Indias Graduate Paradox More Degrees Fewer Job Ready Professionals

. The numbers are genuinely impressive. And yet, a persistent and uncomfortable conversation runs through boardrooms, HR functions, and hiring teams across industries: Why are so many of these graduates arriving without the skills that workplaces actually need?This is India's graduate paradox. More credentials than ever before, but a widening gap between academic achievement and professional readiness.The National Employability Report, published by Wheebox in collaboration with the Confederation of Indian Industry, has consistently found that fewer than half of Indian graduates are readily employable in roles aligned with their qualifications. That is not a marginal finding. It points to something structural in how education and employment have drifted apart over decades.The traditional model of degree-based hiring made sense in a world where credentials were reasonably reliable proxies for capability. That world has changed. Technology has compressed the shelf life of specific knowledge. A skill learned in the first year of a four-year programme can be partially obsolete by graduation. What employers increasingly need are professionals who can think critically, adapt quickly, communicate across functions, and learn continuously. These are competencies, not qualifications, and they do not automatically follow from a degree. The shift happening in forward-looking organisations reflects this reality. Skills-based hiring, where candidates are evaluated on demonstrated capability rather than pedigree, is gaining ground across sectors. Global research from SHRM consistently shows that organisations adopting competency-led hiring report stronger retention, better team performance, and faster onboarding. The degree remains relevant, but it is no longer the whole story.Bridging this gap requires movement from multiple directions simultaneously. Educational institutions need stronger, more current industry partnerships that shape curriculum in real time rather than through five-year review cycles. Internship structures need genuine depth, not tokenism. Soft skill development, including communication, collaboration, problem-solving, and workplace ethics, needs the same curricular seriousness as technical subjects.Employers, for their part, need to invest in onboarding and early career development rather than expecting fresh graduates to arrive fully formed. The organisations that build strong early talent pipelines, with structured mentorship and deliberate skill-building in the first two years, consistently outperform those that do not.The AI dimension makes urgency sharper. As Artificial Intelligence (AI) reshapes job functions across every industry, the graduates entering the workforce today will navigate a professional landscape that looks meaningfully different within five years of joining. Digital fluency, data literacy, and the ability to work alongside AI tools are no longer niche skills. They are baseline expectations in a growing number of roles.Policymakers have a role here too. National skilling frameworks need to evolve faster than they currently do, with closer alignment between what is being taught in institutions and what industries are signalling about future workforce needs. Recognising non-traditional learning pathways, including certifications, apprenticeships, and applied learning credentials, as legitimate markers of employability would meaningfully expand the talent pipeline.India's demographic dividend is real. The question is whether the systems surrounding that talent are equipped to develop it fully. A degree will always matter. But in the economy being built right now, what a person can actually do matters more.(The views expressed are personal)This article is authored by Achal Khanna, CEO, SHRM, APAC MENA.