Students in 2026 are facing a vastly different job market than their parents did. In recent years, artificial intelligence has rewritten the qualifications for entry-level roles. In addition, more and more graduates have begun entering remote and hybrid roles since the COVID-19 pandemic, and machines can now learn technical skills in seconds. Despite these changes, High Point University has quietly built a career-preparation engine, providing a rotating cast of sitting and recent C-suite leaders who mentor undergraduates in person multiple times per semester through its Access to Innovators program.
In this program, various prolific names across several industries have offered mentorship and advice to HPU students, including but not limited to Morgan Stanley, the NBA’s Orlando Magic, Google, Chick-fil-A, and AMC Networks. Professionals from each industry have offered students, families, and future graduates sound advice for the decade ahead as they navigate a rapidly changing job market. Although their industries are wildly different, all have contributed to the following tips for students and early-career professionals.
Emotional Intelligence is a New Top Skill to Develop
Mark Bradburn, founder and co-managing financial advisor of The Bradburn Group at Morgan Stanley and High Point University‘s Wealth Management Expert in Residence, held a Question-and-Answer session in September of 2025 on “Stress Management and Risk Tolerance in the Financial Sector.” According to Bradburn, emotional intelligence is now the single most important trait employers are hiring for in every industry in the US.
He stated, “I hear all the time that emotional intelligence is the number one factor employers are looking for today. Whether the job is managing finances or collecting garbage, stress is stress. It’s about how you process it.” To support students in their growth, he recommends permitting themselves to take a break or a deep breath before responding under pressure. In addition, he cites the rule of keeping your emotional activation around a six to seven on a scale of ten to steady yourself and remain trustworthy, whether you’re facing good or bad news.
Dee Ann Turner, the former Chick-fil-A vice president for talent and sustainability who serves as HPU’s Talent Acquisition Expert in Residence, has delivered the same core lesson from the hiring side of the table, emphasizing the importance of personal connections, resilience, and lifelong learning over skillset when trying to get hired at any company.
Working Alongside AI Instead of Competing May Be More Effective in the Long Term
In the conversation on AI in the career force, most executives in the Access to Innovators program have similar advice. All have reassured students that AI is not going to take every job but will reshape almost all of those that are available, as well as create completely new positions in some fields. Teena Piccione, the former Google executive who now serves as North Carolina’s Chief Information Officer and as HPU’s Data Expert in Residence, told students that AI will not eliminate the need for human workers because companies still need people to apply common sense, perform QA on information, and make judgment calls that AI models cannot.
Those worried about getting a job after school may not need to be as anxious as they are. Although many entry-level tasks, such as drafting daily emails, cleaning data, and summarizing documents, will increasingly be automated, many companies are still seeking taste, context, and human connection. The professionals who move up fastest will be those who use AI to accelerate their output while focusing their energy on human connection, being trustworthy, and growing alongside technology rather than against it. Humans are the innovators who came up with AI in the first place, and it is up to humans to continue to generate ideas that only human curiosity can spark.
Following Up With Leadership and Taking Feedback Is More Important Than Ever
Performance reviews are an important part of any respectable career, and Charlie Freeman, the president of business operations for the NBA’s Orlando Magic and HPU’s Sport Business Executive in Residence, has a lot to say on this topic. He spent a recent campus visit coaching students on how to receive a performance review gracefully and allow it to shape their futures. His session, “Crush Your First Review,” walked students through real scenarios and focused on following up with leadership after reviews.
In his session, he stated, “The number one thing people get wrong is failing to follow up.” He advised listeners to take on as much responsibility as they can handle in their first job, to prove they belong, and to treat negative feedback as fuel for growth rather than a personal attack. “When you do that, and you impress your boss or supervisor, they’re probably going to give you more responsibility,” he said. “If you get responsibility, the money and title are going to follow.”
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Adaptability Is the Actual Job
Another important bit of advice comes from Sellers Shy, CBS Sports’ lead golf producer and HPU’s Network Television Producer in Residence. In his November 2025 Questions and Answers session titled “Calm in the Spotlight: Adaptability in Broadcasting,” he shared his insights with students that the most important skill in any fast-moving industry is the ability to pivot when the plan falls apart. He stated, “The game plan doesn’t always go the way you planned. Expect the unexpected, because what breeds confidence is your preparation. Work on the game or tournament well in advance, then you’re ready to pivot.”
Shy also disagreed with the idea that finding the perfect first job is important. He told students they should be willing to start at the bottom of the ladder and earn their way up. This message was echoed by Dee Ann Turner when she spoke to HPU undergraduates about taking imperfect opportunities and turning them into careers. Staying humble and working hard may be more effective than only submitting applications for jobs at the top of your career industry.
In 2026, employers are building teams based on adaptability. With increasingly rapid technological advancements, employees are now expected to adapt to new tools and shifting priorities every quarter. For this reason, HR executives may be skeptical of candidates who present only a rigid set of credentials. Those who point to concrete examples of mid-project adjustments, the absorption of critical feedback, and the delivery under changed conditions may find faster employment than those who don’t. Stories, rather than grades, start to carry more weight as leadership continues to seek those who can keep up with the pace of rapidly changing environments and information.
Final Thoughts: Be the Kind of Person People Want to Work With
Taken together, the guidance from visiting executives at High Point University is a clear guide for graduates and professionals alike. Although technical skills remain as important as ever, the job market is more competitive than ever, making other skills just as important. According to the above executives, what separates graduates who thrive from those who stall is a cluster of human qualities. When seeking jobs, it’s important to demonstrate emotional steadiness, genuine curiosity, and a willingness to follow up. Finally, the resilience to hear hard feedback and the adaptability to respond when the script changes mid-scene are critical skills to highlight on your resume.
Students at High Point University have unique access to these lessons about the future, as they aren’t only available during commencement speeches or lectures. Instead, students have the opportunity to build ongoing, interactive relationships with executives who sit across from them at lunch, watch their presentations, and coach them toward their careers. Because many undergraduates arrive at interviews unprepared for the fast-growing 2026 job market, these lessons offer a unique advantage. HPU’s approach suggests that the fix isn’t a theory but an approach to spending time with those who are already doing the job successfully.
