Confessions of a Soon-to-be-Grad
Gen Z is entering a job market unlike anything older generations experienced. Entry-level jobs are rapidly shrinking — and when they do exist, they often demand several years of “relevant work experience.” Automation and AI adoption have accelerated this trend, and the result is a landscape where capable, motivated recent graduates feel shut out before they even begin.
As a fall semester senior at Furman University, I’ve spent months combing through LinkedIn and job boards looking for roles that align with my skills and goals. I’ll find a job that looks perfect…until I click and see the same line over and over: “Requires 2+ years of relevant experience in a professional setting.” Even when I specifically filter for entry-level positions, that requirement still shows up. It’s frustrating, repetitive, and discouraging — and I know many of my peers are having the exact same experience.
This isn’t an isolated feeling. Data shows the market really has shifted. CNBC reports that U.S. entry-level job postings have dropped about 35% since January 2023, with the steepest declines in roles most exposed to automation and AI. What used to be stepping-stone jobs for new graduates are being restructured, automated, or eliminated altogether.
I’ve done everything I was told would set me up for success. I interned at 680 The Fan, worked in digital marketing for the Atlanta Braves’ radio station + the Ryan Seacrest Foundation, and created content for Children’s National Hospital’s internal broadcasting channel in D.C. These experiences taught me real skills — but they’re still not “years” of experience in the eyes of employers. And while universities try to help by connecting students with alumni or programs, it can only go so far when the roles themselves are disappearing.
Another barrier Gen Z faces is the network gap — the reality that who you know still matters far more than it should. A 2025 MyPerfectResume report found that 54% of U.S. workers landed their most recent job through a personal or professional connection, not a job board. And the data is even more astounding when pairing it with CareerPlug’s 2024 Recruiting Metrics Report, which says that referrals made up only about 2% of applicants but 11% of all hires. In other words, referred candidates were roughly 10x more likely to be hired than people who applied through traditional online listings.
For students without family connections, geographic advantages, or insider mentors, the playing field is simply not level — even if they’re highly qualified. And yes, networking is a skill that must be practiced… but when applications are increasingly auto-rejected (and cold outreach is paywalled behind a LinkedIn Premium subscription), the options for building a network are less than stellar.
Gen Z is motivated, capable, and eager to contribute. We bring adaptability, technological fluency, creativity, and a fresh perspective — strengths that older generations couldn’t have had when they were new graduates because the world was different. Yet, in a market where entry-level roles demand mid-level experience and networking overshadows talent, these strengths often go unseen. We don’t need shortcuts — we just need a fair starting place.
What You Can Do
If you want to make sure that your entry-level jobs are actually attainable, we’ve got a few tips for you. For companies that want strong early-career talent, the first step is redefining what “entry-level” really means and ensuring requirements reflect that. Here’s how:
- Think about the full employee life cycle you want at your company. If long-term retention matters, then companies must be willing to bring in people at different ages and stages — and invest in their growth. Expecting every hire to arrive fully formed with 3–5 years of perfectly aligned experience undermines future pipelines.
- Remember: we’ve all got 3–5 years of experience — just in different ways. Gen Z brings strengths older generations do not typically have, from digital-native fluency to content creation to rapid-learning adaptability. Instead of filtering applicants out for not having traditional experience, companies can reframe the strengths younger employees do bring.
- Consider the return on your investment in younger, entry-level employees. Companies with strong multi-generational teams safeguard their future. Organizations that invest in young talent today build more resilient, innovative, and sustainable workforces. Hiring people at different stages — not just seasoned professionals — ensures the company can evolve with changing technology and markets.
At the end of the day, it’s important to keep this in mind: if we want to future-proof our companies, we need entry-level employees just as much as they need us. And trust us when we say… the leaders who recognize this? They’ll have a large stack of eager applicants.
Did you like this week’s post? Then you might like these posts below.
Transforming Talent Retention: The Benefits and Wellness Report
From a Working Gen Z-er: We’re More Alike than You Think
What’s Next?
If your team is navigating generational friction, stalled performance, or culture misalignment—it’s time to take action.
At GPS, we’re on a mission to help organizations unlock clarity, communication, and performance across every generation. And we don’t just talk about results—we deliver them in 90 days or less.
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