Welcome @Sophie Rice, @Lydia Jade, and @Annie Victoria. Glad you've joined the group and looking forward to hearing more from you all over time!

After a wonderful discussion with students from The Ohio State University yesterday, I thought it would be important to offer up some additional outside perspective on this topic. 66% of managers and executives from Deloitte's 2025 Global Human Capital Trends survey say that most recent hires were not fully prepared, and experience was the most common failing. Research from the World Economic Forum found that 61% of employers have increased experience requirements in the past three years. And most so-called entry-level jobs now require two to five years of experience. 94% of employers said that they wanted their entry-level hires to have at least some work experience in a related field. So how do you then: 1. Get the experience before that golden job submission? 2. Document experience, skills leveraged, and outcomes? 3. Tell your story? Attend one of our upcoming digital pilot sessions that will cover this content, interact, have fun, and make serious confidence gains!

We chatted today about the extended agenda, and folks came up with some amazing ideas to improve the flow and run of show. Black-Ops-like redactions for dramatic effect. :) We have another live session on Thursday at 10:00 am ET for a more in-depth discussion if you're able to attend. See our Calendar for the Google Meet link.

Interview Tip That Instantly Improves Your Confidence: Most people prepare for interviews by trying to memorize “perfect answers.” But top candidates focus on telling strong stories instead. Using the STAR method (Situation, Task, Action, Result), prepare 3–5 stories in advance. These stories can be about: Solving a difficult problem Working under pressure Leading a team Adapting to change Taking initiative Why does this work? Because interviewers remember stories more than sentences. Stories make you relatable, confident, and authentic. When you walk into an interview already equipped with well-structured examples, 80% of the questions become easier—because almost all behavioral questions are asking for a story anyway. Prepare well. Practice aloud. And enter the room knowing you have something valuable to say. Need some help?. I specialise in helping candidates prepare professionally for interviews.

We believe a new type of EXPERIENCE is required to empower students to successfully bridge the gap between academic knowledge and becoming a valued, contributing professional. This is more than just helping students land a job. While resources for interview preparation and networking abound, they only address a fraction of the problem. What happens after the hire, when expectations are unclear, frustration sets in, and a poor performance review leads to an early exit? The statistics are alarming: - A recent survey showed that 89% of HR Leaders would avoid hiring recent college graduates. - Another survey of 1,000 hiring managers revealed that 8 in 10 recent college graduates did not work out at their company, 7 in 10 were put on performance improvement plans, and 65% were ultimately fired. In an environment where AI technology changes constantly and job descriptions are updated weekly, students are left searching for direction. While AI may seem like the obvious culprit, a deeper look reveals the real issue: a perfect storm of multiple events and short-sided leadership. If new graduates aren't hired, a talent pipeline crisis is imminent. In the next 2 to 3 years, companies will lack mid-career promotions and new, innovative "blood" to challenge existing norms. We believe Gen Z, who natively understands AI better than any other generation, is a tribe of individuals anxiously waiting to share their ideas and help organizations advance in ways mid-career and senior employees may not yet fully grasp. The Perfect Storm: 1. Curriculum Lag: Colleges and universities cannot change and adapt curriculum fast enough. They require an augmentation strategy to help bridge the knowledge gap. (While many schools are evolving, more speed is necessary.) 2. Reduced Junior Roles: Employers are reducing the number of (or eliminating) junior-level roles due to the application of AI. 3. Cut Non-Revenue Programs: Employers are also reducing non-revenue generating programs like internships and early career development. 4. Societal Disconnect: When you combine a steady decline in leadership, social media isolation, the Covid disconnect, and the end of corporate loyalty, and ignite it with the afterburner of AI, many are left feeling worried, confused, hopeless, frustrated, and abandoned.