There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs. In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing? They’re lacking soft skills.

1. A PROFESSIONAL MINDSET
HELP YOUNG TALENT
DEVELOPDEVELOP

2. WHAT BUSINESS LEADERS EXPECT VS
WHAT RECENT GRADUATES OFFER

3. THE CHALLENGETHE CHALLENGE

4. Hay Group surveyed 450 business leaders and 450 recent
graduates based in India, the US, and China. A massive 76% of
managers reported that entry-level workers and recent grads
are not ready for their jobs.

5. Skills New Professionals Have

6. Skills New Professionals Have
ambition

7. Skills New Professionals Have
commitment
ambition

8. Skills New Professionals Have
commitment
ambition
passion

9. Skills New Professionals Have
commitment
ambition
passion
tech
smarts

10. Skills New Professionals Have
intelligence
commitment
ambition
passion
tech
smarts

11. Skills New Professionals Lack

12. Skills New Professionals Lack
intelligence
commitment
ambition
passion
tech
smarts
soft
skills

13. New grads don’t value emotional intelligence’s role in
professional environments. And we know these qualities
are necessary for strong motivation, sustained focus, and
productive collaboration.

14. • Collaborative
• Adaptable
• Resilient
• Open to Diversity
• Cool-Headed
• Empathetic
• Clear Communicator
• Good Listener
• Self-Disciplined

15. THE FINDINGSTHE FINDINGS

16. THE GRADUATE’S MINDSET

17. THE GRADUATE’S MINDSET
69% believe
soft skills get in the
way of doing their
job well.

18. THE GRADUATE’S MINDSET
69% believe
soft skills get in the
way of doing their
job well.
70% believe their
technical skills are
more valuable than
their soft skills.
69% believe
soft skills get in the
way of doing their
job well.
70% believe their
technical skills are
more valuable than
their soft skills.

19. THE LEADER’S MINDSET

20. THE LEADER’S MINDSET
91% believe
employees with
refined soft
skills advance
faster.

21. THE LEADER’S MINDSET
91% believe
employees with
refined soft
skills advance
faster.
85% see technical skills as
the basic necessity for new
hires, while soft skills are
what set them apart.

22. THE LEADER’S MINDSET
91% believe
employees with
refined soft
skills advance
faster.
85% see technical skills as
the basic necessity for new
hires, while soft skills are
what set them apart.
90% believe employees
with strong soft skills
deliver a better
commercial impact.

23. THE SOLUTIONTHE SOLUTION

24. PROMOTE SELF-REGULATION

25. PROMOTE SELF-REGULATION
The signifiers of emotional self-regulation are easily
identified. A person who knows how to self-regulate
possesses:

26. acceptance
of uncertainty
and change
PROMOTE SELF-REGULATION
The signifiers of emotional self-regulation are easily
identified. A person who knows how to self-regulate
possesses:

27. acceptance
of uncertainty
and change
integrity —
specifically, the
ability to say no to
impulsive urges
PROMOTE SELF-REGULATION
The signifiers of emotional self-regulation are easily
identified. A person who knows how to self-regulate
possesses:

28. an inclination
towards reflection and
thoughtfulness
acceptance
of uncertainty
and change
integrity —
specifically, the
ability to say no to
impulsive urges
PROMOTE SELF-REGULATION
The signifiers of emotional self-regulation are easily
identified. A person who knows how to self-regulate
possesses:

29. TEACH TIME MANAGEMENT

30. TEACH TIME MANAGEMENT
Introduce specific time management methods. When
you’re interrupted, practice asking yourself: Can this wait?
You’ll find that the answer is almost always Yes.
Communicate this clearly — and kindly.

31. CREATE A MENTOR PROGRAM

32. CREATE A MENTOR PROGRAM
This is an opportunity for new grads to:

33. CREATE A MENTOR PROGRAM
make
connections
This is an opportunity for new grads to:

34. CREATE A MENTOR PROGRAM
practice
face-to-face
communication
make
connections
This is an opportunity for new grads to:

35. CREATE A MENTOR PROGRAM
practice
face-to-face
communication
make
connections
hear
interesting
career
stories
This is an opportunity for new grads to:

36. CREATE A MENTOR PROGRAM
practice
face-to-face
communication
make
connections
hear
interesting
career
stories
see another
aspect of the
organization
This is an opportunity for new grads to:

37. CREATE A MENTOR PROGRAM
practice
face-to-face
communication
make
connections
hear
interesting
career
stories
see another
aspect of the
organization
get a
big picture
perspective
This is an opportunity for new grads to:

38. LEARN MORELEARN MORE

39. The HR and EI Collection is designed to fill the gaps in
your learning and development library. HR executives,
senior leaders, and management coaches can tailor
team trainings or one-on-one sessions to address
common performance obstacles. Visit
morethansound.net to find the right collection for you.
THE HR &
EI COLLECTION
LEARN MORELEARN MORE

40. THE HR &
EI COLLECTION
LEARN MORELEARN MORE

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the EI Overview

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the L&D Primer

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the C-Suite Toolkit
DANIEL J. SEIGEL
WARREN BENNIS
ERICA ARIEL FOX
CLAUDIO FERNÁNDEZ-ARÁOZ
BILL GEORGE
TERESA AMABILE
HOWARD GARDNER
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LEADERSHIP:
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the Coaching Program

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the Focused Leader

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the Competency Builder

47. LEARN MORELEARN MORE
MORE THAN
SOUND
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