In the age of AI, entry-level jobs aren’t so entry…..
Ten years ago, a blunt colleague shared she didn’t read my emails. Ever. They were too “long and boring”. Ouch! Fresh out of my master’s degree, I thought a well thought out plan deserved all the details, thoroughly explained thought processes, and yes, a citation or two to bring the point home (cringe!). I quickly learned brevity and clarity ruled the day and a decade later, I still think of her feedback any time I’m tempted to start a second paragraph. In an entry level job, I was free to make and learn from entry level mistakes. As AI redefines entry-level jobs, how can we redefine entry-level learning?
Speed up grunt work? Amen! Faster ramp up time? Yes! Nimbler teams? I’m in. Each generation before us has gained critical skills through observation, trial & error, and mentorship in our entry level positions over several years. We learned our company’s culture, ways of working, sales philosophies, collaboration rhythms, and more over time.
Today, we must be ready to teach skills formerly taught over several years of observation to new hires immediately. We must say the unsaid rules aloud and clearly. New hires will no longer be making progressively harder decisions as their careers advance. They will need complex decision-making skills rooted in our company norms day one.
Here are four ways to get started:
1) Gather the data: carefully study what skills are used and developed in your company’s entry-level roles. Divide these skills into three categories: won’t need in the future, might need in the future, and mission critical.
2) Make a plan: for mission critical skills, plan for new hires: will you require these skills to be hired? Teach these skills? How?
3) Assess your gaps: If you’ve been with the company for a long time, you might not know what folks don’t know. Survey employees onboarded in the last 1 or 2 years their biggest takeaways from their first years at the company.
4) Say the unsaid: partner with a learning solutions firm or work with your internal Learning & Development team to capture best practices. Leverage rock stars in your company to help create these resources.
Think back to your entry-level self. Would you trust you to make costly decisions on day one with no additional support? If yes, congratulations young Sheldon! If not, then equip both your business and your new hires for success and start redefining the entry level learning experience. If you need a partner in this journey, explore working with us at SavFaire Solutions.