85% respondents agree that entry-level talent is a very important element for their companies’ business competitiveness. The study reveals that entry-level talent creates a way to build an internal talent pipeline, maintains the balance of manpower costs and increases efficiency.
52% of the respondents agreed that there is inadequate number of candidates available when hiring for entry-level positions, while 75% agreed that there is a problem in finding quality Candidates.
Over 80% of the companies surveyed agreed that they prefer candidates who have some vocational or skills training when hiring for entry-level positions.
91% respondents agreed that training is a must for entry-level roles.
21% respondents felt that their current training system is not effective and a significant 30% were not sure about the effectiveness of their process for entry-level training.
87% respondents agreed that education, combined with vocational training, provides better candidates with respect to their job readiness, reduces training costs and makes employees hired at the entry-level become productive faster.
For 84% respondents, attrition levels are higher than 25%. Further, 52% respondents agreed that entry-level attrition is mainly driven by inadequate skills to cope with job demands and 55% agreed that attrition is also driven by the lack of awareness of growth opportunities in the organization.