Being fresh on the job market as a new graduate is terrifying. Job-seeking can either be an opportunity to prove your dominance or intimidate and ultimately break you. One would think that new graduates would be more highly sought after in the job market as they contain a fresh set of eyes and information. However, this is not often the case, especially for international students.
Disconnect Between Expectations and Reality
By now, many people are familiar with the phrase “clickbait.” This is when something has been strategically worded to attract people to it, but is usually deceptive and not at all what they think it is. A similar concept is often seen with jobs described as “entry-level.” Although they are presented as requiring little to no work experience, many often ask for work experience anyway, which is a difficult feat to ask of a recent graduate. Not only does this often eliminate graduates from being eligible for the job, but it has also been said to decrease diversity and thus contribute to gender bias.
The BBC reports that 35% of the 4 million jobs posted on LinkedIn since late 2017 that were classified as “entry-level” required years of relevant work experience. In some industries, such demand was much more prevalent. For example, three or more years of experience was required in over 60% of job postings for entry-level software and IT services positions. It appears that businesses no longer believe entry-level positions are appropriate for those who are just starting out in the workforce.
10 jobs most likely to require prior experience despite being listed as entry-level
Credit: Jobs most likely to require experience, CC BY-SA 4.0, via StandOut CV
Expectations Have Increased, But Salaries Have Not
This descriptive discrepancy has redefined how companies are using the term “entry-level.” It now means experienced enough to not need extensive and expensive training, but not experienced enough to threaten the positions of people already in the field. Not only does it free companies from having to provide adequate training for the available role, but it also allows them to pay over-qualified individuals an entry-level salary.
Young Job Seekers Disadvantaged
The question is, are entry-level jobs really entry-level? Companies argue that work experience could include internships but, as heroic as this may sound, internships are often unpaid and thus unattainable for people with lower incomes. This indirectly excludes them from opportunities and limits this advantage to those who can afford to work without pay. Many international students also do not have the opportunity to acquire work experience while studying because of language and cultural barriers, as well as financial and legal restraints. Studying on a student visa does not always allow you to work, or provides a limited number of hours that you can work. Additionally, many companies do not want to hire someone with the foreknowledge that they may not stay long-term.
So what can companies do to rectify this situation and make their postings more graduate-friendly? For one, getting rid of non-essential skill or experience requirements would enable them to fish from a wider sea of talent. Applicants, including those marginalized for their age or gender are often discouraged from applying by extra requirements on job listings. Incorporating inclusivity into job descriptions will encourage an inclusive society. Transparency when advertising jobs would allow those applying to make an informed decision. Navigating the job market is hard enough without the possibility of being hoodwinked in the process. Hiring managers would be surprised at the talent they are missing out on by posing limitations on who is able to apply.
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