What Does Entry Level Really Mean Today?

George Anders, senior editor for LinkedIn recently published a story about entry-level jobs that really got the social network’s HR pros and employers talking.

He says that national employers such as Auto Zone are asking for several years of experience for their “entry-level” job postings.

Anders writes, “Across that 45-month span, employers asked for at least three years of relevant work experience on 35% of their postings. That rate dipped briefly to 30% in June 2020, when labor markets were in freefall. It’s higher now, though, at 38.4%.

Industries such as software (60.3%) are especially likely to demand a lot of prior work experience for entry-level jobs, according to LinkedIn Economic Graph research. By contrast, as seen in the chart below, retail’s insistence on prior experience (8.2%) is most modest.”

This brings up the obvious question — What pathways does this allow for a first-time entrant to the workforce — who finds that she or he lacks the work experience even to be considered for many entry-level jobs? In the most extreme situations, all doors are bolted shut, and it’s impossible to start a career anywhere.

Anders writes. “Fortunately, better options exist. Matt Scibienski, director of talent acquisition at Advance Auto Parts, says his company often hires people from the hospitality sector. Such candidates are likely to have gained some very transferable customer-engagement skills there. “

He continues, “What’s broadly clear is that employers — and job seekers — are using the term “entry job” quite differently. For job seekers, an entry-level job is simple: it’s a chance for newcomers to find work. Not so for employers.

Anders concludes that “….employers…meanwhile, will need to decide whether entry-level job postings with a deep list of experience requirements make sense. It’s up to them to decide whether that strict approach helps attract the right candidates — or if it might be excessive or unnecessarily jarring at times.

Our own HR guru, Lorein Brightwell, adds, “Unfortunately, and shame on us, there is not a dictionary of terms for the employment industry. That is, ‘entry-level’ in the fast-food industry is most typically a minimum wage earner with no work experience. That’s pretty clear and easy to understand. However, a software engineering company may not have the foresight or the tolerance to hire an entry-level programmer with zero experience and a minimum wage salary. Those are usually college student interns in their world!
 
Entry-level, therefore, is referred to in an organization as the entry point to the team—the minimum of education, expertise and experience that has value to the operation—whether that is a GED or an MBA. As a senior-level, professional HR practitioner, I would reject the use of the term ‘entry’ level’ in a job posting given the subjectivity of its definition—and, most importantly, who I want to attract to my company.
 
If you’re looking for a valuable worker who would have value to your company at the most minimal of experience, education and expertise as your job description outlines consider the following. You would gain a better response, especially in today’s scarce labor pool, with “will train the successful applicant,’ or ‘get in on the ground floor of an amazing and growing company.’
 
Likewise, it must be terribly frustrating for a job seeker with minimal education, experience and expertise to click on the job board title of “Entry-Level Position” only to find skills, knowledge and abilities listed that insinuate otherwise.  Try something like these: “MBA sought for Copy Editor,” or “Experienced Bartender needed for busy nightclub,” or “No experience Needed for Commercial Painter Position.” You must ALWAYS know your audience, and the added bonus is saving time and frustration on both sides of the recruitment process.”

And there you have it. Smart Employers know how to target the right employees using the most exact words. And the smartest ones KNOW PLB Resources can HELP them deal with any HR situation effectively and get/stay fully in compliance—while building that AMAZING workplace!

More info for Smart Employers:
https://www.linkedin.com/pulse/hirings-new-red-line-why-newcomers-cant-land-35-jobs-george-anders/