In today's competitive job market, the demand for experienced candidates has reached unprecedented levels, leaving new graduates in a tight spot.

A recent report from Deloitte has revealed a striking trend: 61% of employers around the globe have raised their experience expectations for entry-level positions in just the last three years. Many companies are now asking for candidates to have between two to five years of prior experience before they can even be considered for these roles.

The Experience Gap Crisis

As highlighted in Deloitte’s 2025 Global Human Capital Trends report, organizations are facing significant challenges in finding talent that meets their expectations. A staggering two-thirds of hiring managers admitted that recent employees often lack the essential experience needed to succeed in their roles. This situation has led to what is being termed the “experience gap,” which is now viewed as a more pressing issue than the skills gap that has long been a topic of concern.

This paradox creates a vicious cycle for new graduates: they need experience to get their foot in the door, but how can they gain experience without already being employed? As hiring practices evolve, employers and candidates alike are struggling to navigate this challenging landscape.

Redefining Experience: What Employers Really Want

Deloitte suggests that the traditional view of “experience” is becoming obsolete. The simple accumulation of years spent in a role no longer aligns with the demands of today’s fast-paced work environments. Employers are seeking individuals who can effectively apply their skills in real-world situations, demonstrating not just technical abilities but also attributes like emotional intelligence, adaptability, and strong problem-solving capabilities.

This broader understanding of what constitutes experience necessitates a fundamental rethink in how organizations approach hiring. Instead of just ticking boxes for years worked, employers are increasingly on the lookout for candidates who exhibit qualities that suggest they can thrive in diverse and challenging scenarios.

Bridging the Experience Gap: Strategies for Organizations

To combat this growing experience gap, companies must adopt proactive strategies. The consensus among both workers and industry leaders is clear: organizations need to invest in experiential learning opportunities. Companies should consider redesigning roles to enable employees to gain experience more rapidly, particularly by implementing hands-on learning programs that emphasize practical judgment and skill development.

Moreover, businesses should diversify their recruiting methods, looking beyond traditional qualifications to uncover unconventional talent with relevant experiences. Deloitte advocates creating partnerships between employers and educational institutions to develop talent pipelines that effectively blend theoretical training with practical application.

Here are some actionable strategies that companies can adopt to help tackle the experience gap:

1. **Reassess Hiring Criteria**: Rethink how experience and formal educational qualifications are weighted in hiring decisions.

2. **Revamp Recruitment Algorithms**: Audit existing recruiting processes to ensure they are inclusive of non-traditional candidates who bring diverse experiences.

3. **Expand Learning Opportunities**: Increase the number of internships and apprenticeships available to provide practical, hands-on experience for aspiring workers.

4. **Collaborate with Schools**: Form partnerships with academic institutions to develop programs that merge classroom knowledge with real-world applications.

By implementing these recommendations, organizations can cultivate a more diverse, skilled, and resilient workforce while also addressing the pressing experience gap that so many employers face today. The challenge is significant, but with a commitment to innovation in hiring and training practices, companies can turn this struggle into an opportunity for growth and development.