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In January, Jon Bach got laid off as a director at eBay, where he had worked for 13 years. He loved his job, so he was disappointed. But he didn't panic. The unemployment rate was near a five-decade low, and he had 30 years of experience in the tech industry. How hard could it be to find another job?Pretty hard, it turned out. After applying for 135 openings, Bach has received 91 nonresponses, 42 rejections, two callbacks — and zero offers. "I don't know what's going on," he says. "I've been doing this for a minute, and I've proven my value. And then you apply to one place, two places, 10 places, 50 places, 135 places. And you go, 'Am I the guy I think I am?'"By all the standard economic measures, America's labor market looks fine. But ask white-collar professionals who are actually looking for a job, and they'll tell you horror stories that are eerily similar to Bach's. As I wrote last spring, that's because the job market has essentially split into two distinct tiers. Even though hiring has held up well for lower-earning workers, it has plunged for people earning six figures or more. We're in the midst of a <a target="_blank" href="https://www.businessinsider.com/hiring-slump-professional-white-collar-jobs-recession-high-salary-2024-4">white-collar recession</a>.Now, new data from LinkedIn — which tracked how often its users landed new jobs — shows which white-collar jobs are being hit the hardest. Some of them are the usual suspects in a downturn. You don't need recruiters when you're not recruiting, so hiring in human resources has slumped by 28% since 2018. Hiring in marketing, another department that's often the first to lose its budget in leaner times, is down 23%.But the most surprising feature of the job freeze is the pullback in tech. Hiring has plunged 27% in IT, 32% in quality assurance, and 23% in product management. In Bach's field of program and project management, recruitment has slumped 25%. Even more surprisingly, engineering, which was long considered recession-proof, is down 26%. That kind of cutback in coders was long unthinkable in Silicon Valley, which treated programmers like rare minerals — so scarce that they needed to be preserved at all costs, regardless of how the economy was faring.On the flip side are the professions that are holding up well. Military and protective services, a category that includes security guards, is down only 6%. Community and social services is down by only 3%. And healthcare, which is battling an acute staffing shortage fueled by an aging population and extraordinary levels of burnout on the front lines, is actually up 10%. You can see the same winners and losers on hiring platforms like Indeed: Since the pandemic, job postings for physicians and physical therapists have surged more than 80%, while those for software developers, data analysts, data scientists, and IT operations have declined by 20% or more."We have not seen the hiring slowdown everywhere," says Kory Kantenga, an economist at LinkedIn. "But there are particular areas where it's been very dramatic."Why has tech slammed the brakes on hiring? One reason is that tech companies, panicked by the <a target="_blank" href="https://www.businessinsider.com/the-great-reshuffle-upward-mobility-quitting-jobs">Great Resignation</a> that followed the pandemic, hired way too many professionals — leaving them with a glut of staff when the economy hit the skids. LinkedIn, which compared recruitment in 2018 to 2022, found that post-pandemic hiring spiked 89% for product managers, 79% for HR professionals, and 43% for engineers. When employers realized that they'd gone overboard, some resorted to mass layoffs to slash their headcounts. But most have taken a gentler route, implementing hiring freezes to slowly shrink their ranks by voluntary attrition.Another reason tech companies are hiring fewer professionals is that their existing employees are opting to stay put. "One of the things we hear repeatedly is that candidates are looking for stability," says Jenny Diani, a senior director of global technical recruiting at Autodesk, a leading software provider. "Candidates are being much more careful." Visier, an HR software provider, reports that so far this year, voluntary turnover at its tech clients is under 20% — down from almost 27% in 2022. That means a company that wants to maintain a head count of 10,000 employees would need to hire 720 fewer professionals this year.AI may also be playing a role in the hiring freeze. With tools like ChatGPT enabling tech workers to complete tasks more quickly, employers may see less of a need to increase head count. Nowhere is this productivity gain more evident than in <a target="_blank" href="https://www.businessinsider.com/chatgpt-ai-technology-end-of-coding-software-developers-jobs-2023-4">coding</a>: In an early study of an AI coding copilot, AI-assisted programmers were 56% faster than programmers working alone. Google recently boasted that more than a quarter of its new code is now being <a target="_blank" href="https://www.businessinsider.com/google-earnings-q3-2024-new-code-created-by-ai-2024-10">generated by AI</a>."It's not like you're going to lay off a whole team," says Jon Stross, a cofounder of Greenhouse, one of the biggest providers of hiring software. "But maybe we don't have to grow quite as fast because we can automate more things and be more efficient. My guess is there are folks who are trying to make that happen."To make matters worse, changes in the way companies hire people are making the job freeze feel even more terrible than the numbers indicate. Several job seekers I spoke with told me their searches have been "slow" — which is putting it mildly. In mid-2021, according to Greenhouse, it took its clients an average of 52 days to make a hire. In the first quarter of this year, searches were dragging out to 66 days.The slowdown in decision-making is a bit of a paradox. Given all the qualified candidates on the market right now, you'd think companies would have an easier time making a selection. But weirdly, the seemingly infinite supply of candidates makes them want to review even more applications before they make a decision. "In the recruiting world, we call it See More Disease," says Diani, who is juggling three times as many job applications at Autodesk as she did during the Great Resignation. "We really need to coach our managers that even in this market, people with highly qualified, in-demand skills aren't going to be sitting around forever."<div type="image" title="Dashboard with various summary stats of job seeker's job search" height="757" width="1209" msid="115416165" hostid="261" sizebytes="43790"></div>What shocks job seekers the most, though, is how many roles they have to apply for just to get a few measly callbacks. The 135 applications that Bach submitted might seem crazy high, but these days it's actually the new norm. Santiago Rodriguez, a data scientist, told me he had applied to 669 positions — so many that he built an <a target="_blank" href="https://job-search-cd9a22.gitlab.io/">online dashboard</a> to track his progress. Like the diligent statistician he is, he plans to analyze the data to see which versions of his résumé are generating a higher success rate.It doesn't help that job candidates, desperate to land a new role, are responding to the hiring slowdown by applying to every job in sight. LinkedIn has an "Easy Apply" button that makes it easy to flood the market with applications, and AI-powered services will even <a target="_blank" href="https://www.businessinsider.com/job-applications-hiring-ai-bots-spam-resume-cover-letter-2024-3">mass-apply to jobs</a> for you. It makes sense for individual job seekers to maximize their chances by applying widely. But the more everyone piles on, the harder it gets for anyone to stand out. In the first quarter of this year, job openings at Greenhouse's clients received an average of 222 applications — almost three times as many as at the end of 2021. "It's exacerbated by everyone in this arms race applying to so many jobs that companies are just overwhelmed with applicants," says Stross. "And so they don't get back to people."For job seekers, being ghosted makes the process feel downright dehumanizing. "There's so much angst," says Stross. "Like: 'I need a job and I can't get anybody to look at my résumé.'"The good news is, some data suggests that we're already past the worst of the white-collar recession. At the end of last year, according to the industry group CompTIA, companies posted only 144,000 new tech roles. That has now rebounded to 223,000 openings — and is starting to approach the pre-pandemic level of 322,000 jobs. "We're slowly, slowly recovering," says Art Zeile, the CEO of Dice, a tech job board. The hope is that in the new year, with the election over and a couple more interest-rate cuts under the economy's belt, white-collar employers will regain their appetite to start hiring again."I'm hopeful," Bach told me. "I think a lot of people like me are eager to get back to work, to show companies that we're worth taking a chance on. If you take a risk on me, I'll show you that I'm worth it."<a target="_blank" class="" href="https://www.businessinsider.com/author/aki-ito">Aki Ito</a> is a chief correspondent at Business Insider.

Tech jobs are mired in a recession

Finance Minister <keyword id="19916618" type="General" weightage="20" keywordseo="Nirmala-Sitharaman" source="keywords">Nirmala Sitharaman</keyword> on Tuesday announced <keyword id="20404375" type="General" weightage="20" keywordseo="income-tax-relief" source="keywords">income tax relief</keyword> for the <keyword id="20071167" type="General" weightage="100" keywordseo="middle-class" source="keywords">middle class</keyword>, a Rs 2 lakh crore outlay for <keyword id="22517841" type="General" weightage="20" keywordseo="job-creation-schemes" source="keywords">job creation schemes</keyword> over the next five years and a spending splurge for states run by her party's new coalition partners as she unveiled <keyword id="20509939" type="General" weightage="20" keywordseo="Modi-3-0" source="keywords">Modi 3.0</keyword> government's first budget after the general elections. With rural distress and unemployment being blamed for BJP losing its majority, Sitharaman in her seventh straight budget provided Rs 2.66 lakh crore for <keyword id="20027688" type="General" weightage="20" keywordseo="rural-development" source="keywords">rural development</keyword> and maintained spending on long-term infrastructure projects at Rs 11.11 lakh crore to boost <keyword id="19900794" type="General" weightage="20" keywordseo="economic-growth" source="keywords">economic growth</keyword>. She abolished 'angel tax' for all classes of investors in startups, cut customs duty on mobile phones and gold and simplified capital gains tax. She, however, raised the securities transaction tax (STT) on futures and options of securities, which led to tanking of stock markets. "India's economic growth continues to be the shining exception (in a world that is gripped by policy uncertainties) and will remain so in the years ahead," she said. "In this budget, we particularly focus on <keyword id="19898684" type="General" weightage="20" keywordseo="employment" source="keywords">employment</keyword>, <keyword id="20374219" type="General" weightage="20" keywordseo="skilling" source="keywords">skilling</keyword>, MSMEs, and the middle class." Besides Rs 2 lakh crore provided over a five year period for schemes and initiatives to facilitate employment, skilling and other opportunities for 4.1 crore youth, "I have made a provision of Rs 1.48 lakh crore for education, employment and skilling," she said. For Bihar, where assembly elections are due next year, the finance minister announced spending of Rs 60,000 crore on infrastructure projects like expressways, power plant, heritage corridors and new airports. The support to Bihar, whose ruling party and BJP's partner JD-U has been demanding an economic package and special category status for the state, is in the form of capital projects but not subsidy or cash dole. Similarly, for Andhra Pradesh, whose ruling TDP recently joined BJP-led NDA, she allocated Rs 15,000 crore in financial aid through multilateral agencies. A similar request for support to Bihar will be expedited, she said. For the middle class, she raised standard deduction -- a flat deduction from total salary earned by an employee in a year before calculating applicable income tax rate -- by 50 per cent to Rs 75,000 and tweaked tax slabs for taxpayers opting for the new income tax regime. This will lead to taxpayers under the new tax regime -- which offers lower rates of taxes but permits limited deductions and exemptions -- saving up to Rs 17,500 in tax annually, she said. To spur employment, the Budget provided for incentives for companies, including paying for one-month salary for first-time employees, incentive at specified sale to both employee and empower with respect to their retirement fund contribution in the first four years of employment and reimbursing employers up to Rs 3,000 per month for 2 years towards EPFO contribution of each additional employee. Also, a programme to improve skills as well internship for students and subsidised loans for higher education will be provided, she said. India's official unemployment rate in urban areas is pegged at 6.7 per cent but private agencies put it at much higher levels. Buoyed by robust tax collections and a higher-than-expected dividend receipt from the Reserve Bank, Sitharaman said the government's fiscal deficit -- the difference between the total revenue earned and total expenditure -- will be trimmed to 4.9 per cent of the GDP in 2024-25, below the 5.1 per cent figure estimated in the interim budget she presented in February. She reduced gross market borrowing marginally to Rs 14.01 lakh crore. The Budget for 2024-25 fiscal (April 2024 to March 2025) allocated Rs 1.52 lakh crore for agriculture and allied sectors, aid for building 3 crore affordable housing units in urban and rural areas, provided credit support to small and medium businesses, raised small loans to Rs 20 lakh for small business, proposed setting up 12 industrial parks, and provided for setting up a Rs 1,000 crore venture capital fund for space sector.

Modi 3.0 1st Budget: Tax relief for middle class, Rs 2 lakh cr job scheme

Emerging technologies are set to revolutionise India’s workforce and can generate an additional 2.73 million tech jobs by 2028, according to ServiceNow’s AI Skills and Jobs Report. This growth comes amid India’s overall workforce expansion, expected to reach 457.62 million by 2028—a 33.9 million increase since 2023. ServiceNow, through partnerships and its ‘RiseUp’ program, aims to bridge the skills gap, positioning India as a competitive force in the global tech arena. Retail, manufacturing, education, and healthcare are projected to experience robust job creation, with retail alone expected to add 6.96 million roles. Professionals in these sectors have opportunities to upskill in areas such as software development and data engineering. Meanwhile, demand for tech roles like Software Application Developers, Systems Software Developers, and Data Engineers is expected to surge, driven by expanding sectors like manufacturing and telecommunications. Generative AI is also reshaping tasks within tech roles, increasing efficiency and automating routine processes. Systems Administrators, AI Systems Engineers, and Implementation Consultants, for example, will gain hours back each week as AI automates tasks. ServiceNow reports a $5 million cost savings and productivity boost from using generative AI across its operations, illustrating the practical impact of AI-led automation. To build a tech-ready talent pipeline, ServiceNow has been proactive, training over 97,000 Indians through its ‘RiseUp with ServiceNow’ initiative in the past year. The company’s University Academic Program, launched with government partnerships and institutions like NASSCOM’s FutureSkills Prime, is ensuring graduates possess job-ready digital skills, strengthening India’s tech ecosystem. With AI as a critical driver, India is expected to see a significant workforce transformation, meeting both domestic and global demand for skilled tech professionals.

AI can create 2.7 million tech jobs by 2028 in India, study says

Ola Electric is cutting 500 jobs across verticals and levels as part of a restructuring exercise, according to people aware of the development. The company, which has come under the scanner for its poor aftersales service recently, had started the job cut in the September quarter. "It has been going on for some time now, starting around July. It has been a gradual process of removing redundant roles across verticals and levels," said a source. The exercise is expected to be completed by the end of this month. Ola Electric is looking to optimise workforce with an aim to improving margins and enhance profitability, the person added. Earlier this month, Central Consumer Protection Authority (CCPA) had ordered a detailed probe into complaints related to alleged "deficiencies" in services and electric two-wheelers manufactured by Ola Electric. Last month, the company had said that out of 10,644 complaints received from CCPA, it has resolved 99.1 per cent of the complaints.

Ola Electric cuts 500 jobs across verticals

<ul class="summary-list"><li>The tariffs Donald Trump proposed while campaigning could help create US semiconductor jobs.</li><li>Tariffs could also help US chipmakers compete with companies abroad that sell chips at lower prices.</li></ul>If president-elect Donald Trump follows through on his <a target="_blank" href="https://www.businessinsider.com/companies-raising-prices-trump-tariffs-inflation-goods-getting-more-expensive-2024-11">campaign promise to impose tariffs</a>, the domestic semiconductor industry could see job gains.Industry experts told Business Insider that tariffs on foreign-made chips could help level the playing field for US chipmakers, which are <a target="_blank" class="" href="https://www.businessinsider.com/intel-chip-troubles-problem-us-economy-domestic-production-chips-act-2024-11">facing fierce competition</a> from their counterparts abroad. The tariffs could also encourage US businesses to source more chips domestically and help persuade chipmaking giants, like the Taiwan-based <a target="_blank" href="https://www.businessinsider.com/tsmc-making-apple-iphone-chips-helps-us-semiconductor-bet-2024-10">TSMC</a>, to keep building factories in the US. These developments could aid job growth in the US semiconductor industry, though experts disagreed on how much.Trump's proposed tariff policies include a 60% tariff on goods coming from China and up to a <a target="_blank" class="" href="https://www.businessinsider.com/companies-raising-prices-trump-tariffs-inflation-goods-getting-more-expensive-2024-11">20% tariff</a> on all imports, including chips. US companies source many of the chips needed to power items like iPhones and washing machines from abroad: The US share of overall chip production fell from <a target="_blank" href="https://www.businessinsider.com/why-us-doesnt-make-chips-semiconductor-shortage-2021-4">37%</a> of the world's supply in 1990 to roughly <a target="_blank" href="https://www.whitehouse.gov/briefing-room/statements-releases/2024/08/09/fact-sheet-two-years-after-the-chips-and-science-act-biden-%E2%81%A0harris-administration-celebrates-historic-achievements-in-bringing-semiconductor-supply-chains-home-creating-jobs-supporting-inn/#:~:text=As%20a%20result%20of%20these,Vice%20President%20Harris%20took%20office.">10%</a> today.In an <a target="_blank" href="https://open.spotify.com/episode/0e9ynAH6hmZIIeOx0SaGQu">interview</a> with podcaster Joe Rogan in October, Trump criticized the Biden administration's <a target="_blank" href="https://www.businessinsider.com/intel-chips-act-funding-all-hands-meeting-2024-11">CHIPS Act</a> legislation, which included $52.7 billion in tax breaks and subsidies for companies in the semiconductor industry. He said that the federal government should have implemented tariffs instead to motivate global chipmakers to build more factories in the US, which would then create jobs."You didn't have to put up $0.10," Trump said. "You could have done it with tariffs. You tariff it so high that they will come and build their chip companies for nothing."To be sure, the impacts of a tariff policy on chips could be mixed. Jeff Koch, an analyst at the semiconductor research and consulting firm SemiAnalysis, told BI that tariffs could lead to higher prices for goods containing chips, such as cars, electronics, and appliances. He added that US chipmakers could likely benefit from these tariffs because it could help them compete with companies abroad that sell chips at lower prices.The Trump campaign did not respond to a request for comment.<h2 id="dc733634-a51d-47cf-a7b9-405bdfac9e61">Tariffs on chips could boost construction and manufacturing jobs</h2>Patrick Moorhead, founder, CEO, and chief analyst at the research and advisory firm Moor Insights and Strategy, told BI that tariffs could increase the number of US chip manufacturing jobs. He added that he thinks the policy could incentivize chipmakers like TSMC and Samsung, which is based in South Korea, to boost manufacturing in the US."The cost of manufacturing in the US for Samsung and TSMC would be lower than a 30% to 40% tariff on <a target="_blank" href="https://www.businessinsider.com/quartz-mine-computer-chips-hurricane-helene-spruce-pine-semiconductor-2024-9">wafers</a> and <a target="_blank" href="https://www.businessinsider.com/us-ai-chip-production-manufacturing-nvidia-labor-china-taiwan-korea-2024-4">packaging</a>," he said, referring to key components of the chipmaking process.Jeff Ferry, chief economist at the Coalition for a Prosperous America, a nonprofit that advocates for increasing domestic manufacturing, estimated that tariffs could create roughly 100,000 jobs at US chip manufacturers and their suppliers.He said this estimate was partly based on a <a target="_blank" class="" href="https://www.semiconductors.org/wp-content/uploads/2021/05/2021-Jobs-Report_2-pager.pdf">report</a> published in 2021 by the Semiconductor Industry Association — a trade association and lobbying group — that said a $50 billion investment would help create an estimated 10 additional chip factories in the US. That could add about 42,000 direct jobs at the companies building these factories and 101,500 indirect jobs at chipmakers' suppliers, per the report.Ferry said he thought chip tariffs could lead to the creation of roughly 10 additional factories, which led him to come to the 100,000 jobs estimate. In August, the White House <a target="_blank" href="https://www.whitehouse.gov/briefing-room/statements-releases/2024/08/09/fact-sheet-two-years-after-the-chips-and-science-act-biden-%E2%81%A0harris-administration-celebrates-historic-achievements-in-bringing-semiconductor-supply-chains-home-creating-jobs-supporting-inn/">said</a> that investments supported by CHIPS Act funding would help create 115,000 construction and manufacturing jobs."Tariffs on chips, particularly legacy chips like those used in autos, could successfully shift production back to the US," Ferry said.Samsung did not respond to a request for comment. Intel and TSMC did not respond to a question about what impact a Trump administration tariff policy would have on each company's job creation plans in the US.An Intel spokesperson pointed to a <a target="_blank" href="https://www.intel.com/content/www/us/en/newsroom/news/us-chips-act-intel-direct-funding.html#gs.i5ie0q">press release</a> from March, which said the company's $100 billion investment in the US over the next five years is expected to create more than 10,000 jobs at Intel and nearly 20,000 construction jobs. TSMC pointed to a <a target="_blank" href="https://pr.tsmc.com/english/news/3122">press release</a> from April, that said TSMC's investments in three Arizona chip factories are expected to create roughly 6,000 company jobs, more than 20,000 construction jobs, and tens of thousands of indirect supplier and consumer jobs.Stephen Ezell, the vice president for global innovation policy at the Information Technology and Innovation Foundation, said that the effectiveness of a tariff on chips could be limited, in part because many chips aren't imported <a target="_blank" class="" href="https://www.usitc.gov/publications/332/executive_briefings/ebot_cellular_phones_and_covid.pdf">directly</a> into the US: He said they often come embedded into finished products like <a target="_blank" class="" href="https://www.usitc.gov/publications/332/executive_briefings/ebot_cellular_phones_and_covid.pdf">smartphones</a> or computers.For example, he said that in most cases, chips that TSMC manufactures in Taiwan for Apple are sent to <a target="_blank" class="" href="https://www.theatlantic.com/technology/archive/2022/12/tsmc-apple-memory-chip-production-us-china-taiwan-relations/672593/">China</a> or <a target="_blank" class="" href="https://www.cnbc.com/2024/04/10/apple-made-14-billion-worth-of-iphones-in-india-in-shift-from-china.html">India</a> to be incorporated into a product like an iPhone. Therefore, the chip wouldn't be subject to a US tariff but the iPhone would.When deciding whether to build a chip factory in the US, Ezell said several factors — including wage rates, the labor talent pool, and tax policy — would be bigger considerations for companies than the country's tariff policy. But if tariffs proved to be the deciding factor in a company's decision to invest in the US, then Ezell said the policy could arguably be credited with boosting employment in the semiconductor industry."If a company did decide not to launch a factory elsewhere and instead launch it in the United States, then yes, this dynamic could lead companies to hire more," he said.Do you work in the US semiconductor industry? Reach out to this reporter at <a target="_blank" href="mailto:jzinkula@businessinsider.com">jzinkula@businessinsider.com</a>

Trump's trade restrictions could be good for American semiconductor jobs

<ul class="summary-list"><li>Donald Trump's win is reducing uncertainty, boosting some employers' confidence about posting jobs.</li><li>Hiring experts anticipate a "Trump bump" for now despite concerns over tariffs and immigration.</li></ul>If you've been <a target="_blank" href="https://www.businessinsider.com/finding-job-awful-right-now-drop-in-openings-tough-search-2024-9">looking for a job</a> and haven't had any luck, that could be about to change.<a target="_blank" class="" href="https://www.businessinsider.com/donald-trump-wins-presidential-election-race-2024-11">Donald Trump's decisive win</a> ends some uncertainty about the broad direction of the US — and extinguishes worries that there will be a drawn-out fight over the outcome.Executives focused on hiring told Business Insider that the newfound clarity is already making some employers more willing to post jobs."Our phone was basically ringing off the hook with companies looking to hire," Lief Larson, CEO of Salesfolks, a staffing firm focused on sales roles, told BI. "Regardless of your political persuasion, there is no doubt that the market is anticipating a Trump bump."Knowing who will occupy the White House is a help to employers, employment experts told BI, even as questions remain about the fallout from a potential <a target="_blank" class="" href="https://www.businessinsider.com/trump-tariff-threat-john-deere-economists-baffled-2024-9">increase in tariffs</a> or a reduction in immigration."Having the uncertainty behind us will prompt many — and encourage many — to start looking at increasing hiring," Tim Glowa, founder and CEO of HRbrain, which develops artificial intelligence tools for human resources, told BI.<h2 id="931ab304-0c3f-4e07-9067-9bcae5537e6c">Demand in tech</h2>It also helps that in the fourth quarter, some employers push to bring on people before the end of the year. Others prepare job descriptions to go up in January, said Michelle Volberg, a longtime recruiter who's founder and CEO of <a target="_blank" href="https://www.withtwill.com/">Twill</a>, a venture-backed startup that pays tech workers to recommend peers for key jobs."We're seeing a pretty healthy number of roles planning to be posted in January, probably more than we even expected," Volberg told BI. Volberg said she's seen an "upward trend" in the past 12 months that's now continuing."I don't see anything currently on the horizon that will challenge the US economy in any way," Volberg said.She said some of the demand is in tech, particularly from companies focused on AI looking to hire in engineering, product, sales, and marketing.That's welcome news because while the overall US unemployment rate remains low, some tech firms have been cutting in some roles and <a target="_blank" href="https://www.businessinsider.com/meta-job-cuts-indicate-tech-companies-like-recurring-layoffs-2024-10">slow to hire</a> in other areas — much to the <a target="_blank" href="https://www.businessinsider.com/job-seeker-applied-more-than-2000-roles-2024-9">frustration of job seekers</a>.Kathleen Lin Hurtubise, CEO and founder of Aloha Hospitality Professionals, a staffing firm focused on hospitality and light industrial workers, told BI that uncertainty over tax and immigration policies had led some of the company's customers to wait out the politics."We had a handful of clients who put us on pause until the elections," she said. Many employers, Hurtubise said, wanted to know how business decisions they had already made would likely play out once it became clear who would take the White House.<h2 id="11219916-ac03-49a8-ae71-be52cee6d5bf">More employers could turn to automation</h2>Jason Leverant, COO and president at AtWork Group, a staffing firm focused on areas including advanced manufacturing, logistics, and warehousing, told BI that a focus on bringing manufacturing jobs back to the US — so-called <a target="_blank" href="https://www.businessinsider.com/us-manufacturing-production-boom-economy-made-in-america-trade-war-2024-10">reshoring efforts</a> that are already underway — could further help boost momentum in hiring for workers <a target="_blank" href="https://www.businessinsider.com/employers-dropping-degree-requirements-slow-to-hire-for-skills-2024-10">without college degrees</a>.Yet, Leverant said, reshoring could be more expensive for employers and, when combined with talent shortages, could push more <a target="_blank" href="https://www.businessinsider.com/ai-wont-take-as-many-jobs-as-feared-altman-2024-9">companies to automate</a> where possible.Reduced immigration could also harm industries like construction and agriculture, where immigrants often fill many roles, he said."Do we start seeing a skills gap or a talent gap there?" Leverant said. He said such a chasm could eventually push wages higher in those areas if employers grow desperate for workers.Leverant said a focus by some in Trump's inner circle, including Tesla CEO Elon Musk, on areas like workplace <a target="_blank" class="" href="https://www.businessinsider.com/elon-musk-tesla-optimus-humanoid-robots-robotaxi-day-2024-10">automation</a> could mean as some aspects of jobs go away, workers who get the right training could take on "more complex roles that even advanced robotics can't touch right now."<h2 id="efdae223-ce1f-4c24-b0c3-4c4f63bde68d">A postelection rush to hire</h2>Aaron Cleavinger, a managing partner at Murdoch Mason Executive Search Group, told BI that he's been "inundated" with new search requests from clients since the election.He said that likely reflects a mix of the typical end-of-year ramp-up and also several months' worth of demand by employers, particularly in areas like manufacturing, that held off posting jobs because of political uncertainty."Anything that they've been delaying for the last couple of months, they're finally releasing," Cleavinger said, referring to employers and job postings.Cleavinger said that in many cases, employers might have been agnostic about which candidate won and instead just wanted to know which way it would break."They say, 'Hey, just tell me what I can count on, and then I can build a plan around that,'" he said.Cleavinger said demand for hiring will vary by industry, as it often does. Yet he said for small and medium-sized companies, optimism that there could be tax cuts could help boost budgets for hiring.<h2 id="dfe0f4e6-90ea-4cf9-bd4f-582908e761ca">Obstacles could emerge</h2>Even as some employers look to increase hiring, getting — and keeping — a job might get harder for some workers. Peter Rahbar, an employment attorney and founder of the boutique law firm The Rahbar Group, told BI that he expects to see an erosion of protections afforded to federal workers, including those seeking jobs.If enforcement of antidiscrimination laws becomes deprioritized, Rahbar said, that could make it harder for some people, including women and minorities, to land and retain jobs.Rahbar said reductions to immigration could hurt industries beyond agriculture and construction, including tech. That's because some tech companies needing workers rely on skilled immigrants to fill some roles.For now, though, Cleavinger, from Murdoch Mason Executive Search Group, expects demand for workers will generally heat up."I expect a pretty significant uptick in hiring. We usually see that anyway at the end of the year, but I think it'll be a little more pronounced now," Cleavinger said.

What Trump's election victory means for job seekers

<ul class="summary-list"><li><a target="_blank" class="" href="https://www.businessinsider.com/apple">Apple</a> is reportedly considering developing its own television set.</li><li>Steve Jobs had apparently had mixed feelings about Apple entering the TV market before his death.</li></ul><a target="_blank" class="" href="https://www.businessinsider.com/steve-jobs">Apple cofounder Steve Jobs</a> reportedly made it clear before he died that Apple wouldn't pursue its own television set, but the company may now be revisiting the idea over a decade later.Although Apple hasn't made any announcements about a TV set, Bloomberg <a target="_blank" class="" href="https://www.bloomberg.com/news/newsletters/2024-11-17/how-will-president-donald-trump-s-new-tariffs-affect-apple-products-and-prices-m3lnfx64?srnd=undefined">reported</a> that the tech giant is evaluating the concept. That comes as Apple is said to be exploring smart home devices like a wall-mounted tablet or an AI assistant attached to a robotic arm as it looks to expand its offerings.It's clear that the company is doing some soul-searching to find potential wins in multiple areas. Now that <a target="_blank" class="" href="https://www.businessinsider.com/apple-intelligence-finally-here-with-launch-of-ios-18-software-2024-10">Apple Intelligence</a> has launched, it can bring AI to new device lineups — including a home assistant or TV.An Apple-branded TV set isn't new territory. It's an idea that its late founder and former CEO Jobs seemed to have a strong — and variable — opinion on.Jobs reportedly told <a target="_blank" class="" href="https://www.businessinsider.com/apple-television-steve-jobs-2011-10">biographer Walter Isaacson</a> that he'd "finally cracked" how to make TVs simpler to use. In his biography "Steve Jobs," released in 2011, Isaacson wrote that the Apple founder wanted to make TVs more elegant and transform them the same way Apple had done for phones and computers.Still, it's reported that Jobs had qualms with the television until his <a target="_blank" class="" href="https://www.businessinsider.com/steve-jobs-no-television-2014-3">last days at Apple.</a> In 2014, writer and former Apple beat reporter Yukari Iwatani Kane wrote in her book, "Haunted Empire: Apple After Steve Jobs," that Jobs told top Apple employees in 2010 that the company wouldn't be making a TV set.As it stands, the Apple TV we know now is a box and remote set that connects to a television to bring Apple apps and streaming services to a big screen.Apple's services business, which includes Apple TV+ subscriptions, has boomed in recent quarters. <a target="_blank" class="" href="https://www.businessinsider.com/apple-tv-plus-shows">AppleTV+</a> has produced hit original shows like "Severance" and "Ted Lasso."

Apple is revisiting a scrapped idea from its Steve Jobs era

The first day at a new job is always weird. You have no idea what you're supposed to be doing, who to talk to, or how to even really be. The theory is that over time you get the hang of it — but lots of workers make it months into their jobs and feel like they're still kind of winging it. It's not that they don't want to learn; it's that nobody's teaching them. In many pockets of corporate America, on-the-job training mostly amounts to "figure it out." Workers are struggling to get a handle on their jobs, and this failure falls on everyone — companies, managers, human-resources departments, and, in some cases, the workers themselves.You don't need to look far to find evidence that people don't feel ready when it comes to work. Some <a target="_blank" href="https://www.businessinsider.com/gen-z-workers-are-lazy-lack-soft-skills-managers-say-2023-8">bosses complain</a> that Gen Z workers don't know what they're doing and are lazy. <a target="_blank" href="https://www.businessinsider.com/gen-z-lazy-hiring-jobs-careers-hr-training-pandemic-2024-8">HR professionals and Gen Z workers</a> argue that young people want to be successful in the workforce, but they simply aren't given the tools to do it. In a survey from the <a target="_blank" href="https://blog.adobe.com/en/publish/2023/09/27/adobe-future-workforce-study-what-us-employers-need-know-about-gen-z-workplace#:~:text=Gen%20Z%20is%20hungry%20for%20mentorship%20and%20development&amp;text=Gen%20Z%20is%20eager%20for,percent)%20reported%20having%20a%20mentor.">software company Adobe</a>, 83% of Gen Z respondents said having a mentor at work was crucial to their career, but only half said they had a mentor. It's not just young workers who are facing a training problem; it's everybody. For <a target="_blank" href="https://www.gallup.com/394373/indicator-employee-engagement.aspx">Gallup's employee-engagement indicator</a>, which analyzes employee perspectives using random samples of working adults, less than half of US employees said they knew what's expected of them at work. This is a costly problem, too: <a target="_blank" href="https://www.gallup.com/workplace/393497/world-trillion-workplace-problem.aspx">Gallup</a> found employees who weren't engaged cost $8.8 trillion in lost productivity worldwide.Just figuring out the day-to-day basics of the job is a challenge. The pandemic-driven upheaval of the past several years led to <a target="_blank" href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">high amounts of</a> job-hopping, organizational brain drain, and a <a target="_blank" href="https://www.businessinsider.com/loyalty-employee-employer-job-security-broken-work-companies-bosses-2024-1">decline in loyalty</a> among employers and employees. The chaos has left employers, managers, and employees wondering just how much time and money it's worth investing in training in the first place. The rise of remote and hybrid work has complicated the situation even more. It's tough to learn by osmosis over Slack, and <a target="_blank" href="https://www.businessinsider.com/hr-software-tech-companies-employees-productivity-workday-oracle-adp-2024-8">the deluge of HR apps and training modules</a> isn't filling in the gaps."Most companies want employees to 'hit the ground running' and use apps, AI, and training videos to avoid disrupting another employee's flow or for the lack of staff to train someone new or help someone learn a new skill," Ana Goehner, a career strategist and HR professional, said.That may work in some instances, but in others, instead of hitting the ground running, workers find themselves perpetually zig-zagging, unable to break into a full sprint.That people feel like they're not equipped to do their jobs isn't a new phenomenon. There's been a long-standing decay of investment in learning and training by employers as part of an effort to create leaner organizations, said Kenneth Matos, the director of market insights at HiBob, an HR-tech company. If you're cutting costs, training is an easy place to do it. That's especially true when many employers use the internet to access a wider talent pool than in the past, which means they can just look for a candidate who already knows everything instead of having to teach someone. And, of course, plenty of companies have been axing middle managers, the people who would have previously been in charge of training up younger or newer employees."You cut away the people who are the link between big strategic ideas and day-to-day tactical activities," Matos said. "And so you end up with a scenario of a big strategic speaker talking to a much more junior doer, and they're like, 'I don't know how this translates into my job.'" Making matters worse, in many workplaces, training and mentoring are treated as an extra, rather than an integral part of the job, if they're noticed at all. In your performance review, "I spent 10 minutes explaining something to the new guy he was too afraid to ask his boss about" doesn't rate very highly. As workers and managers are increasingly overextended, these types of unmeasured, softer activities can fall by the wayside. This creates a conflicting web of incentives. It may be better, organizationally, for a manager or experienced employee to spend time teaching everyone on their team to complete a complex task so that a team's performance is better overall, but if they have an individual quota to meet, they may opt to focus on doing the task themselves, even though it's not what's best for the business."You end up with this really weird tension around organizational citizenship behaviors like mentoring and developing employees," Matos said. "Do you give a manager a lower quota because they are also magnifying everybody else's, or are you assuming they're going to do more than everybody else, are more talented, and also do the mentoring?"The people in the middle — who find themselves in between the big bosses and the little guys — are going to focus more on managing up than managing down. It's hard to tell the CEO that you can't come to that third unnecessary meeting of the day because your time would be better spent training that new hire on logging sales calls."Managers feel so caught up, and oftentimes they feel pressure of, 'OK, well if I'm going to disappoint someone, then it's going to be someone junior to me and not someone senior to me,'" said Ashley Herd, the founder of Manager Method, a training platform for managers.Many managers really are over it. <a target="_blank" href="https://www.gallup.com/workplace/510326/manager-squeeze-new-workplace-testing-team-leaders.aspx">Gallup found</a> that in 2023, managers were likelier than nonmanagers to say they're disengaged at work, burned out, and on the lookout for a new job. Their workers have been given more responsibilities, their teams have been restructured, and they're expected to accomplish everything with fewer resources, as in, money. And less than half of managers said they're sure they already had the skills needed to be great at their jobs, meaning managers weren't getting taught to be managers.At the r/managers forum on Reddit, the what-am-I-doing sentiment is evident. "Is it normal to get zero training as a new manager?" one Redditor <a target="_blank" href="https://www.reddit.com/r/managers/comments/1d6soeu/no_training_in_a_figure_it_out_situation/">asked</a>. "I have reviewed the team's work over the past couple of years, asked them questions to clarify a few things, and asked my boss questions to clarify a few things and have basically picked up most of it. Thought it was kind weird I got zero training, though."Technology is supposed to make training better, in theory. Why have an HR person go over the same PowerPoint on vacation policy for every new hire when a quick video or document stored away somewhere can do it just fine? That may work for simple processes like requesting time off or finding subscription logins, but it can become a problem when companies try to throw technology at their more-in-depth training problems. Nobody knows what they're doing here? Why not get an app to fix that? One of the biggest issues with using tech to solve what's ultimately a human problem is that it's hard to know if anyone is even going to use it. Take mentorship: Having one-on-one coaching from someone with more experience can help workers gain skills and knowledge that can't be found in a training video. It can also make workers likelier to stick around longer, help them feel more connected, and boost the sharing of institutional knowledge. Fostering these kinds of relationships is important, hence why the <a target="_blank" href="https://www.mentorcliq.com/blog/mentoring-impact-report">vast majority of Fortune 500 companies say</a> they have mentoring programs, many of which are facilitated by apps and software. How many people are actually using those programs, however, is unclear. Christy Pettit, the CEO of Pollinate Networks, which creates mentoring software, told me she recently spoke with a large multinational that told her despite having 2,000 licenses for the mentoring program, which was mainly an app, fewer than 200 people were using it and participation was declining every quarter."Most companies say they have a mentoring program, but few have one that works," she said. "It feels a little bit like when you buy a gym membership, and it makes you feel like you're doing something, but you may or may not be going to the gym."In some cases, tech-based training materials are disconnected from the realities of the work. All the training videos are done in an "official" corporate speak it turns out nobody actually uses, Matos, from HiBob, said. Or managers aren't well versed in what their charges are being taught and end up wanting the task done differently.Even when companies invest in training, it can often be directed toward the wrong people. Herd said that businesses often make the mistake of spending a ton of money on fancy retreats and training courses for their most senior leaders without making much, if any, investment in the bottom rungs."You could spend a fraction of that and give good training to all of your employees, and you're probably going to get more ROI if that's what you're focused on," she said.Stephanie Wolf, a vice president at RebuttalPR, a legal-communications firm, said the company learned the hard way about the costs of not investing enough time and energy in training people. As the firm grew, managers wouldn't realize people didn't know how to do timely tasks until they became urgent, or they'd discover employees were doing things in a way that wasn't consistent with the documentation and processes in place. That meant they had to rely more on senior staff to do the work and that projects took longer because training was happening alongside execution. "We've seen how our whole team can suffer when we don't train folks thoroughly enough," she said. To ensure accountability, she's now the point person on training, because the company found that when training was everyone's job, it was no one's. The firm has taken steps to get all the necessary information in one place and to slow the onboarding process down — instead of expecting people to take a week to get up to speed, it now gives them about a month.Wolf acknowledged it's "super easy for training to fall by the wayside when your client work gets busy," which means not allowing that to happen is a conscious effort. "Investing time now is going to save us all time in the long run," she said.It's easy to blame hybrid and remote work for some of these issues, to argue that if people were just gathered in an office together, that would fix things. But many HR professionals and career coaches say that's not necessarily the case. Yes, human interaction is helpful, but it doesn't solve problems like misaligned incentives, increasingly stretched managers, and a lack of a real, holistic plan for getting people up to speed. A remote-work training plan probably has to look different from an in-person one, but it's not impossible to craft. "In a remote environment, you, as the leader, need to model and also hold the individual accountable for taking initiative, saying, 'Hey, if you need something, I need you to tell me because I can't see you,'" Phoebe Gavin, a career and leadership coach, said.Gavin emphasized that it's not just on companies and managers to make sure employees are learning and getting onboarded but also on individual workers. Essentially, if you see something — or don't know something — say something. Ask questions, or take the initiative to figure things out on your own. I told her about an experience I'd had at a job where on my first day, one of four "important" passwords I'd received was for software the company didn't use anymore. I expressed disappointment that the HR department hadn't caught the error, which it took me a long time to figure out even was an error. She pointed out that I should have then gone to HR to alert them to the error so the next new person didn't have the same experience. I did not."That's a tiny place where you could have a positive impact," Gavin said. It wasn't necessarily my fault, she said: "Just that was an opportunity that you didn't take, and those sorts of things happen all the time."But not everyone gets the chance to sound the alarm on their employer's faulty training system before it's too late. That's what happened to Michelle, which is a pseudonym I'm using to protect her privacy. Before starting a job at a science-focused communications firm earlier this year, she was assured that she would get all the training she needed to overcome the fact that she didn't come from a scientific background. When she started, she was surprised by the deluge of training modules and videos that were added to her plate on top of the tasks of the job itself. There were supposed to be meetings with other, more seasoned coworkers after those video training sessions, but eventually, almost everyone stopped showing up. She was fired in a matter of weeks after being told she wasn't picking things up fast enough. She said she received little feedback and hadn't been given warning that things were going wrong."I felt blindsided by the termination just because I didn't think I was given enough time to do all of this," she said. "I was led to believe they would kind of hold my hand a little bit at the beginning, and a month in, to me, is very much still the beginning."You know how there are certain tasks in life that feel designed to be so complex that you'll give up? Like filing an insurance claim or <a target="_blank" href="https://www.businessinsider.com/cancel-subscriptions-congress-ftc-dark-practices-autorenewal-2023-2">quitting the gym</a>. Work should not be like that, but for many people, it is.Employees have complained about just being thrown into the fire forever. Many employers subscribe to the idea that you just toss people into the water and see who can swim. Trial by error is part of learning at work — one of the best ways to learn how to do something is to just try doing it. But it shouldn't be the entire approach. You know how you learn at school? The teacher explains something, you do your homework, it gets graded, you take a test, and you move on once you more or less figure it out. Imagine if teachers just piled 15 algebra tests on high-school students and everyone hoped for the best.There are aspects of the current workplace environment that make training more complicated to tackle. Remote work is different — you can't just lean over and ask the person next to you how this one software works again when you're typing on your laptop alone from your couch. Workers and employers don't feel as tied to one another, so there may be a decline in investment from both sides in the idea of getting supergood at the task at hand. The <a target="_blank" href="https://www.businessinsider.com/remote-workers-middle-managers-most-affected-by-layoffs-experts-2024-2">middle-management class</a> is increasingly stretched thin and hollowed out.Above all, it's really easy to load up on a bunch of tech-based solutions without identifying whether they actually solve anything. Relying on tech is appealing financially because buying a software license is a heck of a lot cheaper than paying a real live person. Many of the HR experts I talked to for this story suggested the training gap was a problem artificial intelligence might fix, a <a target="_blank" href="https://www.businessinsider.com/generative-ai-exaggeration-openai-nvidia-microsoft-chatgpt-jobs-investors-markets-2024-3">common refrain for intractable problems</a>, no matter the industry. Maybe that's true — if your manager won't have a one-on-one with you, having a chatbot to ask questions to isn't the worst thing in the world (assuming said chatbot knows stuff and doesn't make things up). But AI isn't going to be a panacea here. When you need to speak to a real person, no Coursera video or HR app or robot can do the trick. People make human mistakes, and sometimes humans need to address them.Wolf's firm is fully remote, but managers have noticed that Gen Z hires, in particular, tend to inquire about an in-person component for training. So they've adjusted. For a couple of incoming hires, they've rented a coworking space and enlisted some other employees to work alongside them for a couple of days to help them learn the ropes.<a target="_blank" href="https://www.businessinsider.com/author/emily-stewart">Emily Stewart</a> is a senior correspondent at Business Insider, writing about business and the economy.

On-the-job training is broken. Companies are paying a steep price.

<ul class="summary-list"><li>AI coding tools like GitHub Copilot have transformed software development and productivity.</li><li>AI assistants close experience gaps, although they may lead to less secure, bug-prone code.</li></ul>Before he graduated from university, Jacob Jackson founded the AI coding assistant TabNine in 2018. Jackson, a computer science student, wanted to reduce the repetitive, sometimes boring tasks that a programmer could encounter."We were just trying to save people keystrokes. There was no talk of AI designing or writing full algorithms," he said.His startup eventually raised about $60 million and was <a target="_blank" href="https://techcrunch.com/2024/09/16/ai-coding-assistant-supermaven-raises-cash-from-openai-and-perplexity-founders/">acquired </a>by the Israeli company Codota in 2019. Jackson continued to work with AI, going on to intern and work at <a target="_blank" class="" href="https://www.businessinsider.com/openai-investors-latest-funding-round-2024-10">OpenAI</a>, the company that built <a target="_blank" class="" href="https://www.businessinsider.com/everything-you-need-to-know-about-chat-gpt-2023-1">ChatGPT</a>.In the past two years, there has been a boom in AI coding assistants. OpenAI competitors have launched widely used generative AI developer tools, such as <a target="_blank" class="" href="https://www.businessinsider.com/codex-github-copilot-chatgpt-openai-productivity-2023-3">GitHub Copilot</a> and <a target="_blank" class="" href="https://www.businessinsider.com/anthropic-claude-chatbot-google-chatgpt-2023-3">Anthropic's Claude</a>. The spike in ChatGPT usage and AI coding assistants has shifted how software developers do their jobs. Using AI to write code could also close the experience gap between more entry-level junior developers and senior developers, as it typically takes several years of work and even personal projects to level up."There's no such thing as junior developers anymore because AI basically elevates everybody to be beyond that," said Nikolas Gauvreau, who has worked as a developer in Canada for more than 20 years.More than 97% of 2,000 respondents across the US, Brazil, Germany, and India said that they have used AI coding tools at work, according to a <a target="_blank" href="https://github.blog/news-insights/research/survey-ai-wave-grows/">GitHub survey published in August. </a>Generative AI code suggestion tools can also increase software developer productivity <a target="_blank" class="" href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4945566&amp;utm_source=substack&amp;utm_medium=email">by 26%,</a> according to a study that analyzed data from Microsoft, Accenture, and an anonymous Fortune 100 electronics manufacturing company.Developers say that adopting AI coding assistants will accelerate the field of software engineering rather than eliminate jobs, like how calculators accelerated math computing despite initial protests by teachers against its adoption.While these tools can increase productivity, they may also introduce security issues that create more work for developers. According to a 2022 study led by Stanford University cryptography professor Dan Boneh, people who use an AI assistant write <a target="_blank" href="https://ee.stanford.edu/dan-boneh-and-team-find-relying-ai-more-likely-make-your-code-buggier">significantly less secure code</a> than those without access to those tools. While AI assistants can accelerate the coding process, they may create more bugs that require the human overseer to intervene.<h2 id="d6eac2da-0de8-41c4-88c4-158a2ee3f4a4">AI assistants can empower coders</h2>Most generative AI coding assistants focus on auto-completion, meaning that the tool suggests code as the programmer types. Other language learning models (LLMs) require <a target="_blank" class="" href="https://www.businessinsider.com/ai-prompt-engineer-jobs-pay-salary-requirements-no-tech-background-2023-3">prompt engineering</a>, where the user can then apply the AI's suggested code as a starting point for their idea, depending on the complexity of the problem they want to solve.Before the advent of coding assistants, DeepAI founder Kevin Baragona always had a Google search engine window pulled up in case he needed help solving a problem. Programmers often did research from resources like Stack Overflow, an online community forum where coders would share their solutions. <a target="_blank" class="" href="https://www.businessinsider.com/stack-overflow-crisis-future-of-online-data-ai-world-2023-7">Stack Overflow's traffic</a> has fallen since the rise of coding assistants."Every few minutes when you're programming, that was sort of like the cheat code back then, and that just became normalized as what you do when you're coding: you Google a lot," said Baragona.Knowing more than one coding language, such as <a target="_blank" class="" href="https://www.businessinsider.com/guides/tech/what-is-javascript">JavaScript</a>, <a target="_blank" class="" href="https://www.businessinsider.com/guides/tech/what-is-python">Python</a>, or <a target="_blank" class="" href="https://www.businessinsider.com/best-programming-language-github-developers-rate-javascript-python-2021-11">Ruby</a>, gives a programmer more flexibility in the job market when companies shift their priorities. Learning a completely new language, though, would require lots of time and learning.Now, <a target="_blank" href="https://ai.meta.com/blog/deep-learning-to-translate-between-programming-languages/">deep learning models</a> have allowed for more programming functions to be translated from one language to another, making it easier for developers to switch between programming languages without having to quickly learn them. Baragona said these tools make him feel like he knows "every programming language, even though I don't, because AI will help me get over the hump really quickly."Gauvreau said AI coding assistants have empowered him because he feels less afraid to take on more clients even when he may not know the solution yet. He said he's doubled the number of languages he learned in the last year, more than his entire career.<h2 id="25083395-c66d-453a-b91a-7284034d278b">AI can help computer science students</h2>Instead of shying away from coding assistants, some universities developed their own versions that would help steer students toward asking the right questions – another way AI tools can close the skills gap.David Malan, a professor who oversees the popular <a target="_blank" class="" href="https://www.businessinsider.com/why-students-love-harvards-cs50-2014-10">CS50</a> Introduction to Computer Science course at Harvard University and <a target="_blank" class="" href="https://www.businessinsider.com/guides/learning/harvard-cs50-online-computer-science-classes">online on edX</a>, helped spearhead the creation of the <a target="_blank" href="http://cs50.ai">cs50.ai</a> chatbot for the course. Malan said that AI programs are "all too willing to answer any and all of your questions, but not in a way that is probably consistent with what a good teacher or tutor would prefer that you do.""The goal is to really teach students how to think and how to solve problems with the tools we currently have and will eventually have when it comes to the real world and application of software," Malan told Business Insider.AI coding assistants can especially help the class's online students, who may not necessarily have the luxury of a teacher's assistant, have a "virtual tutor by their side," Malan said.<h2 id="9b9f87e3-a9e0-45a5-8e9b-85fa3faf0206">AI has shortcomings</h2>While Baragona said AI coding will become a day-to-day reality for the next generation of coders, he thinks that it's training programmers to be lazier, which could create problems that they won't know how to solve."You quickly get to a point where the AI did all the work, but it still has bugs, and you don't understand the code at all because you didn't write it," he said.Once the code reaches a certain level of complexity, he finds that the AI has dug a hole deep enough that it can't get out."And at that point, you're actually really screwed because you can't understand the code, you can't fix it, and neither can the AI," he said.Programmers for studios under Microsoft have been encouraged to adopt <a target="_blank" href="https://www.businessinsider.com/microsoft-ai-copilot-future-openai-2024-3">Microsoft Copilot</a> as a coding assistant, according to one Activision Blizzard contractor, whose identity BI has confirmed and who asked to remain anonymous because he's not authorized to speak to the press. Still, he said he needs to be very specific when working with Copilot."AI doesn't have a vision of what you're trying to build because coding is really like building a building. AI can build you one little piece," he told BI. "We actively tried to use Copilot in our trials, but it just was not good."While many developers have chosen to delegate specific coding tasks to AI to reduce their workloads, they say establishing strong fundamentals in computer science and software engineering will continue to be relevant.Software engineers don't just code; they also solve problems and design systems. In this case, humans still have some edge."The AI tools today, they don't create thoughtful architectures the way a human would. They kind of code with short-term thinking," Baragona said.

AI coding tools mean there are no more junior software developers 

<ul class="summary-list"><li>The US economy added 254,000 jobs in September, way above the forecast of 147,000.</li><li>The unemployment rate unexpectedly decreased to 4.1% in September.</li></ul>The US economy saw way better job growth than expected in September. It added 254,000 jobs during the month, blowing away the forecast of 147,000.Additionally, the unemployment rate unexpectedly fell to 4.1%, below the consensus estimate of 4.2%. It marks the <a target="_blank" class="" href="https://www.businessinsider.com/unemployment-rate-job-growth-interest-rate-cuts-federal-reserve-recession-2024-9">second straight</a> monthly decline.The encouraging numbers doubled down on a labor market that's showing signs of strength after a slowdown. The <a target="_blank" class="" href="https://www.businessinsider.com/fed-rate-cut-explained-inflation-labor-market-conditions-outlook-recession-2024-9">Federal Reserve signaled a pivot</a> from fighting <a target="_blank" class="" href="https://www.businessinsider.com/personal-finance/investing/what-is-inflation">inflation</a> to supporting the job market with a 50-basis-point <a target="_blank" class="" href="https://www.businessinsider.com/fed-cuts-interest-rates-how-much-september-fomc-powell-inflation-2024-9">interest rate cut</a> in mid-September, the first cut in four years.The labor force participation rate was unchanged once again, sitting at 62.7%.Wage growth was another highlight for the labor market in September. Average earnings were $35.36 an hour in September, 4.0% higher than a year ago. That's a higher year-over-year increase than the 3.9% in August. Earnings also rose 0.4% month over month in September from $35.23 an hour in August.The latest jobs report didn't just indicate a strong September. Job growth for July and August were both revised upward, adding 72,000 more jobs to the economy than the BLS previously said.The strong report will steer the central bank's next rate decision in November, and is likely to reduce odds of a second straight jumbo-sized rate cut. The market's estimated probability of a 25-basis-point cut shot up after the report to around 90%, <a target="_blank" class="" href="https://www.cmegroup.com/markets/interest-rates/cme-fedwatch-tool.html">according to the CME FedWatch tool</a>.The report "gives the Federal Reserve flexibility to either cut interest rates by 25 basis points at their next meeting on November 7, or take a pause and revisit a potential rate cut in December," said Glen Smith, chief investment officer of GDS Wealth Management. "It was still the right decision for the Fed to cut rates by a deeper 50 basis points in September, which was essentially an insurance policy for the Fed to guard against any risk of a deterioration of the labor market."With the presidential election now looming just a month away, jobs and the <a target="_blank" href="https://www.pewresearch.org/politics/2024/09/09/issues-and-the-2024-election/">economy</a> have consistently been at the top of Americans' minds. In a poll this week by <a target="_blank" href="https://d3nkl3psvxxpe9.cloudfront.net/documents/econTabReport_JAnqssN.pdf">The Economist and YouGov</a>, 73% of respondents said jobs and the economy were "very important" issues to them. Twelve percent said it was their most important issue, which tied with immigration and ranked behind only inflation and prices (23%) as the most commonly cited answer.This is a developing story. Please check back for updates.

The jobs market had a very strong September

The <keyword id="19987636" type="General" weightage="20" keywordseo="Bihar-government" source="keywords">Bihar government</keyword> is making serious efforts to give a fillip to <keyword id="23049947" type="General" weightage="20" keywordseo="small-scale-and-medium-enterprises" source="Orion">small-scale and medium enterprises</keyword> which would play a crucial role in the overall <keyword id="352701" type="General" weightage="20" keywordseo="economic-development" source="Orion">economic development</keyword> of the state, a top official of the Industries department said. Around Rs 2,900 crore have been disbursed to nearly 74,540 beneficiaries under two schemes, one of which was launched only last year, for promoting Micro, Small and Medium Enterprises ( <keyword id="19910977" type="General" weightage="100" keywordseo="MSMEs" source="keywords">MSMEs</keyword>) in the state, the official said. <keyword id="19903647" type="General" weightage="20" keywordseo="bihar" source="keywords">Bihar</keyword> has a strong MSME base. To promote innovation ecosystem and unlock the enormous entrepreneurial potential of the state, the Mukhya Mantri Udyami Yojana (MMUY) and <keyword id="23049946" type="General" weightage="20" keywordseo="Bihar-Laghu-Udyami-Yojana" source="keywords">Bihar Laghu Udyami Yojana</keyword> (BLUY) were launched in 2018 and 2023 respectively focusing on promotion of MSMEs in the state. "A total of Rs 2,697 crore was disbursed to 34,441 beneficiaries from 2018 till now under MMUY. Similarly, till date Rs 200 crore of the first instalment has been disbursed to 40,099 beneficiaries under BLUY", Secretary, Department of Industries, Bandana Preyashi told PTI. On the one hand, Bihar is getting big ticket investments for major manufacturing units and on the other hand, the state government is also enabling an ecosystem where the MSMEs can thrive on the ground level for the benefit of the rural economy, Preyashi said. The Bihar Laghu Udyami Yojana aims to provide job opportunities to at least one member of poor families whose monthly income is less than Rs 6,000 a month, she said. The state government is providing Rs 2 lakh to each beneficiary in three instalments to set up and run micro and small industrial and processing units, Preyashi said. The government's objective is promotion of MSMEs through awareness, training and handholding support, the Industries secretary said. The state government is encouraging entrepreneurs and investors through the provision of a safe and sound work environment and basic infrastructural facilities which include land, roads, electricity, and water availability, she said. The Industries secretary further said, "With new policies of the state government, Bihar is witnessing significant investment promotion activities, reinforcing its position as an emerging business and industrial hub in the country. During the Bihar Business Connect 2023, 278 companies signed MoUs, committing to investments totalling Rs 50,530 crore." the secretary said. The state government has implemented the Bihar Industrial Investment Promotion Policy (BIPP), Bihar Logistics Policy 2023, Ethanol Production Incentive Policy 2021 and Textile and Leather Policy 2022 to promote industrial growth and investment in the state. "Under these policies, stage-1 clearance was given to 481 applications, with a proposed investment amount of Rs 4,512.85 crore. A total of 175 units were given clearance for financial incentives with an investment of Rs 2,195.10 crore, an all-time high, since the inception of the state investment promotion policies," she said. In 2023-24, 255 startups were recognized in the state and a total of Rs 11.92 crore has been disbursed as seed funding to these startups. From April 2023 to January 2024, Bihar Industrial Area Development Authority (BIADA) allotted plots/sheds to 427 units having a total investment size of Rs 6,145 crore covering 492 acres of land and also creating 35,224 employment in the state, said the secretary. "Infrastructure development in industrial areas was given top priority. Funds of Rs 409.33 crore were approved under Part I and Rs 212.68 crore for construction of unity mall under special assistance to states in 2023-24. In the current financial year of 2024-25,149 units have been granted stage I clearance for a proposed investment amount in Rs 3,950.48 crore in Bihar State Investment Promotion Board", she said. At present, Bihar's proposal to establish a multi-sector Special Economic Zone (SEZ) in Nawanagar and Kumarbagh has been approved by the Government of India. "Authorities concerned are also working on the establishment of Export Promotion Councils (EPCs) in Bihar that will help Bihari Exporters to expand their businesses to international markets", said the secretary. Bihar Chief Minister <keyword id="19907431" type="General" weightage="20" keywordseo="nitish-kumar" source="keywords">Nitish Kumar</keyword> on August 3 this year laid the foundation stone for Rs 1,600 crore cement grinding unit of Ambuja Concrete North Private Limited, a subsidiary of Adani group's Ambuja Cements, in Warisaliganj block in Nawada district. This is considered the largest investment in the state by a cement industry player. "The project is expected to create 250 direct jobs and 1,000 indirect jobs on the site. The project will meet the growing infrastructure needs of Bihar. Adani Group has decided to invest additional Rs 5,500 crore in Bihar in various sectors, including cement manufacturing (in Muzaffarpur), logistics (near Patna) and projects related to agro-industry in Araria, Kishanganj and Begusarai. A total of 40,000 employment will be generated by these investments", said the statement issued by the CMO after the conclusion of the event on August 4.

Bihar government disburses Rs 2,900 crore to 74,540 beneficiaries for promoting MSMEs: Official

<ul><li><keyword id="19899640" type="General" weightage="100" keywordseo="AI" source="keywords">AI</keyword> will replace 50% of <keyword id="21771459" type="General" weightage="20" keywordseo="middle-management" source="keywords">middle management</keyword> roles in 20% of organisations by 2026.</li><li>By 2029, AI's influence is set to extend into the boardroom, with 10% of global boards predicted to use AI-generated insight.</li><li>This strategy aims to cut labour costs while boosting productivity.</li></ul>As artificial intelligence (AI) continues to evolve alongside human usage, it is reshaping organisational structures, decision-making processes, and even the boundaries of technology's impact on daily life, according to <keyword id="19955158" type="General" weightage="20" keywordseo="Gartner" source="keywords" meta.keywordsubtype="org" meta.entityname="Gartner" meta.hostid="261" meta.entityid="Gartner">Gartner</keyword>. By 2026, 20% of organisations will use AI to reduce more than half of their current middle management roles. "Through 2026, 20% of organisations will use AI to flatten their <keyword id="21339348" type="General" weightage="20" keywordseo="organisational-structure" source="keywords">organisational structure</keyword>, eliminating more than half of current middle management positions," said the report. This strategy aims to cut labor costs while boosting productivity, as AI takes over tasks like scheduling, reporting, and performance monitoring. However, the shift could disrupt traditional mentoring pathways and leave junior employees with fewer development opportunities. Concerns over <keyword id="19999151" type="General" weightage="20" keywordseo="job-security" source="keywords">job security</keyword> and increased management responsibilities for remaining staff may also pose significant challenges. By 2029, AI's influence is set to extend into the boardroom, with 10% of global boards predicted to use AI-generated insights to challenge executive decisions. This development will empower board members to rely on data-driven guidance, thereby reshaping leadership dynamics and reducing the influence of maverick executives. While AI insights may initially seem at odds with the traditional views of board members, their growing effectiveness will likely lead to broader acceptance. By 2028, <keyword id="19896272" type="General" weightage="20" keywordseo="generative-AI" source="keywords">generative AI</keyword> is expected to play a key role in corporate branding, with 30% of S&amp;P companies likely to use AI-specific labels, such as "xxGPT," to distinguish their products and create new revenue streams. As the GenAI landscape becomes more competitive, companies will need to adopt specialized models tailored to their industry to maintain a competitive edge. Security concerns surrounding AI agents will grow in the coming years, with Gartner predicting that 25% of enterprise breaches will be linked to AI agent abuse by 2028. As AI agents expand rapidly into more complex use cases, businesses will need to enhance their security measures to protect against both external threats and malicious internal actions. To address these security challenges, "Guardian Agents" will emerge as a solution. By 2028, 40% of Chief Information Officers (CIOs) are expected to demand autonomous agents that can track and oversee AI activities, ensuring compliance with security, ethics, and data management standards. Finally, the shift to microgrids is set to accelerate, with Fortune 500 companies expected to invest $500 billion by 2027 to mitigate chronic energy risks and support the growing energy demands of AI. Microgrids offer a more sustainable and cost-effective energy solution, enabling companies to reduce their reliance on traditional power grids and better manage day-to-day operations. With inputs from ANI. SEE ALSO: <a href="https://www.businessinsider.in/stock-market/webstories/afcons-infrastructure-ipo-gmp-risk-factors-and-all-you-need-to-know/slidelist/114490954.cms">Afcons Infrastructure IPO – GMP, risk factors and all you need to know</a> <a href="https://www.businessinsider.in/tech/news/upi-refund-scam-to-digital-arrest-scam-here-are-most-common-online-scams-in-india/articleshow/114428011.cms">UPI refund to digital arrest scam, here are some online scams you need to be aware of</a> <a href="https://www.businessinsider.in/stock-market/news/waaree-energies-ipo-allotment-how-to-check-allotment-ipo-gmp-listing-date-and-more/articleshow/114508632.cms">Waaree Energies IPO allotment – How to check allotment, IPO GMP, listing date and more</a>

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