Key takeaways:

• Only 22% of company leaders believe entry-level workers are fully prepared for their roles, with most pointing to a lack of soft skills such as communication, adaptability, and problem-solving.
• Both employers and employees recognize the issue but disagree on who should fix it, creating a cycle where no one fully owns training or development.
• AI is raising the stakes, with 83% of leaders saying automation can already handle most entry-level jobs, which makes upskilling and adaptability more critical than ever.
  Smart employers are addressing the gap through structured onboarding, soft skills programs, mentorship, AI-readiness training, and continuous learning.
• Filta helps businesses hire and develop entry-level professionals in the Philippines and Colombia by combining cultural alignment, soft skills development, and ongoing upskilling to ensure long-term success.

Bottom line:
Entry-level talent isn’t the problem. The real challenge is creating environments where they can learn, adapt, and grow. Companies that invest in training and development now will not only find stronger hires but will also future-proof their teams for the AI-driven world ahead.

If you’ve hired entry-level talent recently, you’ve probably felt the growing gap between what new hires should know and what they actually bring to the table.

A new survey from General Assembly found that only 22% of company leaders believe entry-level workers are truly prepared for their jobs. Nearly half say they’re only somewhat ready. And about a third? Not ready at all.

The number one reason? Soft skills. Communication, adaptability, teamwork, and problem-solving (the very things AI can’t replace) are what many entry-level employees lack most.

Everyone agrees there’s a problem. But if nothing’s changing, the issue isn’t preparation. It’s that no one’s owning the solution.

The Real Problem: Everyone Thinks It’s Someone Else’s Job

Leaders say workers aren’t ready. Workers say training isn’t enough. Both are right, and that’s the problem.

Too many companies assume soft skills should be taught in school, while schools assume employers will handle it on the job. Meanwhile, new hires are left trying to figure out what “professionalism” looks like through trial and error.

Add AI into the mix, and the stakes get higher. According to the same study, 83% of leaders believe AI can already do most entry-level jobs. That means entry-level talent isn’t just competing with other people, but they’re also competing with automation.

The only real solution is for businesses to stop waiting for job readiness to happen and start building it intentionally.

What Smart Employers Are Doing Right Now

If you’re hiring or scaling globally, especially in talent-rich markets like the Philippines and Colombia, here’s how forward-thinking companies are closing the skills gap fast:

1. Start with a structured onboarding and soft skills program.
Don’t assume new hires “get it.” Train them in how your company communicates, collaborates, and delivers. Track metrics like time-to-productivity, quality, and retention to prove its impact.

2. Align upskilling with business goals.
Upskilling isn’t an HR checkbox, it’s a growth strategy. Link your learning programs to measurable outcomes like client satisfaction, project quality, and leadership pipeline strength.

3. Add an AI-readiness track.
Even non-technical roles should know how AI fits into daily work. Train new hires on automation tools, data literacy, and how to use AI ethically and efficiently. This builds confidence, not fear.

4. Create a talent funnel, not just a hiring cycle.
Partner with universities, local training providers, or outsourcing firms to build a consistent entry-level pipeline. Add mentorship or “buddy” programs to help new hires adapt faster.

5. Use microlearning for fast, continuous improvement.
Short, focused coaching sessions and monthly skills goals work far better than long, one-time workshops. Keep learning visible and measurable.

When you treat entry-level hiring as a system instead of a gamble, you get consistent results and talent that grows with you, not away from you.

How Filta Helps

Companies that invest in early-career development don’t just get better talent, they also get stronger teams and longer retention.

That’s why we’ve built an ecosystem that bridges global employers with entry-level and early-career professionals from the Philippines and Colombia who are trained, upskilled, and AI-ready.

Here’s how we help:

• Our recruiters identify candidates with the right mix of technical skill and growth mindset.
• We provide structured onboarding support that builds soft skills from day one.
  We offer continuous upskilling and AI literacy programs, so talent stays relevant and confident as technology evolves.
  

We also take the time to understand your company (your culture, your goals, and your ways of working) to make sure every hire is a genuine fit, not just a quick fill.

Because hiring entry-level talent shouldn’t feel like a risk. It should feel like an investment in your future.

What This Really Means

The next generation of workers isn’t totally unprepared, they just need the right environment to thrive. And the companies that build that environment now will be the ones leading the future of work, not reacting to it.

For more insights on building your global, future-ready team, visit filtaglobal.com