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Entry-level jobs are disappearing. And yes, this is everyone’s problem because the downstream effects are bigger than most people think.
Bloomberg reports unemployment for college graduates ages 22 to 27 climbed to 5.6%, up from 4.1%, with underemployment near 43%. On the surface, this looks like a beginner problem. I would invite you to consider what this actually means for all of us:
1. First, the obvious -- entry-level hiring is the future workforce pipeline. The talent pipeline is turning into the Hunger Games. Do the math. No junior analysts today --> fewer experienced professionals in a few years --> fewer leaders after that.
2. Second, a little less obvious, but delayed entry compresses lifetime earning power and reduces economic participation. The economic impact will start compounding, and yes, we will all feel it.
3. Finally, and this is rarely discussed, entry-level hiring fuels your culture engine. New talent brings fresh perspectives, questions assumptions, and adapts quickly to change. You can’t automate culture.
The question leaders should be asking right now is simple.
If you continue to reduce entry-level hiring, where will your next generation of experienced talent come from, and who will sustain the demand your business depends on?
Bloomberg reports unemployment for college graduates ages 22 to 27 climbed to 5.6%, up from 4.1%, with underemployment near 43%. On the surface, this looks like a beginner problem. I would invite you to consider what this actually means for all of us:
1. First, the obvious -- entry-level hiring is the future workforce pipeline. The talent pipeline is turning into the Hunger Games. Do the math. No junior analysts today --> fewer experienced professionals in a few years --> fewer leaders after that.
2. Second, a little less obvious, but delayed entry compresses lifetime earning power and reduces economic participation. The economic impact will start compounding, and yes, we will all feel it.
3. Finally, and this is rarely discussed, entry-level hiring fuels your culture engine. New talent brings fresh perspectives, questions assumptions, and adapts quickly to change. You can’t automate culture.
The question leaders should be asking right now is simple.
If you continue to reduce entry-level hiring, where will your next generation of experienced talent come from, and who will sustain the demand your business depends on?
Colleges need a wake-up call, and fast. The gap between what students are taught and what employers actually need is getting wider, and students are the ones paying the price. Landing internships and entry-level jobs has become so difficult that you have to wonder if the traditional college path will be worth it in this new market.
There are some schools doing this well. Programs like Northeastern’s co-op program give students real, hands-on experience. But that’s not the norm.
There are some schools doing this well. Programs like Northeastern’s co-op program give students real, hands-on experience. But that’s not the norm.
Most students are relying on career centers that are overwhelmed. I’ve seen it take weeks, sometimes months, for clients to get an appointment. And while resume edits and interview workshops are helpful, they’re not enough in this market.
At the same time, the rules are changing. AI is lowering the barrier to entry, and employers want people who can actually do things: think critically, adapt quickly, and contribute right away.
Colleges need to adjust. More real-world experience. More entrepreneurship. Less memorization, more application.
And students can't wait around. When jobs aren’t there, some are creating their own opportunities: starting small businesses, building side hustles, and testing ideas.
Not everyone is in a position to launch something from scratch, but the ones gaining traction are finding ways to stay active, whether that’s taking on small projects, learning new tools, or building skills in real time. Even small steps can start to build momentum.
Bottom line: students can’t wait for the system to catch up.
If you’re not landing the internship you wanted, don’t sit still. Build something. Try something. Learn something new.