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<ul class="summary-list"><li>Ashley Bethea transitioned from the Air Force into a job as a government contractor.</li><li>Veterans can face challenges translating their military skills to civilian roles.</li></ul>Last summer, during her final month in the Air Force, Ashley Bethea cried almost every day.Bethea, 40, felt on edge about giving up part of the identity she'd held since she was 18. She was also nervous about making it in a civilian job market, where she had no experience."For 21 years, the military was who I was," Bethea told Business Insider. "I had no clue what corporate America looked like."Her predicament is one that often confronts military members attempting to shift from drills and missions to slide decks and sales targets.<div type="image" title="Ashley Bethea takes a selfie in uniform" height="878" width="1170" msid="115189951" hostid="261" sizebytes="41546"></div>Employers often face the inverse challenge: not knowing how veterans' abilities might translate to a civilian workforce, executives who work with vets told BI. These advocates for hiring veterans said that by looking a little closer at the skills undergirding veterans' experience, employers could help plug <a target="_blank" href="https://www.businessinsider.com/homebuilder-no-one-to-replace-retiring-boomer-construction-workers-2024-5">gaps in their workforces</a>.Bosses who dig into veterans' qualifications might like what they find. A 2023 LinkedIn report examining its users' experiences said veterans were three times as likely as those who hadn't served in the military to <a target="_blank" class="" href="https://socialimpact.linkedin.com/content/dam/me/linkedinforgood/en-us/veteran-report-2023/veterans-opportunity-report-2023.pdf">have a graduate degree or higher.</a>Yet at the same time, employers often overlook or discount military experience, LinkedIn found. The result: Veterans are only half as likely to rise to the level of director or VP even though they have almost double the work experience of nonveterans, the report said.The gap exists even as more employers say they're interested in prioritizing skills over pedigree. Even so, many hiring managers still scan résumés for <a target="_blank" href="https://www.businessinsider.com/employers-dropping-degree-requirements-slow-to-hire-for-skills-2024-10">four-year degrees</a> and prior experience in a role, hiring experts previously told BI.<h2 id="8192f62f-db42-4013-9640-b2e6593b5685">A résumé for the private sector</h2>Bethea, who retired from the Air Force at the end of July, turned to a nonprofit called <a target="_blank" href="https://www.hireheroesusa.org/">Hire Heroes USA</a> to help her translate her experience running logistics for deploying and returning airmen into something palatable to hiring managers. A representative from Hire Heroes helped Bethea craft her first-ever résumé."I just wanted to highlight that I could work all avenues of logistics, whether it be supply, transportation, people, equipment, or whatever the case was," Bethea, a mother of three, said.A Hire Heros USA advisor also helped coach Bethea on salary negotiations.Ross Dickman, CEO of Hire Heroes USA, told BI that one of the biggest challenges for people leaving their service is explaining how what they did in the military can be helpful to civilian employers.Dickman pointed to his own experience flying Apache helicopters during the dozen years he served in the Army."No employer really needs a helicopter that puts missiles into other things," he said.In addition to the obvious differences with civilian life, Dickman said, many members of the military chose to take on additional duties during the spare time they had while serving. That work might not be reflected in vets' records and can be difficult to capture, he said."That is where it gets murky and hard for an employer," Dickman said.Dickman said Hire Heroes USA works to help vets communicate about the skills that they possess. These can range from abilities in manufacturing to prowess in so-called soft skills like conflict resolution and negotiating.From there, Dickman said, Hire Heroes USA can go to employers and point to the abilities a veteran, service member, or military spouse possesses. Hire Heroes USA recently assisted its 100,000th veteran in the search for civilian employment, Dickman said.Vets tend to excel, Dickman said, in roles involving consulting, customer service, operations management, logistics, analysis, and project management."They have a lot more skills that informed the way that they executed as an infantryman versus just knowing how to use a rifle," Dickman said.That was the case for Jesse Gartman, 41, who spent four years in the Marine Corps. In 2007, about a year after returning home from Iraq, he responded to an ad on Craigslist looking for movers in New York City. Gartman loved the work and the flexibility it offered. Plus, it was lucrative, and the camaraderie echoed what he'd found in the military.Some three years later, with his back and shoulders hurting, Gartman decided he had what it takes to run a business. So, he started Veteran Movers NYC, employing mostly former military members. Gartman later sold that business and started another moving company in Oklahoma City, which he still owns. Now, back in New York City, Gartman is also doing business development work for another moving company.Gartman said that in his case and that of many vets he's worked with, they're "just happy to be alive." He added, "We take a lot of pride in what we do in life."<h2 id="c0f85961-1af9-4d05-9b79-21b2861a91af">Helping employers help vets</h2>Trina Clayeux, CEO of Give an Hour, a nonprofit that provides mental health support to veterans and their families, told BI that employers offering affinity groups or employee resource groups for veterans can help ex-military members feel more at home in civilian roles.Give an Hour also provides training and consulting services for employers on how to best support veterans.Clayeux said that employers often see veterans in somewhat one-dimensional ways by thinking they're good at getting things done or in leadership roles."They have so many other individual skills in between that they've picked up," Clayeux said.Clayeux said that's why it's important that hiring managers and supervisors should be curious about veterans' experiences and the skills they can bring to a workplace.A hiring manager's curiosity came through for Bethea, the newly minted Air Force veteran. She recently began a job as a government contractor at the Pentagon. Bethea's new role as a mission readiness airmen analyst builds on her decades of work in the Air Force."I enjoy logistics, and I still wanted to do it in my second life," she said.

Employers seeking skilled workers often overlook military veterans

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

Corporate <keyword id="19895063" type="General" weightage="20" keywordseo="india" source="keywords">India</keyword> reported the strongest <keyword id="6357342" type="General" weightage="100" keywordseo="hiring" source="Orion">hiring</keyword> sentiments globally for the next three months, with 37 per cent of employers planning to increase their staff strength as businesses are bullish about the country's economic position, a survey said on Tuesday. According to the ManpowerGroup <keyword id="6355127" type="General" weightage="20" keywordseo="employment" source="Orion">Employment</keyword> <keyword id="20206852" type="General" weightage="20" keywordseo="outlook" source="keywords">Outlook</keyword> Survey Q4, 2024, of nearly 3,150 employers across sectors and regions, the <keyword id="20449001" type="General" weightage="20" keywordseo="net-employment-outlook" source="keywords">Net Employment Outlook</keyword> in India is the strongest worldwide at 37 per cent, followed by Costa Rica (36 per cent) and the US (34 per cent) in the second and third place respectively. The Net Employment Outlook (NEO) is calculated by subtracting the percentage of employers who anticipate reductions to staffing levels from those who plan to hire. The India employment outlook for Q4 (October-December) stood at 37 per cent, up 7 per cent from Q3 2024, and unchanged when compared with the same time last year. "The hiring intention of employers signifies the positive outlook in the country's economic position that has been reinforced by exports as a result of multilateral foreign policies and large-scale infrastructure development. Coupled with this, is our demographic advantage that is expected to boost our competitiveness in the global market," said <keyword id="20933727" type="General" weightage="20" keywordseo="sandeep-gulati" source="keywords">Sandeep Gulati</keyword>, Managing Director, <keyword id="20841782" type="General" weightage="20" keywordseo="manpowergroup-india" source="keywords">ManpowerGroup India</keyword> and Middle East. According to the survey, employers across all sectors report net positive hiring intentions with the financial and real estate industry having the strongest outlook of 47 per cent, followed by information technology (46 per cent), industrials and materials (36 per cent) and consumer goods and services (35 per cent). The least optimistic prospects were witnessed in the communication services (28 per cent). The survey further noted that the Northern region of India continues to dominate the job demand with an outlook of 41 per cent followed by the West (39 per cent). Gulati further noted that "India is expected to focus on its high domestic consumption, economy-booster government schemes, increasing demand for outsourcing services and manufacturing boom. "With increased focus on skill development to meet market demands, India may be able to reduce unemployment and fasten the pace of economic development by creating a more capable and adaptable workforce that meets the needs of the emerging industries." Hiring managers across the Asia-Pacific countries anticipate the second strongest regional Outlook at 27 per cent, an increase of 4 per cent from the previous quarter but decreased when compared to the same time last year. India, Singapore, and China continue to report the strongest employment outlooks in the region. The most cautious employment outlooks were reported by employers in Hong Kong (8 per cent). Survey responses were collected from July 1-31, 2024, and 40,340 employers across 42 countries were asked about their fourth-quarter hiring intentions.

Indian employers most bullish globally on Oct-Dec quarter hiring: survey

<ul class="summary-list"><li>Trump picked Elon Musk and Vivek Ramaswamy to co-lead DOGE, a new government efficiency commission.</li><li>Their aim is to cut government spending, and one idea they've floated is to ax federal agencies.</li></ul>Elon Musk's <a target="_blank" href="https://www.businessinsider.com/trump-elon-musk-vivek-ramaswamy-department-government-efficiency-doge-2024-11">government efficiency commission</a> could end up costing some federal workers their jobs.As he and former GOP presidential candidate Vivek Ramaswamy begin to outline their priorities as leaders of the Trump-created Department of Government Efficiency, one of them seems to be eliminating government agencies.Most recently, Ramaswamy <a target="_blank" href="https://www.businessinsider.com/vivek-ramaswamy-doge-wants-to-delete-entire-federal-agencies-2024-11">told</a> Fox News, "We expect certain agencies to be deleted outright."Over 2 million Americans collect their paychecks from <a target="_blank" class="" href="https://www.gao.gov/blog/combatting-discrimination-our-nations-largest-employer-federal-government">the federal government</a>, so Business Insider looked into which agencies employ the most people and what they pay on average.When asked about areas the commission would prioritize for spending cuts, Karoline Leavitt, a spokesperson for the Trump-Vance transition, previously told BI: "The American people re-elected President Trump by a resounding margin giving him a mandate to implement the promises he made on the campaign trail. He will deliver."<h2 id="e6f6b74e-0829-43a1-a382-8c22ea402f53">The US government is the largest employer in the country</h2>The <a target="_blank" class="" href="https://www.fedscope.opm.gov/ibmcognos/bi/?perspective=dashboard&amp;pathRef=.public_folders%2FFSe%2B-%2BEmployment%2BDashboards%2FEmployment%2B-%2BCurrent%2BMonth&amp;id=i7402E6149B934CAAA867A1B58E0B4ECE&amp;objRef=i7402E6149B934CAAA867A1B58E0B4ECE&amp;options%5Bcollections%5D%5BcanvasExtension%5D%5Bid%5D=com.ibm.bi.dashboard.canvasExtension&amp;options%5Bcollections%5D%5BfeatureExtension%5D%5Bid%5D=com.ibm.bi.dashboard.core-features&amp;options%5Bcollections%5D%5Bbuttons%5D%5Bid%5D=com.ibm.bi.dashboard.buttons&amp;options%5Bcollections%5D%5Bwidget%5D%5Bid%5D=com.ibm.bi.dashboard.widgets&amp;options%5Bcollections%5D%5BcontentFeatureExtension%5D%5Bid%5D=com.ibm.bi.dashboard.content-features&amp;options%5Bcollections%5D%5BboardModel%5D%5Bid%5D=com.ibm.bi.dashboard.boardModelExtension&amp;options%5Bcollections%5D%5BsaveServices%5D%5Bid%5D=com.ibm.bi.dashboard.saveServices&amp;options%5Bcollections%5D%5BserviceExtension%5D%5Bid%5D=com.ibm.bi.dashboard.serviceExtension&amp;options%5Bcollections%5D%5BlayoutExtension%5D%5Bid%5D=com.ibm.bi.dashboard.layoutExtension&amp;options%5Bcollections%5D%5BvisualizationExtension%5D%5Bid%5D=com.ibm.bi.dashboard.visualizationExtensionCA&amp;options%5Bcollections%5D%5BcolorSetExtensions%5D%5Bid%5D=com.ibm.bi.dashboard.colorSetExtensions&amp;options%5Bconfig%5D%5BsmartTitle%5D=false&amp;options%5Bconfig%5D%5BeditPropertiesLabel%5D=true&amp;options%5Bconfig%5D%5BnavigationGroupAction%5D=true&amp;options%5Bconfig%5D%5BenableDataQuality%5D=false&amp;options%5Bconfig%5D%5BmemberCalculation%5D=false&amp;options%5Bconfig%5D%5BassetTags%5D%5B%5D=dashboard&amp;options%5Bconfig%5D%5BfilterDock%5D=true&amp;options%5Bconfig%5D%5BshowMembers%5D=true&amp;options%5Bconfig%5D%5BassetType%5D=exploration&amp;options%5Bconfig%5D%5BgeoService%5D=CA&amp;subView=model00000185985349dc_00000000&amp;isAuthoringMode=false&amp;boardId=i7402E6149B934CAAA867A1B58E0B4ECE">US Office of Personnel Management</a> showed eight cabinet-level agencies, which are at the center of the executive branch and have heads that report directly to the president, had over 100,000 civilian employees as of March.Almost half a million people were employed in the Department of Veterans Affairs, while the Department of Education had just over 4,000. The Treasury Department had over 100,000 employees as of March. The overwhelming majority of those — about 94,000 — were employed in the Internal Revenue Service.Most departments had six-figure average salaries, with the Department of Education and the Department of Energy having the highest averages.During Ramaswamy's Sunday <a target="_blank" class="" href="https://www.businessinsider.com/vivek-ramaswamy-doge-wants-to-delete-entire-federal-agencies-2024-11">appearance</a> on Fox News, he said, "We expect mass reductions in force in areas of the federal government that are bloated."While neither Trump, Musk, nor Ramaswamy has made clear which departments could be on the chopping block, Trump has targeted the Department of Education in the past, <a target="_blank" class="" href="https://www.youtube.com/watch?v=tscgWCBbeao">saying in 2023</a>: "One other thing I'll be doing very early in the administration is closing up the Department of Education in Washington DC, and sending all education and education work and needs back to the states."Musk <a target="_blank" href="https://www.youtube.com/watch?v=GsYKhVtvm3k">said</a> during October remarks that while the commission's goal is to cut spending by reducing head count, he would consider giving impacted workers "very long severances" that could amount to two years' pay."The point is not to be cruel or to have people not be able to pay their mortgage or anything," Musk said during his October remarks. "We just have too many people in the government sector, and they could be more productive elsewhere."The US Office of Personnel Management <a target="_blank" href="https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/severance-pay/">wrote on its website</a> that "severance pay is authorized for full-time and part-time employees who are involuntarily separated from Federal service and who meet other conditions of eligibility." A spokesperson for the office told BI that the severance policy is up to date, and it "cannot comment on the actions of future administrations."DOGE is not an official government agency. Past commissions on government spending, like the Grace Commission under former President Ronald Reagan, gave the president and Congress advice on areas to cut. The two leaders of the initiative have started to detail the areas of government spending they're looking to target.While DOGE can advise Trump on agencies to cut, the president-elect cannot act on it alone — making major changes to federal agencies would require congressional approval.Plus, DOGE's goals could still change. It's unclear how exactly the commission will function and whether Congress will approve Musk and Ramaswamy's spending cuts. BI <a target="_blank" href="https://www.businessinsider.com/elon-musk-vivek-ramaswamy-doge-government-efficiency-what-us-spends-2024-11">previously reported</a> that the US spent $6.75 trillion in fiscal year 2024. With Social Security, health programs, and Medicare topping the spending list, they could be on the commission's chopping block. However, Medicare and Social Security are forms of mandatory spending that would require legislation to change.Are you employed by the federal government and have a story to share? Reach out to these reporters at <a target="_blank" class="" href="mailto:asheffey@businessinsider.com">asheffey@businessinsider.com</a> and <a target="_blank" class="" href="mailto:mhoff@businessinsider.com">mhoff@businessinsider.com</a>.

Musk's DOGE wants to 'delete' entire government agencies. Here's where the most people are employed and what they make.

<ul class="summary-list"><li>The idiom goes, "If at first you don't succeed, try, try again."</li><li>But when it comes to <a target="_blank" class="" href="https://www.businessinsider.com/job-seeker-applied-more-than-2000-roles-2024-9">applying for jobs</a> at any one employer, how many tries are too many?</li></ul>You may have seen some version of this job success story plastered on <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-open-to-work-banner-desperate-graphic-designer-courtney-myers-2024-9">LinkedIn</a> before: Someone landed a job on their umpteenth try with the particular company, unfazed by many prior rejections there.The rules of applying for a job somewhere are a little different during the second — third, or sixth — time around if the employer has previously rejected or not offered to interview (or, God forbid, <a target="_blank" href="https://www.businessinsider.com/why-companies-recruiters-ghost-job-applicants-candidates-2024-2">ghosted</a>) you.We asked career and recruiting experts for their advice on reapplying to a company. Here's what they said:<h2 id="cf6ee9af-7af2-4f21-ada0-e3b2a52f3556">Consider how much is too much</h2>In the success stories, a candidate's repeated applications someplace always reflect a <a target="_blank" class="" href="https://www.businessinsider.com/impress-boss-prioritize-impactful-work-2018-11">dedication to the organization's mission</a>. But they can also come across in a less desirable way depending on how or what you are applying for."When a recruiter or hiring manager sees you have applied to multiple roles for one company, especially roles that are all very different, it can raise concerns that you may lack a clear focus or are just looking for any job," says <a target="_blank" class="" href="https://www.indeed.com/">Indeed</a> career trends expert Gabby Davis. "Employers may wonder about your commitment or suitability for specific roles."Davis notes it's "generally not recommended to apply to the same employer more than twice for the same position if you've been rejected or received no response, especially if your qualifications have not changed."<h2 id="02539de7-d6e0-4054-b138-3dc5acccb496">Focus on new skills and experience</h2>You should consider reapplying somewhere, however, "if you've significantly improved your skills, expanded your portfolio, or built sufficient relationships within the company," says Cynthia Pong, an executive coach, speaker, and founder of career coaching and training firm <a target="_blank" class="" href="https://www.embracechange.nyc/">Embrace Change</a>.Some employers have guidelines around how soon you can reapply after being rejected, notes <a target="_blank" class="" href="https://www.farahsharghi.com/">Farah Sharghi</a>, a career coach and strategist and former tech recruiter. Sharghi advises waiting at least 3 to 6 months after being rejected to reapply unless the company explicitly invites you to apply for other roles.When you do reapply, make sure to <a target="_blank" class="" href="https://www.businessinsider.com/how-to-tailor-your-resume-for-job-applications-2021-10">tweak your application materials</a> from what you submitted before so they reflect how you've learned and grown."Be sure to emphasize new skills, experiences, or achievements since your last application," says Pong.<h2 id="952cbfe1-4774-401f-aa92-e376b746087c">Emphasize your interest in the employer</h2>If you're offered an interview, "be honest and frame it positively," says Sharghi.One script Sharghi suggests: "Yes, I've applied to a few positions here because I'm genuinely excited about the company's mission and culture. Each role I've applied for aligns with my skills and career goals in different ways. For this specific position, I'm particularly interested because [mention specific aspects of the job that appeal to you]."Besides focusing on what new skills you bring to the table now, and honing in on your interest in the company, much of the rest of <a target="_blank" class="" href="https://www.businessinsider.com/job-seekers-careers-interviews-assessments-hiring-2024-6">the application process</a> is what you're used to, whether it's your first time applying to the company or not.As always, Pong says, "The goal here is to showcase your adaptability, growth, and sincere interest in contributing to the organization."

How to apply for a job with an employer that has rejected you in the past

Small and medium enterprises (<keyword id="20086849" type="General" weightage="20" keywordseo="SMEs" source="keywords">SMEs</keyword>) are driving a major surge in <keyword id="21881529" type="General" weightage="100" keywordseo="job-applications" source="keywords">job applications</keyword> across key sectors, with more than 35 million job applications recorded in the first eight months of 2024, according to a report by jobs and professional networking platform apna.co. The growth is fueled by rising demand in sectors like BFSI (Banking, Financial Services, and Insurance), BPO (Business Process Outsourcing), and hospitality. The report highlights that the surge in job applications is largely for roles such as Sales &amp; Marketing Managers, Accounting Technicians, Telecallers, Back Office Executives, and Business Development Associates. These positions are critical for the expansion of businesses in these sectors, and the growing demand reflects a strong upward trend in hiring. "SMBs and MSMEs employ more than 110 million people, making them the backbone of our economy. Their success is crucial for our nation's journey towards achieving a USD 5 trillion economy," said Nirmit Parikh, Founder &amp; CEO of apna.co. Parikh emphasised that the demand for skilled workers in these sectors is expected to continue growing, creating vast opportunities for <keyword id="20019820" type="General" weightage="20" keywordseo="job-seekers" source="keywords">job seekers</keyword> across India. <h2>Major growth in Tier-2 and Tier-3 cities</h2>An interesting trend noted in the report is that over 55% of the total job applications for SMB roles came from tier-2 and tier-3 cities, including Jaipur, Indore, Ahmedabad, Lucknow, Kochi, and Bhubaneswar. As businesses expand into these cities, the talent pool is evolving to meet the growing demand, fostering a symbiotic relationship between employers and job seekers. Out of the 35 million job applications received, 14 million came from women, marking a 30% year-on-year increase in female participation. Women are increasingly taking on roles across diverse fields like finance, accounts, marketing, and graphic design, reflecting their rising involvement in the workforce. As SMEs and MSMEs continue to grow, the <keyword id="19972727" type="General" weightage="20" keywordseo="employment-opportunities" source="keywords">employment opportunities</keyword> they generate are set to further contribute to India’s economic goals, fueling progress toward the USD 5 trillion economy target. (With inputs from PTI)

Small businesses generated 35 million job applications till Aug 2024, 14 million were from women: Report

<ul class="summary-list"><li>Some employers are waiving degree requirements, yet it's not leading to widespread hiring.</li><li>Employers might not ask if you have a degree, but many still care, a labor market expert told BI.</li></ul>When a job posting states that the role <a target="_blank" class="" href="https://www.businessinsider.com/job-openings-bachelors-college-degree-no-education-requirements-2024-2">doesn't require a degree</a>, Ranji McMillan starts to worry.More than likely, she said, the job will be in sales or involve work that's not a good match for her experience."If someone says that they're not looking for a degree, you have to look at what they want you to do because it just seems like they're going to give you crap work," McMillan told Business Insider.McMillan is 42 and lives in the Northridge section of Los Angeles. She's been looking for work for more than a year and a half. McMillan has an associate degree but not a bachelor's. Yet, she has more than a decade of experience managing the merchandise used in photo shoots for big-name retailers.When she looks at job listings, she estimates that she runs into a formal degree requirement most of the time.McMillan is one of millions of US workers bumping up against what's sometimes called the paper ceiling. It's happening even as more employers are setting aside requirements that applicants for some jobs have bachelor's degrees. The goal is often framed around wanting to hire for skills, not pedigree, yet many bosses have been slow to take the next step: actually bringing on workers who don't hold four-year degrees.<div type="image" title="Ranji McMillan" height="989" width="1600" msid="114401257" hostid="261" sizebytes="127056"></div>David Deming, a professor of political economy at Harvard's Kennedy School, told BI that while some employers might no longer require a bachelor's degree for certain roles, those doing the hiring still might care whether an applicant has one."Firms are wanting credit for removing a requirement, but that doesn't necessarily mean they're changing their hiring at the end of the day," he said.Deming said many employers look upon a worker with a four-year degree as an investment — one that can be molded into what the firm wants.<h2 id="69b8e63e-70be-4448-99d6-752bcbe1d346">Hiring based on skills</h2>The Burning Glass Institute, a nonprofit that examines the future of work and learning, and Harvard Business School found in a <a target="_blank" href="https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf">study</a> released in early 2024 that even when employers hire people without four-year degrees for roles that once required them, it doesn't occur in large numbers.Hiring for skills or experience rather than for formal education accounted for just one in 700 hires in 2023, the study found.The researchers examined more than 11,000 roles at large firms and compared hiring at least a year before and after the employer ditched a degree requirement. The study reviewed changes in roles from 2014 to 2023.Reluctance by some employers to bring on workers without four-year degrees matters because only about 36% of people 25 and older in the US had a bachelor's degree or higher in 2023, according to the Census Bureau.In part, that's because the <a target="_blank" href="https://www.businessinsider.com/gen-z-millennials-skipping-college-living-paycheck-to-paycheck-2024-5">high cost of tuition</a> can be a major barrier.<h2 id="448d7f69-1fca-482e-a27e-c42712ac78c2">A boost for employers</h2>Adding workers based on their abilities rather than what's on their résumé can be a win for business. The consulting firm McKinsey &amp; Company, citing research, notes that hiring for skills is "<a target="_blank" href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/taking-a-skills-based-approach-to-building-the-future-workforce">five times more predictive</a>" of how someone performs on a job than hiring based on educational attainment and more than twice as predictive than hiring based on a person's work history.Boston Consulting Group research found that those hired based on their skills tend to get promoted at about the same pace as traditional hires yet <a target="_blank" href="https://www.bcg.com/publications/2023/rise-of-skills-based-hiring">stay with an employer</a> for 9% longer.Still, Mona Mourshed, the founding CEO of Generation, a nonprofit network focused on economic mobility, told BI that while many notable and large organizations support skills-first hiring, "the vast majority of employers are not there yet in terms of their practice."She said Generation recently completed nearly 100 interviews with large and midsize employers around the world, including in the US, asking what goes into their hiring decisions. Much of it, she said, comes down to hiring managers wanting to limit risk. Often, it's easiest to go with a résumé that looks similar to what previous hires have had, Mourshed said."Employers will only hire a different profile when they are desperate for talent," she said.Mourshed said that even for organizations that might be open to looking first at skills, cuts to HR departments in recent years have stretched some recruiting teams. That means there could be fewer people to take a second look at someone who doesn't hold the typical academic qualifications, she said.<h2 id="3055d66a-7df6-45c2-8c68-1871f46e67be">The 'easiest and laziest filter'</h2>Chris Hyams, CEO of Indeed, told BI that for many jobs, employers simply default to the degree."What people are looking for, because it's the easiest and laziest filter, is a four-year degree from a 'good school,'" he said.But that's often short-sighted, Hyams said. He pointed to the plight of his brother-in-law, whom Hyams described as "a brilliant guy" who didn't finish college. Instead, he built and ran a music studio before becoming a Salesforce administrator, Hyams said. Yet, he has had a difficult time finding work after losing his job about a year and a half ago."He's been the finalist for five different positions where they said, 'You're actually the best candidate we interviewed, but we require a four-year degree,'" Hyams said. "It's the dumbest thing."According to BCG, there are 70 million workers in America who are so-called STARs — <a target="_blank" href="https://www.bcg.com/publications/2023/rise-of-skills-based-hiring">skilled through alternative routes</a>.<h2 id="38c1ee96-779b-4954-8bf5-e31158131cde">Workers will need more training</h2>In the coming years, many workers will need more, not less, learning to do their jobs. The US Department of Education forecasts that by 2027, <a target="_blank" href="https://www.ed.gov/about/ed-initiatives/raise-bar/raise-the-bar-postsecondary-and-career-pathways">70% of jobs</a> will require schooling or training beyond high school.Often, that might mean a four-year degree. Researchers at the Georgetown University Center on Education and the Workforce estimate that 42% of jobs in 2031 will require candidates to have at least <a target="_blank" href="https://cew.georgetown.edu/cew-reports/projections2031/#resources">a bachelor's degree</a>, while 28% of jobs will need someone to have a high school diploma or less.Bethlam Forsa, CEO of Savvas Learning Company, which produces instructional materials for kindergarten through high school students, told BI that there's often a gap between the "job-ready" skills students possess and what employers seek. She said research has shown that students who don't want to attend college are often not told about alternative paths like internships or career and technical education programs."We have a system that's primarily college-bound," Forsa said.She also said employers might need to adapt their evaluation methods to better assess what job seekers can do. Employers could, for example, look to any certifications an applicant might have earned as a way to hire for skills, not a college degree, Forsa said.The research firm Gartner reported in July that 74% of HR leaders it surveyed believe that most employers are shifting the <a target="_blank" href="https://www.gartner.com/en/documents/5618392">focus of how they manage talent</a> to skills. Yet only about four in 10 surveyed reported that their organizations had implemented processes that would enable this to play out.Focusing on skills can also be a way to keep people within an organization, not just hire them, according to Jon Lester, the vice president of HR technology, data, and AI at IBM.He told BI that nearly a decade ago, the average IBMer spent 31 hours a year learning new skills. By 2023, that was up to 87 hours. All of this learning, Lester said, assists with retention. It also sits at the heart of how IBM compensates its employees, he said."People get salary increases mostly because of the skills they've learned," Lester said.Research supports that thinking. According to McKinsey, skills learned at work contribute 46% of the <a target="_blank" href="https://www.mckinsey.com/~/media/mckinsey/business%20functions/people%20and%20organizational%20performance/our%20insights/the%20state%20of%20organizations%202023/the-state-of-organizations-2023.pdf">average person's lifetime earnings</a>.For her part, as McMillan continues to search for a job, she often breaks down in tears — sometimes several times a week.She said she's been filling out surveys and doing whatever else she can to earn a few extra dollars. Last month, a friend gave her a $50 grocery store gift card to help her get by.When McMillan looks at job listings and contemplates whether a degree is necessary, she said she thinks that even if she had a bachelor's, it would have "dust on it by now.""I definitely would have had to evolve by now if I did get that 20 years ago," she said.Do you have something to share about what you're seeing in the workplace or in your job search? Business Insider would like to hear from you. Email our workplace team from a nonwork device at <a target="_blank" href="mailto:thegrind@businessinsider.com">thegrind@businessinsider.com</a> with your story, or ask for one of our reporter's Signal numbers.

More employers say they don't care if you went to college. Most still seem to.

<ul class="summary-list"><li>Despite having an <keyword id="20005305" type="General" weightage="20" keywordseo="MBA" source="keywords">MBA</keyword>, Marcial Quinones has struggled to find stable work after 1,500 applications.</li><li>Quinones said his <keyword id="20221864" type="General" weightage="100" keywordseo="job-search" source="keywords">job search</keyword> may be hindered by AI, lack of recent experience, and <keyword id="23301318" type="General" weightage="20" keywordseo="overqualification" source="keywords">overqualification</keyword>.</li></ul>Marcial Quinones, 48, used to have few problems getting <a target="_blank" class="" href="https://www.businessinsider.com/job-seekers-careers-interviews-assessments-hiring-2024-6">jobs</a> in the 1990s without a high school diploma. Now, after what he estimates is over 1,500 applications since the early 2010s, he can't land any <a target="_blank" class="" href="https://www.businessinsider.com/millennial-cant-get-hired-bachelors-degree-men-cant-find-jobs-2024-5">stable job</a> in his field even with an MBA. Quinones, a father of four who lives in rural eastern Pennsylvania, said he's struggled to land a <a target="_blank" class="" href="https://www.businessinsider.com/cant-get-hired-laid-off-many-job-applications-few-interviews-2024-8">long-term job</a> in tech or counseling. He has held part-time positions and built his own inventory software to sell to companies, though he rarely gets interviews, even after redoing his <a target="_blank" class="" href="https://www.businessinsider.com/resume-tips-google-software-engineer-skills-experience-careers-software-tech-2024-3">résumé</a> two dozen times. "I wish there was an easier way, but traditional ways of looking for <a target="_blank" class="" href="https://www.businessinsider.com/new-grad-gave-up-six-figure-jpmorgan-finance-job-satisfaction-2024-8">employment</a> have been overshadowed by <keyword id="19904566" type="General" weightage="20" keywordseo="artificial-intelligence" source="keywords">artificial intelligence</keyword> and lack of human interaction," Quinones said, noting his applications are likely thrown out due to his recent lack of work experience. Quinones is one of many Americans with traditional work credentials who <a target="_blank" class="" href="https://www.businessinsider.com/white-collar-jobs-remote-office-workers-cant-get-hired-2024-9">can't land a decently paying, stable job</a>. This comes at a time when getting a college degree is much <a target="_blank" href="https://www.businessinsider.com/college-degree-good-job-market-skill-based-hiring-employers-2024-2">more necessary</a> to landing a well-paying job. Quinones shared his difficulties with securing work, as well as some reasons he may be falling through the cracks. <h2>A rocky but successful start</h2>Quinones said he had a difficult upbringing with an "abusive" stepfather. He lived in various youth shelters and dropped out of school in seventh grade, and he had his first child shortly after entering a transitional independent living facility at 18. "At that point in my life, I was trying to change everything and become better because I knew that I would be a father," Quinones said. "I started taking things more seriously and tried to figure out what to do with my life." He became interested in computers and found side jobs helping the Salvation Army and other businesses fix their technology. By 18, he applied for technical jobs, doing contract work in the 1990s when companies were rolling out computers at the office. Without a high school diploma, he <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-open-to-work-banner-badge-job-pros-cons-2024-9">got a job</a> as head technician for a computer company in Arizona, then landed a role for Intel in 1999. He worked there as an IT manager for a year before getting laid off. Feeling behind his peers because he did not have a <a target="_blank" class="" href="https://www.businessinsider.com/personal-finance/student-loans/is-college-worth-it">college degree</a>, he enrolled at a community college in 2002, where he got his associate degree in computer programming. While there, he also worked part-time for the school's IT department. He moved with his wife and children to <a target="_blank" class="" href="https://www.businessinsider.com/california-move-arizona-conservative-3-months-politics-returned-2024-4">Arizona</a> to be closer to his wife's family. Given that a four-year degree was increasingly becoming a prerequisite for many positions, he received a bachelor's degree in computer programming. Still, he said the job market in Arizona was "extremely difficult." He wanted to progress his career, so he enrolled in an MBA program in technology management. He secured a job in <a target="_blank" class="" href="https://www.businessinsider.com/new-jersey-affordable-housing-lottery-how-single-mom-won-apartment-2024-8">New Jersey</a> as chief technology officer for an import and export company. However, two years into his job in 2010, he faced a difficult situation in his family that cost him his job, which he said was "extremely difficult to recover from." <h2>Can't find a job</h2>Since then, he said he's <a target="_blank" class="" href="https://www.businessinsider.com/millennial-looking-job-cant-get-hired-college-degress-entry-level-2024-7">struggled to find anything</a> relevant to his skill set. He couldn't land anything beyond a first-round interview for IT roles. He recalled making Facebook posts in the early 2010s searching for work, only to be met with negative comments. "I've walked into local businesses to start talking about working, and I'm told that I would not be happy working there because it is not part of my high-skilled profession," Quinones said. "This is even after not including my education not to become overqualified. However, when they reviewed my work history, it was clear I am." Quinones said he struggled with alcoholism, from which he recovered eight years ago. He began bodybuilding as his therapy, and he took part-time positions just to stay afloat. He created an inventory management software program, hoping to expand it to many clients. He secured some contracts for his software with businesses like a restaurant in Puerto Rico and a Christmas company, and he worked on inventory with small startups to help them grow. He was offered full employment at a company, given it would use his software, though the company wouldn't compensate him for his software outside his salary. Additionally, he <a target="_blank" class="" href="https://www.businessinsider.com/framing-prices-cost-expensive-posters-art-photos-business-money-2024-2">printed images</a> on stickers, shirts, and bottles for side income and drove for Uber, though he recalled often working 14 hours and only making $70 a day after expenses. He volunteered at a middle school implementing his software for improving students' math performances, selling some licensing agreements to parents. He said his wife works remotely as a sales supervisor for a company in Arizona, which has kept his family of six afloat. Over the last decade, he's found ways to cut costs for the family, such as doing car repairs or plumbing fixes without calling in experts. In 2015, desperate for job security, he enrolled in a <a target="_blank" class="" href="https://www.businessinsider.com/masters-degree-rely-parents-financial-support-nyc-2024-7">master's program</a> in family and marriage counseling as a backup plan, though he ran out of financial aid with four classes left and dropped out. A few years later, when he considered returning, he was told only half of his classes counted due to a curriculum change. He received advice from career counselors to "finish my master's degree in counseling, which is not easy because of the cost," Quinones said, noting he had to pause any further education while recovering from surgery. He added hiring managers "would not give me a chance even though I had three years of education." He's still in touch with career coaches from his previous universities, and they've offered workshops, résumé and cover letter reviews, and job recommendations to help him stand out. He began catering every application specifically for each role, sending personalized emails to hiring managers, but he only got two emails back from recruiters saying they would keep him in mind for positions. <h2>Why landing a job is so difficult</h2>In total, he said he's applied for about 1,500 jobs <a target="_blank" class="" href="https://www.businessinsider.com/laid-off-6-times-cant-find-job-50s-retirement-worry-2024-7">unsuccessfully</a>, getting five to 10 rejections daily this year, screenshots shared with BI show. He's redone his résumé over 25 times, spending $300 for a professionally created one that yielded zero interviews — which he got partially refunded. He's asked his friends in IT and project management to review his applications. He said he's in a middle ground: He's overqualified for many entry-level positions but underqualified for jobs in related industries. He acknowledged hiring expectations have skyrocketed over the past few years. He even tried removing some educational background on his applications to seem less qualified to no avail. He believes many of his rejections are for positions that companies legally have to post but give to internal candidates or recommendations. "I used to get interviews for jobs where I beat out 600 people," Quinones said. "Now, it's hard to get a job when you don't have a foot in the door to interview." He also suspects his race as a Latino American may have hindered his job search. Once, a company told him it wasn't accepting new applications, though they gave one to his wife, who is white. He also used a shortened version of his middle name, Tony, on an application instead of Marcial, which increased his interview rate. He added that because technology changes rapidly, he may be behind on what many jobs expect applicants to have, particularly with AI. Given his location about 30 miles from any cities, he's focused on finding a remote position, though these have been dwindling and getting more competitive. "If you haven't been employed in a while, I can't magically snap my fingers and make it happen," Quinones said, noting employers may be skeptical of gaps in his work history. Are you struggling to find a job? Reach out to this reporter at <a target="_blank" href="mailto:nsheidlower@businessinsider.com">nsheidlower@businessinsider.com</a>. Correction: September 24, 2024 — An earlier version of this article incorrectly stated that Quinones turned down job offers before and during his MBA.

A Gen Xer with an MBA can't get a job despite over 1,500 job applications. He said his degrees have been useless.

Leading financial services company <keyword id="19904855" type="General" weightage="100" keywordseo="Wells-Fargo" source="keywords" meta.keywordsubtype="org" meta.entityname="Wells Fargo" meta.hostid="261" meta.entityid="Wells Fargo">Wells Fargo</keyword> on Thursday said it has broadened its <keyword id="21638388" type="General" weightage="20" keywordseo="Talent-Attraction" source="keywords">talent attraction</keyword> strategy by launching the <keyword id="23053308" type="General" weightage="20" keywordseo="Transgender-Persons-Hiring-Program" source="keywords">Transgender Persons Hiring Program</keyword> in <keyword id="19895063" type="General" weightage="20" keywordseo="India" source="keywords">India</keyword>, a move that will increase <keyword id="21441079" type="General" weightage="20" keywordseo="Diverse-Representation" source="keywords">diverse representation</keyword> across levels. Building on the programme's initial pilot with its 2022 cohort of 13 individuals hired in its technology function, the company aims to train and attract additional talent across multiple lines of business in 2024. The programme aims to provide <keyword id="23053309" type="General" weightage="20" keywordseo="Employability-Skills-Training" source="keywords">employability skills training</keyword> and <keyword id="20128844" type="General" weightage="20" keywordseo="Professional-Development" source="keywords">professional development</keyword> for transgender talent, Wells Fargo said in a statement. "Investing in diverse communities to upskill and unlock potential and, at the same time, set up the right environment for success is a critical area of focus for Wells Fargo," said Uday Odedra, executive vice president and Region head of Wells Fargo India &amp; Philippines. In partnership with community organisation <keyword id="23053310" type="General" weightage="20" keywordseo="PeriFerry" source="keywords" meta.keywordsubtype="org" meta.entityname="PeriFerry" meta.hostid="261" meta.entityid="PeriFerry">PeriFerry</keyword>, the company currently sponsors 30 transgender individuals focused on enhancing their options for employment and building a robust talent pipeline at Wells Fargo. "By offering meaningful employment and professional opportunities to transgender individuals, we are not only enhancing our workforce <keyword id="20051946" type="General" weightage="20" keywordseo="Diversity" source="keywords">diversity</keyword> but also driving a culture of <keyword id="20074544" type="General" weightage="20" keywordseo="Inclusion" source="keywords">inclusion</keyword> that everyone can thrive in," said Sneha Suresh, executive director, and Diversity, Equity and Inclusion leader, Wells Fargo India &amp; Philippines. As part of our commitment to continually enhance the inclusive environment, Wells Fargo India conducts sensitisation and awareness sessions with community partners, such as Periferry. Wells Fargo has an active Pride Connection Employee Resource Network (ERN), advocating for LGBTQ employees, customers and allies. The Pride Connection ERN facilitates reverse mentoring, promotes visible allyship, and engages senior leadership to support all employees. They organise floor huddles, conferences, rainbow conversations and training sessions to ensure day-to-day inclusivity across the business.

Wells Fargo launches Transgender Persons Hiring Program in India

<ul class="summary-list"><li>A power pendulum of sorts is constantly swinging back and forth between employees and employers.</li><li>The businesses are back on top these days as employees lose much of the pandemic power they held.</li></ul>Gone are the days of a plethora of work-from-home jobs and <a target="_blank" class="" href="https://www.businessinsider.com/quiet-quitting-hustle-culture-coasting-viral-work-debate-2022-9">quiet quitting</a>. These days, most American workers may be more worried about being laid off than having to choose between <a target="_blank" class="" href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">dueling job offers</a> — that is if they even have a job.The businesses are <a target="_blank" class="" href="https://www.businessinsider.com/employers-still-have-power-in-job-market-great-resignation-2022-6">back on top.</a>Amazon dealt a <a target="_blank" class="" href="https://www.businessinsider.com/amazon-ceo-return-to-office-mandate-5-days-week-2024-9">death knell to its hybrid work model</a> this week, eliminating one more mode of flexibility its workers gained amid a national reckoning over work in recent years.The force of the US economy has slowly <a target="_blank" class="" href="https://www.businessinsider.com/ravin-jesuthasan-why-companies-enforce-rto-mandates-future-of-work-2024-8">stripped employees of the power</a> they briefly amassed in the aftermath of the COVID-19 pandemic (or, depending on who you ask, continued to deprive them of a power they never truly had. More on that later).A power pendulum is constantly swinging back and forth between employers and employees, guided by market forces and an ever-changing economy. Sometimes, workers have an outsize influence over their employers, using their <a target="_blank" class="" href="https://www.businessinsider.com/salary-raise-controversial-tactic-job-interview-counteroffer-employer-2022-11">leverage to score better working conditions</a> and increased pay. Other times, employers have the power to set workplace norms, and workers are better off keeping their heads down."When one side — capital vs. labor, for example — gets too much power or becomes too dominant, there tends to be pressure to eliminate or equalize that power," said Arne Kalleberg, professor of sociology at the University of North Carolina at Chapel Hill and author of "Good jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States."While individuals are powerless to control the whims of the market, there are steps employees can take to stay ahead of the swing and <a target="_blank" class="" href="https://www.businessinsider.com/tips-score-raise-even-in-economic-downturn-recession-ceo-2024-8">remain desirable</a> regardless of who holds the workplace power.<h2 id="e88933ec-7368-4791-9f6c-8386fb6e3537">The pendulum of power</h2>While an effective visual metaphor, the pendulum comparison is admittedly imperfect. The cyclical nature of shifting workplace power does swing back and forth between employers and employees, but not automatically. Historical, economic, and social factors all help determine who has control at any moment.Think of it as a supply-demand phenomenon: Whenever the labor market gets tight, and employer demand for workers exceeds the number of available workers, employees gain greater choice and, thus, power. Conversely, during a loose market, when the <a target="_blank" class="" href="https://www.businessinsider.com/us-job-market-unemployment-rising-federal-reserve-interest-rate-cut-2024-7">number of workers exceeds</a> the number of available positions, employers have the upper hand.The pattern dates back to at least the late 1800s, Kalleberg said, citing <a target="_blank" class="" href="https://www.businessinsider.com/gilded-age-mansions-photos-wealth-2024-9">The Gilded Age</a> as a pivotal turning point in American employment norms. From the late 1870s through the early 1900s, the country experienced a period of rampant markets and unprecedented employer power, leaving workers disadvantaged and exploited.<div type="image" title="Black and white photo of men standing outside an employment agency during the great depression" height="1875" width="2500" msid="113549863" hostid="261" sizebytes="278826"></div>A mere three decades later, however, the <a target="_blank" class="" href="https://www.businessinsider.com/personal-finance/investing/what-caused-the-great-depression">power pendulum swung back</a> toward workers with The New Deal, which included unemployment relief and minimum wage legislation, among other worker rights. The pendulum swung on and on through the neoliberal markets of the 1970s and the 1990s employment boom.Which more or less brings us to the post-pandemic <a target="_blank" class="" href="https://www.businessinsider.com/quitting-job-big-stay-great-resignation-labor-market-economic-outlook-2024-1">present</a>."COVID arrived like a meteor killing the dinosaurs," said Gerald Davis, a professor of business administration at the University of Michigan and author of "The Vanishing American Corporation: Navigating the Hazards of a New Economy." "It changed the way that companies think about the nature of the employment relationship."But while academics and experts agree that the pandemic was an <a target="_blank" class="" href="https://www.businessinsider.com/work-from-home-remote-work-changed-economy-pandemic-2023-4">inflection point for American employment</a>, there's much less concurrence about who actually got the power.<h2 id="b5427f5e-40de-4289-bc57-012bceeb8632">COVID changes</h2>The pandemic era gave us <a target="_blank" class="" href="https://www.businessinsider.com/great-resignation-what-to-know-who-is-quitting-2021-9">The Great Resignation</a> and <a target="_blank" class="" href="https://www.businessinsider.com/jobs-great-resignation-reshuffle-gen-z-millennials-quitting-switching-careers-2021-10">The Great Reshuffle</a>, workplace trends that saw a certain type of white-collar worker gain the freedom to quit their job and score higher-paying positions at other companies with relative ease. Millions of US workers quit their jobs during the pandemic market boom, leading to a two-decade-high resignation rate.Cat Ward, vice president of employer mobilization at employment nonprofit Jobs for the Future, attributed the reshuffling to employers being forced to reckon with a number of sudden changes, including COVID, shifting generational workplace demographics, the rise of artificial intelligence, and diversity, equity, and inclusion <a target="_blank" class="" href="https://www.businessinsider.com/dei-programs-america-diversity-equity-inclusion-pushback-how-to-fix-2024-2">(DEI) measures</a>."We've seen this moment over the last four years where there's been a pretty incredible <a target="_blank" class="" href="https://www.businessinsider.com/workforce-innovation-series-c-suite-worker-well-being-dei-2024-6">amount of innovation and change</a>," Ward said. "Employers have been on their heels to try and adapt to all this change, and that has put more power in the hands of workers."Kalleberg, however, suggested the narrative of a pandemic boom in employee power was largely overblown. Sure, some employees were able to work from home. Some employees transitioned into higher-paying roles. But much of the COVID-era shifts in workplace norms were <a target="_blank" class="" href="https://www.businessinsider.com/essential-workers-coronavirus-hazard-pay-layoff-protection-ppe-2020-5">unequally distributed</a>, he said."For a moment there, it looked like essential workers were going to get a better break, but that seems to have dissipated," Kalleberg said.<div type="image" title="People holding signs that say &quot;Make them pay!&quot; alongside other people" height="1333" width="1777" msid="113549865" hostid="261" sizebytes="139660"></div>While there have been some mini-wins for workers in recent years — Kalleberg pointed to the recent <a target="_blank" class="" href="https://www.businessinsider.com/2023-year-of-the-strike-unions-sag-aftra-uaw-2023-12">rejuvenation of union activity</a> as one example — the pandemic ultimately cemented an already-existing pattern of increasing employment polarization, he said. The country has steadily seen a rise in high-wage jobs and low-wage jobs, alongside the hollowing out of middle-tier, semi-skilled positions, Kalleberg said.And with <a target="_blank" class="" href="https://www.businessinsider.com/ai-will-change-most-jobs-employers-help-workers-keep-up-2024-8">generative AI already knocking at the door</a> of many industries, more workplace change is all but guaranteed, experts said. But whether the burgeoning technology will help put power in employer or employee hands remains to be seen.<h2 id="3de5911d-bafe-41ef-ad9c-b27ec471af8a">How to avoid the pendulum's swing</h2>As <a target="_blank" class="" href="https://www.businessinsider.com/layoffs-sweeping-us-these-are-companies-making-cuts-2024">layoffs mount</a> across sectors and qualified job seekers <a target="_blank" class="" href="https://www.businessinsider.com/applied-hundreds-jobs-struggling-get-hired-bridge-job-2024-6">rack up rejections</a>, employees are facing a dearth of workplace power.While workers can't avoid the power pendulum's effects entirely, there are steps they can take to prioritize resiliency and ensure they remain employable even during a downturn, experts said.One of the most important things workers can do during good times and bad is to build and maintain a flexible mindset, especially when it comes to where they're looking for jobs, according to Ward."Step No. 1 is to always look at where there are more <a target="_blank" class="" href="https://www.businessinsider.com/the-top-20-recession-proof-jobs-by-salary-growth-payscale-2022-12">recession-proof </a>career opportunities," she said.Healthcare, government, technology, nonprofits, education, and accounting are all areas that typically experience stability even during tough economic times, experts said. Meanwhile, industries like tech, media, real estate, and entertainment <a target="_blank" class="" href="https://www.businessinsider.com/recession-2023-safest-jobs-at-risks-economists-2022-11#:~:text=Professionals%20who%20have%20the%20most,disabled%2C%20Bartosz%20Sawicki%20told%20Insider.">tend to downsize during a recession.</a>Employees should invest in their <a target="_blank" class="" href="https://www.businessinsider.com/how-gen-z-can-build-social-capital-at-work-2021-9">professional social capital</a> as well, Ward said. She encouraged workers to seek out a mentor or get involved in community professional groups, many of which help people rebound after a layoff.Workers will be best-served during difficult times if they adopt a <a target="_blank" class="" href="https://www.businessinsider.com/a-learning-mindset-is-critical-for-success-says-haleons-us-cmo-katie-williams-2024-6">learning mindset</a> and invest in continual skills development regardless of what the markets are doing, experts said. Holding credentials with market value and relevance can pay off big-time when companies are looking to make cuts.<a target="_blank" class="" href="https://www.businessinsider.com/community-college-becoming-popular-for-gen-z-to-avoid-debt-2023-5">Community colleges</a> are a great place for people to start, Kalleberg said. The local institutions often offer an array of classes on various subject matters at an affordable price."We can't depend on employers to teach those skills because they won't," he added. "They stopped doing it because they feared they would lose workers."In addition to acquiring technical skills, employees should focus on developing durable human skills, like communication and leadership, Ward said, especially as <a target="_blank" class="" href="https://www.businessinsider.com/how-to-use-ai-in-business-industry-leaders-panel-2024-4">AI becomes more prevalent</a> in the workplace.<div type="image" title="ChatGPT" height="1667" width="2500" msid="113549861" hostid="261" sizebytes="155226"></div>"People should really be thinking about what it is that humans can uniquely do in the workplace," Ward said.But even as <a target="_blank" class="" href="https://www.businessinsider.com/ai-job-market-replacing-workers-competition-job-losses-artificial-intelligence-2024-7">machines become ubiquitous</a>, the professional outlook for humans isn't entirely doom and gloom."I'm very impressed by the potential of AI," Kalleberg said. "It's going to eliminate jobs, but it's also going to <a target="_blank" class="" href="https://www.businessinsider.com/new-jobs-al-will-create-no-collegee-degree-chatgpt-2023-11">create many more."</a>Artificial intelligence will offer workers endless information at their fingertips, which could eventually <a target="_blank" class="" href="https://www.businessinsider.com/how-use-ai-save-time-work-best-ways-use-chatgpt-2024-9">give them a leg up</a> in terms of skill-building, he said. Workers who have previously lacked solid skillsets will suddenly be able to use technology to enhance the skills they do have or acquire new ones, according to Kalleberg, who suggested the invention could even be one way of rebuilding the middle class.If that turns out to be true, it's only a matter of time before the pendulum swings yet again, and employees take back the power, experts said.And for <a target="_blank" class="" href="https://www.businessinsider.com/american-employees-disengaged-work-meaningless-fake-email-jobs-2024-6">America's millions of workers</a>, that day can't come soon enough."Employers have had their way for a long time," Kalleberg said.

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