By Liz Bilton

As student hiring season approaches, organizations are preparing for a new wave of emerging talent. Graduates, summer students, and co-op candidates are refining resumes, expanding their networks, and updating LinkedIn profiles to position themselves for success.

The question is: how is your organization preparing for them? A strong early-career experience does more than support student hires, it strengthens your employer brand. Students share their experiences, and word travels quickly. Positive experiences attract innovative thinking and position your organization as an employer of choice for future talent.

Understanding today’s early-career workforce

Many early-career hires arrive motivated and capable, but for some, this may be their first experience in a complex workplace environment.¹ Research consistently shows that structured onboarding accelerates ramp-up time, clarifies expectations, and improves productivity. In contrast, informal onboarding can result in slower integration, inconsistent performance, and increased managerial time spent correcting misunderstandings. ^2,3,4

Today’s emerging workforce has also been shaped by unique circumstances. Many Gen Z job seekers spent formative academic and early professional years in isolation, limiting opportunities to build workplace social skills and professional communication habits developed through traditional work environments.⁵

According to Indeed’s Job Hopping and Trends Survey (2025), approximately 82% of Gen Z respondents reported that mentorship and opportunities to build relationships within their organization are important for skill development, market understanding, and fostering a sense of belonging.⁶

Understanding this context allows leaders to shift from expecting immediate workplace fluency to intentionally developing it.

Practical ways to support new graduates, co-ops, and summer students

Close readiness gaps intentionally

Incorporate training into the first few weeks to address workplace fundamentals: norms, expectations, processes. Pair early-career hires with mentors to foster connection and confidence.  

Provide developmental feedback

Many professionals trace their growth back to a pivotal piece of early feedback. Leaders should focus on guidance that builds professional identity and long-term capability, not just task correction. Clear, constructive input helps early-career professionals understand expectations and develop strong habits early-on.  

Broaden exposure

Offer different experiences across departments or functions. Visibility into the broader organization helps students and early-career professionals shape their career and may tap into fresh ideas beyond their immediate role.

Involve them in meaningful work

Expose students to real business challenges aligned with their education and strengths. This builds confidence while introducing new perspectives into processes.

Be open to ideas

This generation is highly capable with technology and digital tools. Be prepared to not only teach, but learn.

Prepare a welcome letter

Proactive communication before the start date can improve the onboarding experience. Clear guidance around logistics, expectations, and first day details reduce uncertainty, builds confidence, and signals that the organization is prepared and invested in the individual’s success.

Have a structured onboarding process

Prepared workspaces, functional technology, and intentional introductions allow new hires to focus on learning and contribution from the start. Without structure, organizations often encounter avoidable setbacks: unclear expectations, delayed productivity inconsistent performance, and increased management overhead.

Make unwritten rules visible

Spell out what experienced employees likely already know:

• How to prioritize tasks and manage competing deadlines

• What good performance looks like  

• When to ask for support versus working independently

• How to communicate progress, updates, and challenges

• Cultural expectations including tone, responsiveness, meeting etiquette, and working hours

Campus to Career

For more than 20 years, People First HR’s Career Management practice has supported individuals navigating their career and pursuing meaningful opportunities aligned with their skills and goals.

With youth unemployment (ages 15–24) reaching a 15-year high of approximately 14.7%, and recent university graduates experiencing unemployment rates of 8.1%, structured early-career development is more important than ever.^7,8

The Campus to Career program bridges the gap between academia and industry, guiding the student through career exploration, personal branding, job search strategy, interview preparing, and early workplace success. Delivered through a flexible online platform with optional career coaching, the program provides scalable, measurable career readiness support. With deep expertise in the Canadian job market and strong relationships with universities, colleges, and youth organizations, we equip students with the insight and skills they need to navigate their career journey and pursue work that is meaningful and purposeful.  

If you’re interested in learning more about Campus to Career, whether for your organization or for a student in your life, let’s connect.

References

1. Intelligent. (2024, September 13). 1 in 6 companies are hesitant to hire recent college graduates. Intelligent.com. https://www.intelligent.com/1-in-6-companies-are-hesitant-to-hire-recent-college-graduates/

2. Society for Human Resource Management (SHRM). (2025). Onboarding: The key to elevating your company culture. SHRM Executive Network. https://www.shrm.org/executive-network/insights/onboarding-key-to-elevating-company-culture

3. Conference Board of Canada. (n.d.). Bringing new hires up to speed: How structured onboarding can help. The Conference Board of Canada. https://www.conferenceboard.ca/product/bringing-new-hires-up-to-speed-how-structured-onboarding-can-help/  

4. Deloitte. (2023). Transforming the new hire onboarding experience. Deloitte Insights. https://action.deloitte.com/insight/4456/transforming-the-new-hire-onboarding-experience  

5. CollingwoodToday. (2026). Gen Z is entering the workforce — but are they ready? https://www.collingwoodtoday.ca/spotlight/gen-z-is-entering-the-workforce-but-are-they-ready-11905108

6. HRD Canada. (2026, January 20). Why young workers leave — and how HR can win them over. HRD Magazine. Retrieved from https://www.hcamag.com/ca/specialization/employee-engagement/why-young-workers-leave-and-how-hr-can-win-them-over/562535

7. Statistics Canada. (2025, October 9). Labour Force Survey, September 2025. The Daily. Government of Canada. https://www150.statcan.gc.ca/n1/daily-quotidien/251009/dq251009a-eng.htm

8. Statistics Canada. (2025). Youth faced a challenging labour market this summer and in September. Government of Canada. https://www.statcan.gc.ca/o1/en/plus/8640-youth-faced-challenging-labour-market-summer-and-september

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