Panel at Fortune Workplace Summit discusses entry-level hiring challenges

The discussion was moderated by Adam Banicki, Fortune's head of video. Debbie Dyson described a structural change in entry-level positions. "The entry-level jobs have elevated. And so the new entry-level job is now what used to be the mid-level job," she said.

She noted that AI has removed many tasks previously used for on-the-job training. Dr. Harry L. Williams said students at the 57 historically Black colleges and universities represented by his organization are anxious about AI's rapid development.

Becky Schmidt stated that PepsiCo continues to hire across countries where it operates and maintains intern and campus programs, though recruitment methods have changed. Christina Mancini argued that public discussion of AI occurs mainly at academic and corporate levels, leaving many graduates without guidance.

She said claims that coding skills are becoming obsolete are premature and stressed the continued need for human oversight of AI outputs.

Dyson outlined three factors employers now consider: technical skills, soft skills such as problem-solving and communication, and cultural fit. Schmidt said PepsiCo values demonstrated aptitude beyond formal job duties when evaluating candidates. Panelists also noted difficulties graduates face when moving from online applications to interviews.

Williams reported that some students secure interviews but struggle to discuss skills listed on AI-assisted résumés. An audience member described repeated rejections contributing to lowered confidence among applicants. Williams recommended earlier internships and direct training partnerships between corporations and campuses.

Dyson pointed to expanding micro-credential programs at community colleges. Schmidt described adjustments to PepsiCo's summer internship structure.