Why Investing in Early Career Talent is Good Business

Why Investing in Early Career Talent is Good Business Partnering with Education at Work In a highly competitive labor market, where skilled and adaptable talent is in high demand, investing in early career talent offers employers a strategic advantage. In today’s competitive labor market, the demand for skilled, adaptable talent has never been higher. Investing in early career talent has become a powerful strategy for employers seeking to secure their future. By partnering with organizations like Education at Work, companies can access a pipeline of motivated, tech-savvy college students eager to bring fresh perspectives and energy to the workforce. This blog explores why investing in early career talent is not only beneficial for the future workforce but also an innovative, forward-thinking business decision for today’s employers.   The Challenge: Attracting and Retaining Skilled Talent Employers across industries face a common challenge: attracting and retaining qualified talent. With unemployment rates for skilled workers at historic lows, competition for top talent is fierce. According to a survey from ManpowerGroup, nearly 70% of companies report talent shortages, and many need help filling key roles, particularly those requiring advanced digital skills and adaptability. This shortage often means higher costs as companies compete to attract mid-career professionals or need to increase wages to retain current employees. Additionally, younger generations of workers, such as Gen Z, have shifted workplace expectations. They seek career development, purpose-driven work, and flexibility, often leading them to pursue roles offering growth and stability over traditional career tracks. These expectations make employers need to reimagine their talent strategy to include younger talent ready to grow within the organization.   The High Costs of Turnover and Recruitment Turnover is costly – and not just in terms of direct recruitment expenses. The Society for Human Resource Management (SHRM) estimates that the average cost per hire is around $4,700, and for roles that require specialized skills, this figure can exceed $10,000. Additionally, the expenses related to lost productivity, training, and onboarding can further stretch budgets. (Fit Small Business) Gallup reports that U.S. businesses lose nearly $1 trillion yearly due to voluntary turnover. When companies can’t retain employees, they face higher recruitment costs and disruptions to their operations, which can hurt team morale and reduce productivity. By hiring students early in their careers, companies can address these pain points more effectively. With the proper onboarding and mentorship, students are often more likely to grow and stay within an organization, saving employers time and money. (Gallup)   The Benefits of Hiring Student Employees Financial Returns: Hiring early career talent presents a clear financial upside. Students entering the workforce through a structured program, like those offered by Education at Work, bring relevant skills at a competitive cost. Organizations benefit from a lower cost-per-hire and have the potential to shape these young professionals to fit their company culture and needs. Employers can reduce their reliance on expensive recruiting tactics by investing in students who become long-term contributors, thus minimizing turnover costs. Enhanced Company Culture: Working with students fosters a culture of growth and mentorship within organizations. Seasoned employees become mentors, creating opportunities for knowledge-sharing and promoting leadership skills. This development culture can attract more high-potential employees and enhance team morale, as employees at all levels contribute to developing the next generation of talent. Diversity and Innovation: Student hires bring new ideas and a fresh perspective to the workplace. Partnering with organizations like Education at Work ensures that companies access a diverse range of talented young people who can contribute innovative solutions to modern challenges. This infusion of diverse perspectives helps organizations stay agile, culturally aware, and forward-thinking – essential qualities in today’s fast-paced business landscape.   Why Partner with Education at Work? Education at Work specializes in connecting employers with college students who are eager to build their skills. These partnerships allow businesses to address immediate staffing needs and foster long-term workforce development. Employers can create a robust early talent pipeline by investing in student talent through a dedicated program, supporting sustainable growth and competitive advantage. When businesses invest in early career talent, they aren’t just hiring for the present – they’re building a more agile, resilient, and innovative future. Partnering with Education at Work ensures employers can access motivated, skilled students ready to contribute and grow, making it a win-win strategy for today and tomorrow.  Contact us to learn more. Linkedin Facebook Instagram

The Benefits of Early Talent Pipeline Development

The Benefits of Early Talent Pipeline Development Building a robust early talent pipeline is a crucial investment for businesses aiming to sustain growth, innovation, and adaptability in today’s market. Organizations can gain a competitive edge by prioritizing early-career talent while addressing critical workforce issues, including skills shortages, diversity, and employee retention. In today’s fast-evolving business landscape, securing a steady flow of skilled and adaptable talent is more critical than ever. For organizations looking to stay ahead, investing in early-career talent is more than just a recruitment strategy—it’s a pathway to long-term success. At Education at Work, we specialize in providing large employers with a pipeline of hard-working, tech-savvy college students to fill in-demand roles in project management, analytics, customer service, and beyond. Our model—driven by real-world training and employment—bridges the gap between college and career, helping businesses achieve measurable outcomes while positioning students for high-quality post-graduation job opportunities. This article highlights the immense value of partnerships like ours in workforce development and shares why investing in early talent is a powerful strategy for organizational resilience and growth. Research shows that developing early talent pipelines fills immediate roles and sets the stage for long-term workforce stability. For instance, organizations with early-career solid programs report a 24% higher retention rate for hires who progress through these initiatives than traditional hires. This phenomenon is particularly impactful in industries like technology, finance, and healthcare, where specialized skills and high turnover can create gaps in service and productivity. Furthermore, data from the National Association of Colleges and Employers (NACE) indicates that 85% of organizations see increased employee engagement and productivity when they invest in robust internship and early career programs, as they are better prepared to engage and retain employees who align with their culture and goals. (Symba, 2023; LDP Connect, 2021; InStride, 2022) Diversity Gains in Early Career Hiring Developing an early talent pipeline also supports a company’s diversity, equity, and inclusion (DEI) objectives, which are top priorities for many modern businesses. Early talent programs create opportunities to recruit from a wider pool of candidates, often allowing companies to reach a more diverse range of students from different backgrounds, skills, and experiences. LinkedIn’s Workforce Diversity Report states that companies with DEI-driven early career programs are 1.7 times more likely to meet diversity hiring goals than those without. In sectors like technology and finance, where historically underrepresented groups are less prevalent in senior roles, early talent pipelines can have a lasting impact by building a foundation of diversity from the ground up. Education at Work is committed to partnering with companies to foster this inclusive approach. By collaborating with universities and offering programs tailored to students from various disciplines, we connect employers with a diverse, capable workforce prepared to contribute immediately and grow into more advanced roles. Cost Efficiency and Long-Term Value Beyond talent quality, early career programs deliver notable cost efficiencies. Entry-level positions typically cost less in terms of salaries and hiring fees than more experienced hires, and early talent programs can significantly reduce overall recruitment expenses by developing a steady, internal pipeline for future roles. A recent study from Deloitte shows that organizations with formalized early career programs save up to 40% on recruitment costs over time by lowering turnover and creating a predictable talent supply. These savings extend to onboarding and training, as early career employees trained within the organization require less acclimatization and quickly reach productivity. For example, healthcare companies often need help with turnover in critical frontline roles. By investing in partnerships that offer hands-on training and career growth, these organizations can reduce hiring cycles and focus resources on developing current employees. Education at Work’s structured programs prepares college students for their initial roles and career paths within partner organizations, saving time and resources for their hiring teams. Incorporating an early talent pipeline strategy is a transformative investment that provides immediate and long-term value for organizations. By building a skilled, diverse workforce committed to growth, companies can address critical hiring challenges, bolster DEI initiatives, and lower recruitment costs while positioning themselves for resilience and adaptability. At Education at Work, we’re proud to support businesses in achieving these goals by connecting them with driven, well-prepared college students ready to impact from day one. Interested in learning more about how a partnership with Education at Work can benefit your organization? Contact us today to explore how we can help you develop a solid early talent pipeline and secure a future-ready workforce.     Linkedin Facebook Instagram