What happened
New research from Rogers Cybersecure Catalyst at Toronto Metropolitan University looks at how AI is changing entry-level cybersecurity work, as reported by Canadian Manufacturing. The report, funded by the Future Skills Centre through the federal Future Skills Program, was published on Oct. 7.
Employers told the researchers that routine Level 1 tasks are increasingly automated or AI-assisted. Newer staff are therefore handling more complex investigations and using judgment earlier. The report calls the result an "entry-level paradox": employers want job-ready people, while AI is removing the routine work that used to make people job-ready. Several employers worried about a "loss of practice".
The numbers point the same way. 64 per cent of consultation responses named foundational technical and IT knowledge as important. 93 per cent of employers said human-centred capabilities are increasingly important, including communication (36 per cent), stakeholder management (27 per cent) and critical thinking (18 per cent). Nearly 1 in 3 employers also raised concerns about hiring, because candidates now use AI during technical assessments, certifications and interviews. Many want simulations and scenario-based assessments instead. The Catalyst piloted hands-on training with 55 early-career professionals.
Why it matters if you are hiring
The study is about cybersecurity, but the pattern reaches further. Plants and operations teams that run connected equipment, plant networks and automated systems need people who can protect them and who can explain risk to non-technical colleagues. If you hire junior security, IT or operations technology staff, a certification and a clean technical interview no longer tell you enough.
Three things change. First, screen for judgment: can the candidate reason through an incident and explain it to a plant manager or a finance lead. Second, test with and without AI, since candidates can lean on it in a conventional assessment. Third, plan the first year. If AI is absorbing the routine tasks, you have to build the hands-on practice in on purpose, or your new hires will lack the depth you assumed they would pick up.
The report does not say how widespread these changes are across industries, so treat it as a signal from cybersecurity employers, not a rule for every role.
One thing to do this week
Pick one open or recent entry-level technical role and replace one interview question with a short scenario. Give the candidate a realistic problem, such as a suspicious alert on a production network. Ask them to work it through, once with AI and once without, then explain what they would tell the plant manager.
Traverse helps manufacturers and operations teams reach technical and operations candidates whose judgment and communication hold up as well as their credentials.