{"id":245193,"date":"2026-06-24T11:28:54","date_gmt":"2026-06-24T15:28:54","guid":{"rendered":"https:\/\/ibkrcampus.com\/campus\/?p=245193"},"modified":"2026-06-24T11:31:19","modified_gmt":"2026-06-24T15:31:19","slug":"why-gen-z-wants-the-office-back","status":"publish","type":"post","link":"https:\/\/www.interactivebrokers.com\/campus\/podcasts\/ibkr-podcasts\/why-gen-z-wants-the-office-back\/","title":{"rendered":"Why Gen Z Wants the Office Back"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Everyone assumes AI is making it harder for young workers to land their first job, but what if remote work is the real culprit? In the latest IBKR Podcast episode, Jeff Praissman sits down with Nasdaq&#8217;s Michael Normyle to explore surprising new research on junior hiring, hybrid work and the future of career development.<\/p>\n\n\n\n<iframe title=\"Why Gen Z Wants the Office Back\" allowtransparency=\"true\" height=\"150\" width=\"100%\" style=\"border: none; min-width: min(100%, 430px);height:150px;\" scrolling=\"no\" data-name=\"pb-iframe-player\" src=\"https:\/\/www.podbean.com\/player-v2\/?i=qziwa-1af82c4-pb&#038;from=pb6admin&#038;share=1&#038;download=1&#038;rtl=0&#038;fonts=Arial&#038;skin=1b1b1b&#038;font-color=ffffff&#038;logo_link=episode_page&#038;btn-skin=c73a3a\" loading=\"lazy\"><\/iframe>\n\n\n\n<h2 id=\"h-summary-ibkr-podcasts-ep-398\" class=\"wp-block-heading\">Summary \u2013 IBKR Podcasts Ep. 398<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><em>The following is a summary of a live audio recording and may contain errors in spelling or grammar. Although IBKR has edited for clarity no material changes have been made<\/em>.<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hi everyone, this is Jeff Praissman with Interactive Brokers Podcast.\u00a0It&#8217;s\u00a0my pleasure to welcome back to IBKR Podcast Studio, Nasdaq&#8217;s Michael Normyle. How are you, Michael?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hi, doing well. Glad to be back. Thanks.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-0\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Love having you come in for our monthly podcast talking about the economy and all other things.\u00a0And for our listeners, before we even get started, you can find more from Michael on Nasdaq&#8217;s website and then also on our own website under education\u2014plenty of podcasts, webinars, articles, and so forth. Michael, today\u00a0we&#8217;re\u00a0gonna\u00a0kind of talk about something a little bit different than our typical economic discussions, and\u00a0we&#8217;re\u00a0gonna\u00a0kind of, you know, we both read the same article.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It&#8217;s\u00a0&#8220;<a href=\"https:\/\/www.ft.com\/content\/2205e2d0-50dc-4e80-9bf7-78d0272276c0?syn-25a6b1a6=1\">What If Remote Working, Not AI,\u00a0Is to\u00a0Blame for Weak Junior Hiring?<\/a>&#8221; by John Burn-Murdoch in the Financial Times. And I wanted to ask you, just to kind of kick it off, how\u00a0convincing is the case that remote work, not AI, is the primary driver of the decline in entry-level hiring?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-0\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah.\u00a0So\u00a0I think the premise of the article is pretty surprising since a lot of people in recent years have pointed to recent labor market weakness, especially among younger workers, and how that&#8217;s lined up with the advent of generative AI, and then making the link that AI is somehow responsible for this weakness in hiring, especially among younger workers.\u00a0But this article cites a study, &#8220;The Broken Ladder&#8221; by Lambert and Schindler, and\u00a0I think it\u00a0makes a\u00a0pretty convincing\u00a0statistical but also logical case that remote work is\u00a0actually the\u00a0main driver of this weaker entry-level hiring.\u00a0So\u00a0in terms of the statistical evidence, they analyzed two hundred and forty-three million new hires and four hundred and seven million job postings across the US, UK, Canada, and Australia from twenty seventeen to twenty twenty-five.\u00a0And then they paired that with the exposures to gen AI and remote work by the occupations of those hires and postings. And\u00a0so\u00a0using that data, they found that when you test AI exposure and remote work exposure separately, they both predict\u00a0roughly the\u00a0same decline in junior hiring. But then when you put both of those variables in the same model at the same time, the AI effect basically disappears while that remote work effect holds firm, and that pattern survives across every variation of the model they did: different countries, different industries, different ways of measuring AI exposure, different statistical methods.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And\u00a0so\u00a0then this whole modeled finding is made more credible when they go the extra step to say\u00a0it&#8217;s\u00a0not just about exposure. They also tested what happened at firms that actually adopted remote work in twenty twenty-one and twenty\u00a0twenty-two, and\u00a0then found that the results mirrored those modeled results.\u00a0So\u00a0a lot of evidence here\u00a0to show\u00a0that\u00a0really remote\u00a0work may be the bigger culprit than AI in this decline in junior hiring that\u00a0we&#8217;ve\u00a0seen across four major economies.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-1\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">But what was interesting too, though, is it seemed to\u00a0kind of disproportionately\u00a0reduce demand for junior workers while leaving senior hiring\u00a0relatively unaffected. How, why do you think remote work is\u00a0kind of having\u00a0that effect on the two different lifespans in your employment history, basically?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-1\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and I think this gets to the kind of logical explanation that I alluded to, that it comes down to the fact that early career workers need more supervision than experienced hires, and they develop skills, they acquire knowledge, they build relationships in the workplace by observing and working alongside more experienced workers.\u00a0Doing this\u00a0remotely,\u00a0it&#8217;s\u00a0definitely possible, but there&#8217;s more friction in that process.\u00a0So\u00a0then it takes more time from senior workers because\u00a0there&#8217;s\u00a0these extra frictions.\u00a0It&#8217;s\u00a0costlier to\u00a0bring on\u00a0these junior workers in that sense that it takes them longer to develop. And then from the junior worker perspective, if your development is extended, then that may mean it takes you longer to get promoted.\u00a0And\u00a0so\u00a0none of that logic applies to hiring a senior worker. They already have the skills. They need less\u00a0hand-holding, and they can\u00a0kind of hit\u00a0the ground running comparatively. And so that makes the calculus for senior hires\u00a0essentially unchanged, while it becomes less favorable for those junior hires.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-2\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">And you mentioned earlier\u00a0sort of the\u00a0studies where\u00a0they&#8217;re\u00a0having AI exposure and then remote work, but once remote work was introduced and factored in, that kind of AI exposure sort of went away.\u00a0So\u00a0what was the evidence that suggested that the link between AI exposure and the weak junior hiring breaks down once the remote work is factored in?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-2\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and\u00a0that&#8217;s\u00a0really the most interesting piece of the puzzle here. And the\u00a0authors, they\u00a0call it an omitted variable bias problem. And\u00a0that&#8217;s\u00a0just\u00a0because\u00a0a lot of AI-heavy jobs, AI-exposed jobs, like software developers, management consultants, data scientists,\u00a0they&#8217;re\u00a0also the jobs that are most amenable to remote work.\u00a0And\u00a0so\u00a0if you only look at AI exposure in your model, you might\u00a0actually be\u00a0picking up the remote work effect at the same time. And\u00a0so\u00a0when you have work-from-home exposure and AI exposure being highly correlated, when you have that model only testing the gen AI impact, then gen AI looks responsible.\u00a0But then when you\u00a0control for\u00a0remote work,\u00a0that&#8217;s\u00a0why you see the AI impact\u00a0largely disappear\u00a0while the work-from-home impact\u00a0pretty much holds.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-3\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">And\u00a0there&#8217;s\u00a0also some specific fields where remote work\u00a0really seemed to hurt\u00a0junior hiring, like tech and law. Why are there certain fields like those that seem more affected by weaker hiring in junior roles?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-3\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and this kind of makes the case, I think, when you look at those two sectors, for\u00a0remote work being\u00a0perhaps the\u00a0bigger culprit than AI. Because in tech, the conventional narrative really has been that AI is taking these coding jobs because\u00a0it&#8217;s\u00a0so well-suited towards coding, and especially at the junior level.\u00a0But coding is also one of the most remote-friendly jobs out there. And\u00a0so\u00a0in the Lambert and Schindler study, when they\u00a0control for\u00a0that, that AI explanation really weakens. The junior hiring slowdown in tech looks a lot more like a remote work story than an AI story.\u00a0And then legal work is less exposed to AI than software development, for example, because\u00a0lawyers,\u00a0they&#8217;re\u00a0not being replaced by code generators at the same rate as gen AI models. But legal work is also very amenable to remote work, especially for more knowledge workers, like corporate lawyers.\u00a0And so junior hiring in law has also come down quite sharply. And so\u00a0that&#8217;s\u00a0what you would expect if it were remote work being the driver, not AI.\u00a0So\u00a0you&#8217;re seeing that decline in both industries, and that&#8217;s kind of what&#8217;s pointing to really remote work being the bigger factor than AI.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-4\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">So\u00a0let&#8217;s\u00a0take AI\u00a0kind of completely\u00a0out of the picture and\u00a0kinda\u00a0just talk about the contrast between,\u00a0&#8217;cause\u00a0it seems like there&#8217;s\u00a0basically remote-friendly\u00a0roles and in-person-friendly roles. And\u00a0sort of the\u00a0contrast between them, is that\u00a0what&#8217;s\u00a0really driving these hiring trends?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-4\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, I think so. I mean, and this kind of post-COVID period is effectively a natural experiment to this question.\u00a0So\u00a0if you look at receptionists, for example, which is a role\u00a0that&#8217;s\u00a0got quite a lot of AI exposure because AI can automate scheduling and those types of things, but\u00a0it&#8217;s\u00a0also inherently an in-person job.\u00a0Junior\u00a0hiring for\u00a0receptionists has actually held up quite well compared to more remote-work-exposed roles. And when you contrast that with a lawyer or financial analyst, where\u00a0there&#8217;s\u00a0less AI\u00a0exposure perhaps, but\u00a0the roles are more heavily remote,\u00a0that&#8217;s\u00a0where\u00a0we&#8217;ve\u00a0seen junior hiring come down.\u00a0And so that&#8217;s really the exact opposite pattern of what you would see if you thought that the dominant narrative of AI replacing junior workers was really true.\u00a0And so, you know, if AI were the main driver,\u00a0you&#8217;d\u00a0expect that those most AI-exposed roles would suffer the most. But the data shows\u00a0it&#8217;s\u00a0really the most remote-work roles that are being\u00a0impacted.\u00a0And I think the interesting thing that adds to the case of the paper is showing that this is happening across\u00a0very different\u00a0labor markets, right? I mentioned they looked at the US, the UK, Canada, and Australia, and across those four different countries, four different labor markets, we see the same pattern, where essentially the junior share of new hires is down 8 to 11 percentage points relative to the 2019 baseline.\u00a0And of course, comparing it to 2019 makes sense because that&#8217;s really before we saw this massive increase in remote work and also gen AI.\u00a0And so\u00a0that&#8217;s\u00a0really where you get the case that\u00a0it&#8217;s\u00a0work-from-home exposure, not AI\u00a0exposure,\u00a0that&#8217;s\u00a0really most\u00a0responsible.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-5\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">And I think one thing people\u00a0don&#8217;t\u00a0necessarily think about is just\u00a0sort of the\u00a0cost and complexity of onboarding and training junior employees. Does remote work increase that cost, or lower that cost?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-5\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, I mean, I touched on it, I think, a little bit in our earlier discussion here, but for everyone who&#8217;s worked in an office before, I think you realize that a lot of the benefit is informal, where you overhear a senior colleague dealing with a difficult client call, or you get pulled into a meeting and you see how these decisions are being made, or you ask a quick question at somebody&#8217;s desk and you have an answer in 30 seconds.\u00a0And that&#8217;s not stuff\u00a0that&#8217;s as\u00a0natural in a remote environment, and\u00a0I think the paper\u00a0cites some research showing that remote work does raise the cost of supervising and monitoring workers and slows on-the-job learning.\u00a0So\u00a0one study they cite found in-person onboarding raised labor productivity and reduced attrition even at firms that are otherwise remote.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So just&nbsp;doing&nbsp;onboarding in person. And then another found just one office day per month&nbsp;relative&nbsp;to fully remote raises productivity and increases communication between workers and managers. So&nbsp;that&#8217;s&nbsp;a&nbsp;pretty low&nbsp;bar that&nbsp;they&#8217;re&nbsp;setting here in these studies.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So, from the firm&#8217;s perspective, you&#8217;re paying these entry-level workers a salary while they&#8217;re still on the learning curve, and you&#8217;re spending senior time, you know, senior managers&#8217; time, managing and teaching them.\u00a0And\u00a0so\u00a0there&#8217;s uncertainty about when the payoff is\u00a0gonna\u00a0happen, really. And so\u00a0that&#8217;s\u00a0really the challenge, where remote work\u00a0maybe extends\u00a0that process and makes it less appetizing for businesses to hire these junior workers in a relative sense here.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-6\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">So\u00a0I would imagine also that companies are&#8230;\u00a0Yeah, they\u00a0probably have\u00a0to be a little bit more selective now with entry-level hiring too, right? Because remote work is really, as you said, making it more than a little bit harder to train and evaluate junior talent since\u00a0they&#8217;re\u00a0not\u00a0kind of seeing\u00a0them in person every day.\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-6\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and I think\u00a0that&#8217;s\u00a0what the data is suggesting here.\u00a0It&#8217;s\u00a0not that\u00a0we&#8217;re\u00a0just seeing fewer junior hires.\u00a0We&#8217;re\u00a0seeing job postings raising the bar for experience.\u00a0So\u00a0the\u00a0study&#8217;s\u00a0tracking not just who gets hired, but also what employers are asking for in their job ads. And\u00a0so\u00a0by 2025,\u00a0there&#8217;s\u00a0been about\u00a0a three-percentage-point decline in the share of job postings requiring three years of experience or less among those high-remote-work jobs.\u00a0And so that&#8217;s companies shifting to focusing on workers with a little bit more work experience, where\u00a0maybe there&#8217;s\u00a0less\u00a0hand-holding\u00a0needed and stuff like that. And that FT article does make another suggestion for what\u00a0could be the cause here. So companies that struggled to train and manage remote junior workers may start\u00a0setting\u00a0a higher bar for that hiring, and then when those posts maybe don&#8217;t get filled, that can compound, and that&#8217;s the kind of trend that we&#8217;re seeing here.\u00a0So that could create a bit of a self-reinforcing cycle where\u00a0there&#8217;s\u00a0fewer postings, fewer hires, and then fewer junior workers as well.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-7\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">And the one thing\u2014the article also, I was a little surprised by this when I first read it, but after thinking about it, it really makes a lot of sense. You know, it suggests that younger workers are\u00a0really not\u00a0that enthusiastic about fully remote roles. I think\u00a0that&#8217;s\u00a0something that maybe younger workers are getting a little bit of a bad rap, or people that\u00a0don&#8217;t\u00a0have exposure to them think, &#8220;Oh, all these young, right-out-of-college kids want fully remote roles.&#8221;\u00a0And it actually seems to be quite the opposite, right?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-7\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah. And\u00a0I think you\u00a0make a great point there, where that might be\u00a0the perception, but that differs from\u00a0the reality. I think it also makes sense when you think about it, where these Gen Z workers understand that they need to get this work\u00a0experience,\u00a0they need to get trained, and so it&#8217;s in their best interest to not have these fully remote jobs.\u00a0And\u00a0so\u00a0the data that the article is citing here is from a Gallup poll, and it found that Gen Z is actually the generation most opposed to fully remote work. So only 23% of Gen Z prefer fully remote, compared to 35% each for millennials, Gen X, and boomers. And then Gen Z instead prefers hybrid at the highest rate, which is 71%.\u00a0And then boomers prefer fully in-person at the highest rate, but\u00a0that&#8217;s\u00a0just 10%.\u00a0So\u00a0in general, across the board, people tend to prefer a hybrid work environment at the biggest rate here. And the Gallup poll did suggest that\u00a0there&#8217;s\u00a0a few reasons for this, at least in their interpretation.\u00a0And the first is just that Gen Z is least likely to be parents. And\u00a0so\u00a0the survey showed 39% of parents born after 1989 prefer fully remote compared to 29% for non-parents in that same age group. So just if\u00a0you&#8217;re\u00a0a parent with younger kids,\u00a0it&#8217;s\u00a0a bit easier to have that flexibility of being fully remote.\u00a0But another factor is that Gen Z feels the loneliest while working remotely, with 27% of them compared to 21% for millennials, 15% for Gen X, and 10% for baby boomers, which also might be related to the fact that maybe you don&#8217;t have a partner at home or a child at home and things like that.\u00a0So\u00a0there are a few\u00a0different factors\u00a0that come down to that reasoning.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-8\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, I mean, hybrid w-\u00a0hybrid work really does seem like a nice middle ground. Sort of, you get that in-person structure, but also, you get that opportunity to, you know, work from home a day or two a week and sort of be able to have that work-life balance as well, not dealing with a commute if you have a longer commute or, you know, being able to, if you have younger children, make sure that you can get them from school or whatever you need to do.\u00a0Michael,\u00a0beyond remote work and AI, are there other structural factors that are making it harder for recent graduates to enter the workforce?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-8\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and\u00a0I think this\u00a0is&#8211;\u00a0it&#8217;s\u00a0a bit beyond the scope of this paper, so\u00a0I&#8217;ll\u00a0just\u00a0kind of give\u00a0you my thoughts,\u00a0and they&#8217;re not e-\u00a0they&#8217;re\u00a0not even so\u00a0much\u00a0structural factors as more\u00a0somewhat cyclical.\u00a0So\u00a0the paper&#8217;s looking at hiring\u00a0relative\u00a0to 2019, and they see that, you know, about an eight to ten percent decline in the junior share of new hires since 2019.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And these are&#8230; And\u00a0that&#8217;s\u00a0across the US, UK, Canada, and Australia. And\u00a0so\u00a0these are all economies that saw\u00a0relatively large\u00a0rate hike cycles in the last few years that were designed to cool off the labor market and inflation. And so that\u00a0doesn&#8217;t\u00a0explain the drop in the share of junior hires, but I think the softer labor market does make it easier for companies to be pickier and\u00a0perhaps opt\u00a0for a person that has some more experience.\u00a0So\u00a0maybe you\u00a0were considering a junior hire, but you\u00a0could maybe, you\u00a0know,\u00a0you&#8217;re\u00a0getting people applying that\u00a0maybe have\u00a0a few more years of experience or something like that. So\u00a0that&#8217;s\u00a0an option\u00a0for you. And plus, with hiring having slowed, we&#8217;ve definitely seen people staying in their jobs longer, at least in the US, and so that means fewer openings, and it might be the case more where people are waiting until they have a new job in hand before they quit a current job.\u00a0So might be some factors that are also contributing here.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-9\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">And,\u00a0how should companies rethink training and development if hybrid work really becomes\u00a0sort of the\u00a0long-term\u00a0nur- norm, which\u00a0it probably, probably\u00a0will,\u00a0sort of that\u00a0middle ground?\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-9\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah, and I think the\u00a0paper&#8217;s\u00a0pretty direct on this.\u00a0And so essentially, the authors argue if it is remote work rather than AI that&#8217;s the main driver of this decline in junior hiring, that actually makes the solution a lot simpler, right?\u00a0Because you don&#8217;t need wage subsidies, you don&#8217;t need universal basic income or\u00a0te- you know, some kind of AI tax policy.\u00a0You just need better management practices that are adapted to these hybrid environments. And so that just means being more intentional about these things that used to happen organically in the office, whether\u00a0it&#8217;s\u00a0structured mentorship programs, deliberate knowledge-sharing sessions, clear onboarding tracks for remote or junior hybrid hires.\u00a0And so that means you&#8217;re making sure that the one or two days, or maybe three days, in person each week are actually used for the high-bandwidth interactions that benefit these junior workers, and not just work that could&#8217;ve been done at home anyway.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-10\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Got it. And\u00a0probably the\u00a0most important question for our listeners, especially our younger ones: this weakness in junior hiring, do you think this is\u00a0gonna\u00a0be s- is this cyclical, or is this sort of a longer-term structural shift? I mean, my personal opinion is at some point,\u00a0like,\u00a0we\u00a0gotta\u00a0hire someone. Like, the older experienced workers are\u00a0gonna\u00a0age out at some point, so I hope\u00a0it&#8217;s\u00a0more cyclical\u00a0than\u00a0long term.\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-10\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah.\u00a0I mean, I\u00a0think based on the research, it does look\u00a0reasonably structural\u00a0in this sense, but getting back to our last discussion here,\u00a0it&#8217;s\u00a0something that can be fixed. And\u00a0so\u00a0it just requires companies to adopt these strategies that make the mentorship and hiring and onboarding and training of remote workers or j- or junior workers better\u00a0relative\u00a0to the processes that are\u00a0in place currently.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And once\u00a0I think we\u00a0see that,\u00a0that&#8217;s\u00a0where we start to see the share of junior hires rebound.\u00a0So\u00a0I\u00a0don&#8217;t\u00a0think\u00a0it&#8217;s\u00a0like an overnight change that\u00a0we&#8217;re\u00a0gonna\u00a0see, but I think\u00a0there&#8217;s\u00a0definitely a\u00a0path to a rebound in the share of junior hires once these changes are more\u00a0broadly adopted\u00a0to account for this environment.\u00a0And it&#8217;s, I think\u00a0it&#8217;s\u00a0also something that companies are\u00a0kinda\u00a0gonna\u00a0figure out just as\u00a0they&#8217;re\u00a0getting more practice with it, right?\u00a0So\u00a0it&#8217;s\u00a0been a few years at this point, and\u00a0I&#8217;m\u00a0sure companies are making improvements on that front already.\u00a0<\/p>\n\n\n\n<h3 id=\"h-jeff-praissman-11\" class=\"wp-block-heading\">Jeff Praissman<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Michael, as always, this has been great. For our listeners, you can find more from Michael on our website, interactivebrokers.com, under education, or at nasdaq.com. Michael, thanks again. Love having you coming in here for our monthly discussions on the economy.\u00a0<\/p>\n\n\n\n<h3 id=\"h-michael-normyle-11\" class=\"wp-block-heading\">Michael Normyle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yeah. Thank you. Thanks. Glad to be back.\u00a0<br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Everyone assumes AI is making it harder for young workers to land their first job, but what if remote work is the real culprit? 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