Inside This Issue:
Welcome to your weekly newsletter by the Employee Experience Magazine.
In this issue we look at what happens to employee experience when the entry level gets redesigned.
Forty-eight per cent of American hiring managers say they would rather put the money into AI tools than hire and train a graduate. IBM has gone the other way and tripled its entry-level hiring in the United States this year. Meanwhile a new term is appearing in performance conversations: career maxxing.
This shows employers reading the same evidence about AI and junior work and reaching opposite conclusions, while the people entering the market respond to that uncertainty in ways their managers are misreading.
Let's dig in…
Featured Insights:
Two sets of well-advised employers looked at the same evidence about what AI can absorb and made opposite decisions about graduate hiring this year. One group is cutting the intake and putting the money into tooling. The other has tripled it. We take a closer look…
We speak to Cristen Dalessandro, Principal Researcher at the O.C. Tanner Institute about the two-year study that uncovered the difference between career ambition and career anxiety. The term career maxxing might be new to your talent reviews, but the data behind it changes how you should read every promotion request and has implications for how we equip our line managers.
Elsewhere in the news
Stay current with key headlines and announcements from across the industry.
The Extra Point
If we are all hiring fewer juniors, the cost will be exposed in three to five years, when the internal pool for first-line management is empty and you are buying managers on the open market at a premium.
The move now is org design. Which tasks AI should absorb is a productivity decision. How many people you need coming in to have a supply of managers later is a workforce planning decision, and it is one of the clearest opportunities HR has this year to demonstrate strategic value and ensure the productivity decisions are not made in silo.
