Why Recent Grads Can't Land Jobs: The Shocking Truth About Employer Expectations

The Hidden Barrier in Entry-Level Hiring

Recent college graduates are facing one of the toughest challenges in today's job market: employers' strict standards for entry-level positions. Despite being well-prepared with certifications and credentials, many qualified candidates are being ruled out based on factors beyond their control.

The Certification vs. Reality Gap

Kirsten Smith, director of career services for the Fortis Institute, highlighted this issue during a State of the Workforce presentation. "We get them certified," Smith explained. "Our CDL students come out with not only a license but they could potentially come out with different endorsements. Our trade students come out of the HVAC program with the EPA Universal Certification, they come out with credentials, but the employers have these strict standards for entry-level positions that are causing us to face barriers to employment."

Smith shared specific examples: "I'll give them potential CDL candidates and even if the 20-year-old did exceptionally well in the program, they don't get the job because they're under 23, or because they don't have the 500 hours that are required, so that precludes them."

The Regional Talent Drain

This disconnect between preparation and hiring requirements is leading to a concerning trend: talented graduates leaving the region. "The reality for us is just having such a hard time getting them into jobs, regionally, and then they're leaving," Smith said. "They're going to Virginia, Delaware and other places."

Bob Durkin, president and CEO of the Greater Scranton Chamber of Commerce, emphasized the need for better alignment: "Among the key elements we're trying to accomplish are talent retention, talent attraction and recognizing that within our schools, both K-12 and higher education, the jobs we have need certain skillsets and we need to be able to see where those job opportunities are."

Changing Perceptions and Growing Opportunities

Jill Avery-Stoss, president and CEO of The Institute, noted positive changes in the regional job market: "We're seeing that change. We have a ton of jobs, and they are not only low-level or high-level jobs; there is a lot of diversity and plenty of entry points for folks with all sorts of backgrounds."

Healthcare remains a critical sector with growing needs for workers in roles such as nurses, certified nursing assistants, licensed practical nurses, dental hygienists and personal care and home health aides. "We're looking at a deficit of about 20,000 registered nurses," Avery-Stoss revealed.

The Triple Threat: Child Care, Transportation, and Housing

The region continues to grapple with significant barriers to employment:

• Transportation challenges for non-traditional work hours
• Housing insecurity affecting employment stability
• Child care accessibility limiting workforce participation

Avery-Stoss noted alarming statistics: "The Scranton/Wilkes-Barre/Hazleton metro area experienced a 42% increase in the typical market rate for rent from 2019-2024. Additionally, the typical home value increased by more than 70% in Lackawanna County and more than 90% in Luzerne County during the same time period."

Looking Forward with Optimism

Despite these challenges, Avery-Stoss maintains a positive outlook: "I think it's going to look a little bit different as different jobs come to the area. There's going to be a little more competition amongst employers, which could be good in terms of wage growth."

The key takeaway? While job opportunities exist, employers need to reconsider their entry-level requirements to match the reality of today's graduates' qualifications and the region's economic needs.