Oct. 14, 2026

This piece is sponsored by the Sioux Falls Development Foundation.

A college degree can show someone is capable of learning.

But it does not always show that person is ready for the workplace.

That distinction is at the center of Steve Horan’s upcoming session at the WIN in Workforce Summit, where he will address “The Employability Gap: What Employers See, What Talent Misses & Where AI Fits In.”

Horan brings experience from both the business world and higher education. His career has included roles in accounting, finance and management with Sioux Falls businesses, including Sammons Financial Group, CNA Surety and Lloyd Cos. He spent 12 years as a full-time business faculty member at the University of Sioux Falls and now is a full-time business faculty member at Dakota Wesleyan University.

In that role, he has worked closely with students and employers, helping connect emerging talent with meaningful career opportunities.

“I found my true calling in higher education,” Horan said. “During my time in higher education, I have been fortunate to be in a position where I can connect employers to students and have enjoyed seeing students enjoy meaningful careers.”

His session will be part of the Sioux Falls Development Foundation’s 2026 WIN in Workforce Summit, which will be Oct. 22 from 8:30 a.m. to 3 p.m. at Canopy by Hilton in downtown Sioux Falls.

The deadline to register is Thursday, Oct. 15. Click here to learn more and register.

The biennial summit is designed to help employers, HR professionals, educators and community leaders address the workforce issues shaping today’s workplace and tomorrow’s talent pipeline.

For Horan, the employability gap is not one group’s responsibility to solve. “The future of talent development requires a partnership among employers, colleges, students, alumni and career professionals,” he said.

We caught up with Horan for a preview of his session.

How do you define the current “employability gap”?

The employability gap refers to the disconnect between the skills, knowledge and attributes that employers expect from job candidates and what job seekers actually possess when entering the workforce.

The gap manifests in several ways. There can be a skills mismatch, where candidates lack the technical or soft skills employers need. There also can be an awareness gap, where job seekers do not know what employers are actually looking for.

There is often an expectation gap as well. Employers may assume new hires are “work-ready,” while candidates may assume their degree is enough.

And increasingly, there is a technology gap, where rapidly evolving tools — including AI — are outpacing what is being taught in classrooms.

What strategies do you offer employers trying to address that gap?

Employers can start by building structured onboarding programs that clearly explain workplace culture, communication expectations, organizational norms, performance standards and available support.

They also should consider hiring for disposition and coachability.

Employers should look for candidates who demonstrate a strong work ethic, reliability, willingness to learn, adaptability, initiative and openness to feedback. Technical skills can often be developed through training, while attitude, dependability and interpersonal disposition may be more difficult to change.

Developmental feedback also is critical. Managers should make feedback specific, timely, actionable and connected to professional growth. Early career employees are more likely to take criticism personally unless employers clearly frame feedback as a normal part of learning and performance improvement.

Employers also can strengthen the talent pipeline by creating partnerships with colleges through internships, practicums, job shadowing, micro-internships, class projects, client-based assignments, guest speakers, mentoring and employer advisory boards.

What is the message for talent?

A degree demonstrates an ability to learn, but it does not necessarily demonstrate workplace readiness.

Graduates should focus on showing that they can communicate clearly, especially in person; adapt to new technologies and changing expectations; think critically and solve problems; work hard and follow through reliably; receive feedback and use it to improve; navigate professional relationships; and connect academic learning to workplace situations.

Talent also should recognize and communicate its existing strengths. Students and recent graduates often bring creativity, fresh perspectives, technology adaptability, time-management skills, motivation and a willingness to learn.

Building relationships is equally important. Students should connect with faculty, alumni, relatives, family friends, mentors and professionals to learn about careers and workplace expectations.

Networking is not only a way to find job opportunities — it also is a way to gain guidance and develop professional awareness.

Do you see blind spots for many graduates entering the workplace?

Several blind spots can affect graduates’ transition into employment.

One is interpreting feedback. Constructive criticism may be interpreted as a personal judgment rather than a professional growth tool.

Another is understanding workplace culture. Graduates may underestimate the difference between an academic environment and a formal business environment.

Knowledge and competence can be another gap. Knowing academic content does not automatically mean being able to apply it to workplace problems.

Professional communication also can be a challenge. Digital communication skills do not always translate into confident face-to-face interaction.

Finally, new employees may need practice balancing appropriate questions with independent initiative.

AI is driving process changes and experimentation in the workplace. What best practices do you recommend when it comes to AI and talent needs?

The temptation for employers is to use AI to help improve efficiency in the talent recruitment process. However, this can lead to an impersonal feeling from job seekers, who are not seeing authenticity in how the employer is recruiting.

AI should be used to support employees with routine tasks such as drafting and formatting emails, organizing information, brainstorming, learning new technologies and managing time.

Used appropriately, AI can help employees focus more attention on complex and strategic work. However, AI should support and not replace human decision-making and authenticity in the recruitment process.

What are some key takeaways attendees can expect from your WIN session?

Career readiness for students is behavioral and applied and depends on more than a degree.

The employability gap is a shared responsibility among students, employers and colleges.

Applied experiences for students should be intentional through internships, mentoring, job shadowing and micro-internships.

Employers should be clear about expectations around company culture.

Relationships matter, and students should be networking and connecting with professionals.

AI is a tool that must be used responsibly by employers and job seekers to help bridge the employability gap.

What else would you like attendees to understand?

Employers can improve onboarding, feedback and early career development. Colleges can expand applied learning and employer engagement. Talent can demonstrate adaptability, effort, communication and willingness to learn.

Together, these strategies can reduce the gap between academic preparation and workplace success.

WIN in Workforce Summit

The WIN in Workforce Summit has become a popular regional event offering topical insights and strategies around the issues and challenges that are driving talent attraction, development and retention in the workplace today. This year’s event will feature nine impactful sessions, including a strategic look at how burnout, employment uncertainty with AI and shifting employee and employer expectations are reshaping engagement — and what leaders must do to sustain performance.

Following this year’s event, the Foundation will host the WIN in Workforce Summit every other year, alternating with the YPN Crossroads Summit. The next WIN in Workforce Summit will take place in 2028.

This program is valid for 4.25 PDCs for the SHRM-CP^® or SHRM-SCP^®. The Sioux Falls Development Foundation is recognized by SHRM to offer Professional Development Credits (PDCs)  for SHRM-CP^® or SHRM-SCP^® recertification activities.

To learn more and register, click here.

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