Perhaps you’ve seen those videos of Millennials and Gen Zer’s mocking how the older generation thinks one gets a job versus the reality of finding a job in today’s job market, which is currently almost as bad as the aftermath of the Great Recession. All of these are driving at a larger, more frustrating truth: getting a job is just not as easy as it used to be.
Back then, employers had physical stacks of resumes that they had to sift through when searching for the right candidate for a job. Now, ATS systems have taken over to help with wading through the thousands of candidates who apply for a single job posting, leaving room for error and skipping over great candidates even if your resume is “ATS friendly.” But it’s not just employers who are pulling out new moves. Nearly half of job seekers are using the Spray & Pray method, where they mass apply to jobs online, even if the job is only remotely close to what they want, need, or like, in hopes of landing something. And with “One-Click Apply” being a new available feature on most job posting sites, it’s no wonder this method is so prevalent. It makes you wonder: who made it more difficult for who first? Sounds like a chicken and the egg situation...
So, what struggles are employers and potential candidates facing at the moment? More importantly, how can employers help themselves fill jobs, and how can candidates help themselves get job offers? Let’s dive in.
You did it all right; you got your college degree, networked with people on platforms like LinkedIn to get the “right connections,” and applied to hundreds—maybe even thousands—of jobs, and you still can’t get one. The good news is, it’s not your fault. The bad news is, things might not get better. As if COVID didn’t do enough to discourage young job seekers, the U.S. has now been in what’s referred to as the Great Freeze since last year, where companies are not laying off employees, but aren’t hiring either. This stagnation is due to several factors, such as not wanting to make the news with a layoff and uncertainty regarding tariffs, and while top economists know it can’t last forever, there’s no indication of it stopping soon. So, what might tip the scales? You guessed it: AI.
Businesses need to grow, and now employers have been given an option that they’ve never had before. Careers that Gen Z had previously been encouraged into, such as those in the tech industry, are now the first to face major job cuts due to businesses choosing AI over people. With reports of AI cutting 16,000 jobs per month, Gen Z and entry-level job seekers are left praying for the silver-lining that AI will merely reshape more jobs than it replaces. Unfortunate trends are showing business leaders choosing perceived quick profit over people, but it’s already starting to bite them in the butt with two out of three companies that made AI-driven cuts already rehiring—some starting within just six months of initial layoffs.
Picture this: you’ve just done away with all the entry-level positions at your company, and AI is picking up the slack. No more beginner mistakes to be made, no more new-comer training, and no more sifting through resumes lacking experience. All responsibilities have been shifted to your team of mid-to-senior employees. Fast-forward a few years and some of your employees are ready to retire, or better yet, you’re ready to retire yourself. Now you’re faced with two problems: mid-to-senior-level candidates are harder to hire due to higher demand, and entry-level candidates with little to no experience are all you have available. The company is stuck. Guess you won’t be retiring so soon...
Many businesses have already cut training programs for the perceived short-term benefits, and cutting entry-level jobs is next, but from a company built around talent acquisition solutions, we’ll be the first to tell you: Don’t set yourself up for failure. Harvard Business, among many others, implores today’s employers to first consider the perils of using AI to replace entry-level jobs, which include a lack of prepared future professionals and leaders, a lack of variability in thinking (and in turn, a lack of competitive advantage in your industry), and a lack of enriched workplace culture. The alienation, unrest, and even crime that comes about from a jobless youth serves as a reminder that protecting entry-level jobs doesn't help just your company, but also society as a whole.
Let’s quit the doom and gloom talk and get down to business.
To the Employer:
So, you’ve decided to keep your company’s entry-level jobs around, but you’re still struggling with everything that entails; that’s where Kinetix can help. RPO allows you to sit back, relax, and let us find your purple squirrel candidate for you. With that said, it’s important to adjust expectations on “requirements.” Ask yourself, is this a skill they can learn before they get the job, on the job, or do they at least have the skills to learn it in training? We promise Gen Z isn’t lazy; they just aren’t given any tools or assistance like in years previous. And we hate to tell you this, but non-entry level employees need training, too. But don’t worry, we can help with that, too.
To the Candidate:
It’s obvious the old ways of getting a job aren’t working anymore, and all the advice you’re getting likely isn’t something you haven’t already tried. Perhaps you’re thinking you need to become a purple squirrel to get a job in today’s job market, but in truth, the Purple Squirrel Theory came about in the recruiting space to describe that practically non-existent, impossible to catch (unless you’re us) candidate that is perfect in every way. But when you’re “spraying-and-praying" to hundreds of different jobs a day, there’s hardly any way to be perfect for every single one of them. Let us give you some advice that gives you a more concrete path than just “show the interviewer you really want the job!” Stay tuned for next month’s blog, and for now, have some hope in the forward thinkers who believe the younger generation are the best positioned to take advantage of the future of AI.