The COVID-19 pandemic significantly disrupted educational and professional landscapes, forcing a shift to remote learning and work. This study investigates the challenges faced by graduates who entered the workforce during this period, exploring both their perspectives and employers' readiness to address these issues. By surveying more than 300 graduates and their employers in the Singaporean accounting industry, the study identifies gaps in graduates' preparedness and suggests strategies for improving workforce integration and employer support in a post-pandemic world.

Graduates reported difficulties in developing essential interpersonal skills, such as communication, teamwork, and leadership, due to the absence of face-to-face interactions in remote learning. While non-interpersonal skills like time management and technical abilities improved, the lack of collaborative activities hindered the development of social skills crucial in professional settings. Graduates adopted coping mechanisms, including time and stress management strategies, to manage workplace stress, but still faced challenges due to overwhelming workloads and insufficient guidance. These findings align with our hypothesis that remote learning disrupted graduates' ability to develop key interpersonal competencies.

From the employers’ perspective, similar deficits were observed, particularly in communication, problem-solving, and adaptability. Employers noted that the lack of experiential learning and in-person exposure during the pandemic left graduates with significant gaps in practical skills and soft skills. However, they also identified mentorship, structured training, and flexible work arrangements as effective measures to support graduates’ transition into the workplace. Employers emphasized the importance of these proactive support strategies in bridging skill gaps and fostering smoother workforce integration.

The study highlights that while COVID-19 graduates may face long-term challenges, particularly in interpersonal skills, effective mentorship, skill-building programs, and flexible work environments can mitigate these issues. It also underscores the need for employers to adopt a holistic approach to onboarding and employee development, integrating both technical and interpersonal skill-building initiatives. The findings suggest that COVID-era graduates benefit significantly from structured organizational support, making a strong case for ongoing investment in training and mentorship programs to ensure successful workforce integration.

Keywords: COVID-19 Graduates, Workforce Integration, Employer support, Education challenge.