IT/기술 · "EMPLOYERS" · 총 6건
필터 보기현재 지수
50.3
0 = 부정 우세
50 = 중립
100 = 긍정 우세
최근 7일 기준 82,618건을 분석한 결과, 뉴스 심리지수는 50.2(균형)입니다. 긍정 4,086건(4.9%)·중립 76,581건(92.7%)·부정 1,951건(2.4%)이며, 중립 비중이 뚜렷하게 높습니다. 성향 지수는 종합 14.7(중도 균형)입니다.
Legal experts say employers must take AI-related religious objections seriously, as a 2023 ruling raised the bar for denying such accommodations.
New graduates’ careers are unfolding in an era when AI is not optional. The most successful engineers treat artificial intelligence as leverage, not competition. Here are seven tips to help keep young professionals in demand no matter how quickly the field’s tools evolve. 1. Master the fundamentals first. AI tools can help you code, but you still need strong fundamentals in: Data structures and algorithms for problem-solving. Operating systems, databases, and networking for system-level understanding. Core programming languages such as C++, Java, and Python. AI can autocomplete syntax, but if you don’t understand how things work under the hood, you’re likely to struggle to debug or optimize. 2. Learn how to work with AI, not against it. The best engineers will not try to out-code AI. Instead, they will learn to: Write clear prompts to generate better code snippets. Review and debug AI-generated code for accuracy, performance, and security. Use AI for productivity boosts while still exercising judgment. Think of AI as a teammate. The real skill is knowing when to trust it and when not to. 3. Build projects that showcase end-to-end thinking. Employers increasingly look for engineers who can design and build systems, not just solve problems. Create projects that show you can: Define requirements clearly. Use AI tools responsibly within the workflow. Deliver a product that scales and is maintainable. 4. Sharpen your system design skills early. Even junior engineers are now asked questions about basic system design with AI. Expect to explain to prospective employers: How you would responsibly integrate AI into a system. How to design fallbacks when AI fails. How to ensure scalability and reliability. 5. Develop strong communication skills. Today’s engineers don’t just code in isolation. You will be expected to: Explain design choices to teammates and stakeholders. Document decisions clearly. Collaborate effectively in cross-functional teams. This is one area where AI cannot replace you. Clear communication is a career accelerant. 6. Stay curious and keep learning. The tech industry moves fast, and AI is accelerating that pace. Cultivate habits such as: Following industry news, blogs, and open-source projects. Experimenting with new AI tools, frameworks, and libraries. Engaging in communities such as GitHub, IEEE Collabratec, LinkedIn, and Medium. Employers value engineers who keep themselves sharp and relevant. 7. Think beyond coding. AI will increasingly handle routine coding tasks. The differentiators for you will be: Problem-framing: Can you take a vague idea and turn it into a solution? Architectural judgment: Can you design systems that scale and last? Ethical awareness: Can you spot risks in AI use and address them responsibly? For more career advice, subscribe to the IEEE Spectrum Career Alert Newsletter. The biweekly newsletter features the latest information on jobs, education, management, and the engineering workplace.
As people increasingly refuse to answer calls from unknown numbers, scammers are shifting their tactics by spoofing trusted phone numbers and using AI deepfake technology to sound like authority figures, family members, or employers.
It’s easy to understand why so many graduates are booing commencement speakers who tell them how great AI is. They face a brutal job market, with unemployment for recent college graduates nearing recession levels, and AI is often cited as the reason they can’t find jobs or have to drastically reassess their career plans.I have a message for the class of 2026: AI is not ruining your job prospects, at least not yet. A better explanation for the tough job market may be the prevalence of WFH, not the rise of AI.131463654Two new studies, one from the Federal Reserve Bank of New York and one from the London School of Economics, look at the recent rise in unemployment among young workers. The authors of the LSE study looked at 243 million new hires and 407 million online job postings from 2017 to 2025 in the US, UK, Australia and Canada. They observed a notable decline since 2022 in the hiring of new graduates. AI was presumed to be the reason, since the falloff tends to be in the sort of industries that are adopting AI.But these are also the same kinds of jobs — reliant on computers, knowledge-intensive, white-collar — that are most amenable to working from home. When they controlled for WFH, the authors found that the impact of AI on hiring was negligible.The study postulates that where WFH is more common, managing junior staff is more expensive. At the same time, young staffers who receive less training may be less productive than they would be otherwise, even as they mature and demand more pay. So the cost of WFH to young graduates is not just a harder job market — it also makes it harder for young employees to get good training, supervision and mentorship, a point also made by the New York Fed study.WFH has always had a superficial appeal. At first, it seems easier and often cheaper for both employers and employees; companies can pay less if they offer more flexibility, and many staffers have commitments that keep them at home. In the long term, however, both management and workers pay a price in terms of lost training and career development of younger employees.This could get even worse as AI is more widely adopted. New hires recently out of college who work on their own may figure out how to do specific tasks (perhaps with AI assistance), but they won’t learn much about how to manage office politics, charm clients or build networks. All these skills will be even more valuable in an AI job market, and none can be gained without coming into the office and observing senior colleagues.The new research doesn’t argue that AI will have no impact on hiring in the future, or that it is currently affecting hiring decisions. It’s also worth noting that many firms are still hiring — just not as much as before. There are a lot of factors that go into the health of the labor market, and if the economy worsens, the combination of AI and WFH could make it even harder for young graduates.What does seem clear is that AI is becoming a convenient villain for a lot of complaints people have about the economy. Tech executives aren’t helping by regularly declaring that AI can replace a lot of jobs. More likely, they are using AI as an excuse when they are letting people go for financial reasons. In the case of WFH, it may be easier to blame AI than to ask reluctant staff to come into the office.I’ve seen this reluctance firsthand: A few years ago I met middle-aged media executive who told me how much she loved working from home (or, often in her case, from a resort in Mexico). When I asked her about junior staffers missing out on mentoring and on-the-job training, she admitted she never would have succeeded if senior people weren’t in the office when she was coming up. But she didn’t seem too bothered by it, either.I’ve never been asked to give a commencement speech, but if for some reason I were, this would be my advice: Find a company where everyone likes going to work. Then try to get a job there — and if you do, go into the office every day.
AMD CEO Lisa Su advised graduates entering the AI-driven job market to prioritize purpose, judgment, and problem-solving over simply learning AI tools. She emphasized that employers need individuals who can determine AI's application, not just operate the technology. Su highlighted that human judgment remains crucial for deciding which problems are worth solving and taking responsibility for outcomes.
CEO eyes margin gains by keeping headcount flat – bold for a company selling HR software to employers