The gap usually lies in the ability to turn knowledge into specific work, in how to use technology to create efficiency, in the attitude when receiving a difficult task or perseverance when the work is not as favorable as desired.
This is also the reason why more and more businesses look at the actual ability, skills and attitude of young people instead of just caring about which school they graduate from, what degree they have or how good their transcripts are.
For Gen Z, this is both a challenge and a great advantage. Because this is a generation that accessed technology early, is quick-witted with digital tools, has creative thinking and has the ability to adapt quite quickly to new working methods.
But those advantages are only truly meaningful when they are transformed into the working capacity that businesses need.
Now, a new graduate can use AI, specialized software or digital platforms proficiently. But businesses and the labor market need more - in terms of knowing how to use those tools to solve work faster, more efficiently and create value.
Similarly, new graduates may not have much experience and businesses can completely train them. But it is very difficult to train someone who does not want to study, is afraid to start small, is irresponsible or easily gives up when the work does not go as desired.
Therefore, attitude is actually also a special type of professional competence.
This is even more important as the labor market is changing very rapidly under the impact of digital transformation, AI and greening trends. The knowledge learned today may have to be quickly supplemented tomorrow. The ability to learn continuously is therefore sometimes even more important than what young people know at the time of receiving their diplomas.
However, narrowing the gap between degrees and the capacity that businesses need cannot be just the responsibility of students.
First of all, universities and colleges must know what the market needs to keep up with the training program.
The fact that educational institutions link with businesses, send students to internships, organize job connection sessions or receive feedback from employers needs to become a substantial part of the training process.
Businesses must also contribute to that process. If you expect young people to commit and stick with you for a long time, businesses need to create an environment that makes them want to stay.
Diplomas can help graduates have the opportunity to step into businesses. But to have a long-term foothold, degrees must go hand in hand with competence, attitude, discipline and adaptability.
When schools train more closely to practical needs, businesses are willing to invest in young human resources, and students proactively prepare early, the distance from the lecture hall to the labor market will become shorter and shorter.
