Category: Talent & Market Insights

PeopleScout Jobs Report Analysis – May 2025

Posted on by lloftus

U.S. employers added 139,000 jobs in May, slightly above expectations but continuing a gradual cooling trend. The unemployment rate held steady at 4.2%, near historic lows. Healthcare and social assistance drove nearly half of last month’s gains, adding 78,000 jobs, while leisure and hospitality contributed 48,000. Other sectors were largely flat, while others saw reductions—manufacturing and government cut 8,000 and 22,000 jobs respectively. Wage growth remained solid, with average hourly earnings up 3.9% year-over-year. However, labor force participation among prime-age workers edged down to 83.4%, signaling potential softening in labor supply. March and April job gains were revised down by a combined 95,000, tempering earlier momentum. Despite persistent policy uncertainty and shifting trade dynamics, the labor market continues to show resilience.

The Numbers 

  • 139,000: U.S. employers added 139,000 jobs in May. 
  • 4.2%: The unemployment rate remained at 4.2%. 
  • 3.9%: Wages rose 3.9% over the past year.  

The Good 

U.S. employers added 139,000 jobs in May, modestly surpassing expectations and reflecting continued resilience in the labor market. Healthcare and social assistance led the way, adding 78,000 new jobs, while leisure and hospitality added 48,000—both sectors outpacing their recent averages. The unemployment rate held steady at 4.2%, maintaining historically low levels. Wage growth remained solid, with average hourly earnings rising 3.9% year-over-year, suggesting ongoing demand for workers. Despite macroeconomic uncertainty, these steady gains point to businesses’ sustained need for talent to meet demand, even as growth moderates compared to prior years. 

The Bad 

Beneath the headline numbers, signs of softening emerged. Job creation was heavily concentrated in a few sectors, while industries like manufacturing shed 8,000 jobs and overall federal government employment declined by 22,000 positions. Labor force participation among prime-age workers (25–54) dipped to 83.4%, reversing some of the gains seen earlier this year and indicating possible hesitancy among workers. Revisions to March and April’s job numbers lowered previous estimates by a combined 95,000, tempering perceptions of earlier strength. Broader measures of employment, including the employment-to-population ratio and alternative unemployment metrics, also showed signs of weakening. 

The Unknown 

While May’s job growth exceeded forecasts, questions remain about the durability of the labor market’s momentum. The concentration of gains in healthcare—driven in part by demographic trends rather than broad-based economic expansion—raises concerns about the underlying strength of demand across industries. Trade uncertainties and shifting global economic conditions continue to weigh on business sentiment, causing uncertainty around future hiring plans. Meanwhile, the Federal Reserve faces the challenge of balancing inflation risks with signs of a gradually cooling labor market as it approaches its next policy meeting. 

Conclusion 

The May 2025 jobs report reflects a labor market that continues to show resilience, but with clear signals of deceleration beneath the surface. Solid wage growth and consistent hiring in key sectors provide reasons for cautious optimism. Yet, downward revisions to previous months’ job gains, imbalances across industries and the decline in labor force participation suggest growing headwinds. As organizations navigate an evolving economic landscape, strategic workforce planning and flexible talent strategies will be critical to sustaining momentum in an increasingly complex environment. 

The Truth About Gen AI & Job Seekers: 3 Insights from Our Latest Research 

Posted on by akessler

The intersection of generative AI (Gen AI) and job seeking has garnered significant attention, with numerous tools available to help candidates with résumés, CVs, cover letters and interview preparation. Media coverage suggests widespread adoption, but actual prevalence isn’t that clear. 

To move beyond the hype and establish a clearer picture of the use of Gen AI across the broad population of job seekers, PeopleScout commissioned YouGov to conduct a comprehensive survey of 1,000 members of the UK public who had changed jobs within the previous 12 months. Our new research report, The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment, aims to provide clarity on real usage patterns and to better understand the potential implications for recruitment—especially amongst concerns that candidates might use these technologies to misrepresent their skills and experiences. 

This article is the first in a series exploring the data and grappling with the implications of Gen AI use amongst candidates. Read on for three key findings from our report. 

1. Gen AI Usage Amongst Candidates Isn’t as Prevalent as You Might Think 

While media narratives often portray Gen AI usage as nearly universal among job seekers, our research indicates a more measured reality. Our study reveals that fewer than one in five people (18%) who changed jobs in the UK in the last year used Gen AI at any point in their job search.   

This is considerably lower than media reports have suggested, and it’s lower than we were expecting given Gen AI tools have been freely available since November 2022. This calls for a reality check on the hype.  

It’s easy to see how employers could see media content—alongside indicators of Gen AI use in their own candidate pools—and overestimate the frequency of Gen AI-enhanced applications. However, at this point the evidence suggests that the vast majority of job seekers from the general population are not using Gen AI to assist their job search or applications.   

2. Interviews Seem Safe…For Now 

Just 9% of those using Gen AI at any point in the recruitment process used it to support their pre-recorded interviews. This was unexpectedly low, given the number using it to help with résumés, CVs and applications. It may be that its value in helping to prepare and practice for interviews is less well understood or harder to achieve. For example, Gen AI tools may need more sophisticated prompting to get high quality support for interview preparation.   

For candidates who used Gen AI at some point and who had a live virtual interview as part of their selection process, only 8% used Gen AI to help with this but, significantly, almost half of this group disclosed that they had used it for live support during the interview. Live interviews were previously a protected space from Gen AI use, and although this is reported by just handful of job seekers, it clearly suggests that real-time assistance during live virtual interviews is happening—and we would assume this is likely to increase.    

It isn’t evident from our survey exactly what type of live Gen AI assistance candidates were using, but newer Gen AI capabilities of ‘listening’ and responding in real time with a conversational style could allow candidates to deliver inauthentic answers without detection. This is something employers are likely to want to keep under observation and consider acting on, redesigning interview questions to make it harder to use Gen AI for deceptive purposes. Despite this, our survey indicates that this kind of potentially disruptive use is low amongst job changers and not a major cause for alarm at this point.   

3. No One’s Talking About It 

Perhaps most revealing for employers is that of those applicants who used Gen AI, only 38% would be willing to disclose their use to employers. The remaining 62% either wouldn’t disclose or are uncertain about whether they would—a concerning reality check for employers attempting to protect the integrity of their recruitment process.  

It begs the question—could this behaviour be driven by employers? According to our survey, employers rarely mention Gen AI usage in their communications with candidates. Only 5% of all job changers said their future employers spoke to them about Gen AI during the recruitment process. And for the few who did hear about it during recruitment,, 35% were told not to use it.   

The number of employers failing to communicate about AI in recruiting may contribute to candidates’ reluctance to discuss their Gen AI usage with employers due to an assumption that employers’ silence on the matter indicates that Gen AI use is inappropriate or unacceptable, and to reveal use of it would negatively impact their chances of getting an offer. 

Gen AI Opportunities & Risks 

Navigating this complex landscape effectively often requires specialized expertise and support. Working with a talent partner with deep assessment expertise can provide crucial advantages in maintaining recruitment integrity while achieving business objectives.  

As leading providers of talent assessment solutions, PeopleScout’s Assessment Design & Delivery team offers a Gen AI Opportunity & Risk Assessment Audit to provide organizations with a comprehensive review of their recruitment processes, identifying both vulnerabilities and opportunities related to generative AI throughout the candidate journey. This independent audit, grounded in psychological expertise, stress-tests each assessment element within your specific recruitment context to determine how Gen AI might impact selection accuracy and diversity outcomes. The resulting evidence-based recommendations allow employers to strategically focus resources on critical vulnerability points while potentially leveraging beneficial AI uses, enabling informed decisions about whether to accept, prevent or adapt to candidates’ use of Gen AI tools based on your organizational values and objectives. 

For more Gen AI insights, download the full The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment report. 

You may also be interested in: 

The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment

Posted on by akessler

The AI-Enabled Applicant

How Candidates Are Really Using Gen AI in Recruitment

Is generative AI (Gen AI) disrupting your recruitment process? Our exclusive research with YouGov unveils what’s actually happening right now—and the results might surprise you.

While headlines scream about AI taking over job applications, our fresh data shows the nuanced reality of how candidates in the UK are really using these tools in 2025.

In this comprehensive report, you’ll discover:

  • The true adoption rate of Gen AI by job seekers (spoiler: it’s not what most experts predicted)
  • Which specific recruiting touchpoints are most vulnerable to Gen AI impact
  • Unexpected findings about candidate attitudes toward disclosing Gen AI usage
  • Actionable strategies to protect assessment integrity without fighting technology

Don’t Base Critical Hiring Decisions on Outdated Information

As some organizations implement extreme measures like blanket AI bans, others are finding smarter, more sustainable approaches that embrace innovation while maintaining recruitment quality. Download the report now to get ahead of this rapidly evolving challenge and transform potential threats into competitive advantages for your recruitment strategy.

PeopleScout Jobs Report Analysis – April 2025

Posted on by lloftus

U.S. employers added 177,000 jobs in April, surpassing expectations. The unemployment rate held steady at 4.2% as the labor force expanded by over half a million people. Healthcare once again led the way with 51,000 new jobs, followed by transportation and warehousing (+29,000), financial activities (+14,000) and social assistance (+8,000). Wage growth slowed to just 0.2% month-over-month, with average hourly earnings up 3.8% year-over-year. Downward revisions were made to February and March figures— a combined 58,000 jobs—smoothing last month’s surge. Despite persistent economic uncertainty and downward pressure from new tariffs, labor force participation among prime-age workers rose to 83.6%, offering a bright spot in an otherwise mixed report.

The Numbers 

  • 177,000: U.S. employers added 177,000 jobs in March. 
  • 4.2%: The unemployment rate remained at 4.2%. 
  • 3.8%: Wages rose 3.8% over the past year.  

The Good 

U.S. employers added 177,000 jobs in April, outpacing expectations and extending the streak of monthly job gains to 52 consecutive months. Healthcare continued its role as a primary growth driver, adding 51,000 jobs, while transportation and warehousing surprised with 29,000 new positions—well above its 12-month average of 12,000. The labor force expanded by more than 500,000 people, and the prime-age labor force participation rate rose to 83.6%—its highest level since July 2023 and a sign of renewed worker confidence. The unemployment rate remained steady at 4.2%, holding at a historically healthy level. 

The Bad 

Wage growth continued to decelerate in April, with average hourly earnings rising just 0.2% month-over-month and 3.8% year-over-year, missing economist projections. Long-term unemployment also ticked up, with 23.5% of unemployed workers out of work for 27 weeks or more—matching pandemic-era highs. Downward revisions to February and March payrolls cut a combined 58,000 jobs from earlier estimates, tempering the perceived strength of recent months. Federal government employment declined by 9,000 amid continued agency reductions, and sectors such as manufacturing, retail, construction and professional services saw little or no job growth, suggesting uneven recovery across the economy. 

The Unknown 

While April’s headline job number was solid, questions remain about how sustainable this pace is in the face of growing macroeconomic headwinds. The unusual surge in transportation and warehousing jobs (+29,000) has been attributed to pre-tariff purchasing activity, but the sustainability of this trend remains unclear. The muted wage growth could reflect employer caution or shifts in hiring toward lower-wage roles. The balancing act between inflationary concerns and recession risks leaves the Fed in a challenging position as it navigates competing economic priorities. It remains unclear how labor market dynamics will evolve heading into the summer. 

Conclusion 

The April 2025 jobs report presents a labor market that remains resilient despite mounting headwinds. Strong headline job growth and a rise in prime-age labor force participation are encouraging, but cooling wage gains, long-term unemployment and downward revisions to previous months’ gains point to a more cautious hiring environment. As broader economic uncertainties persist, the coming months will be crucial in determining whether April’s performance represents sustainable momentum or merely a temporary bright spot before more challenging conditions emerge. 

Beyond Intuition: Data-Driven Employer Branding for the Modern Talent Landscape 

Posted on by akessler

With the research today’s candidates do before applying, a strong employer brand is no longer a nice-to-have—it’s essential. Your employer brand directly impacts your ability to attract and retain top talent, yet for many talent acquisition leaders, demonstrating the value of employer branding remains challenging.  

How do you quantify something that often feels intangible? How do you translate employer brand sentiment into metrics that resonate with stakeholders outside HR? 

The Employer Branding Paradox 

Despite 80% of HR leaders believing employer branding significantly impacts their recruiting efforts, only 8% report having a dedicated budget for these initiatives. This disconnect highlights a fundamental challenge: without concrete metrics and benchmarks, employer branding can be relegated to a “nice-to-have” rather than recognized as the strategic driver of recruitment success that it truly is. 

The reality is that today’s candidates approach job searches with consumer-like behavior. They research, compare and evaluate potential employers with unprecedented thoroughness.  

Your employer brand is front and center whether you’re actively managing it or not. 

From Gut Feel to Data-Driven Strategy 

For too long, employer branding has relied on subjective assessments and anecdotal evidence. Leaders might know intuitively that their brand needs improvement, but without comparative data, it’s difficult to: 

  • Identify specific areas requiring attention 
  • Prioritize investments for maximum impact
  • Demonstrate ROI to key stakeholders 
  • Track progress over time 
  • Understand how you stack up against competitors 

This is precisely why we’ve developed the Outthink Index—a proprietary benchmarking tool designed to transform employer branding strategy from an art to a science. 

Introducing the Outthink Index by PeopleScout 

The Outthink Index by PeopleScout provides comprehensive analysis across nine critical components of employer branding: 

  1. Search: Are your job openings easy to find in digital spaces? 
  2. Social Reach: What’s the breadth of your social media footprint? Are you achieving significant reach through interactions and engagement across audiences? 
  3. Social Authority: How much of the conversation does your brand own compared to competitors? How influential is your voice in the talent marketplace? 
  4. Social Impact: How effectively does your content engage your audience? Are you interacting with your talent audience on social media or just posting? 
  5. Values & Proposition: How clearly articulated and differentiated is your EVP? Are your values clear, authentic and evidenced? 
  6. Employee Experience: Can candidates get a clear understanding of what life is like within your organization?  
  7. Content: How compelling and relevant is your employer brand content? How authentically does it showcase your organization and your employees? 
  8. User Experience: How seamless and intuitive is your career site and application process?   
  9. Candidate Experience: How transparent, consistent and innovative is your recruitment process? 

Built by our in-house talent advisory experts and leveraging data from hundreds of employer brands, the Outthink Index delivers actionable insights with just a few clicks. 

Translating Insights to Action 

One of the most valuable aspects of the Outthink Index is its comparative nature. While self-assessment can identify obvious gaps, true optimization comes from understanding how you measure against both industry benchmarks and specific competitors. 

The real power of data-driven employer branding isn’t just in the metrics—it’s in what you do with them. The Outthink Index is designed to facilitate more productive conversations with stakeholders by providing concrete evidence of: 

  • Current employer brand strengths and weaknesses 
  • Competitive positioning within your industry 
  • Specific improvement opportunities with the highest potential ROI 
  • Progress tracking over time 

The Outthink Index helps companies to transcend gut instincts and harness concrete insights to maximize their employer brand. It provides organizations with precise visibility into how their brand measures up against competitors, highlights specific enhancement opportunities, and ultimately strengthens their capacity to attract and retain exceptional talent. 

Armed with these insights, talent leaders can make more strategic decisions about where to invest resources, how to refine messaging and which touchpoints in the candidate journey need the most attention.  

The Future of Employer Branding is Data-Driven 

Employer branding isn’t a one-time project but an ongoing strategic initiative. The Outthink Index provides both a snapshot of current performance and a framework for optimizing and measuring progress over time. By establishing clear benchmarks today, organizations can track the impact of their employer branding initiatives, demonstrate concrete ROI and continuously refine their approach. 

As the competition for talent continues to intensify, organizations that take a data-driven approach to employer branding will gain a significant advantage. The Outthink Index by PeopleScout equips talent leaders with the tools they need to transform employer branding from an intangible concept to a measurable business driver. 

Want to see how your employer brand stacks up? Explore the Outthink Index or contact us to receive your custom report. 

PeopleScout Jobs Report Analysis – March 2025

Posted on by lloftus

U.S. employers added 228,000 jobs in March, a sharp increase from February’s revised 117,000 and well above the 140,000 forecast. The unemployment rate ticked up slightly to 4.2% as more people entered the labor force, which grew by 232,000. Healthcare and social assistance led the way, accounting for nearly a third of all new jobs. Transportation and warehousing also saw gains, while federal hiring declined amid government workforce cuts. Previous months’ figures were revised downward, with January and February gains reduced by a combined 48,000 jobs. Wage growth moderated and the labor force participation rate edged up to 62.5%, though participation among prime-age workers fell to 83.3%. Despite growing uncertainty around trade policy, the strong job gains point to continued resilience in the labor market.

The Numbers 

  • 228,000: U.S. employers added 228,000 jobs in March. 
  • 4.2%: The unemployment rate rose slightly to 4.2%. 
  • 3.8%: Wages rose 3.8% over the past year.  

The Good 


March brought a strong rebound in job growth, with U.S. employers adding 228,000 jobs—far exceeding expectations and marking a significant acceleration from February’s downwardly revised 117,000. Education and health services led the gains with 77,000 new jobs, continuing its dominant role in labor market expansion. Transportation and warehousing also contributed to job creation, as did professional and business services. The labor force grew by 232,000, a sign that more people are reentering the job market. Overall participation ticked up to 62.5%, and broader indicators of employment remain historically strong despite recent volatility. 

The Bad 


Despite the strong headline numbers, there are concerning signals beneath the surface. The unemployment rate edged up to 4.2% from 4.1%, and while this largely reflects more people entering the workforce, other indicators point to potential weakness. Wage growth showed signs of cooling, and participation among prime-age workers (25–54) declined to 83.3%, continuing a gradual slide from last year’s high of 83.9%. Prior months’ gains were revised downward, with January and February figures reduced by a combined 48,000 jobs. Federal hiring declined amid broader workforce reductions, though many of these cuts are not yet fully reflected in official data. 

The Unknown 


March’s report raises important questions about the labor market’s trajectory in the coming months. Businesses remain cautious as the impact of recent policy changes, particularly new trade policies, remains to be seen. The contrast between this month’s strong job gains and various indicators of underlying weakness creates a complex picture for policymakers. The Federal Reserve will likely monitor these mixed signals closely as it weighs the timing of potential rate adjustments. Additionally, the divergence between official payroll numbers and various sentiment surveys suggests potential volatility ahead. 

Conclusion 


The March 2025 jobs report presents a labor market at a potential inflection point—surprisingly strong job creation demonstrates remarkable resilience, but signs of underlying weakness cannot be ignored. The coming months will be crucial in determining whether March’s performance represents sustained momentum or a temporary bright spot before policy-driven changes take effect. As the second quarter begins, the labor market remains stable, but forward momentum will depend on how both employers and policymakers respond to growing headwinds. 

The Future of Early Careers: Preparing Our Children for Jobs That Don’t Exist Yet 

Posted on by akessler

By James Chorley, Talent Solutions Director 

My children are about eight to nine years away from entering the world of work. As a parent, it’s both exciting and daunting to think about the future careers of my children. With rapid advancements in technology and shifts in the global economy, the job market of today will undoubtedly look very different in 10 years when my kids are entering the workforce.  

While automation will displace many jobs, it will also create new jobs, generating significant benefits for businesses and economies by lifting productivity and economic growth. According to the World Economic Forum’s Future of Jobs Report 2025, by 2030, the creation of 170 million new jobs (14% of today’s employment), offset by the displacement of 92 million current jobs (8%), will result in net growth of 78 million jobs (7%). 

For organisations with early careers programmes, understanding these shifts is crucial. The pipeline of emerging talent will need different skills, experiences and expectations than previous generations in order to have the capabilities necessary drive organisational success in the coming decades. Here are some key insights into how the changing job landscape will impact early careers programmes, the types of roles that will emerge and how to prepare the next generation of talent. 

Jobs That Might Disappear 

As technology continues to evolve, several traditional roles are projected to decline significantly: 

  • Postal Workers: The rise of digital communication methods and automated sorting systems are already reducing the reliance on traditional postal services. The World Economic Forum identifies Postal Service Clerks among the fastest-declining roles in the job market. 
  • Print Journalists: The decline of print media and the shift towards digital news consumption has led to fewer opportunities for print journalists, with many news outlets now digital-first or entirely online. 
  • Community Banking: The increase in online banking, mobile banking apps and ATMs has reduced the need for in-person bank tellers. Bank Tellers are among the fastest-declining roles globally. 
  • Travel Agents: Online travel booking platforms and AI-driven travel assistants are making traditional travel agent roles less common. 
  • Taxi Drivers: The rise of ride-sharing apps like Uber and Lyft, combined with the development of autonomous vehicles, could significantly reduce the demand for traditional taxi drivers. 
  • Telemarketers & Customer Service Reps: AI-driven customer service and sales platforms, along with stricter regulations on telemarketing, are reducing the need for human telemarketers and customer service workers, often a common first job for many young professionals. 
  • Librarians: Digital libraries and online information resources are diminishing the need for traditional librarian roles, though there will still be a need for digital information specialists. 
  • Factory and Assembly Line Workers: Robotics and advanced manufacturing technologies are increasingly handling tasks that once provided steady employment for those entering the workforce without higher education. 
  • Data Entry Clerks: The World Economic Forum lists Data Entry Clerks among the jobs seeing the largest decline due to automation and AI advancements. 
  • Retail Cashiers: The rise of e-commerce and self-service kiosks in retail stores are diminishing these roles, which have historically provided flexible employment for students and recent graduates. 

Whilst some of these roles may not be considered ‘career roles’, they are an important step on the work ladder for early careers talent. Before I found my feet and whilst still deciding what I wanted to do, I had a number of temp roles doing data entry, customer service and telemarketing. Declining numbers in these roles that have historically served as steppingstones for early careers talent could have significant impact on early careers employees and employers. 

Impact on Early Careers Programmes 

The decline in these traditional entry-level roles presents significant challenges for early careers recruitment strategies: 

  • Shrinking Entry Points: Many traditional entry-level positions for graduates and school leavers are disappearing. This means fewer natural entry points into organisations, requiring companies to create more structured early careers pathways. 
  • Skills Gap Widening: As routine tasks become automated, the skills gap between education and employment is growing. Entry-level roles increasingly require more advanced technical skills and digital literacy from day one. 
  • Higher Expectations for Early Talent: With fewer administrative or process-driven roles available, early careers talent is expected to add value more quickly, often needing to demonstrate complex problem-solving and critical thinking skills immediately. 
  • Reimagining Work Experience: Companies must rethink work experience, internships and placement years to provide meaningful exposure to emerging technologies and future-focused skills that automation cannot easily replace. 
  • Increased Competition: As traditional entry points decrease, competition for remaining early careers opportunities intensifies, making employer branding and candidate experience more critical than ever. 

To address these challenges, early careers programmes must evolve. Talent acquisition leaders should consider creating rotational experiences that expose emerging talent to a variety of business functions, developing accelerated digital upskilling programmes, and establishing mentorship opportunities that help bridge the experience gap. 

Jobs That Will Significantly Change for Early Careers Talent 

According to McKinsey Global Institute, at least 30% of work activities that could be automated for about 60% of occupations. Rather than complete displacement, many entry-level and early career roles will undergo significant transformation. 

  • Junior Healthcare Professionals: The integration of telemedicine, AI diagnostics, and wearable health technology are changing how healthcare is delivered. Early careers talent will need to be comfortable with digital patient management systems and telehealth platforms from day one.  
  • Teachers and Educators: The rise of online education, virtual classrooms, and AI-driven personalised learning experiences are transforming teaching. New educators will need to be proficient in digital tools and platforms, incorporating technology into their teaching methods and focusing on facilitating learning rather than just delivering knowledge. 
  • Manufacturing and Production Workers: Technological advancements in AI, robotics, and automation will drive both job creation and decline, with manufacturing roles evolving to focus more on overseeing and maintaining automated systems. Early careers talent in this sector will need skills in robotics, programming and systems management rather than traditional manufacturing processes. 
  • Financial Graduates: AI and advanced analytics will handle much of the data processing and routine analysis that junior finance professionals typically managed. Early careers talent will need to focus on interpreting data and providing strategic insights rather than data gathering. The World Economic Forum notes that Fintech Engineers are among the fastest-growing jobs in percentage terms, representing a shift in early financial careers. 
  • Supply Chain Coordinators: With the rapid expansion of e-commerce, warehousing jobs have grown 61% in the last decade. At warehouses, depots, and logistics centres throughout the supply chain, there is a growing need for human workers with the skillsets necessary to manage a more complex, interconnected and tech-enabled supply chain.  

These changes highlight the increasing importance of digital literacy, adaptability and continuous learning for early careers talent. The traditional learning curve for new graduates is getting steeper, with expectations to contribute meaningfully to technology-driven processes from the beginning of their careers. 

Emerging Early Career Opportunities 

Much as technologies of the past have done, automation will create new entry-level occupations that do not exist today. Here are some promising examples of future job opportunities for early careers talent: 

  • AI and Machine Learning Specialists: According to the World Economic Forum, AI and Machine Learning Specialists are among the fastest-growing roles. Early careers talent looking to enter these professions need a strong background in computer science, programming, statistics and data analysis. Companies are increasingly creating graduate pathways specifically for these roles. 
  • Cybersecurity Analysts: The World Economic Forum ranks networks and cybersecurity among the top three fastest-growing skills. Entry-level roles in this field are expanding as organisations build security teams to protect expanding digital infrastructure. Early careers talent should focus on network security, ethical hacking, risk management and security compliance. 
  • Sustainability and Environmental Specialists: With 47% of employers expecting climate-change mitigation to transform their business in the next five years, organisations are creating early careers paths in sustainability. Entry-level roles supporting renewable energy engineers and environmental specialists represent growing opportunities for graduates with relevant knowledge. 
  • Data Analysts and Data Scientists: Big Data Specialists are among the fastest-growing jobs in percentage terms. Early careers programmes in this area are expanding rapidly, seeking talent with skills in data mining, statistical analysis, programming and data visualisation. 
  • Remote Work Support Specialists: According to the World Economic Forum, 83% of employers plan to provide more opportunities to work remotely, creating significant demand for professionals who can support distributed workforces. These roles represent new entry points for early careers talent with strong organisational skills and digital communication tools proficiency. 
  • Health and Wellness Coaches: Supporting employee health and well-being is becoming a strategic priority, with 64% of employers identifying it as key for talent attraction. Early careers talent with knowledge in nutrition, fitness, mental health awareness and coaching may find entry-level opportunities across sectors. 
  • Robotics Engineers: With 58% of employers expecting robotics to transform their business by 2030, early careers pathways are emerging for talent with skills in mechanical engineering, electronics, and programming. Graduate schemes specifically focused on automation and robotics are becoming more common. 
  • Virtual Reality (VR) and Augmented Reality (AR) Developers: LinkedIn data shows Game Designers and Game Developers grew by 58% and 40% respectively as the UK games sector hit record size during the pandemic. New entry-level positions for those with skills in 3D modelling, design and user experience are emerging. These roles often don’t require extensive experience, making them accessible to recent graduates. 
  • Sustainable Agriculture Technicians: The focus on climate change adaptation is driving innovation in food production systems, creating entry-level roles in agricultural technology. These positions offer opportunities for graduates interested in agricultural science, hydroponics, and sustainable practices.  
  • Blockchain Developers: Financial institutions and technology companies are developing entry-level pathways for those with knowledge of blockchain technologies. Early understanding of cryptography, programming, and distributed ledger technology can position graduates for these emerging roles. 
  • Drone Operators and Technicians: Industries from construction to energy are creating new positions to support drone operations, data collection and analysis. These roles provide early career opportunities in a growing field without requiring extensive experience. 
  • Genomic Counsellors: The growth in healthcare specialisations will continue to evolve as healthcare becomes more technology driven. Genetics, biology, and ethics will be areas of entry for early careers talent. 

For early careers programmes, these emerging roles represent opportunities to create specialised graduate pathways that attract top talent in competitive fields. Talent acquisition leaders should consider developing targeted recruitment campaigns that highlight these future-focused opportunities to differentiate their employer brand. 

Essential Skills for Early Careers Success 

As occupations evolve alongside increasingly capable machines, early careers talent will need to develop a range of skills that may not be emphasised in traditional education. For talent acquisition leaders, understanding these skills is crucial for designing effective assessment and development programmes: 

  • Digital Literacy: Beyond basic computer skills, early careers talent needs a strong understanding of digital tools, platforms, and concepts. The WEF report identifies AI and big data as the top fastest-growing skills, followed by networks and cybersecurity. Early careers programmes should incorporate digital assessments and training from day one. 
  • Critical Thinking and Problem-Solving: With routine tasks automated, analytical thinking remains the most sought-after core skill among employers, with seven out of 10 companies considering it essential. Assessment centres and selection processes should prioritise these capabilities over technical knowledge that can be taught. 
  • Adaptability and Lifelong Learning: The WEF report highlights that workers can expect 39% of their existing skill sets to become outdated by 2030. Early careers talent with demonstrated learning agility and curiosity will be better positioned to evolve with their roles. Graduate programmes should emphasise continuous development rather than fixed skill sets. 
  • Emotional Intelligence: As automation increases, uniquely human skills such as empathy, communication, and teamwork become more valuable. The WEF identifies resilience, flexibility, and leadership as among the most sought-after core skills. Early careers development should focus on these interpersonal capabilities alongside technical training. 
  • Environmental Awareness: Understanding sustainability issues is increasingly important across sectors. Environmental stewardship has entered the list of top 10 fastest-growing skills for the first time, driven by climate-change mitigation trends. Early careers programmes should incorporate sustainability awareness regardless of function. 

For talent acquisition leaders, these skill requirements necessitate a shift in assessment approaches. Moving away from traditional competency frameworks toward evaluating learning potential, adaptability, and critical thinking will be essential for identifying successful early careers talent. 

Reshaping Education & Early Careers Development 

McKinsey’s research suggests that by 2030, 75 million to 375 million workers globally will need to switch occupational categories. This has profound implications for how organisations approach early careers development and partner with educational institutions: 

  • STEM Subjects: Science, Technology, Engineering, and Mathematics subjects provide the foundation for many future roles. Early careers programmes should consider developing partnerships with universities to influence curriculum design and create clear pathways from STEM degrees into organisations. 
  • Interdisciplinary Approaches: LinkedIn data shows high demand for roles requiring a mix of technical and human skills. Graduate schemes that rotate early careers talent through both technical and commercial functions can develop this valuable blend of capabilities. 
  • Environmental Focus: With sustainability becoming business-critical, early careers programmes should incorporate green skills development regardless of function. This could include sustainability projects, environmental impact assessments, or dedicated learning modules. 
  • Ethics Understanding: As technology raises complex questions, early careers talent needs to understand ethical implications of business decisions. Development programmes should include ethical case studies and discussions, particularly for those working with advanced technologies. 
  • Accelerated Digital Upskilling: Rather than assuming tech and digital skills will develop over time, organisations should front-load technical training in early careers programmes to enable faster productivity and contribution. 

For talent acquisition leaders, this means reimagining traditional graduate development approaches. Annual intake models may give way to more frequent, specialised recruitment aligned to emerging skill needs. Development pathways will need to become more personalised, with greater emphasis on continuous learning rather than prescribed programmes. 

Preparing Emerging Talent for the Future 

The landscape for early careers talent is changing dramatically. Traditional entry-level roles are disappearing or transforming, while entirely new career paths are emerging. For talent acquisition leaders, this presents both challenges and opportunities to reimagine how organisations attract, develop and retain emerging talent. 

Success in this evolving environment requires a fundamental shift in approach—moving from standardised graduate programmes toward more agile, personalised development journeys that emphasise continuous learning and adaptability. Organisations that create clear pathways into emerging fields, develop innovative assessment approaches, and build strong educational partnerships will gain significant competitive advantage in the talent market. 

For the next generation entering the workforce, including our children, these changes promise exciting opportunities to build careers that may look very different from those that came before—careers that may not even exist yet. Our role as talent acquisition leaders is to help them navigate this uncertainty, providing early careers programmes that prepare both emerging talent and our organisations for a rapidly changing future. 

When it comes to advising my kids on their future and the subjects they want to follow, it’s not straightforward. But as my Auntie once told me, you’ll be surprised just how much you will learn from your children. Kids are curious, and they aren’t stuck in historical thinking and norms. Our job is to guide them and encourage them to stay curious as we watch the world change! 

PeopleScout Jobs Report Analysis – February 2025

Posted on by lloftus

U.S. employers added 151,000 jobs in February, an increase from January’s downward revision of 125,000 but below the 170,000 forecast. The unemployment rate edged up to 4.1%, its highest level since late 2023, while hourly wages rose 4.0% year-over-year. The labor force participation rate declined to 62.4%, its lowest level in over a year. Job gains were concentrated in healthcare, financial activities and transportation and warehousing, while retail, leisure and hospitality and government saw declines. February marks the 50th consecutive month of job growth, though at a more moderate pace. 

The Numbers 

151,000: U.S. employers added 151,000 jobs in February. 

4.1%: The unemployment rate rose slightly to 4.1%. 

4.0%: Wages rose 4.0 % over the past year. 

The Good  

The U.S. economy maintained a steady pace of job growth in February, with employers adding 151,000 jobs—an improvement over January’s revised figure of 125,000 and marking the 50th consecutive month of job growth. While the increase fell short of economists’ expectations of 170,000, it still signals steady hiring. Healthcare remained a key driver of job growth, adding 52,000 positions, in line with its 12-month average. Other sectors contributing to job gains included financial activities (+21,000), transportation and warehousing (+18,000) and social assistance (+11,000). Wage growth remained solid, with average hourly earnings rising 4.0% year-over-year. 

The Bad  

While job growth remained, signs of softening emerged in February’s report. The unemployment rate ticked up to 4.1%, its highest level since late 2023, and the labor force participation rate declined to 62.4%, its lowest level in over a year. The labor force shrank by 385,000 workers, and the household survey painted an even weaker picture, showing a drop of 588,000 employed individuals. Additionally, the number of workers holding part-time positions but seeking full-time work surged by 460,000 to 4.9 million. Retail saw a loss of 6,000 jobs, while the leisure and hospitality sector declined by 16,000, with a notable loss (-27,500) in bars and restaurants. 

The Unknown  

February’s report raises questions about the trajectory of the labor market in the months ahead. While job creation remains positive, the dramatic decline in household employment and rising underemployment suggest potential weakness beneath the surface. The Federal Reserve is closely monitoring these developments as it considers the timing of interest rate cuts. Uncertainty remains high as market volatility has increased in recent weeks, and consumer sentiment surveys have shown concerning drops in confidence.  

Conclusion  

The February 2025 jobs report presents a mixed picture of the U.S. labor market. While job gains persisted, the increase in unemployment and decline in labor force participation raise concerns about underlying labor market strength. For now, the labor market remains fundamentally healthy by historical standards, with unemployment still near record lows. The coming months will be crucial in determining whether the labor market maintains its resilience or enters a more pronounced slowdown. 

PeopleScout Jobs Report Analysis – January 2025

Posted on by lloftus

U.S. employers added 143,000 jobs in January, falling short of the predicted 170,000. Hourly wages are up 4.1% and the unemployment rate dropped slightly to 4.0%, beating forecasts and remaining near historic lows. The BLS also revised the monthly pace of job gains for 2024 to an average of 166,000, down from the previous estimate of 186,000. While January’s numbers show a hiring slow down from December, the gains are not far off the adjusted 2024 monthly average. 

The Numbers 

  • 143,000: U.S. employers added 143,000 jobs in January. 
  • 4.0%: The unemployment rate edged down to 4.0%. 
  • 4.1%: Wages rose 4.1 % over the past year. 

The Good  

The U.S. labor market kicked off 2025 with modest job growth, adding 143,000 jobs in January. While this fell short of economists’ expectations, the unemployment rate edged down to 4.0%, marking its lowest level since May 2024, and wage growth remained strong. Job gains were concentrated in familiar strongholds: Healthcare (+44,000), Retail (+34,000) and Government (+32,000), continuing trends from late 2024. Additionally, the labor force participation rate for prime-age workers (25-54) ticked up to 83.5%, driven by increased male participation. 

The Bad  

January’s jobs report suggests that the labor market may be losing momentum. The 143,000 jobs added represent a notable step down from December’s upwardly revised 307,000 gain. Moreover, annual revisions to 2024 data revealed that job growth was weaker than initially estimated, with the Labor Department revising down its job count by 589,000 for the 12 months ending in March 2024. Mining and oil and gas extraction lost 8,000 jobs, and hiring remains sluggish across several industries outside of Healthcare, Social Assistance and Government. Despite strong wage growth, broader labor market churn remains low, suggesting that businesses are proceeding with hiring decisions cautiously.  

The Unknown  

This report leaves several key questions unanswered. While the slowdown in job creation may indicate a cooling labor market, strong wage growth and a historically low unemployment rate suggest resilience. How will the Federal Reserve interpret these mixed signals? With their next meeting in March, there’s still time for additional data—including another jobs report and inflation readings—to shape its decision on interest rates. Investors have been anticipating potential rate cuts in the first half of the year, but January’s wage gains could lead the Fed to take a wait-and-see approach. Additionally, new administration policies—including proposed cuts to federal payrolls and immigration restrictions—could significantly reshape labor market dynamics in the months ahead.  

Conclusion  

The January 2025 jobs report suggests a labor market that is stable but slowing. While job growth remains positive, the pace has decelerated, and downward revisions to prior months highlight a weaker hiring environment than previously believed. Still, with unemployment at just 4.0% and wages continuing to rise, the labor market remains strong by historical standards. The market appears to be transitioning from post-pandemic dynamics to a more measured growth pattern, though policy uncertainties could significantly impact this trajectory in the months ahead.