Indeed: Majority of workers can do their jobs without a degree

Young workers are facing one of the toughest job markets in years. 75% of employers are hiring fewer entry-level roles compared to last year, according to our 2025 Employability Report. Meanwhile, half of grads feel unprepared to apply for entry-level positions. “The challenge isn’t just fewer jobs — it’s an education and employment disconnect,” says our CEO, Michael Hansen. Read more on what Gen Z can do to stand out in the latest from Quartz: https://lnkd.in/e7h9xW9V #FutureofWork #Employability

Since our 2025 Corporate Recruiters Survey closed in March of 2025, the hiring landscape has continued to evolve. To assess these recent changes in the labor market, we conducted a pulse survey, in partnership with Career Services & Employer Alliance, to collect data on U.S. MBA hiring and salary changes in the 2025 calendar year. We received responses from a mix of corporate recruiters and career services professionals across U.S. Here are some quick facts: 📉 Half of respondents reported a decrease in the hiring of domestic and international MBA talent in the U.S. compared to their expectations at the beginning of the year 💰 Most respondents signaled salaries aligned with their predictions 🗺️ A majority of career services professionals predict major influence of country leaders on the next quarter of hiring 😯 Employers are most concerned about the influence of the financial status of their own organization on their upcoming hiring plans Check out the full report to learn more about the current perspectives on hiring! https://ow.ly/U3w950XcGA3 #GMAC #GMAC2025 #GME #BusinessSchool #HigherEducation

Youth employment is in decline, with a recent report showing that only 53% of young people found work this summer, driven by a slowing labor market and automation's impact on entry-level jobs. To reverse this, HR leaders need to focus on a skills-first hiring approach, which can help us tap into a broader talent pool and build stronger career foundations for the next generation. Services for the UnderServed https://lnkd.in/eQuayEje

A growing gap exists between well-paid jobs and the middle-skills credentials that should connect workers to them. This piece from Inside Higher Ed underscores why aligning credentials with real workforce needs is essential for equity and economic growth. Read more: https://lnkd.in/eu8YeYVk

What does it mean that 13% of talent in the ENR Top 100 in the U.S. changed jobs in the last year? According to LinkedIn data, there are 372,732 people working for ENR Top 100 firms in the U.S. (a proxy for the AEC industry in the U.S.). That population grew by 5% last year; probably from new graduates and maybe hiring from smaller firms. 49,010 changed jobs, or 13% of this population; but what does that mean? Is that high? Is that low? According to the Federal Reserve’s Economic Well‑Being survey data from 2018-2024, the number of U.S. adults who started a new job ranged from 12% (2020, the outlier for almost all statistics) to 15% (2022, The Great Resignation). According to this data, 14% of U.S. adults started a new job last year. So, it appears this proxy for the AEC industry shows less movement in our industry than the average. This is no surprise for those of us recruiting in this industry. People don't move much. What does that mean? ➡️ Our biggest competitor for talent is the candidate's current employer. It's not uncommon to lose a candidate at the offer stage because they decided not to make a change or sometimes because of a counteroffer. ➡️ Employers 𝘩𝘢𝘷𝘦 to understand 𝘢𝘯𝘥 clearly communicate what value they offer to their employees 𝘢𝘯𝘥 how it is different from their competitors. If you aren't familiar with terms such as employer brand or employee value proposition, that is a place to start. ➡️ Talent acquisition teams that "process hires" are really going to struggle. Talent acquisition teams who can source (and I mean 𝘸𝘢𝘺 𝘣𝘦𝘺𝘰𝘯𝘥 doing an AI-assisted LinkedIn Recruiter search) are better poised to succeed. ➡️ Obviously, investing in university recruiting and early careers is critical. Recruiting university talent isn't enough, though. Firms need an intentional development strategy designed for this population that looks ahead to development outcomes 4-7 years from now. ➡️ Firms which want to grow need a holistic "talent-first" strategy which includes a talent retention strategy. If you don't balance this talent strategy, your talent acquisition team ends up running on a treadmill and will get burned out. This is a very challenging time in our industry because of these talent challenges. This is why I love what I do. If it were easy, I would be doing something else. 👍🏻James (Jim) P. Riney +JMJ

🚨 “The Toughest Job Market in Generations” — Gi Group UK on Why Young People Are Hitting Entry-Level Barriers With graduates facing shrinking opportunities and AI cutting into entry-level roles, Gi Group UK MD Pete Taylor (FIRP) says it’s “the hardest period in several generations for young people entering the labour market.” 📉 The stats back it up: Graduate recruitment grew just 4% in 2024 Forecast to rise only 1% in 2025 — the slowest since 2021 Entry-level roles are being replaced or redefined by AI and automation Against this backdrop, the Conservative Party’s proposed £5K First Job Bonus aims to help young people get a foot on the career (and property) ladder. But Taylor warns — financial incentives alone won’t fix the system. 💬 “It’s not just about money; it’s about opportunity. Entry routes are shrinking, and candidates need support, creativity, and resilience to break through.” His message to jobseekers and employers alike? 👉 Think beyond the big firms. 👉 Embrace smaller, agile businesses that offer genuine growth and experience. 👉 Work with expert recruiters who can help unlock hidden opportunities. As the next generation faces a “generational war” between cost-of-living pressures and automation, Taylor says only a joined-up effort between government, employers and recruiters will help young people truly thrive. 🔗 Full story: https://lnkd.in/eeCHre98

Why do employers often prioritize external hires over investing in their existing teams?  University of Phoenix’s 2025 Career Optimism Index® study highlights how this approach leaves organizations and workers facing stalled growth and widening skills gaps. Discover more at https://lnkd.in/gBnvb666 

Why do employers often prioritize external hires over investing in their existing teams?  University of Phoenix’s 2025 Career Optimism Index® study highlights how this approach leaves organizations and workers facing stalled growth and widening skills gaps. Discover more at https://lnkd.in/g5-Cn6uH 

🚨 More bad news for job seekers—especially non-grad Gen Zers. 🚨 Just because an employer claims it’s ditching degree requirements to recruit more diverse talent, that doesn’t mean its hiring managers are actually doing it. 🎓 When major employers like Google, Microsoft, IBM, and Apple all eliminated their long-held degree requirements for jobs, other firms rushed to follow their example. But that promise may be limited to their job ads. Goodwill Industries International's CEO Steven C. Preston told me that while most CEOs have good intentions, they can’t control every interview or job offer. And so the promise of skills-first hiring may not be reaching the millions of jobless Gen Zers. 🔗 Read more in my latest for Fortune https://lnkd.in/eYStSmdq #genz #unemployment #inclusion #diversity #degrees Linkedin News 

the importance of having a degree has always been an important discussion - now so more than ever given the difficulties in the grad-level job market. Steven C. Preston nails the issues here. I didn't finish University and so don't hold a degree, ayet five years into my career was a topic in a job interview. The interviewer kept asking why I didn't have a degree, rather than discuss the role and my experience in the industry. I left the chat, rang my recruiter, and withdrew from the process as it just felt judgemental for something irrelevant (note, I am *not* saying degrees are irrelevant, it was just the case here). Degrees play a really important role across industries, that's not in debate - they show discipline and skills, and there's a reason they're highly valued. But it's not binary - it's not degree-or-bust. We need a variety of backgrounds across the board, and education sits firmly within this. We need diversity of thinking and a purely academic team will think academically. This is especially true in creative industries where we hire brains in belljars, rather than CVs.