Due to the increasingly digitalising economy, 38% of ICT jobs cannot be filled by skilled employees, causing delays, increasing costs, and decreasing economic growth. According to the literature, 58% of Switzerland's ICT workforce was considered career changers in 2021. Employers minimize their employment criteria, which initiates the possibility of filling these positions with career changers. However, challenges arise because of lacking hard skills. Furthermore, the increasing use of artificial intelligence (AI) in the recruitment process raises questions about fairness and possible biases.

This study employs a mixed-method approach, with quantitative research conducted by a survey and qualitative research conducted through interviews. Primary data was collected through a survey (personalised and open link), interviews, research on ICT entry-level options and a workshop by digitalswitzerland and Migros Gruppe. The survey sample size (n=34) was composed of human resource management employees, mostly members of digitalswitzerland, and large companies (>250 employees). The interviews involved two large companies and an AI specialist.

According to the findings, 80% of responding companies provide a wide range of entry-level jobs in the ICT sector. Large companies and a global presence lead to more rotational job options. However, some companies prefer skilled ICT students due to missing knowledge and educational costs. Soft skills such as problem-solving and adaptability and hard skills like language skills, technology knowledge, and programming language are required for non-ICT students to succeed in ICT jobs. Furthermore, the use of AI in recruiting remains low at 3%, with 30% debating companies for future deployment. Digitalswitzerland gains valuable insights into entry-level opportunities for non-ICT students, encouraging companies to acknowledge their potential and reduce the ICT skills gap. Understanding companies’ difficulties with non-ICT students supports the development of strategies to promote diversity and inclusion in the ICT sector. The identification of AI usage and its influence on the research assists in preparing for future recruiting trends. Furthermore, the findings emphasise the necessity of education and legislation in ensuring transparent and equitable AI-driven employment practices.