Could your organization do more to build impactful relationships with emerging professionals? HR plays a major role in fostering a more diverse and inclusive workforce, as well as addressing talent shortages. To stay proactive, organizations must rethink their approach to recruiting and retaining early-career talent in an environment that’s constantly shifting, according to experts.

“When you ask CHROs across the board what it is they are experiencing, the No. 1 thing that comes to mind is that they don’t have enough talent coming into the equation to be truly successful,” said Alex Alonso, SHRM-SCP, chief data and analytics officer at SHRM.

Stress regarding inclusion and diversity (I&D) is high among HR professionals, with 33% expecting the Trump administration’s executive orders involving these initiatives to have a negative impact on their organization, according to SHRM’s February 2025 Current Events Pulse Research.

Meanwhile, 77% report difficulty finding candidates for full-time roles in the previous year, a 2024 SHRM survey noted.

HR professionals can help address these concerns by updating their hiring strategies, prioritizing accessibility for emerging professionals through outreach programs and collegiate partnerships, or redefining traditional recruitment measures. Additionally, resources such as SHRM’s BEAM Framework for Inclusion: Aligning Merit with Organizational Excellence can help align internal needs while ensuring your organization remains compliant, equitable, and fair.

Start by evaluating your organization’s approach to engaging with emerging professionals and learn to address the major obstacles to forming productive relationships with them.  

Obstacle #1: Inaccessible Experience

Traditionally, internships and apprenticeships have served as the starting point for early-career individuals, providing them with valuable real-world experience and industry connections. More than half (50%-60%) of interns are converted to permanent, full-time employees, according to the National Association of Colleges and Employers (NACE).  

However, these opportunities can inadvertently exclude qualified, deserving applicants due to restrictive eligibility criteria — or a narrow definition of what makes a “qualified” candidate. Many organizations limit their internship and apprenticeship opportunities to candidates actively pursuing a degree.  

While the intention might be to attract high-achieving students, this can also create a barrier for candidates of nontraditional career paths, particularly those who may lack access to higher education.  

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