“I was told that the MSW was a golden ticket and that I would definitely get a job. I did everything by the book, had a 4.0 GPA, worked with career services, and checked my resume four times. I did everything. Did the book, and I still couldn’t get a job,” Wells noted.
Wells is now helping alternative contemporary graduates struggling with their job search. She is an authorized social aide practicing in Los Angeles. Looking for a role generation, Wells interned in OSU’s business services and products branch, which helped him specialize in an area of interest to those seeking consulting work.
Wells noted, “What we’re seeing from these younger generations is that they’re working harder than ever but they have nothing to show because no one will give them a job.”
What Wells experienced personally and sees now professionally – graduates confused and mentally exhausted due to an inefficient job market – is proven by the hard work of analysts and lecturers.
An untapped segmentation in a strong hard-hit market
“What we’re experiencing now is a bit of a segmentation of the labor market,” said Rachel Cederberg, senior economist and analysis supervisor at Hard Work Analytics. “The roles that need to be filled are often filled by people with less than a bachelor’s degree.” “are heavily inclined towards.” Company Lightcast.
“We’re hearing it from students, but the labor market data is also supporting it,” said Cederberg, who may be an adjunct economics advisor at the Stonehill School, and who said she’s seen students’ frustrations firsthand. lets see.
For example, Lightcast data shows that the occupations, industries and skills in demand dominated job postings for bachelor’s degree holders with two years or less of experience from Jan-May ’23 to Jan-May ’24. Very little growth was observed. On the other hand, there have been 148,500 fewer job postings over that period in ’24 compared to ’23.
For jobs that do not require any points, vacancies are significantly higher by closing age, from 65.75% posting in 2023 to 65.98% so far in 2024. On the other hand, according to Lightcast data, the top 8 out of 10 job postings in March were those that did not require faculty status.
“For jobs that don’t require a degree, we don’t have enough workers by any means, and they’re having a great time finding jobs,” Cederberg says. Hospitality, and holiday.
“That’s partly because we’re getting back to our lives after four years of COVID, and we’re seeing a lot of the baby boomer generation move out of the workforce, leaving a lot of opportunities for major businesses. The average age of those in the U.S. is pretty high, and we need backfill, for example, we can’t go without a plumber,” Cederberg noted.
No longer point task conflict, applicant mismatch
Part of what Cederberg says we’re seeing is a role market that’s coming back down to earth for graduates only, but rarely crashing.
Cederberg noted, “We are by no means in a weak labor market; we have become accustomed to the incredible strength and chaos of the last two years.” He said that there were youth in the college who had already got the roles pending at the last stage at their level, as a large number of companies had increased recruitments immediately after the pandemic.
Not only is there a divide between those who have accumulation levels and those who do not, but there is also a corresponding gap within the platform talent market, with some jobs pulling candidates’ ratings while others sit empty, leading to Competition increases. There is a need to deepen the roles of contemporary graduates.
It’s a dynamic that Cindy Meese, director of graduate business services and products at the Tippett School of Industry at Iowa College, says is clearly visible in what she describes as a fragmented and asymmetric job market. A record number of job posting options exist on the platforms used by their workplace for backup graduates to connect with potential employers, like Handshake, but the numbers don’t tell the whole story.
Meese noted, “The jobs out there don’t always match the wants and needs of candidates. There’s a mismatch between the needs and the talent pool.”
This means that some jobs are flooded with programs, leaving future alternative software inboxes incomplete.
There are enough candidates for advertising and marketing jobs, “but accounting degrees? We can’t produce them fast enough,” Meese noted. He said almost all contemporary graduates have other reviews to get out of the labor than their much-used opposite numbers. With newly graduates needing to return to the workplace, future employees are seen more to maintain the pandemic-era work from home workplace.
Don’t rely on faculty as producers too much
“Employers are well aware that non-traditional pathways to the workforce, not just a college degree, provide people with the skills and experience to qualify for many jobs,” says Christina, chief skills and diversity officer at Verizon. said Schelling, who oversees the skills pipeline. Incorporated.
Schelling says the 2024 job market for graduates is strong, although it is a mistake to focus the gap on unaffected levels of attainment. Nearly 99% of Verizon’s over 100,000 jobs do not require faculty level. He said that innate abilities like collaboration, critical thinking and empathy are more influential than ever.
Schelling noted, “It is easier to teach someone technical skills than to teach them how to be flexible and find creative solutions to problems.” “That’s why, in interviews, candidates should highlight their hunger for continuous development and intellectual curiosity. Large companies, now more than ever, are investing in employees and are committed to building skills.”
Some hard-working market watchers see burdensome software requirements and some built-in clauses hurting an already difficult job market for graduates.
“The hiring process is broken,” said Justin Marcus, co-founder and CEO of Fat 4 Skills, which hires faculty graduates with one of the toughest positions in finance and accounting.
Marcus says unprepared graduates don’t have the patience or time to painstakingly jump through one of the big hoops required to work with applicant monitoring technologies, which requires importing a resume and manually filling out questions. Is required. Marcus also says that everyone – employers and graduates – is more selective. Corporations are more selective and require enjoyment even for “entry level” roles.
Marcus noted, “It certainly depends on the vertical, but a lot of ‘white collar’ jobs are increasing their requirements due to the abundance of applicants.”
Ultimately, he says a graduate’s job market prospects depend on where they are, what they’re used to and what they want. A raw unemployment number no longer tells the same story.
“Unemployment trends are very sector, geographic and stratum-specific,” Marcus noted.
Meanwhile, Wells revealed a growing resentment towards psychological fitness among his clients, who expected a faster path to prosperity after achieving their standards.
“Everyone tells you that if you go to college, get your masters degree, graduate, you’ll be successful and you can live a comfortable life and live the American dream, but I It’s much more complicated than that,” Wells outlined. “In 2024, the job market is changing drastically.”
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