Josh Bersin’s latest post asserting that entry level jobs aren’t going away because of AI No, Entry Level Jobs Are Not Going Away. – JOSH BERSIN is unfortunately, much more likely to be more hopeful than realistic given the harsh reality we’re seeing for entry level candidates.
I absolutely subscribe to the philosophy of investing in early talent as the best way to build stable workforces for the long term, not least as there is a ton of evidence on how this has served employers well for many years, but the reality is that this is now an outdated model.
In today’s economy the link between profit growth and employment growth is, if not broken, then a lot more tenuous than it was and it’s important to remember that private companies do not exist to create employment; they exist to generate returns for their shareholders.
The data is stark: graduate hiring in the UK is down 24% in the last year and the number of young people aged 18-24 years, who are not in education, employment or training (NEETs) is currently 837,000. That’s already an unemployment rate for this demographic of 14.8% in the world’s 6th biggest economy.
In the US the numbers aren’t quite so bad but they’re still not great, with early careers vacancies down 16% and unemployment for this age group at 8% which is double the wider unemployment rate.
And the short-term trend is crystal clear: as AI and especially agentic AI, is used for more and more entry level tasks, the economy remains uncertain, and governments offer few incentives to hire younger people (or actual disincentivises in the UK’s case), then prospects for younger people gaining meaningful employment will get worse.
So, what if I’m wrong and Josh Bersin is right?
Well, I suppose there’s no harm done but if the current trends continue and we do nothing, then the implications for young people, our workplaces and society more widely are terrifying.
Against that backdrop, TALiNT Partners’ own recent Emerging Talent Summit explored a number of key themes.
Building the right skills
Caroline Collins from Unifrog presented some fascinating research highlighting the disconnect between the skills schools are focusing on and the skills employers want.
Widening Access and Inclusion
Barbara Manhart (A&O Sherman) showcased a campaign that successfully broadened access to legal careers through storytelling, social media, and authentic role models.
Emphasis on social mobility, diverse representation, and breaking down barriers in traditionally exclusive industries.
Skills-Based Hiring Over CVs
Multiple speakers, including Ben Thomas and Bethan Coe (Instant Impact & Ipsos), advocated for moving beyond traditional CVs.
Focus on potential, values alignment, and tailored assessments to identify the right candidates.
Authenticity and Human Connection
Michael John (Bloomberg) and others stressed the importance of personal interactions and emotional engagement in candidate experiences.
Candidates value genuine insight into company culture and purpose.
AI and Automation
Discussions highlighted the growing role of AI in recruitment, from content creation to candidate screening.
Concerns were raised about maintaining human touchpoints and ethical use of AI.
Retention and Employee Lifetime Value
Brian Sinclair (AON) introduced the concept of Employee Lifetime Value (ELTV), emphasising the importance of onboarding, development, and long-term engagement.
Retention strategies included values-based hiring, career progression, and early nurturing.
Channel Effectiveness and Social Media
Platforms like TikTok and Instagram are increasingly used to reach Gen Z talent.
Measurement of channel performance and content resonance is key to refining strategies.
So whilst there’s nothing we can do to help expand demand, there are some things we can do to ensure the existing emerging talent market works as effectively and as equitably as possible.
- Inclusion must be intentional: Campaigns that reflect real stories and diverse journeys resonate most.
- Skills-first hiring is the future: Organisations are shifting from credentials to capabilities.
- Candidate experience matters: Personalisation, feedback, and transparency are critical.
- AI is a tool, not a replacement: Use it to enhance, not replace, human interaction.
- Retention starts at recruitment: Aligning values and expectations from the start boosts long-term success.
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