As the U.S. workforce ages, many employers need help finding a sufficient supply of entry-level employees.
In 2024, the United States is expected to witness a record-breaking number of retirements.
Experts have dubbed this demographic “peak 65” or the “silver tsunami,” representing the largest surge of retirement-age Americans in history.[1]
To address this challenge, employers can adopt a multifaceted approach that includes domestic strategies and international talent integration.
One fundamental way to integrate international talent is through programs like the EB-3 visa.[2]
This visa program allows employers to sponsor foreign workers for permanent residency in the U.S. in entry level positions.
By considering international talent, employers can expand their pool of potential employees, bring in diverse perspectives and skills, and help fill critical gaps in their workforce.
Further, international workers who come to the U.S. through visa programs like the EB-3 can benefit from new opportunities while contributing to the U.S. economy and society.
Overall, a multifaceted approach that includes domestic strategies and international talent integration can help address the challenge of an ageing workforce and ensure a productive and diverse workforce for years to come.
Strategies to consider:
1. Target younger demographics:
– The U.S. has a lot of job openings, but more workers are needed. There are currently 73 workers for every 100 job openings.[3] If you’re looking to target younger demographics locally, one effective strategy is to use social media platforms to reach out to your target audience. In addition to social media, consider collaborating with local universities and vocational schools to attract young talent.
This could involve sponsoring events, offering internships or apprenticeships, or contacting students and faculty to build relationships and establish your brand in the community.
By targeting younger demographics, you can build a strong foundation for your business and ensure a steady stream of talented, enthusiastic employees to drive your growth and success.
2. Enhance Training and Development Programs:
– Offer internships and apprenticeships: In today’s competitive job market, having relevant work experience is crucial when applying for entry-level roles.
However, getting that experience can challenge students and recent graduates. According to a recent study by Intelligent, an online publication focused on student life, 38% of employers tend to avoid hiring recent college graduates.[4]
Nearly 60% of managers, directors, and executives in the United States believe the workforce needs to be adequately prepared for their roles.
This is where programs like internships, co-op programs, and entry-level job training programs can be highly beneficial.
These programs allow participants to gain hands-on experience, develop essential skills, and make valuable industry connections.
Ultimately, such programs can help participants stand out in the job market and increase their chances of landing a full-time job in their desired field.
– Invest in employee upskilling: One of the critical factors determining any organization’s success is the ability to retain ambitious and talented employees.
To achieve this, companies must provide employees with continuous learning opportunities to help them grow and develop their skills, knowledge, and expertise.
By doing so, companies can ensure that their employees feel valued and engaged and are more likely to remain committed to their organizational roles.
Continuous learning opportunities can take many forms, including training programs, workshops, mentorship programs, and on-the-job learning experiences.
These opportunities help employees acquire new skills and knowledge and prepare them for long-term roles within the company.
By investing in their employees’ development, companies can create a culture of learning and growth that attracts and retains top talent.
Further, they can benefit companies in other ways besides improving employee retention.
They can help improve productivity, enhance innovation, and drive business growth.
3. Improve Workplace Attractions:
– Implement flexible working conditions: In today’s ever-evolving job market, it’s becoming increasingly important for employers to adapt to the needs and expectations of younger workers.
This includes accommodating their desire for a healthy work-life balance.
One of the key ways to do this is by offering options for remote work and flexible hours.
By allowing employees to work from home or adjust their hours to fit their schedule, employers can help reduce stress and improve overall satisfaction among their workforce.
This, in turn, can lead to increased productivity and better retention rates.
So, if you’re an employer looking to attract and retain top talent, it’s important to consider implementing policies that support work-life balance.
Approximately 14% of all employed adults in the United States, which is roughly 22 million working individuals aged 18 and over, work from home on a full-time basis, according to the findings of the Pew Research Center.[5]
– Develop a strong employer brand: In today’s fast-paced and competitive job market, it is essential for companies to promote an inclusive and forward-thinking culture that appeals to younger and international employees.
These employees often value diversity, equity, inclusion, and opportunities for growth and development within the company.
By creating a workplace that prioritizes these values, companies can attract and retain top talent, boost employee morale and productivity, and enhance their overall reputation in the industry.
Encouraging diversity and inclusivity can lead to more innovation, as employees from different backgrounds and experiences bring unique perspectives and ideas.
Therefore, companies must prioritize these values and actively work to create a welcoming and inclusive work environment for all employees.
4. Hire International Talent:
– Understand the requirements: The EB-3 visa is an excellent option for employers facing a chronic labor shortage for entry-level positions.
To streamline the process, working with a team of experienced recruiters, like EB-3.Work is recommended, who can assist in navigating the legal complexities of the visa sponsorship process.
This will ensure that all legal criteria are met and there is no adverse effect on U.S. workers’ wages and working conditions.
With the help of a skilled team, the visa sponsorship process should be smooth and efficient.
– Hire legal foreign workers: The EB-3 visa program is an excellent option for employers hiring skilled foreign workers, professionals, and other workers who might not qualify under more stringent visa categories.
This program allows employers to sponsor foreign workers for permanent residency in the U.S.
By utilizing the EB-3 visa program, employers can tap into a pool of talented foreign workers who can help grow their businesses and contribute to the U.S. economy.
To address the shortage of drivers in the trucking industry, companies are adopting this new recruitment approach.
According to the American Trucking Associations, the driver gap is currently estimated to be around 60,000 and is expected to increase in the future.[6]
5. Cultivate an Inclusive Environment:
– Foster diversity and inclusion: Creating a welcoming environment for all employees, irrespective of their background, is crucial for fostering a positive and inclusive workplace culture.
When employees feel valued and respected for who they are, they are more likely to be engaged and productive, leading to better outcomes for the company.
Additionally, a diverse and inclusive workforce can bring different perspectives, experiences, and ideas to the table, which can drive innovation and collaboration within the organization.
This, in turn, can enhance the company’s appeal to a global workforce, attracting top talent and positioning it as a leader in its industry.
Investing in a diverse and inclusive workplace is right and makes good business sense.
Several states have regions with a significantly high diversity index.
California, Oklahoma, Pennsylvania, Rhode Island, Texas, and Nevada have at least one region with a diversity index of 78.0% or higher.[7]
6. Leverage Technology and Automation:
– Adopt new technologies: In today’s fast-paced business environment, adopting new technologies is crucial for staying competitive and improving efficiency.
One of the most effective ways to leverage technology is through automation, which can take care of routine and repetitive tasks, freeing employees to focus on more complex and rewarding aspects of their roles.
This not only makes their jobs more exciting and satisfying, but it can also make entry-level positions more appealing and productive.
With the right approach to automation, companies can create a work environment that fosters creativity, innovation, and growth.
Many businesses are quickly integrating AI into their operations and seeing positive results. The use of generative AI in automated processes has grown by 500% in 2023 alone.[8]
This has led to a shift towards an automation mindset that values flexibility, holistic thinking, and diversity and inclusion.
By combining these domestic and international strategies, employers can effectively manage the impact of an aging workforce and ensure a continuous influx of motivated, skilled, entry-level employees to support their business objectives.
How to Hire Entry-Level Workers Using the EB-3 Visa
Step 1: Evaluate Your Hiring Needs
Before beginning the EB-3 visa process, employers must first conduct a careful and well-documented evaluation of their hiring needs to determine whether specific entry-level roles truly cannot be filled by available U.S. workers.
This step involves identifying positions that require less than two years of training or experience, which places them under the EB-3 other workers category as defined by U.S. Citizenship and Immigration Services.
Employers should analyze turnover rates, vacancy durations, overtime costs, and productivity losses to demonstrate persistent labor shortages, especially in industries such as hospitality, food processing, logistics, manufacturing, and healthcare support, where high churn is common.
According to the U.S. Chamber of Commerce, there are still millions more job openings than available workers nationwide, particularly in entry-level and frontline roles, underscoring the need for alternative hiring solutions.
Employers must also ensure that the job requirements are realistic, consistent with industry standards, and not tailored to exclude U.S. workers, as these roles will later be reviewed during the Department of Labor’s PERM labor certification process.
A thorough evaluation at this stage helps employers confirm EB-3 eligibility, reduces compliance risk, and lays the foundation for a successful, legally sound international hiring strategy.
Step 2: Confirm EB-3 Eligibility
After identifying hard-to-fill entry-level roles, employers must confirm that each position fully meets EB-3 eligibility requirements and qualifies for permanent residency sponsorship under U.S. immigration law.
For the EB-3 other workers category, the job must require less than two years of training or experience and represent a full-time, permanent position, not a temporary or seasonal role, as outlined by U.S. Citizenship and Immigration Services.
Employers must also verify that the offered wage meets or exceeds the prevailing wage for the occupation and geographic area, ensuring compliance with U.S. Department of Labor standards designed to protect U.S. workers’ wages and working conditions.
A critical component of this step is confirming that the role will not displace qualified U.S. workers, which requires employers to demonstrate that no able, willing, qualified, and available U.S. workers applied for or accepted the position during recruitment.
According to Department of Labor guidance, strict adherence to these eligibility and wage requirements helps preserve labor market fairness while allowing employers to lawfully access international talent when domestic labor shortages persist, making this step essential for avoiding delays, audits, or denials later in the EB-3 process.
Step 3: Secure Labor Certification
Securing a PERM Labor Certification is one of the most critical and closely regulated steps in the EB-3 hiring process, as it formally demonstrates that no qualified, willing, and available U.S. workers were found for the position despite good-faith recruitment efforts.
Employers must conduct a series of mandatory recruitment steps prescribed by the U.S. Department of Labor, including placing job advertisements in designated media, such as state workforce agencies and widely circulated newspapers, and documenting all recruitment results in detail, as outlined by the Office of Foreign Labor Certification.
During this process, employers must offer at least the prevailing wage for the occupation and location to ensure that hiring a foreign worker will not negatively affect U.S. workers’ wages or working conditions.
According to Department of Labor guidance, even minor inconsistencies in job descriptions, wage levels, or recruitment documentation can trigger audits or delays, making accuracy and compliance essential.
Because the PERM process serves as the foundation for the entire EB-3 petition, successfully securing labor certification not only confirms the legitimacy of the labor shortage but also protects employers from compliance risks while enabling them to move forward with permanent residency sponsorship in a lawful and transparent manner.
Step 4: File the Immigrant Petition
Once the PERM Labor Certification is approved, the employer can proceed to file Form I-140, Immigrant Petition for Alien Worker, with U.S. Citizenship and Immigration Services to formally classify the foreign national under the EB-3 category.
This step requires the employer to demonstrate the continued availability of the permanent, full-time position and to prove the company’s ability to pay the offered wage from the priority date onward, typically through tax returns, annual reports, or audited financial statements, as required by USCIS guidelines.
USCIS carefully reviews the petition to ensure consistency between the I-140 filing and the previously approved PERM application, including job duties, wage levels, and minimum requirements, as discrepancies can result in requests for evidence or denial.
Approval of the I-140 establishes the worker’s priority date, which determines when the employee may move forward in the immigrant visa process based on visa availability, making this step a pivotal milestone in securing lawful, long-term employment through the EB-3 program.
Step 5: Visa Processing and Arrival
After the Form I-140 is approved and the worker’s priority date becomes current according to the U.S. Department of State Visa Bulletin, the foreign worker may proceed with immigrant visa processing and prepare for arrival in the United States.
For workers outside the U.S., this stage involves consular processing, where the applicant submits required documentation, completes medical and background checks, and attends an interview at a U.S. embassy or consulate, following Department of State procedures outlined in the monthly Visa Bulletin.
The Visa Bulletin is critical because EB-3 visa availability is subject to annual numerical limits and country-specific caps, meaning wait times can vary depending on demand and the worker’s country of chargeability.
Once the immigrant visa is issued and the worker enters the United States, they are admitted as a lawful permanent resident, authorized to live and work for the sponsoring employer on a long-term basis.
Proper coordination during this phase helps ensure smooth onboarding, compliance with immigration rules, and workforce stability for employers relying on EB-3 talent to fill essential entry-level positions.
Step 6: Onboarding and Retention
Once the EB-3 worker arrives and begins employment, effective onboarding and retention strategies are essential to ensuring long-term success for both the employee and the employer.
A structured onboarding process should include clear job training, workplace safety instruction, and orientation on company policies to help new hires integrate smoothly and become productive quickly, which is especially important for entry-level roles with high turnover risk.
According to the U.S. Bureau of Labor Statistics, employee turnover is highest in the first year of employment, making early engagement and support critical to retention.
Employers should also provide ongoing support for cultural and workplace integration, such as mentorship programs, language assistance when needed, and clear communication channels, to help international workers feel included and valued.
Continued skill development, opportunities for advancement, and consistent scheduling further improve job satisfaction and loyalty, reducing costly turnover and strengthening workforce stability.
By investing in long-term development and creating a supportive work environment, employers not only maximize the return on their EB-3 hiring investment but also build a reliable, committed workforce that supports sustained business growth.
Frequently Asked Questions – The Challenges of Hiring Entry-Level Positions in 2025 and beyond
1) What is “Peak 65,” and why does it matter for hiring entry-level workers?
“Peak 65” refers to the period when a record number of Americans are reaching traditional retirement age, which increases retirements and leaves more open jobs behind.
When experienced workers retire, many companies lose reliable team members and the know-how they built over years.
That creates pressure to hire and train new people faster, especially in entry-level roles that keep daily operations moving.
Industries like hospitality, food production, logistics, manufacturing, and healthcare support often feel this shortage first because turnover is already high.
The challenge is not just finding applicants, but finding enough people who will show up consistently and stay long enough to become skilled.
Employers that plan ahead can avoid constant understaffing, overtime burnout, and service slowdowns.
A mix of local recruiting, better training, and legal international hiring can help stabilize staffing during this wave of retirements.2) Why is it so hard to hire enough entry-level employees right now?
Many employers are competing for the same limited pool of available workers, which makes entry-level hiring slower and more expensive.
Younger workers often have different expectations than past generations, such as flexible scheduling, clearer growth paths, and supportive managers.
Some businesses also struggle because the job feels demanding, the pay may not match local living costs, or the workplace culture is not attractive to new hires.
On top of that, students and recent graduates may lack hands-on experience, and some employers hesitate to hire them without training support.
When roles stay open too long, current employees get stretched thin, and that can lead to higher turnover and even more vacancies.
This is why improving onboarding, training, and workplace experience can be just as important as advertising the job.
When local hiring still doesn’t fill the gap, employers often explore lawful international options like the EB-3 visa to widen the talent pool.3) How can companies attract younger workers for entry-level jobs without overspending?
A strong starting point is meeting younger candidates where they already are, especially on social media and mobile-friendly job platforms.
Clear job posts help a lot, simple pay ranges, straightforward requirements, and honest descriptions of schedules and duties reduce drop-off.
Partnering with local schools, community colleges, and vocational programs can create a steady pipeline through internships, apprenticeships, or entry-level training programs.
Many younger workers also look for meaning and growth, so showing a path to promotion and skill-building can make the role feel like a career, not just a short-term job.
Flexible scheduling, predictable shifts, and supportive supervisors often matter as much as small pay increases.
Employers can also strengthen results by improving the candidate experience, such as faster responses, short interviews, and clear next steps.
Over time, a consistent reputation as a “good place to start” becomes a powerful recruiting advantage.4) What is the EB-3 visa, and how does it help fill entry-level positions?
The EB-3 visa is a legal pathway that allows U.S. employers to sponsor foreign workers for permanent residency for certain types of jobs, including many entry-level roles.
For positions that require less than two years of training or experience, employers may use the EB-3 “other workers” category if the job is full-time and permanent.
The main benefit is that it expands the hiring pool beyond local candidates, which can be critical during long-term labor shortages.
International employees can bring reliability, motivation, and new perspectives while helping employers keep operations fully staffed.
Employers must still follow strict rules designed to protect U.S. workers, including offering the required wage for the role and location.
The process is structured and document-heavy, so many employers work with experienced teams to reduce mistakes and delays.
When used correctly, EB-3 hiring can support workforce stability and help businesses plan staffing with more confidence.5) What are the main steps employers must follow to hire entry-level workers through EB-3?
First, the employer evaluates hiring needs and confirms the job truly cannot be filled by available U.S. workers, especially after ongoing recruiting struggles.
Next, the employer confirms the role meets EB-3 requirements, such as being full-time, permanent, and requiring less than two years of training or experience for the “other workers” category.
A key step is securing PERM labor certification, where the employer completes required recruitment steps and documents that no qualified, willing, and available U.S. workers took the job.
After PERM approval, the employer files Form I-140 with USCIS to petition for the worker and show the company can pay the offered wage.
Once the worker’s priority date is current, the worker completes visa processing and can enter the U.S. as a lawful permanent resident.
Finally, strong onboarding and retention plans help the worker succeed and reduce early turnover.
Each step has compliance requirements, so accurate paperwork and consistent job details are essential.6) How can employers keep EB-3 workers and other new hires long term?
Retention starts with a structured onboarding plan that covers job training, safety, clear expectations, and a consistent schedule from the beginning.
Entry-level roles often have the highest turnover in the first year, so early support matters more than most employers expect.
Mentorship helps new hires feel guided instead of lost, and it can speed up learning while reducing mistakes.
For international workers, cultural integration support is important, such as clear communication, helpful supervisors, and practical guidance for settling into the workplace.
Ongoing training and upskilling keep employees engaged and make them more valuable over time, which also helps internal promotion pipelines.
Employers also see better retention when they build an inclusive culture where people feel respected regardless of background.
When employees feel stable, supported, and able to grow, they are far more likely to stay, saving the company money and improving team performance.
Final thoughts
Expanding recruitment efforts, enhancing training and development programs, hiring international full time permanent talent via the EB-3 visa program, and improving workplace attractions are key strategies to help businesses attract and retain top talent.
By targeting younger demographics locally and hiring legal foreign workers, companies can tap into a diverse pool of talented individuals.
Offering internships and apprenticeships, investing in employee upskilling, implementing flexible working conditions, and developing a strong employer brand can help create a positive and engaging work environment that attracts and retains top talent.
Ultimately, by investing in employee development and creating a culture of growth and learning, companies can drive business growth and achieve long-term success.
