Latest news with #entrylevel
Daily Mail
17 hours ago
- Business
- Daily Mail
Tiny detail on job advertisement exposes huge problem of trying to land an entry-level role: 'I fell into this trap'
Young Aussies have vented their frustration at having to compete with hundreds of other applicants for entry-level jobs that are paying just $50,000 per year. A disgruntled Reddit user posted a screenshot of a listing for a Level 1 Helpdesk Technician that had been posted on job website Seek. The advertisement drew 919 applications, with the Perth-based role offering between $50,000 and $65,000 a year. 'About three years ago, when I decided my career and studies, all you heard about was how IT was booming in Australia and you could land a good job with just a TAFE course,' the Reddit user wrote. 'I just feel like I fell into this trap.' The user, who said they are a recent graduate from a TAFE IT Advanced Diploma, said 'trying to land an entry level job seems almost impossible at the moment'. 'I never took for granted that just the diploma would give me a job, and always did self study, projects, and tried to do networking with people in the industry,' they said. 'But this is just the bare minimal in these days. I just wonder if I'm doing something wrong or the market is just cooked as it seems.' An Aussie with a TAFE IT Advanced Diploma shared the horror of seeing more than 900 people applying for just one entry level role on the job website SEEK Social media users leapt into the comments to offer some anecdotal insight into why there were so many applications. 'From a recruitment perspective, most of those applications are either from bots or from overseas applications hoping for a visa,' one said. Another recruiter related to the situation: 'As someone who has advertised for a similar position recently and received about 480 applicants - this is the answer. 'Out of those applicants at least 50 per cent are either overseas or visa limited applicants wanting sponsorship. 'Of the remaining 50 per cent, another 20 per cent are eastern states based... but don't mention anything about either having relocated or that they plan to relocate etc. 'Of the remaining 30 per cent another 15 per are just straight-up applying for the sake of meeting Centrelink requirements,' they said, using the example of a hairdresser with a cover page looking for hair dressing positions applying for an IT position. They said that, among the remaining 15 per cent, ten per cent are not suitable, and then of the final five per cent, some had invalid contact details or did not respond. Others said they had also struggled to find a job due to the high competition. 'Why me, with ten years' experience and living in smack dead centre of Perth, who has applied for over hundreds of jobs over the past two years, haven't been able to land a job?' one wrote. Another added: 'Getting the first job in IT after Tafe is the difficult one. After that, it's easy to find work.' Another woman highlighted how the same issue was being experienced across the ditch in New Zealand, after revealing in a TikTok video the staggering number of competitors she had to compete with to land a job. On the first page listing her applications, some jobs had up to 830 people also submitting their details for the role. The former government employee said she had applied for a range of job sectors, including work in hospitality, retail, office administration, and warehouse roles. Two days later, the Christchurch local took to TikTok again to say the most popular job now had 865 applicants, but that she had managed to get an interview for it. Hundreds of sympathetic social media users commented on the first video, sharing their own woes when job hunting. 'I must have applied for 100 jobs and had five interviews before I got my job. it's rough.. good luck,' one said. Another said: 'Two years unemployed in Australia here... it's REALLY bad... there's just so many people and so little work.' New LinkedIn research, based on a survey of 1,080 employed Australians by Pure Profile between May 30 and June 5, revealed that 60 per cent of Australians say they are missing out on relevant roles. The reason was not due to a lack of skills, but because they said they are overwhelmed by outdated job search tools and unclear job titles. At least 44 per cent said they feel burnt out from searching for jobs online. The unemployment rate reached 4.3 per cent in June, which was the highest since November 2021, as states and cities emerged from Covid lockdowns. The number of full-time jobs fell by 38,000, while 40,000 part-time jobs were created in June, signalling a sharp drop in working hours. LinkedIn's Managing Director for Australia and New Zealand, Matt Tindale, said 'today's job search can feel limited by rigid filters and predefined boxes'. 'Mid-year is a natural time for professionals to pause and reflect on their careers – to reassess their goals and consider roles that truly inspire them,' he said.
Forbes
21-07-2025
- Business
- Forbes
How To Balance Expectations And Training For New Hires: 19 Expert Tips
Hiring for entry-level roles can test any agency's approach to training and development. While new hires are expected to bring foundational skills and a genuine drive to grow, building real value into their role takes thoughtful onboarding, mentorship and trust. As an agency leader, striking a balance between what you expect up front and what you're ready to invest in training new teammates can determine whether they thrive and stay for the long term or not. Below, 19 members of Forbes Agency Council explore how to find that balance in practice, from the baseline skills they look for to the systems they've put in place to help entry-level talent succeed. 1. Provide Role-Specific Training And Mentorship For us, it depends on the role. For developers, we invest heavily in training and certifications. For other roles, it's more of a mentor-mentee relationship, where the junior-level employee gets paired up with a senior-level employee, sometimes in another discipline, to learn 'how things get done around here.' Everyone also has access to an annual continuing education stipend to use as they see fit. - Stratton Cherouny, The Office of Experience 2. Start With A Probationary Period In today's remote world, it's harder to find dedicated hires. Many seek a quick paycheck without investing in the work. For entry-level hires, a basic understanding of our industry verbiage is really all we need. A probationary period with basic training helps evaluate fit. Do they track time? Are they actually working? Asking questions? Once they show engagement, we ramp up training. - Peter Boyd, PaperStreet Web Design 3. Look For Specialized Knowledge Up Front We seek hires with specialized knowledge that enhances our capabilities, trusting we can train them in broader skills. This approach delivers immediate value and supports long-term growth—ultimately expanding what we can offer clients. - Christy Saia-Owenby, MOXY Company 4. Ensure A Baseline Of Internship-Level Experience We hire based on a baseline of internship experience, which means an understanding of at least foundational tech-stack capabilities across PR and marketing. The interview will do a good job of hinting at work ethic and confidence. The rest is on us to train them up in presence, service skills, advanced tech stack, problem solving and client immersion. Then, it's our hope they grow with us indefinitely. - Dean Trevelino, Trevelino/Keller Forbes Agency Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify? 5. Prioritize Cultural Fit Over Pedigrees The right 'who' will always figure out the 'what' if you teach them the 'why.' Choose people over pedigree. Invest in training for culture-fit hires. Provide tools. Assign mentors. Serve and win. - Stephen Rosa, (add)ventures 6. Hire For Curiosity, Drive And Instinct We look for curiosity, drive and good instincts. Entry-level hires aren't expected to know everything, as we invest in training, mentorship and clear systems. - David Ispiryan, Effeect 7. In Niche Industries, Look For Passion We invest heavily in training and development, not just for entry-level roles, but also for more experienced ones. As a performance marketing agency specializing in data, we don't expect new hires to have a deep understanding of our niche; however, we do look for a passion for data and its potential as a marketing lever and business differentiator. - Paula Chiocchi, Outward Media, Inc. 8. Seek Those With A Desire To Learn Our firm seeks self-motivated individuals who are eager to expand their knowledge. Being self-taught in marketing, I value the desire to learn over what they already know. We can teach, but only if they have the desire to learn new skills to enhance their own value and understanding. New hires learn all aspects of our agency to understand the importance of their roles and cross-train them as well. - Terry Zelen, Zelen Communications 9. Nurture Potential With Hands-On Training We look for people with strong potential and a good attitude, more than perfect skills. We expect basic competency but invest heavily in hands-on training, mentorship and real projects. The goal is to build confidence and expertise quickly while shaping new hires into team members who align with our values and standards. - Guy Leon Sheetrit, Guac Digital 10. Look For Foundational Skills And A Growth Mindset We look for hires with strong foundational skills and a growth mindset, but we invest heavily in hands-on training aligned with our processes and client expectations. Entry-level talent brings fresh energy, but real value comes from learning our standards. The balance is 30% preexisting competency and 70% structured onboarding and mentorship tailored to performance. - Boris Dzhingarov, ESBO Ltd 11. Blend Structured Onboarding With Live Projects We seek talent with baseline proficiency and high learning velocity. Entry-level roles aren't about plug-and-play execution; they're launchpads. Our model blends structured onboarding with live-fire projects, ensuring hires grow in context, not isolation. The goal: thinkers who iterate fast, not just follow the process. - Vaibhav Kakkar, Digital Web Solutions 12. Grow Talent From The Ground Up With Internships We look for curiosity, integrity and raw potential first. Foundational skills are important, but we know that great marketers are developed, not just hired. Our investment in mentoring and hands-on experience, especially through internships, helps us grow talent from the ground up. The right attitude and values outweigh a perfectly polished résumé. - Mary Ann O'Brien, OBI Creative 13. Support Curiosity With Real Client Work We look for intellectual curiosity and strong communication instincts. Our entry-level hires often arrive with deep personal interest in tech, media or policy, even if they haven't worked in PR before. We invest in training, but we balance that with high trust and early exposure to real client work. The goal isn't to create followers; it's to grow independent thinkers. - Kyle Arteaga, The Bulleit Group 14. Train On Processes, But Expect New Ideas For us, there's roughly a 60/40 split between training up new hires on our process (60%) and expecting them to bring their own ideas (40%). We expect a high level of competency in their area of expertise—enough to challenge us with better ideas moving forward. Any new team member should have a level of fluency 'out of the box' when they hit the ground running on day one. - Bernard May, National Positions 15. Invest In Development For The Long Haul We invest one to two years—and often more—into developing new hires, because great training has no time limit. What matters most is hiring people with strong intangibles: high EQ, IQ and natural drive. You can't teach those. With the right raw material, there's no ceiling on how far they can go. - Austin Irabor, NETFLY 16. Seek Integrity, Solid Skills And A Strong Work Ethic We expect entry-level hires to bring integrity, solid writing skills and a strong work ethic. From there, we invest heavily in professional development programs and training, including nearly 200 documented processes, weekly one-on-ones and personalized development plans. - Jason Mudd, Axia Public Relations 17. Look For Raw Skill, Hunger And Honesty Curiosity, self-awareness, initiative and a bias for learning—that's what we look for in new employees. We look for unpolished raw skill and hunger we can build on. We'll meet them with mentorship and grow individual skills and competencies if we're met with honesty. No overselling, no bravado—just a clear sense of what they bring and what they're ready to grow into. That's what earns our investment. - Shanna Apitz, Hunt Adkins 18. Meet Hunger With Stretch Opportunities We don't expect perfection, we expect fire. Give us hunger, humility and the ability to listen like a strategist. We'll meet you with mentorship, structure and stretch opportunities. The best teams grow together—and we train for tomorrow, not just today. - Jacquelyn LaMar Berney, VI Marketing and Branding 19. Do Immersive, Deep-Dive Onboarding Properly onboarding and training new employees at any level is critical. We've created an immersive culture and systems training format designed to provide a deep dive into who we are as an agency and build the 'lens' that shapes every email, client interaction and decision-making process. The goal of onboarding is to bring the 'why' to life—you can always train them on the 'how' later. - Katie Everett, Katalyst Productions
Fast Company
09-07-2025
- Business
- Fast Company
Not another opinion piece: Why executives must embrace modern outlets
Executives who have been in their industries for decades will likely remember the days of long-form think pieces in prestigious publications. Those media mentions were the gold standard for showcasing thought leadership and building brand awareness. But today, if you told an entry-level employee or recent graduate that we used to read 4,000-word feature pieces, I imagine they'd find it hard to believe. With the onset of endless scrolling, where posts load instantly as we move down our discovery pages, the amount of content available to us increases exponentially every day. It's far more common to read multiple pieces, even when they're low quality, as opposed to one authoritative piece. If you're an executive trying to get the same attention you once got from feature pieces, adapting to this quick content model is key. Here's why this shift is inevitable and, in many ways, mandatory. Attention spans have decreased by more than 50% in the last two decades. People are inundated with posts across dozens of social media platforms, breaking news alerts in their notifications and targeted pop-up ads. We're so used to seeing content we don't care about, we instinctively scroll past anything that doesn't immediately grab our attention. The internet has become a digital Times Square; no matter how many flashing lights and bright colors you use, there's always someone else fighting to get your audience's attention. Another roadblock for thought leaders is the shrinking need for contributed content in traditional media outlets. In 2022, major media company Gannett rolled back hundreds of opinion sections across its publications. It found that opinion pieces often performed poorly online, likely because readers can easily find a wider range of coverage on hot national issues elsewhere. RESISTANCE TO NONTRADITIONAL OUTLETS One of the most significant hurdles for modern thought leadership efforts, especially for us PR pros, is a lack of willingness to embrace new mediums. Many executives still believe high-status publications like The Wall Street Journal are the most valuable way to connect with audiences. I could get into how trade publications certainly maintain some influence, as they connect you with more niche and engaged audiences. But considering how paywalls at national publications result in fewer views or the lack of a backlink can change a piece's value entirely, we must accept that the landscape has evolved. Social media platforms, podcasts, newsletters and even personal blogs are all emerging as crucial avenues for thought leadership today. The sooner you embrace them, the better your chances are of staying relevant. Here are ways you use these powerful tools to connect with a broader audience. 1. LINKEDIN LinkedIn is no longer just a platform for job updates. It's become a premier space for sharing the insights that were once saved for op-ed sections. For many users, it serves as a personal blog where they can share unique insights with their network. LinkedIn is valuable because your followers are already more likely to relate to and engage with your content. (They chose to follow you, after all.) Established thought leaders like former Starbucks CEO Howard Schultz and Ford CEO Jim Farley already use LinkedIn to engage with their audiences. But leaders who aren't household names can make an impact by following their lead. For example, I've established my personal brand on LinkedIn over the last few years. Through consistent posting and thought-provoking content, I've supported my company's sales pipeline and built a network beyond what traditional media could offer. 2. NEWSLETTERS Newsletters allow you to directly reach your audience without the filter or publication guidelines of a traditional media outlet. This enables you to build a unique professional brand that isn't tied to a publication's existing identity. As an added benefit, newsletters have high levels of engagement because readers actively opt-in, making them an effective medium for delivering thought leadership. 3. PODCASTS Podcasts are a fast-growing content format. According to recent studies, more than a third of Americans listen to an average of 8.3 podcast episodes per week. To capitalize on this avenue, you can appear as a guest on existing shows or start your own. When Kamala Harris appeared on the Call Her Daddy podcast, it signaled that traditional news shows like 60 Minutes or The Today Show are no longer the only options for major public figures. The freedom in topic direction, whether on a podcast or a self-filmed video update, is also a plus because it helps the content feel more conversational. This provides a personal, authentic touch that other formats simply can't replicate. THE FINAL WORD The media landscape has evolved, and thought leadership through traditional methods just doesn't have the impact it once did. To stay relevant, you need to reach your audience where it is by leveraging LinkedIn, newsletters, video, and podcasts. By embracing these new ways to communicate your insights, you'll build a presence that lasts.
The Guardian
02-07-2025
- Business
- The Guardian
The Guardian view on the graduate jobs crunch: AI must not be allowed to eclipse young talent
As annual degree ceremonies take place on campuses across the country this month, new graduates will doubtless be turning their thoughts to enjoying some stress-free time off. Given the current state of the labour market, some may be forced to make that break a long one. For university leavers, these are worrying times. A mounting pile of data suggests that accessing the kind of entry-level jobs that traditionally put degree holders on a path to professional success is becoming ever harder. One report published last month by the job-search site Indeed found that the market for young people fresh out of university is tougher than at any time since 2018. Compared with last year, the number of jobs advertised for recent graduates is down 33%. Some of the squeeze can be put down to a general slowdown in hiring, as employers opt for caution in an unpredictable, growth-starved economic climate. Another analysis, published this week, found that the number of entry-level jobs on offer throughout the labour market has fallen. But the steepest drop-off appears to be in professional occupations, where the impact of artificial intelligence (AI) may be beginning to affect the bottom rungs of the white-collar career ladder. According to some analysts, a growing number of companies are using AI to perform many of the collative, summarising or research-heavy kind of tasks that young graduates might previously have done. IBM's human resources department now deploys AI to perform 94% of routine tasks, including performance reviews and development plans. Other employers may be hiring fewer graduates than in the past on the assumption that the use of AI will transform their productivity. For a graduate cohort whose education was blighted by the pandemic, and which is burdened by an average student debt of about £45,000, such developments risk stunting careers before they have begun. Recruitment systems are steadily being transformed through the introduction of AI-driven sifting processes, in which applications are rejected without a human judgment being made. A sustained contraction of the graduate job market, as pathways into professional careers are shortsightedly shut down in the name of cost savings, would further undermine trust between the generations at a time when it is already in short supply. The technology minister, Peter Kyle, has urged businesses and employees to 'act now' in gaining AI skills or risk being left behind, and the government hopes to collaborate with tech companies to deliver training to 7.5 million workers. But a focus on those hoping to enter the digitised workplace is also clearly needed. The evidence that entry-level jobs in areas such as law, finance and consulting are becoming scarcer should set alarm bells ringing both in Westminster and in boardrooms. Politically and economically, the country cannot afford to waste the acquired skills, creativity and dynamism of those who have actually come of age in the digitised world. That may mean companies eventually reimagining the spectrum of early career opportunities that can be offered to recent graduates. But business and government should make it a priority to ensure that they are given the openings and encouragement they need in a rapidly transforming environment. Innovations such as ChatGPT have become embedded in everyday life at vertiginous speed. But their benefits must not come at the expense of the young talent that will be crucial to shaping our future. Do you have an opinion on the issues raised in this article? If you would like to submit a response of up to 300 words by email to be considered for publication in our letters section, please click here.
The Guardian
02-07-2025
- Business
- The Guardian
The Guardian view on the graduate jobs crunch: AI must not be allowed to eclipse young talent
As annual degree ceremonies take place on campuses across the country this month, new graduates will doubtless be turning their thoughts to enjoying some stress-free time off. Given the current state of the labour market, some may be forced to make that break a long one. For university leavers, these are worrying times. A mounting pile of data suggests that accessing the kind of entry-level jobs that traditionally put degree holders on a path to professional success is becoming ever harder. One report published last month by the job-search site Indeed found that the market for young people fresh out of university is tougher than at any time since 2018. Compared with last year, the number of jobs advertised for recent graduates is down 33%. Some of the squeeze can be put down to a general slowdown in hiring, as employers opt for caution in an unpredictable, growth-starved economic climate. Another analysis, published this week, found that the number of entry-level jobs on offer throughout the labour market has fallen. But the steepest drop-off appears to be in professional occupations, where the impact of artificial intelligence (AI) may be beginning to affect the bottom rungs of the white-collar career ladder. According to some analysts, a growing number of companies are using AI to perform many of the collative, summarising or research-heavy kind of tasks that young graduates might previously have done. IBM's human resources department now deploys AI to perform 94% of routine tasks, including performance reviews and development plans. Other employers may be hiring fewer graduates than in the past on the assumption that the use of AI will transform their productivity. For a graduate cohort whose education was blighted by the pandemic, and which is burdened by an average student debt of about £45,000, such developments risk stunting careers before they have begun. Recruitment systems are steadily being transformed through the introduction of AI-driven sifting processes, in which applications are rejected without a human judgment being made. A sustained contraction of the graduate job market, as pathways into professional careers are shortsightedly shut down in the name of cost savings, would further undermine trust between the generations at a time when it is already in short supply. The technology minister, Peter Kyle, has urged businesses and employees to 'act now' in gaining AI skills or risk being left behind, and the government hopes to collaborate with tech companies to deliver training to 7.5 million workers. But a focus on those hoping to enter the digitised workplace is also clearly needed. The evidence that entry-level jobs in areas such as law, finance and consulting are becoming scarcer should set alarm bells ringing both in Westminster and in boardrooms. Politically and economically, the country cannot afford to waste the acquired skills, creativity and dynamism of those who have actually come of age in the digitised world. That may mean companies eventually reimagining the spectrum of early career opportunities that can be offered to recent graduates. But business and government should make it a priority to ensure that they are given the openings and encouragement they need in a rapidly transforming environment. Innovations such as ChatGPT have become embedded in everyday life at vertiginous speed. But their benefits must not come at the expense of the young talent that will be crucial to shaping our future.
