When in 2011 we started our first “Skills Mismatch” study, we have been confronted with a striking gap.

On one hand, the common opinion throughout European HR managers and employers was of a lack of skilled workers able to fill specialized positions, claiming that the university system was detached from the job market and that youngsters tend to be short-term oriented; on the other hand, youngsters claimed to feel rather skilled both for their ideal job and for their actual job, meanwhile lamenting low entry-level opportunities, the omnipresent requirement of “past experience” and lack of a corporate long-term vision. How to address such a disconnection?

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