Introduction What Can Firms Do to Integrate Graduates Who Lack Experience? Relevance The current study is relevant due to the alarming fact: governments across the world encounter the problem of youth unemployment these days. According to the international statistics for March 2014, the unemployment rate among workers aged under 25 was 14.5% (Cheong et al. 2257). While it is a disturbing issue from both social and economic perspectives, businesses undertake attempts to reduce this occurrence by hiring graduates who do not yet possess the required level of experience. A given tendency, however, forces corporations to allocate extra-budgetary resources to eliminate the problem of insufficient knowledge, which creates additional obstacles in the matters of companies’ further development. Method The data for the upcoming research will be retrieved using scholarly resources and documents found via online databases. Readers will receive the opportunity to familiarize themselves with the recent statistics, as well as opinions of scholars involved in the study of the given topic. Blatter et al., for example, bring evidence to the fact that marginal investment in the unskilled workers’ training allows companies to avoid heavy costs for external hiring (242). The authors also state that controlling the process of training helps to achieve the desired outcomes with less time devoted. Contribution The research can assist employers in expanding their insight into the labor market tendencies and help them to unveil a higher number of options. Also, the study will provide practical advice to all participants of the market. To close a skill gap, which is inherent in all newly arriving graduates, corporations across the world need to, first of all, put into practice the strategy of early recruitment. This strategy involves holding seminars and giving practical classes to high school juniors to facilitate their integration into the life of a company since early days. How Will Firms in Libya Integrate New Inexperienced Graduates? Relevance The relevance of this research is primarily conditioned by the fact that the labor-training program of graduates in Libya requires a substantial modernization. As Shareia points out, the process of training presupposes meaningful engagement with the international community due to the “increasing extent of transnational rather than national professional regulation in the era of globalization” (3773). According to World Bank guidelines, Libya is classified as a developing country (Shareia 3773). Supposedly, companies intending to invest in its further development by hiring young specialists would consider this study a valuable source of information. Method The information related to the topic will be achieved using the search engines and public scholarly data. Corporate websites will be used to gather statistics and practical recommendations. References to the book by Richard L. Daft will be made to demonstrate how leadership experience can influence the performance and job perception of graduates. According to the author, there are practices that enable specialists “to learn about their own leadership beliefs, values, competencies, and