Are Your New Hires Really Ready?

As summer winds down and the academic year approaches, geoprofessional firms are preparing for a seasonal shift of their own: onboarding recent graduates. But while diplomas may be freshly printed, many firms are encountering a familiar challenge: entry-level geoprofessionals who are academically qualified but underprepared for the realities of professional practice. The gap between academic preparation and industry expectations strains project teams, slows onboarding, and limits early-career growth.

Across the industry, leaders report skillset gaps primarily in these areas:

• Communication and Professionalism: Many new geoprofessionals lack confidence in verbal communication, especially over the phone. Technical writing often requires refinement, and basic workplace norms – like follow-through, ownership, and courtesy – are underdeveloped.
• Business and Project Awareness: New hires struggle with understanding procurement processes, regulatory frameworks, and general business terminology. They may be unfamiliar with RFPs, RFIs, and RFQs, and lack situational awareness in both field and office settings.
• Soft Skills and Team Dynamics: Time management, task estimation, and the ability to prioritize across multiple deadlines are common pain points. Teamwork can be challenging, especially for those who didn’t take on leadership roles in academic group projects.

These gaps aren’t just frustrating – they create real capacity issues and slow down project delivery.

Discussions among GBA member firm leaders have surfaced several consistent observations:

• Internships Make a Difference: Graduates who participated in co-ops or internships tend to have stronger communication skills, better business awareness, and more realistic expectations about workplace dynamics. SEE GBA RESOURCE: Establishing an Internship Program in Your Firm
• Mid-Level Staff Are Key: Firms that invest in training mid-career professionals to mentor and teach see stronger onboarding outcomes. These mentors help bridge the gap between theory and practice.
• Coaching Builds Confidence: One-on-one coaching focused on individual gaps—especially communication and client interaction—accelerates development and demonstrates investment in the employee. SEE GBA RESOURCE: Ten Things You Need to Know About Client Representatives
• Proactive Training Matters: Waiting for a client interaction to go wrong is a missed opportunity. Firms should proactively teach client interface skills and use GBA resources to support this training. SEE GBA RESOURCE: Case Histories

Recommendations for Your Business

Now is a prime opportunity for firms to strengthen their onboarding strategies and invest in the development of early-career geoprofessionals. Consider the following strategies:

1. Strengthen Internship Programs
Partner with academic institutions to offer meaningful internships that expose students to real-world expectations, terminology, and client interactions. SEE GBA RESOURCE: Converting Interns Into Full-Time Hires
2. Equip Mid-Level Professionals to Mentor
Provide training and incentives for mid-career staff to take on teaching roles. This not only supports new hires but also develops leadership skills in your existing team. SEE GBA RESOURCE: Establishing a Mentoring Program in Your Firm
3. Implement Structured Coaching
Regular one-on-one coaching sessions focused on specific skill gaps can build confidence and accelerate readiness.
4. Teach the Business Context Early
Introduce new hires to procurement processes, regulatory compliance, and client communication from day one. Don’t assume they’ll pick it up later. SEE GBA RESOURCES on Communication
5. Use GBA Resources
Leverage programs like the GBA Career Continuum and other tools to support structured onboarding and professional development. Explore resources here.

Closing the skillset gap in entry-level engineers requires intentional effort. By investing in mentorship, communication training, and real-world exposure, geoprofessional firms can build stronger, more confident teams—and ensure that today’s new hires become tomorrow’s industry leaders.