The Challenges of Hiring Entry-Level Positions in 2024 and beyond

2024 entry level position hiring challenges, EB-3 Visa green card jobs for entry level workers, hiring entry level positions 2024

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.

It is estimated that an average of 11,000 Americans per day will celebrate their 65th birthday from now until December. According to Alliance for Lifetime Income report, around 4.1 million Americans will turn 65 annually until 2027.

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.

For instance, Alaska, New York, Hawaii, Washington, and Massachusetts have at least one region with an 80.0% or higher 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.

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.


[1] Anna Marie Lee. “America is hitting “peak 65” in 2024 as record number of boomers reach retirement age. Here’s what to know”.

2 EB3.Work.

3 Stephanie Ferguson. America Works Data Center: Capturing the current state of the U.S. workforce.

4 John E. Dorer. Perspective: EB-3 Visa Provides Route to Labor Solution .

5 Jack Kelly. “Why Is It So Hard For Recent College Graduates To Find A Decent Job?”.

6 Mehdi Punjwani and Sierra Campbell. “Remote work statistics and trends in 2024”.

7 Megan Rabe. “Some of the Most Diverse Census Tracts in 2020 Were in Anchorage, Alaska and Queens County, New York”.

8 Workato. “Work Automation Index 2024”.