Estimated reading time: 3 minutes
I ran across an article on Fast Company recently titled “7 Ways HR Will Look Different in 2025”. It’s a good read that you might want to check out when you have the chance. Number seven on the list really jumped out for me. It’s that “certain entry-level roles will face extinction”. The explanation was that technology, automation, artificial intelligence, etc. is going to eliminate work typically performed by early career (or entry level) professionals.
I totally get it, and I agree with the article. We can already see signs of this. However, this trend does come with a couple of challenges.
First, one of the benefits with entry level jobs is that people learn how to be a good employee. My first jobs taught me about punctuality, responsibility, accountability, and much more. I also learned about being a part of a team and building relationships. The knowledge, skills, and abilities we learn in our first jobs helps us for the rest of our career.
And sometimes learning these things in our first jobs keeps us from messing things up in our later ones. You know what I mean. Those entry level jobs are sometimes roles we have for short periods of time, but they leave huge impressions. So later on, when we have that job that we really like and want to keep – maybe even want a promotion – what we learned early on helps us from making mistakes.
The question becomes if there are fewer entry level jobs, where and how do people learn those lessons?
The second point is that technology might replace some tasks, but it won’t replace everything. There are still going to be tasks that need to be completed and those will become the new entry level jobs. Makes sense. Except – what will the job look like?
I’ve always said that human resources is the architect of work. HR professionals should help the organization design jobs that people actually want to do. Because when people have a job that’s interesting and they can see how it helps the organization, that’s the beginning of employee engagement. And we all know that engagement improves productivity, which has a positive impact on the bottom-line.
When we talk about technology replacing tasks, I can’t help but wonder what tasks will be left and how can HR bring those tasks together to create interesting work? If organizations just mash a bunch of unrelated tasks together and call them a job, will people apply? And if they do take the job, how long will they stay? Not to mention, how will the organization train for the position and evaluate performance?
Again, I get it. I don’t see organizations slowing their adoption of automation and artificial intelligence. But that doesn’t mean they shouldn’t think about the impact this change will have on their workforce. Maybe organizations should consider creating more part-time opportunities or look for freelancers / consultants to handle some tasks.
People aren’t going to apply for unappealing jobs. Organizations that learn how to create interesting jobs will get the best candidates.
Image captured by Sharlyn Lauby at the 34th Street graffiti wall in Gainesville, FL
The post The Real Value of Entry Level Jobs appeared first on hr bartender.
