Is AI signalling the end of ‘learning on the job’ for young people?

AI Is Reshaping the Workforce: The Silent Crisis Threatening Entry-Level Jobs and the Future of Work

In a world where artificial intelligence is advancing at breakneck speed, the traditional career ladder is showing cracks. For decades, the unspoken agreement between employers and entry-level workers was straightforward: young professionals would take on routine, often mundane tasks in exchange for mentorship, skill development, and a clear path to expertise. It was a win-win—companies got affordable labor, and employees gained invaluable experience.

But that bargain is unraveling. AI is now automating the very tasks that once served as the training ground for future professionals. From data entry to customer service, the grunt work that juniors used to do—and learn from—is increasingly being handled by machines. The consequences are profound and far-reaching, affecting both ends of the workforce.

A recent study reveals a stark reality: between late 2022 and July 2025, entry-level employment in AI-exposed fields like software development and customer service in the U.S. declined by roughly 20%. Meanwhile, employment for older workers in the same sectors grew. This shift makes sense—AI excels at administrative tasks but struggles with nuance, judgment, and the complex skills that come with experience. As a result, older workers are better insulated from AI displacement, while younger workers are left struggling to gain a foothold.

But this isn’t just a problem for individuals—it’s a crisis for organizations too. Researchers have likened career paths to a tree, with general skills (like communication and critical thinking) forming the trunk and specialized skills branching out. Their findings are clear: wage premiums for specialized skills depend almost entirely on having strong foundational skills underneath. Without these, workers can become trapped in careers with limited upward mobility—a phenomenon researchers call “skill entrapment.”

The breakdown of the traditional training pipeline is creating what experts call a “training deficit.” If junior workers aren’t given the chance to learn and grow, the pipeline of skilled professionals will dry up. And the disruption won’t hit everyone equally. Women, who are more likely to be in clerical and administrative roles, face nearly three times the risk of job replacement compared to men. If AI closes off traditional routes into skilled work, the effects will be unevenly distributed, exacerbating existing inequalities.

So, what’s the solution? The old deal between junior and senior workers may be broken, but a new one can be built. Young workers need to focus on developing skills that AI can’t replace—like judgment, creativity, and relationship-building. They should seek roles that involve human interaction rather than just screen-based tasks. For older workers, the key is to embrace reverse mentorship, learning from younger colleagues about new technologies while sharing their expertise in nuance and judgment.

Employers, too, have a critical role to play. They must resist the temptation to cut out junior staff entirely. Instead, they should redesign entry-level roles to focus on skill development rather than elimination. After all, if juniors aren’t trained, there will be no one to hand over to in the future.

The future of work is being rewritten, and the stakes couldn’t be higher. Protecting the pipeline of skilled and valuable employees is in everyone’s interest. While some forms of expertise may matter less in the age of AI, the ability to apply refined judgment to complex situations remains invaluable. The question is: will we adapt in time, or will we let the training deficit become a crisis?

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