering with universities on these programs, companies could both address their talent needs and provide graduates crucial professional experience. - Jonathan H. Westover, Ph.D, Human Capital Innovations Leverage ‘Micro-Apprenticeships’ Business leaders could partner with universities to create “micro-apprenticeships” that blend short-term paid projects with mentorship and real business challenges. This model bridges the gap between academia and industry, giving graduates practical experience, networks and confidence, while allowing companies to spot, train and retain emerging talent before competitors do. - Peter Boolkah, The Transition Guy Offer Free Career Assessments My company offers a free career assessment for college students and recent grads to help them understand their strengths and explore career paths that fit them best. In your early 20s, you’re still quite young to be deciding your future, so having personalized guidance can make all the difference. - Megan Malone, Truity Give High-Performing Grads ‘Inside Access’ One powerful yet underused strategy? Invite high-performing graduates to shadow your C-suite in real meetings, on business trips or at strategic off-site gatherings. This immersive “inside access” builds confidence, exposes them to senior thinking and sparks ambition. It shows what leadership looks like up close—and often changes a career trajectory in just a single experience. - Carlos Hoyos, Elite Leader Institute Work On Real, Pre-Graduation Experience Requirements A common thing I hear from clients about new graduate hires is that they are having to teach basic employment skills—showing up on time, completing tasks on time, communicating professionally, leaving drama outside the workplace and so on. If education systems partner with the community and require a minimum amount of work experience or volunteer hours to graduate, that’d help build a more mature workforce. - Christie Garcia, Mindful Choice, LLC. Grow Potential Talent Internally Educate. Mentor. Coach. If the talent isn’t out there, build it yourself. Business leaders can create internal academies, mentorship programs and rotational training tracks that turn entry-level hires into future experts. Spot potential early—then invest in developing it. Instead of competing for scarce talent, grow your own. The payoff isn’t just filled positions, but loyal, capable people. - Stephan Lendi, Newbury Media & Communications GmbH Call On Alumni To Support And Mentor Students Activating alumni who are business leaders to support and mentor current students and new graduates in their job search is a powerful way to help make their transition to the workforce easier. With support from alumni who have similar lived experiences or identities, in particular, students have someone in their corner who can really understand them and help them navigate their career with confidence. - Ellen Whitlock Baker, EWB Coaching Invite Students To Join ‘Real-World Labs’ Business leaders could create “real-world labs”—cross-sector projects where students and professionals co-design solutions to social or industry challenges. Instead of theoretical learning, graduates gain practical experience, leadership exposure and tangible results. It’s innovation through collaboration, preparing them to lead through complexity, not just work within it. - Veronica Angela, CONQUER EDGE, LLC Create More Paid Internships Create more paid internships within your company. They cost so little and they pay off so much for you and your workforce. Internships can create goodwill, a positive outlook and powerful reputational elements you cannot measure. It is too bad that there are so few opportunities to intern these days. Companies should triple their commitments to interns and build hope for this generation. - John M. O'Connor, Career Pro Inc. Establish Mentorship Programs While mentorship programs have lost focus over the years, they can be implemented both internally and externally. Provide opportunities for new graduates to learn about the skills needed for future roles, help them understand where to prioritize their time and support them in their continued development. This supports new graduates while also developing the next generation of talent. - Bryan Powell, Executive Coaching Space Partner With Professors Teaching Relevant Courses
