Latest news with #jobmarket
Bloomberg
3 hours ago
- Business
- Bloomberg
Thousands of Laid-Off Government Workers Are Flooding a Shrinking Job Market
Thousands of private government consultants laid off during the Trump administration's cost-cutting crusade are increasingly flooding a shrinking labor market. Job postings among seven of the 10 consulting companies singled out by the General Services Administration for contract cuts are down about 27% since 2023, and about 11% from a year ago, according to data scraped from job boards by labor market analytics firm Lightcast.
Fast Company
7 hours ago
- Business
- Fast Company
Graphic design job listings are flat, despite worries about AI
BY and María José Gutierrez Chavez From fantastical worlds to personalized Ghibli-esque portraits, social media is flooded with AI-generated images that were created by merely a prompt. But what may be a fun tool for the average user has become an existential threat for graphic design. And yet, surprisingly, graphic design jobs don't seem to be getting eliminated—yet. By analyzing job posting data between fall/winter 2023-2024 and fall/winter 2024-2025, Fast Company found that the number of job listings for graphic designers stayed flat, despite worries about AI platforms eliminating these particular jobs. 'There just haven't been very many graphic-design based AI generators yet,' says Daniel Lefcourt, visual artist and professor of art and computation at the Rhode Island School of Design (RISD).
Fast Company
8 hours ago
- Business
- Fast Company
Employers are still hiring recent graduates—just more cautiously
Every year, I tell my students in my business analytics class the same thing: 'Don't just apply for a job. Audition for it.' This advice seems particularly relevant this year. In today's turbulent economy, companies are still hiring, but they're doing it a bit more carefully. More places are offering candidates short-term work experiences like internships and co-op programs in order to evaluate them before making them full-time offers. This is just one of the findings of the 2025 College Hiring Outlook Report. This annual report tracks trends in the job market and offers valuable insights for both job seekers and employers. It is based on a national survey conducted in September 2024, with responses from 1,322 employers spanning all major industries and company sizes, from small firms to large enterprises. The survey looks at employer perspectives on entry-level hiring trends, skills demand, and talent development strategies. I am a professor of information systems at Drexel University's LeBow College of Business in Philadelphia, and I coauthored this report along with a team of colleagues at the Center for Career Readiness. Here's what we found: Employers are rethinking talent pipelines Only 21% of the 1,322 employers we surveyed rated the current college hiring market as 'excellent' or 'very good,' which is a dramatic drop from 61% in 2023. This indicates that companies are becoming increasingly cautious about how they recruit and select new talent. While confidence in full-time hiring has declined, employers are not stepping away from hiring altogether. Instead, they're shifting to paid and unpaid internships, co-ops, and contract-to-hire roles as a less risky route to identify talent and 'de-risk' full-time hiring. Employers we surveyed described internships as a cost-effective talent pipeline, and 70% told us they plan to maintain or increase their co-op and intern hiring in 2025. At a time when many companies are tightening their belts, hiring someone who's already proved themselves saves on onboarding reduces turnover and minimizes potentially costly mishires. For job seekers, this makes every internship or short-term role more than a foot in the door. It's an extended audition. Even with the general market looking unstable, interest in co-op and internship programs appears steady, especially among recent graduates facing fewer full-time opportunities. These programs aren't just about trying out a job. They let employers see if a candidate shows initiative, good judgment, and the ability to work well on a team, which we found are traits employers value even more than technical skills. What employers want We found that employers increasingly prioritize self-management skills like adaptability, ethical reasoning, and communication over technical skills such as digital literacy and cybersecurity. Employers are paying attention to how candidates behave during internships, how they take feedback, and whether they bring the mindset needed to grow with the company. This reflects what I have observed in classrooms and in conversations with hiring managers: Credentials matter, but what truly sets candidates apart is how they present themselves and what they contribute to a company. Based on co-op and internship data we've collected at Drexel, however, many students continue to believe that technical proficiency is the key to getting a job. In my opinion, this disconnect reveals a critical gap in expectations: While students focus on hard skills to differentiate themselves, employers are looking for the human skills that indicate long-term potential, resilience, and professionalism. This is especially true in the face of economic uncertainty and the ambiguous, fast-changing nature of today's workplace. Technology is changing how hiring happens Employers also told us that artificial intelligence is now central to how both applicants and employers navigate the hiring process. Some companies are increasingly using AI-powered platforms to transform their hiring processes. For example, Children's Hospital of Philadelphia uses platforms like HireVue to conduct asynchronous video interviews. HR-focused firms like Phenom and JJ Staffing Services also leverage technologies such as AI-based resume ranking, automated interview scheduling, and one-way video assessments. Not only do these tools speed up the hiring process, but they also reshape how employers and candidates interact. In our survey, large employers said they are increasingly relying on AI tools like resume screeners and one-way video interviews to manage large numbers of job applicants. As a result, the candidate's presence, clarity in communication, and authenticity are being evaluated even before a human recruiter becomes involved. At the same time, job seekers are using generative AI tools to write cover letters, practice interviews, or reformat résumés. These tools can help with preparation, but overreliance on them can backfire. Employers want authenticity, and many employers we surveyed mentioned they notice when applications seem overly robotic. In my experience as a professor, the key is teaching students to use AI to enhance their effort, not to replace it. I encourage them to leverage AI tools but always emphasize that the final output and the impression it makes should reflect their own thinking and professionalism. The bottom line is that hiring is still a human decision, and the personal impression you make matters. This isn't just about new grads While our research focuses on early-career hiring, these findings apply to other audiences as well, such as career changers, returning professionals, and even mid-career workers. These workers are increasingly being evaluated on their adaptability, behavior, and collaborative ability—not just their experience. Many companies now offer project-based assignments and trial roles that let them evaluate performance before making a permanent hire. At the same time, employers are investing in internal reskilling and upskilling programs. Reskilling refers to training workers for entirely new roles, often in response to job changes or automation, while upskilling means helping employees deepen their current skills to stay effective and advance in their existing roles. Our report indicates that approximately 88% of large companies now offer structured upskilling and reskilling programs. For job seekers and workers alike, staying competitive means taking the initiative and demonstrating a commitment to learning and growth. Show up early, and show up well So what can students, or anyone entering or reentering the workforce, do to prepare? Start early. Don't wait until senior year. First- and second-year internships are growing in importance. Sharpen soft skills. Communication, time management, problem-solving, and ethical behavior are top priorities for employers. Understand where work is happening. More than 50% of entry-level jobs are fully in person. Only 4% are fully remote. Show up ready to engage. Use AI strategically. It's a useful tool for research and practice, not a shortcut to connection or clarity. Stay curious. Most large employers now offer reskilling or upskilling opportunities, and they expect employees to take initiative. One of the clearest takeaways from this year's report is that hiring is no longer a onetime decision. It's a performance process that often begins before an interview is even scheduled. Whether you're still in school, transitioning in your career, or returning to the workforce after a break, the same principle applies: Every opportunity is an audition. Treat it like one.
Yahoo
8 hours ago
- Business
- Yahoo
Commentary: Secure AI for America's future & humanity's too
A technological revolution is unfolding — one that will transform our world in ways we can barely comprehend. As artificial intelligence rapidly evolves and corporate America's investment in AI continues to explode, we stand at a crossroads that will determine not just America's future but humanity's as well. Many leading experts agree that artificial general intelligence (AGI) is within sight. There is a growing consensus that it could be here within the next two to five years. This is a fundamental shift that will lead to scientific and technological advances beyond our imagination. Some have referred to the development of advanced AI as the Second Industrial Revolution, but the truth is that it will be more significant than that — perhaps incomprehensibly so — and we are not prepared. The potential benefits of AGI are extraordinary. It could discover cures for diseases we have battled for generations, find solutions to the most difficult mathematical and physics problems, and create trillions of dollars in new wealth. However, there is real cause for concern that we are racing toward an unprecedented technological breakthrough without considering the many dangers it poses. This includes dangers to our labor force, U.S. national security, and even humanity's very existence. As Anthropic CEO Dario Amodei recently suggested, AI could lead to a 'bloodbath' for job-seekers trying to find meaningful work, and that is just one threat. The same technology that could eradicate cancer may also create bioweapons of unprecedented lethality. Systems designed to optimize energy distribution could be weaponized to destroy critical infrastructure. As countries sprint to develop advanced AI, the one conversation we are not having is about the possibility that the same tools that might solve our greatest challenges could create catastrophic and even existential risks. Back in 2014, Stephen Hawking warned, 'The development of full artificial intelligence could spell the end of the human race.' More recently, OpenAI CEO Sam Altman claimed, 'AI will probably most likely lead to the end of the world, but in the meantime, there will be great companies.' According to Bill Gates, not even doctors and lawyers are safe from AI replacement. AI advancement is developing at warp speed without any brakes. We are unprepared to deal with those risks. For this reason, we are launching The Alliance for Secure AI, with a mission to ensure advanced AI innovation continues with security and safety as top priorities. We have no interest in stifling critical technological advancement. America can continue to lead the world in AI development while also establishing the necessary safeguards to protect humanity from catastrophe. Safeguards begin with effective communication across political lines. We will host strategy meetings with coalition partners across the technology, policy, and national security sectors, ensuring that conversations are informed about the dangers of AGI. Beyond the halls of Congress, this will require a public education push. Most Americans are unaware of the unprecedented threats that AI may pose. Our educational efforts will make complex AI concepts accessible for everyday Americans who must understand that their livelihoods are at risk. By convening AI experts, policymakers, journalists, and other key stakeholders, we can connect leaders who must work together to get this right for America, and humanity. We have no choice but to build a community committed to responsible AI advancement. I am profoundly optimistic about AI's potential to improve our lives. And yet, alongside its potential benefits, AGI will introduce serious and dangerous problems that we will all need to work together to solve. The advanced AI revolution will be far more consequential than anything in history. Daily activities for everyday Americans will be forever changed. AGI will impact the economy, national security, and the understanding of consciousness itself. Google is already hiring for a 'post-AGI' world where AI is smarter than the smartest human being in all cognitive tasks. It is critical that the U.S. maintains its technological leadership while ensuring AI systems align with human values and American principles. Without safeguards, we risk a future in which the most powerful technology ever created could threaten human liberty and prosperity. This is about asking fundamental questions: What role should AI play in society? What are the trade-offs we need to consider? What limits should we place on autonomous systems? Finding the answers to these questions requires broad public engagement — not just from Big Tech, but from every single American. _____ _____
Independent Singapore
10 hours ago
- Business
- Independent Singapore
Hospitality and tourism job interest in Singapore jumps 130% as industry rebounds after pandemic: Indeed
Photo: Depositphotos/ (for illustration purposes only) SINGAPORE: Jobseeker interest in Singapore's hospitality and tourism sector has more than doubled in four years amid the sector's recovery, according to new data from global hiring and matching platform Indeed. The number of clicks on hospitality and tourism job ads per million users rose by 130.3% from 2021 to 2025. Indeed said the increased interest could be linked to better perception of the sector's job security, pay, and working conditions. Skilled talent, including those returning to the workforce, and new graduates are also likely contributing to this demand. Job opportunities in the sector also increased by 48.7% from 2021 to 2025. From April 2024 to April 2025 alone, job postings grew 14.6%, likely driven by higher travel demand, major concerts and sporting events in Singapore, and new investments in building the local tourism workforce. In April, the Singapore Tourism Board (STB) said that the city-state welcomed 1.4 million tourists , up 4.5% from the same period last year. Indeed 's spokesperson Shannon Peter Pang said the strong interest from jobseekers is a good sign of the sector's recovery, but employers must ensure these workers are placed in roles that match their skills and support the industry's long-term growth. 'Employers are encouraged to invest in upskilling programmes to build a sustainable workforce pipeline to meet evolving service expectations and demands. Better employee retention strategies, such as competitive benefits and clear career development pathways, could help keep talent motivated and committed to building the industry,' he said. 'Singapore's smooth recovery as a premier travel destination in the Asia Pacific spells an exciting time for the country. As demand surges, the sector's businesses must ensure they're not just filling roles, but building meaningful career pathways,' he added. /TISG Read also: Singapore's tourism spending to hit record high in 2024, with more growth in 2025 Featured image by Depositphotos (for illustration purposes only)
