There’s a mix of excitement and anxiety that comes with starting one of your first real-world jobs. For some, moving into the workplace after years of post-secondary study or training is a welcome next step; for others, the day-to-day grind is a sharp and sometimes surprising adjustment.
As the class of 2025 prepares to graduate this spring, experts say it’s important to be ready for the practical and interpersonal challenges that accompany the transition into the workforce—especially given the current economic climate and shifting workplace norms.
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Lack of mentorship is the top challenge for new hires
Mike Shekhtman, a workplace expert and senior regional director with recruiting firm Robert Half, says many organizations have fewer resources available to guide new employees than they once did. Higher rates of retirements, more cautious hiring practices and leaner teams mean there is less capacity for structured mentorship and one-on-one onboarding.
“Companies just don’t have the resources to be able to support great experiences when it comes to new hires,” Shekhtman explains. “When teams are spread thin, it’s harder to provide the formal mentorship programs and the personal time that set new employees up for success.”
A recent Robert Half survey found limited mentorship opportunities were the leading concern for early-career Canadian workers: 47% of respondents said they didn’t have a workplace peer available to guide them. The same survey of 835 Canadian workers also revealed that 37% felt unprepared because their employer training was insufficient, while 34% had entered the workforce without internships or prior relevant experience.
Beyond mentorship and training gaps, one-third of respondents said they struggled to manage workloads, and 32% believed their existing skills didn’t allow them to make an immediate impact. These challenges highlight how critical structured onboarding and clear expectations are for first-time employees.
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Research and networking help grads find the right fit
Survey participants described practical steps they took to overcome early-career obstacles: researching employers to determine cultural and role fit, and actively seeking networking opportunities to learn from those already in their chosen field.
Bob Menard, a graduate career adviser at Concordia University’s John Molson School of Business, recommends that students schedule informal conversations—coffee chats—with professionals in their industry. Asking what skills employers value and what a typical day looks like can reveal whether a specific role aligns with a graduate’s strengths and interests.
“Many students assume they need a referral to get noticed,” Menard says. “But learning more about whether your skills and experiences match a role is extremely valuable and can help you target the right opportunities.”
One-third of workplaces offer paid internships, co-op placements
Menard also encourages students to make the most of internships and co-op placements while they’re available. Employers increasingly recognize internships as a strategic way to develop future talent. Many internships today are paid and structured to help first-time workers build practical skills and demonstrate their abilities over several months.
Research by Robert Half of more than 1,050 hiring managers in Canada found that roughly one-third of employers are offering paid internships to current students or recent graduates, and a similar share recruit directly on college and university campuses.
Given continued economic uncertainty in some sectors, Shekhtman advises new graduates to remain flexible. Contract work, temporary roles, and short-term assignments can provide valuable experience and help graduates build a track record—often serving as a bridge to more permanent positions.
“Uncertainty is likely to be a constant in the months ahead,” Shekhtman says. “New grads who stay adaptable and are open to varied opportunities will have an advantage as they gain experience and build their professional networks.”
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