Artificial intelligence is transforming the world of work. For those just starting their careers, the impact is especially profound.
In the first episode of our new ‘How Did You Get That Job?’ podcast mini-series, I sat down with James Milligan, Global Head of Technology at Hays, and James Hutt, founder of tech consultancy Paradigm Junction, to explore this issue in more detail.
Listen to the full episode here.
According to data from Hays Salary Guides across the globe, 41% of entry-level professionals are concerned about how AI is affecting their ability to find a job. That’s significantly higher than the 30% of managers and 26% of senior leaders who share the same concern.
It’s understandable, too. Those people with more experience, or in more senior roles, have had an opportunity to hone their skills in the workplace. However, there’s a danger that the next generation don’t get access to that. AI is managing many routine tasks that traditionally were the foundation for entry-level professionals (especially in professional services).
James Hutt sees this anxiety firsthand. “I recently hired someone straight out of college,” he shared. “Talking to him about the experience of his peers is a really valuable source of data for us about what's going on in the market. There are a couple of things going on.
“One of them is the disruption to the work. How do you build a career where the first useful jobs require two or three years’ experience because entry-level work is being automated?
“Secondly, lots of people are clearly using AI tools in their job applications. You can look at the job description and at the points that are being asked for, and draft something that's really quite coherent - if a little bland on occasion.
“But lots of recruiters used to use the ability to write coherent English as an indication that you'd be able to do some of these professional jobs. That doesn't work now, and that's a problem on both sides. If you're applying for a job and suddenly finding there's 200, 250 or even 1,000 candidates and you all look the same, how easy is it to distinguish yourself amongst your peers?”
Now, the best candidates are finding new ways to demonstrate maturity and initiative – for example, through public speaking, volunteering or side projects. “Simply writing those words on an application isn’t enough anymore,” Hutt added. “You need to show real value signals.”
This shift raises another question: are degrees still important?
“It depends on who you speak to and what role you’re in,” said James Milligan. “if you look at certain countries, like Germany, apprenticeships are just as highly regarded as degrees. And in many roles, practical experience is becoming more valuable than academic credentials.
“So does the education system need to evolve in an ever-changing world? For sure. And does it mean in 10 years’ time that degrees are important as they are today? Maybe not.
Milligan pointed out that while highly technical roles like data science may still require advanced degrees, many others do not. “Skills-based hiring is becoming increasingly popular,” he said. “Employers want people who can think critically, solve problems and continuously learn. That doesn’t necessarily come from a certificate.”
As mentioned above, we’re seeing that AI is particularly effective at automating entry-level tasks. But if those roles disappear, how do people gain the experience needed for mid-level positions? Organisations might be chasing short-term efficiencies by reducing entry-level hiring, but that creates long-term problems.
“If we’re not bringing people in at the entry level, how does anyone get the experience we’ll need in three to five years? I genuinely think organisations, governments and educational bodies are really struggling with this at the moment.”
He warns against repeating the mistakes of the post-2008 financial crisis, when a hiring freeze led to a shortage of experienced professionals years later. “We've seen this before, when organisations stopped hiring undergraduates and then, in three to five years’ time, wanted to make experience hire. There weren't sufficient people within the workforce to fill that demand. So let's not fall into that trap again. Let's think about it this time and let's deal with it in a different way.”
Despite the challenges, both guests see opportunities for young professionals, from which employers will benefit. Hutt believes that non-traditional experience can be a real asset. “Young people aren’t bound by how things have always been done,” he said. “They can question processes, suggest improvements and bring fresh perspectives.”
Organisations that listen to these ideas and harness them effectively can modernize their operations and stay competitive.
If you’re a graduate or early-career professional, here are a few takeaways from the episode:
Want to hear more? Listen to the full episode of How Did You Get That Job? to dive deeper into my conversation with James Milligan and James Hutt.
Shaun Cheatham Chief Relationship Officer at Hays
Shaun is responsible for the creation and execution of sales strategies, as well as running the Major and National accounts organization, for Hays in the US. With almost 30 years of staffing industry experience, Shaun now hosts the Hays Technology podcast, ‘How Did You Get That Job?’.
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