Latest news with #entrylevel
Forbes
a day ago
- Business
- Forbes
How Gen Z Can Enter the Job Market as AI Disrupts Entry-Level Jobs
Is AI taking entry-level jobs away from Gen Z? It definitely is disrupting the norm. Over 30% of workers across generations already worry that AI will take their jobs. And according to Aneesh Raman, LinkedIn's chief economic opportunity officer, they have every reason to be concerned. In a recent New York Times op-ed, Raman discussed the impact of AI on entry-level positions and compared this disruption to the decline of manufacturing in the 1980s. He went so far as to suggest that the corporate ladder, in general, was broken, especially the first rung for entry-level positions. It's no surprise that so many within Gen Z feel hopeless about their job prospects out of college. According to a recent report by the World Economic Forum, 40% of employees are cutting staff and utilizing AI for task automation. And when it comes to the hiring process, 21% of companies are automatically rejecting candidates at all stages without any form of human evaluation or interaction. Luis von Ahn, co-founder and CEO of Duolingo, isn't the only one making an AI-first company. According to The SignalFire State of Talent Report, large tech companies are cutting back 25% on hiring, 50% less than pre-pandemic levels. In short: the demand for entry-level positions is nose-diving to the ground at record speed. So, if you're part of the Gen Z generation, how can you stand out? Here are five practical ways you can adapt, succeed, and compete in an AI-driven workforce. Yes, this technology can feel like a foe, especially after getting your one-hundredth rejection letter. However, you have a superpower and an edge over your older counterparts. Unlike previous generations, technology, specifically AI, comes naturally to you. You don't have to think about how to log into ChatGPT or look up how to create a prompt. And that's what makes you stand out. Your ease of use regarding technology is why companies want you on their team. If you can write code with a single command or craft an entire novel using AI, don't hesitate to showcase your talents. Put your skills in front of your ideal employers and let them see what you're capable of. That can comes in the form of presenting your skills on TikTok, showcasing your AI expertise on a podcast, or writing tutorials for a blog. Artificial intelligence remains, at its core, a tool. So, when companies can see how you master this tool, it sets you apart and makes you stand out above your competition. As I stated above, AI is just a tool. It's like a plane. You still need a skilled pilot to fly. Otherwise, you have a machine without purpose. Invest the time to leverage AI as a skill. Take classes online, get certified by a nearby university, and figure out how to take your AI game to the next level. Because when you're given a trial run to show companies what you can do with this technology, you want to be able to present your skills from a professional position. This means, investing time and money into building an AI background that makes your CV shine. Finding a job today is no small feat, especially with 69% of HR departments relying on AI for candidate assessments. That's why thinking outside the box and investing in AI education shows potential companies that you're serious about learning the skills you need to build up their business and increase their bottom line. Over 75% of companies worldwide want to integrate AI into their everyday operations. However, according to Gartner, they penalize potential candidates for using the same technology to pad their resumes and revise their cover letters. Now, is this fair? Maybe. Maybe not. The point is, it's the reality, and Gen Z needs to figure out how to color within the lines while still displaying their AI prowess. That's why networking and connecting with companies outside their Indeed inbox is really the way to go. In-person events can absolutely be your golden ticket, and here's why: It's no secret that AI isn't making it easy to attain entry-level positions, but nothing in life is easy. When employers see that you can face adversity and be unfazed, they'll see your value. After all, how many people can pivot well and see challenges as opportunities? Not many. But, I will say that when I asked Keith Kakadia and Trevor Koverko their thoughts about Gen Z, entry-level jobs, and AI, they were more than optimistic. Kakadia, founder and CEO of Sociallyin, suggested, 'AI isn't replacing entry-level roles—it's redefining what 'entry-level' even means.' Koverko, co-founder of Sapien, saw it from that perspective as well. He believed that 'The future of technology lies in AI, but it will not replace people. It will give them the tools they need to push their skills further than ever.' Is their optimism justified? It's hard to say. However, one thing is sure: adopting a glass-half-full perspective allows you to transform obstacles into stepping stones. When employers witness your ability to be innovative and adaptable, that skill set will make you memorable. Logan Currie, founder, and COO of Careerspan, uncovered a surprising truth after interviewing over 40 recent hires: nearly all had landed their jobs through relationships rather than traditional resumes. Reflecting on this, Currie remarked, 'The most valuable job search tool today isn't AI. It's the ability to have genuine conversations that showcase your potential.' Again, this is why stepping outside the box and presenting who you are to your intended audience is so essential. Building strong connections allows you to stand out while demonstrating your ability to communicate effectively and operate with empathy to potential employers. So, instead of sending that fifth follow-up email to an AI bot, it might be time to reach out to your real-life contacts and find new ways of putting your name out there. It's a small world, and you have many people who know others. If you want to get your dream job, it might be time to think outside the traditional and go straight to the creative. Because in the words of Gigi Robinson, Gen Z founder, author, and CEO of Its Gigi LLC., 'You are more than just your credentials. You're builders, storytellers, and multi-hyphenates. The question is: Will hiring tech evolve to recognize that?" Hiring tech might be blinded by AI at the moment, but there are still plenty of ways to make your mark and gain that entry-level role. It just takes time, a little bit of creativity, and networking.
Fast Company
2 days ago
- Business
- Fast Company
Entry-level jobs are disappearing. Here's why companies should care
As millions of new graduates enter the job market this spring and summer, many may encounter a potentially frustrating paradox: They need experience to get hired, but they need a job or internship to gain that experience. This paradox is deepening in today's labor market. At Deloitte, we recently released a Global Human Capital Trends report that found that 66% of hiring managers say most recent hires are not fully prepared for their roles, most often due to a lack of experience. Meanwhile, research has shown that a majority of employers have increased experience requirements over the past three years, and many 'entry-level' roles today often require two to five years of prior experience. This can present a virtually impossible situation for young talent. Foot-hold jobs, especially those traditional entry-level roles where workers could grow into an organization, are becoming increasingly hard to find. If organizations want to build sustainable talent pipelines and develop tomorrow's leaders, they should rethink what it means to be 'ready' for work and how they help people get there. The Disappearing Entry-Level Job For years, work has been trending towards greater complexity and specialization. It demands judgment, creativity, and adaptability—enduring human capabilities that are hard to acquire without hands-on experience. AI and automation amplify the issue, consuming many of the routine, repeatable tasks that once formed the core of entry-level roles. Simultaneously, some organizations are flattening their structures to increase agility. But this can have unintended consequences, as they may potentially risk eliminating stepping-stone roles and informal mentorship channels that can help early-career workers grow. This erosion of early-career development doesn't just affect individuals. It could threaten future leadership pipelines and innovation capacity. That's why organizations need to take action now to close the growing experience gap among tomorrow's business leaders. Experience ≠ Readiness We need to challenge the assumption that experience or degrees automatically equate to job readiness. They often don't. Human capabilities like empathy, curiosity, and problem-solving are more predictive of success than a bullet point on a résumé. In the AI age, human capabilities are tested just as much as hard skills. Nurturing these capabilities is incredibly important for creating leaders with the resilience and problem-solving skills for any challenge. In 2025, modern workforce development models—like what we have at Deloitte—emphasize three factors: technical skills (such as coding or accounting), human capabilities (such as critical thinking and emotional intelligence), and potential (including adjacent skills or latent abilities that can be nurtured). Yet, hiring systems often filter out high-potential candidates who don't meet what can sometimes be arbitrary experience thresholds. That means career changers, first-generation graduates, or self-taught professionals often struggle to get noticed. Strategies to Close the Experience Gap Fixing the experience gap requires systemic change, from hiring criteria to day-to-day development. 1. Adopt Skills-First Hiring and Whole-Person Models: Move beyond degree and tenure filters. Focus on demonstrated skills, motivation, and learning agility. This approach opens doors to candidates who may not follow traditional paths but are ready to grow. 2. Invest in Internships and Modern Apprenticeships: Paid internships and apprenticeships offer the context-rich experience grads need to develop. Research from Burning Glass Institute and Strada Education Foundation shows these programs not only reduce underemployment but also improve long-term retention. There's an unmet demand for these programs, too, as Deloitte's Workplace Skills Survey revealed that 57% of employees want more on-the-job observation and shadowing opportunities. Moreover, 61% of workers value mentorship programs as an effective way to build workplace relationships, emphasizing the importance of fostering connections alongside structured development initiatives. 3. Use AI to Accelerate, Not Replace, Early Career Development: AI can simulate on-the-job experience in safe, low-risk environments. 'Digital playgrounds' allow early-career employees to test their decision-making and receive feedback. AI tools can: Prompt reflection with critical questions Synthesize knowledge from experienced colleagues Help users practice judgment via realistic scenarios, including answering client questions during mock presentations When used intentionally, AI becomes an accelerator—not a displacer—of new talent development. 4. Create Micro-Opportunities for Experiential Learning: Organizations should make it easier for employees to gain experience through short-term projects. Talent marketplaces, internal gig platforms, and simulations allow early-career employees to try new challenges and build confidence incrementally. 5. Empower Managers to Develop Talent: Managers still control hiring filters, but they're often overwhelmed. Deloitte's 2025 Human Capital Trends Report shows managers spend just 13% of their time on tasks like hiring and onboarding. And 36% say they aren't well prepared to manage people. That has to change. Managers need training and bandwidth to mentor early-career employees. With around 40% of their time dedicated to administrative work or problem-solving, most managers simply lack the time to be the mentors most junior staff need. Formal mentorship, real-time feedback, and inclusive leadership practices help new hires grow and turn potential into performance. From Experience Gaps to Opportunity Gateways The potential risks of inaction are clear: persistent underemployment, shrinking leadership pipelines, and a projected global shortfall of 85 million skilled workers by 2030. These aren't future concerns; they're already weakening competitiveness today. Gen Z, however, is ready. Deloitte's 2025 Gen Z and Millennial Survey shows nearly a third plan to leave their employers within two years, not from disloyalty, but in pursuit of growth, stability, and purpose. They're reskilling on their own and eager to contribute. It's time to redefine readiness—not as tenure or credentials—but as the potential and agility that comes from well-honed human capabilities. It's time to treat AI and access to apprenticeships as launchpads for early career professionals, not barriers to their ability to gain the experience they need. And it's time to equip managers to be talent builders, not just task owners. The class of 2025 doesn't lack talent, but they do often lack access. It's time for organizations to stop asking 'Where's the experience?' and start creating it.
Phone Arena
5 days ago
- Phone Arena
Motorola's next mid-range phone had its specs and price leaked
Motorola Moto G56 | Image credit: Motorola is expected to launch more entry-level and mid-range smartphones by the end of the year. The Moto G56 is one of the phones that's likely to be introduced in the next couple of weeks considering the number of reports that specifically talked about the fact, it's only been a few days since the Moto G56's complete design was leaked online. Now we're back with the rest of the information such as specs and price, so if you're in the market for a not so expensive mid-range Android smartphone, or you're simply curious about Motorola's next device, here is what the Moto G56 looks like on the inside. According to a new report, the Moto G56 will be a decent upgrade over the current model, the Moto G55. The phone will feature an updated chipset, a bigger display, a bigger selfie camera, and, more importantly, a slightly larger battery. Motorola Moto G56 rumored specs : Display : 6.72-inch, FHD+ (1080 x 2400 pixels) resolution, Corning Gorilla Glass 7i : 6.72-inch, FHD+ (1080 x 2400 pixels) resolution, Corning Gorilla Glass 7i Chipset : MediaTek Dimensity 7060 : MediaTek Dimensity 7060 Memory : 4 / 8GB RAM : 4 / 8GB RAM Storage : 128 / 256GB (expandable via microSD) : 128 / 256GB (expandable via microSD) Camera : 50 MP (f/1.8) + 8 MP ultra-wide : 50 MP (f/1.8) + 8 MP ultra-wide Front camera : 32 MP : 32 MP Battery : 5,200 mAh, 33W wired charging support : 5,200 mAh, 33W wired charging support Dimensions : 161.56 x 73.82 x 8.19 mm : 161.56 x 73.82 x 8.19 mm Weight : 200 grams In comparison, the Moto G55 is equipped with a slightly older MediaTek Dimensity 7025 chipset and sports a much smaller 6.49-inch display with FHD+ resolution, 120 Hz refresh rate, and Corning Gorilla Glass 5 protection. Motorola Moto G56 | Image credit: Also, the Moto G55 has a smaller 16-megapixel front-facing camera, but it comes with a similar dual-camera setup and memory. Finally, the Moto G55 packs a slightly smaller 5,000 mAh battery with 30W wired charging support. As far as the price goes, the Moto G56 is rumored to cost €270 in Europe and will come in four different colors: PANTONE Gray Mist, PANTONE Dill, PANTONE Dazzling Blue, and PANTONE Black Oyster. In comparison, the Moto G55 was introduced last year for €250, so the sequel will be a bit more expensive. Overall, it doesn't seem like you'll need to upgrade from the Moto G55 to the new phone, but as a mid-range phone the Moto G56 is quite decent. It will probably have strong competition in Europe from Chinese brands, but Motorola fans will most likely find appealing enough.
Yahoo
6 days ago
- Business
- Yahoo
AI is ‘breaking' entry-level jobs that Gen Z workers need to launch careers, LinkedIn exec warns
LinkedIn's chief economic opportunity officer, Aneesh Raman, said artificial intelligence is increasingly threatening the types of jobs that historically have served as stepping stones for young workers who are just beginning their careers. He likened the disruption to the decline of manufacturing in the 1980s. As millions of students get ready to graduate this spring, their prospects for landing that first job that helps launch their careers is looking dimmer. In addition to an economy that's slowing amid tariff-induced uncertainty, artificial intelligence is threatening entry-level work that traditionally has served as stepping stones, according to LinkedIn's chief economic opportunity officer, Aneesh Raman, who likened the shift to the decline of manufacturing in the 1980s. 'Now it is our office workers who are staring down the same kind of technological and economic disruption,' he wrote in a recent New York Times op-ed. 'Breaking first is the bottom rung of the career ladder.' For example, AI tools are doing the types of simple coding and debugging tasks that junior software developers did to gain experience. AI is also doing work that young employees in the legal and retail sectors once did. And Wall Street firms are reportedly considering steep cuts to entry-level hiring. Meanwhile, the unemployment rate for college graduates has been rising faster than for other workers in past few years, Raman pointed out, though there isn't definitive evidence yet that AI is the cause of the weak job market. To be sure, businesses aren't doing away with entry-level work altogether, as executives still seek fresh ideas from young workers, he added. AI has also freed up some junior employees to take on more advanced work earlier in their careers. But changes rippling through certain sectors today are likely heading for others in the future, with office jobs due to feel the biggest impact, Raman predicted. 'While the technology sector is feeling the first waves of change, reflecting A.I.'s mass adoption in this field, the erosion of traditional entry-level tasks is expected to play out in fields like finance, travel, food and professional services, too,' he said. To fix entry-level work, Raman called for colleges to incorporate AI across their curricula and for companies to give junior roles higher-level tasks. There are some signs that companies are adapting to the new AI landscape. CEO Timothy Young told Fortune's Diane Brady recently that 'the commoditization of intelligence' means hiring the smartest people is less important than developing staff to have management skills. 'There is a lot of power in the junior employees, but you can't leverage them the same way that you would in the past,' he said, noting that he looks for curiosity and resilience when hiring. Indeed CEO Chris Hyams said at Fortune's Workplace Innovation Summit in Dana Point, Calif. on Monday that AI can't completely replace a job. But Indeed's findings show that 'for about two-thirds of all jobs, 50% or more of those skills are things that today's generative AI can do reasonably well, or very well.' Still, language-learning app Duolingo and fintech app Klarna have recently walked back aggressive stances on replacing humans with AI. Some studies have also shown AI isn't panning out as much as hoped, so far. An IBM survey found that 3 in 4 AI initiatives fail to deliver their promised ROI. And a National Bureau of Economic Research study of workers in AI-exposed industries found that the technology had next to no impact on earnings or hours worked. 'It seems it's a much smaller and much slower transition than you might imagine if you had just studied the technology's potential in a vacuum,' University of Chicago economics professor Anders Humlum, one of the NBER study authors, previously told Fortune. This story was originally featured on
Forbes
07-05-2025
- Business
- Forbes
10 Hottest Entry-Level Remote Jobs That Pay $20+/Hr In 2025
More employers intend to hire early career starters and graduates in 2025 than they did last year getty With AI taking over and automating basic tasks including those performed in administrative roles, it can feel as though it's getting harder to secure a job at the entry-level and work your way up. It gets even trickier when you throw remote work into the equation, with the work-from-home model being targeted by employers and even the current presidential administration. But the data points to the opposite. Research from a recent NACE (National Association of Colleges and Employers) survey indicates that employers actually plan to hire 7.3% more graduates from the Class of 2025 than they did a year ago, meaning that in just a few months, you can expect more roles to become available for entry-level professionals than there was around the same time last year. In what spells as even more good news for this year's graduates, NACE's survey reveals that not only are employers ramping up hiring, but they're increasing salaries too. More than 40% stated that they are raising the salary benchmarks for their incoming early career professionals this year, making it even easier for you to have a flying start (or restart if you're making a career pivot) to your career. And it gets even better. In addition to more entry-level roles becoming available, with higher salaries, certain categories of entry-level jobs are booming with remote work opportunities. After analyzing more than 60 career categories in its database and determining the industries with the highest volume of entry-level postings between January 1 and April 30, 2025, FlexJobs arrived at this list of the top 20 career categories for remote and hybrid entry-level jobs, which include: Customer service Administrative Medical and health Project management Operations Accounting and finance Sales Computer and IT Education and training Insurance Business development Communications Marketing Account management Bilingual Software development Banking HR and recruiting Legal Nursing From this list, the 10 entry-level remote jobs that appeared the most frequently in the FlexJobs job board are (salaries from Customer service representative (average salary from $36,764 to $45,338) Business development representative (average salary from $118,110 to $141,630) Account executive (average salary from $88,413 to $110,053) Sales representative (average salary from $45,202 to $81,569) Licensed insurance agent (average salary from $47,371 to $70,663) Customer support specialist (average salary from $47,751 to $59,851) Financial analyst (average salary from $63,292 to $76,401) Administrative assistant (this role is declining in demand compared to other jobs according to BLS data but still experienced a hiring peak this year, average salary from $41,190 to $49,390) Accountant (average salary from $52,221 to $73,992) Project coordinator (average salary from $55,227 to $70,854) Important to note: the two highest paying remote entry-level jobs on this list are in business development and account executive roles, both in sales and relationship management) and they both pay more than $100,000 a year. So, how can you align yourself for these entry-level remote job opportunities in a swiftly-changing job market and adapt to the demands of today's workforce? How To Land Remote Entry-Level Jobs "It's a tough time to job search as a new graduate, but not entirely for the reasons you'd expect,' Toni Frana, career expert manager at FlexJobs commented. 'As our report found, entry-level remote openings are actually up across key industries. The real challenges most younger workers face are how to job search more effectively, build career readiness and long-term job resilience, and present themselves as the best candidate out of the crowd.' Here's how to effectively do this in 2025: 1. Identify Your Transferable Skills To begin with, figure out what your transferable skills are. These are skills which are applicable and relevant across multiple jobs and industries, and you likely already have them from previous work experiences and your studies in college. Your transferable skills are your strongest asset, especially when starting a new career or making a career pivot, because they are the only thing you have going for you when you have no relevant professional experience or barely enough qualifications. One of the concerns employers expressed last year when it comes to hiring graduates is that they do not have strong work ethic or people skills. This is why, to stand out in the job market, you need to deliberately develop your people skills (like communication, emotional intelligence, leadership skills, negotiation, team collaboration, and conflict resolution). These can be showcased throughout your resume and you can also point to examples of where you have used these skills, in your job interviews. 3. Take Initiative To Upskill Graduating is not enough. You need to have a growth mindset of continuous learning and growth, especially when you are just starting out on a new career or switching careers. Microcredentials make you more marketable and are actually viewed favorably by employers, increasing your likelihood of being hired by 96%, a recent Coursera study revealed. You can also focus on remote working skills like CRMs, digital collaboration skills, and project management software. 4. Tailor Your Application Materials Every part of your application for an entry-level job must be bespoke to the role in question, and not just the role, but it must speak directly to the job description and person specification, as well as the company's values and ethics. Use keywords from the job description, and ensure your resume is concise and focuses on results instead of telling your life story and talking about your career goals to no end. To stand out even more, include a short video introducing yourself and/or a portfolio link (this is best for creative and tech industries and roles). Sieze opportunities to stand out when applying for entry level jobs, using your transferable skills ... More and a small portfolio getty This summer is bounding with career opportunities. This is your moment to seize them and position yourself, even at entry-level, as a professional eager to grow, contribute, and make a tangible difference.
