The United Nations established "World Youth Skills Day" every July to reflect on the employment predicament faced by the younger generation amid the rapid restructuring of the global labor landscape. This existential question is reflected in a speech given by Zhang Xiaolong, former CEO of Fenbi Education, a leading civil service exam preparation company in mainland China. He accused young people of "deserving it" for not being able to find jobs, and the resulting public outcry led to his resignation this month. Mainstream societal voices often simplify the issue of NEETs (Not in Education, Employment, or Training) or high youth unemployment rates as generational responsibility, readily blaming the younger generation for not working hard enough or choosing to "lie down." However, a deeper look at the current job market reveals that the core problem is not a negative mindset, but rather the profound transformation of the workplace structure brought about by the widespread adoption of AI.<\/p>\n\n\n\n
Having recently participated in recruitment at an organization, I have firsthand experience of this harsh winter. When inboxes are flooded with resumes from seasoned professionals leaving due to market restructuring, organizations, driven by operational efficiency considerations, have no room to lower their standards and accept inexperienced fresh graduates. Faced with such a stark contrast in resumes, recent graduates are at a significant disadvantage, and it's heartbreaking to see so many enthusiastic job seekers repeatedly rejected. The essence of this predicament is that the office clerk, junior programmer, and marketing assistant positions that previously absorbed a large number of new hires have long been quietly taken over by automated programs.<\/p>\n\n\n\n
For Hong Kong, a knowledge-based economy, the impact of the contraction in entry-level positions is particularly severe. Hong Kong's job distribution has long exhibited a dumbbell-shaped pattern, with a high proportion of entry-level and senior positions and a relatively low proportion of middle-level positions. When the technological wave abruptly flattens the bottom of this dumbbell, the pathway to accumulating initial experience is cut off. Young people lose the opportunity to absorb tacit knowledge and develop their skills in practical situations, leading to the collapse of the entire social mobility ladder. Employment data from the past three years clearly reveals this transformation trend: the number of full-time vacancies suitable for university graduates has plummeted from approximately 80,000 to 31,000, a drop of over 60%.<\/p>\n\n\n\n
The World Economic Forum has accurately outlined the global landscape of this evolution. The report points out that East Asia, with a young workforce of 751 TP3T, faces a medium to high risk of AI-driven job restructuring, the highest proportion affected globally. More alarmingly, a Harvard University study further confirms that in companies introducing generative technologies, quarterly hiring for entry-level positions has plummeted by 80%. When the first tier of the workforce disappears, society will generate a large surplus of educated workers unable to enter the industrial chain, and the human capital of an entire generation will face the risk of collective devaluation.<\/p>\n\n\n\n
Faced with the dramatic reshaping of the labor market by technology, the Hong Kong SAR government's current policy response mechanism remains outdated and passive. Secretary for Labour and Welfare, Sun Yuk-han, previously revealed that the authorities are conducting a comprehensive analysis of the impact of AI on Hong Kong's labor market, with the results expected to be included in the mid-term update of manpower projections in the fourth quarter of this year. Related skills courses are also planned to be prioritized for inclusion in the designated professional subsidy scheme, with implementation scheduled from the 2027\/28 academic year. While the Bureau's proactive approach to addressing the issue is commendable, relying solely on subsidized courses that will only be implemented several years later risks leaving a large number of recent graduates unemployed during a two- to three-year policy vacuum.<\/p>\n\n\n\n
Bridging the gap between the classroom and the workplace is not without precedent in the local education sector. While judging the lesson plan competition of the Digital and Humanities Education Association, I noticed frontline teachers skillfully using generative technologies to lead students in simulating international trade negotiations, transforming rigid textbook knowledge into flexible workplace practice. The "Study-Work Scheme" implemented by the Chinese University of Hong Kong has also assisted over a thousand students in exploring their careers during their studies. However, relying solely on individual institutions or groups for independent exploration, without cross-departmental policy coordination and financial incentives, will ultimately fail to meet the essential transitional needs of all young people in Hong Kong.<\/p>\n\n\n\n
To fundamentally solve the problem of youth employment, it is necessary to learn from mature external experiences and combine them with the role of enterprises. During a recent exchange in Chengdu, I visited a university's corporate labs co-built with tech giants, and personally witnessed how the mainland system proactively integrates industry practice scenarios directly into higher education. This approach coincides with Singapore's "SkillsFuture" initiative, which has been vigorously promoted in recent years. There are also overseas systems to follow. The UK has long implemented an "apprenticeship training levy," using tax leverage to guide large companies to establish dedicated training funds, incentivizing the market to widely establish paid apprenticeships and internships. Australia has also recently reshaped its dual-track mechanism of higher education and vocational training, directly embedding the latest industry needs into curriculum assessment.<\/p>\n\n\n\n
Relying solely on government subsidies for short-term training or qualification courses is insufficient to address the structural imbalance in Hong Kong's labor market, where "newcomers can't get in, and experienced workers are overwhelmed." Current policies emphasize individual professional development but fail to effectively encourage businesses to take responsibility for nurturing entry-level talent. Given economic transformation and cost pressures, companies reducing entry-level positions is a business consideration; relying solely on moral appeals or administrative guidelines is overly idealistic. Therefore, the government should provide concrete financial and policy incentives to cover the risks of failure, encouraging businesses to shift from employers to talent developers, integrating talent cultivation into long-term development strategies, and establishing a more sustainable mechanism for youth employment and advancement.<\/p>\n\n\n\n
The authorities could adjust the direction of human resources policy, shifting some of the funding focus from traditional training institutions to corporate academies with well-established training systems. Hong Kong already has a mature foundation in qualification certification and corporate training. The government could further support platforms such as the MTR Academy and CLP Academy in offering interdisciplinary courses tailored to market demands, and provide tax incentives and special subsidies to encourage large enterprises to reinstate apprenticeship-style internships and entry-level positions. Allowing young people to explore their diverse potential in the real workplace not only helps alleviate the talent mismatch problem but also maintains social mobility and enhances overall competitiveness.<\/p>\n\n\n\n
Youth unemployment and the "NEET" (Not in Education, Employment, or Training) problem are not due to a lack of personal ability, but rather a stark warning sign from the restructuring of the labor market. If the government continues to respond with traditional relief measures or blames youth for their personal choices, it will not only fail to solve the problem but may also exacerbate stagnation in social innovation and class solidification. In the past, Hong Kong's economic development relied on clear employment and promotion ladders, but with the rapid spread of digitalization, automation, and artificial intelligence, many traditional entry paths are being reshaped, making the transition from school to the workplace increasingly narrow for young people.<\/p>\n\n\n\n
Faced with the workplace transformation brought about by artificial intelligence, the Hong Kong SAR government must move beyond a passive response mindset and promote a deeper integration of education, training, and industry needs through more forward-looking top-level design. Transforming the UN's advocacy for youth skills empowerment into locally applicable policies and transforming NEETs (Not in Education, Employment, or Training) into skilled workers adapted to the new era is the responsibility of a responsible government. The national 15th Five-Year Plan focuses on artificial intelligence, quantum technology, controlled nuclear fusion, and other cutting-edge technological breakthroughs. If Hong Kong is to respond to the nation's needs, it should cultivate relevant talent as early as possible and build a talent pool aligned with future industries. Technological revolution waits for no one; rebuilding upward mobility for youth is not only crucial for enhancing Hong Kong's competitiveness but also an unavoidable challenge for the current governing team.<\/p>\n\n\n\n