The term "entry-level" is starting to lose its meaning.
Too often, job posts labelled entry-level or internships ask for 2–3 years of experience.
That raises a simple question:
If every entry-level role requires experience, where is someone supposed to... moreThe term "entry-level" is starting to lose its meaning.
Too often, job posts labelled entry-level or internships ask for 2–3 years of experience.
That raises a simple question:
If every entry-level role requires experience, where is someone supposed to get it?
For graduates and career changers, this creates a frustrating cycle. They spend years learning, building skills, and preparing for the workforce, only to find that the first opportunity is already beyond reach.
Entry-level roles should be exactly that—a starting point. They should help people gain experience, not expect them to already have it. Skills can be taught. Potential, curiosity, and a willingness to learn are just as valuable.
When organisations hire only experienced candidates for entry-level positions, they don't just limit opportunities for job seekers—they also reduce their future talent pipeline.
Investing in early-career professionals today helps build stronger teams tomorrow.
Job seekers: Have you come across "entry-level" jobs that require years of experience?
Hiring managers: How does your organisation balance hiring experienced talent with developing the next generation of professionals?
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