The following is shared from Forbes through National Association of Workforce Development Professionals:
The world of work is changing faster than ever, and job requirements are rapidly evolving right along with it. The impact on entry-level roles has been especially severe as companies continue to set higher-level expectations, with many requiring one to three years of experience, contradicting the very definition of entry-level work.
While AI is frequently blamed for the decline in entry-level roles, a bigger issue is how entry-level job descriptions have shifted. U.S. data from PwC’s 2026 AI jobs barometer reveals that employers are now seven times more likely to require entry-level workers to have skills previously expected of senior staff. Employers have redefined entry-level talent for a candidate pool that doesn’t exist. It’s no wonder why those trying to join the career ladder are struggling.
When candidates face a list of requirements they can’t meet, they either opt out of applying or get screened out immediately. This has a crippling effect on employers. The Society for Human Resource Management reports that each unfilled position costs companies $4,129 for each 42-day vacancy period, with revenue-focused roles costing as much as $10,000 per month. Because job description requirements have become unrealistic, roles remain unfilled or employers end up paying higher wages for more experienced talent.
Now that entry-level work requires professional experience, employers must provide the bridge that connects job seekers—both with and without college degrees—with these opportunities.
It’s Time To Get Serious About Work-Based Learning
If experience is the new price of admission to the workforce, employers must help create the avenues for entry-level workers to gain it. This talent pool includes four-year and community college graduates, tech boot camp alumni, workforce development program participants, military veterans, and those with unrelated job experiences.
Work-based learning programs, such as internships and apprenticeships, are an effective way to attract early-career job seekers and equip them with the specific skills needed for roles within an organization. Not only are these programs valuable recruiting tools, but high-quality experiences strengthen talent pipelines, increase workforce participation, reduce hiring costs and improve retention.