New grads struggle with training, internships, and workload management amid economic uncertainty
New graduates entering Canada’s workforce this year face limited mentorship, leaner support systems, and a complex economic landscape.
As the class of 2025 prepares to transition from education into employment, workplace experts are urging early-career professionals to anticipate challenges and take steps to adapt.
Mike Shekhtman, senior regional director at Robert Half, said the shift in company structures has reduced support for entry-level employees.
“Companies just don't have the resources to be able to support great experiences when it comes to new hires,” Shekhtman said to The Canadian Press.
He pointed to accelerated retirements, more selective hiring, and smaller teams as reasons formal mentorship programs are less common.
According to a new Robert Half survey of 835 Canadian workers, 47 percent lacked a workplace peer to guide them during their early careers.
Another 37 percent felt unprepared due to insufficient training, while 34 percent entered the workforce without internships or relevant experience.
Shekhtman attributed these gaps to fewer investments in learning and development.
“When you have robust teams, you can allocate resources to those new hires, but if teams are being spread thin, you're not going to get that one-on-one onboarding experience that will set people up to be successful,” he said.
The survey also found 33 percent of early-career workers struggled with managing workloads, and 32 percent said they couldn’t apply their skills immediately on the job.
In response, many new workers reported taking initiative by researching companies or seeking networking opportunities.
Bob Menard, graduate career adviser at Concordia University’s John Molson School of Business, recommended that students reach out to professionals in their desired field.
“Most of the students I deal with feel like they have to get the referral, like the only way they're going to get noticed by the companies is if they have sort of a rubber stamp from someone,” he said.
He added that many overlook how valuable it is to assess whether they truly have the right skills and experience.
Menard encouraged post-secondary students to take advantage of internships and co-op placements, which he said have evolved into paid roles offering hands-on experience.
“Companies have recognized the value of an internship, not just to get something done, but really to fill the pipeline for their future,” Menard said.
She added that while not every internship leads to a permanent job, it gives employers an extended period—about four months—to evaluate whether a candidate is the right fit.
A second Robert Half survey of more than 1,050 Canadian hiring managers showed that 34 percent offer paid internships to students or recent graduates, and 32 percent actively recruit on college and university campuses.
Shekhtman said contract and temporary roles can help new graduates get a foot in the door. “It’s going to be especially crucial through the next number of months because we know uncertainty is going to be our constant,” he said.
He noted that grads will need to stay flexible and open to a range of opportunities.
In the US, Robert Half conducted an additional survey in March 2025 involving nearly 1,000 professionals aged 18 and older.
Results mirrored Canadian findings: 45 percent lacked a mentor, 39 percent had difficulty managing workloads, 36 percent said onboarding and training were inadequate, 35 percent lacked internship experience, and 34 percent couldn’t immediately contribute using their existing skills.
“Launching a career can feel overwhelming, but new professionals can set themselves up for success by being prepared and asking the right questions,” said Dawn Fay, operational president at Robert Half.
Fay added that the first job offers more than a paycheque—it’s a chance to build long-term relationships and career foundations.
Robert Half advised early-career professionals to gain real-world experience through internships, apprenticeships, or contract work.
The firm also recommended connecting with mentors, committing to continuous learning, and communicating clearly in the workplace.
“Taking steps toward building a successful career should begin long before your first day on the job,” Fay said.
She added that being intentional—through mentorship, continuous learning, and skill development—helps build confidence and sets the stage for long-term growth.
