Work Experience Critical for Entry-Level Hiring Despite Scaling Hurdles

When evaluating candidates for entry-level positions, employers place a much higher value on practical work experience than on academic credentials or grade point averages. According to a recent survey conducted by the Strada Institute for the Future of Work, 85% of hiring executives and senior leaders consider work experience important when assessing entry-level applicants.

The findings reveal that organizations are more than three times as likely to favor a job seeker with relevant work background over a candidate whose main distinctions are academic awards and high GPAs. Despite this clear preference, establishing pathways that connect education with required job skills remains limited across the United States.

The research utilized work-based learning as an umbrella term for opportunities such as internships, apprenticeships, co-ops, practicums, and clinical experiences. While 81% of surveyed employers reported offering at least one form of these programs, their overall reach is restricted. For most participating organizations, students in these initiatives represent 4% or less of the total workforce.

Furthermore, fewer than half of graduating seniors at public four-year colleges and universities complete even one paid work-based learning experience prior to graduation. Strada's broader research indicates that 73% of graduates who finished a paid internship successfully secured a first job requiring a degree, compared to only 44% of graduates who lacked internship experience.

Even though employers recognize the strong connection between actual work experience and successful transitions into degree-relevant employment, expanding these programs involves significant hurdles. Scaling work-based initiatives goes beyond encouraging companies to hire more interns, as businesses face multiple practical barriers.

Operational and resource constraints were cited by 71% of surveyed leaders as major obstacles, including the costs of wages and stipends, the time required from supervisors, and administrative burdens. Additionally, 58% of respondents pointed to broader business conditions and ongoing concerns regarding return on investment as reasons preventing them from growing these programs.

These challenges are particularly acute for smaller organizations that lack dedicated resources to design and manage structured training initiatives. Consequently, while the demand for experienced entry-level workers continues to grow, bridging the gap between formal education and workforce readiness remains a complex challenge for employers.