In a society that requires three years of experience for "entry-level" positions, how can young people start working?

In a society that requires three years of experience for "entry-level" positions, how can young people start working?

Is Generation Z Really "Spoiled"?—The Reality of a Tough Job Market Today

Generation Z is often described as the generation that "can't adapt to the workplace." They dislike commuting five days a week, quickly consider changing jobs, question the meaning of work too much, and prioritize time efficiency excessively. Such criticisms have been repeatedly voiced by companies and older generations.

However, when it comes to job hunting, it's not that "Generation Z is weak," but rather that "the entry point itself has become narrower."

An article from Fortune, introduced by InfoMoney, hits precisely on this point. Generation Z feels that "finding a job is more difficult than before," and this perception is backed by data. They write resumes, register on job sites, polish their LinkedIn profiles, adjust keywords to avoid being filtered out by AI, and apply to dozens or even hundreds of companies without receiving any responses. This is not due to the laziness of some young people but is happening as a structural change in the entry-level job market.


The Shocking Reality: 58% Are Still Looking for Their First Job

According to a survey by Kickresume, 58% of young people who graduated in 2024-2025 or shortly thereafter are still looking for their first job. In contrast, only 25% of previous generations struggled to find a job after graduation.

The gap is even wider when it comes to the percentage of people who secured full-time positions upon graduation. About 39% of previous graduates had secured full-time jobs by the time they graduated, while only 12% of recent graduates did.

In other words, many in Generation Z are not starting their careers upon graduating from college but are instead only beginning to "search for the starting line" after graduation. This is a heavy burden both psychologically and economically. Student loans, tuition fees, rent, living expenses, the conflict of moving back home, and comparisons with classmates. The longer the period without employment, the more self-esteem declines, and the easier it becomes to feel "worthless."

Once, a college degree was seen as at least a passport to a certain level of job stability. Of course, there have always been tough job markets. However, today's problem cannot be explained simply by a bad economy. The hiring system, corporate staffing plans, the introduction of AI, and inflation in job requirements have all combined to complicate the entry point into the job market.


The Contradiction of "Entry-Level" Jobs Requiring Experience

One of the most infuriating issues on social media is the contradiction of job listings labeled as "entry-level" that actually require 3-5 years of experience or specialized skills.

In Reddit's job-related communities, complaints about "entry-level jobs demanding 3-5 years of experience, technical stacks, industry knowledge, internship experience, portfolios, and perfect communication skills" have garnered much sympathy. Posters point out the loop of "needing a job to gain experience, but needing experience to get a job."

This is not so much a complaint from Generation Z but rather a flaw in the design of the hiring market. Companies dislike the "cost of nurturing" and seek candidates who can deliver results immediately. Meanwhile, they advertise these jobs as "for young people" or "entry-level." As a result, young people can't even enter positions that are supposed to be "entry-level."

Comments on social media include reactions like "that's no longer entry-level" and "job sites should properly manage definitions." Another user pointed out that the term "entry-level" has been replaced with the meaning of "lower hierarchy within the company," and it no longer refers to jobs that can be started without experience.

This discrepancy in terminology further confuses young people. In college, they are taught to "start with entry-level jobs after graduation." However, in the actual job market, those entry-level positions are already aimed at experienced candidates. For young people, it's like seeing a door labeled "Welcome Newcomers" only to be told "experienced candidates only" when they try to open it.


Is AI Helping or Hindering Job Hunting?

AI is another factor that complicates the current job search process.

Job seekers use AI for creating resumes, adjusting cover letters, preparing for interviews, researching companies, and crafting personal statements. On LinkedIn, posts encourage building networks, utilizing AI tools, and optimizing resumes for each job application. One post advised young people to "talk to people in any job, understand the industry, and be able to discuss AI experience in resumes and interviews" to succeed in the competition.

On the other hand, companies also use AI. Applicant tracking systems automatically filter resumes, selecting candidates based on the presence of keywords and format consistency. Pre-interview tests, personality assessments, recorded interviews, and AI screenings are also becoming widespread.

As a result, job hunting is becoming less about "human encounters" and more about "algorithmic competition." Candidates optimize their resumes with AI, and companies select them with AI. The number of applications increases, but the time for humans to review each one decreases. Young people accumulate silent rejections without even knowing the reasons for their failures.

AI's impact is not limited to the hiring process. Some of the tasks traditionally handled by new graduates are being replaced by AI. Research, summarization, document preparation, simple analysis, drafting, and initial customer support—these were once jobs for young people to gain experience. However, if companies decide they can handle these tasks with AI, the rationale for increasing junior positions weakens.

The Burning Glass Institute points out that a bachelor's degree is no longer a guaranteed path to professional roles, and AI is cutting into some junior tasks. The issue is not simply that AI will take all jobs. The more serious problem is the reduction of "first jobs to gain experience."

Young people are not hired because they lack experience. But without being hired, they cannot gain experience. AI and hiring efficiency are further reinforcing this cycle.


On Social Media, Both "Anger" and "Practical Advice" Spread

Looking at social media reactions, it's not just pessimism. Broadly speaking, there are three types of voices.

First, anger.

 

On Reddit, reactions like "entry-level jobs are no longer entry-level" and "companies just want experienced-level results for cheap pay" stand out. This resonates not only with Generation Z but also with job-seeking Millennials and those in their 30s. In other words, the issue is not just "young people," but that the friction at the entry and movement points in the labor market is increasing overall.

Second, a reality close to resignation.

Voices say, "No response even if I apply for jobs," "AI increases the number of applications, and companies can't keep up," and "Everyone is looking for the perfect candidate." Here, job hunting is not something that rewards effort but has become a game of probability. Therefore, it's necessary to not only apply carefully to each company but also use multiple channels simultaneously, such as mass applications, networking, referrals, social media presence, side jobs, internships, and event participation.

Third, practical advice.

On LinkedIn, comments like "first build a network," "gain practical experience in any job," "tailor resumes for each job," and "demonstrate AI skills" can be seen. Some even argue that jobs like McDonald's, sales, customer service, and server roles are valuable experiences for showing punctuality, interpersonal skills, and responsibility.

This advice is realistic but also harsh. Young graduates seeking entry into professional fields are told, "Just work at anything first." Of course, the first job doesn't have to be ideal. However, for young people who have received specialized education, paid tuition, and honed their skills, it may feel like a "broken promise."


LinkedIn Has Evolved from a Resume Board to a "Job Search Infrastructure"

According to a Kickresume survey, 57% of recent graduates use LinkedIn for job hunting, compared to 29% of previous graduates. The percentage of those using social media for job hunting has also increased significantly, from 7% of previous graduates to 26% of recent graduates.

This indicates that the stage for job hunting has changed. It's not enough to just post your resume on job sites and wait. To be noticed by company recruiters, you need to polish your profile, post, expand your connections, and explain yourself in industry terms.

In other words, young people are not just looking for jobs but must continuously broadcast themselves as "employable." This is a state where job hunting and personal branding have merged.

However, this trend also has disparities. Those who are good at presenting themselves, can express themselves in English, live in urban areas and can attend events, or can use their parents' or university's networks have an advantage. On the other hand, young people who lack such cultural capital become less visible even before their abilities are considered.

Job hunting in the age of social media seems open but tends to favor those who know how to "present themselves."


Young People Who Can Only Break Through with "Unconventional Tactics"

The InfoMoney article also introduces examples of young people who use unconventional tactics to stand out because they would otherwise be overlooked in normal applications.

One young person managed to secure an interview opportunity by slipping a resume inside a box of donuts and delivering it to a company. Another worked as a waiter at a marketing event and distributed resumes to participants during breaks, eventually leading to a job opportunity.

These stories may seem like positive success stories at first glance. Creativity, initiative, persistence. Indeed, these are important qualities.

However, there is another issue here. If the normal hiring routes were functioning, young people wouldn't need to promote themselves using donut boxes or backstage jobs at events. A society where unconventional tactics are praised is, conversely, a society where the normal path of applying and being evaluated is narrowing.

If only those who can "stand out" can reach the entry point, it cannot be called a fair job market.


It's a Loss for Companies Too

This issue is not just a problem for young people. It also becomes a long-term loss for companies.

Companies that do not hire young people can reduce costs in the short term. They can create documents with AI, hire only experienced people, and operate with a small, elite team. But if they don't nurture junior talent, where will the mid-level talent come from in a few years?

In a market where companies only compete for experienced talent, the total amount of talent does not increase. If no one nurtures young talent, companies as a whole will lose future managers, specialists, and leader candidates. Entry-level jobs are not merely low-skill labor; they are also training grounds for future experts.

If AI makes some entry-level tasks unnecessary, companies need to think of new designs where young people can gain experience. Instead of using AI to reduce young hires, companies should create systems that nurture young talent while using AI.


Universities Also Need to Redesign "Employable Degrees"

Universities also face challenges.

The era when obtaining a degree naturally led to employment is coming to an end. Students cannot wait until just before graduation to start thinking about their careers. Universities need to incorporate internships, practical projects, career understanding, AI literacy, portfolio creation, and networking into education from the early years.

However, this does not mean that "universities should become vocational schools." The problem is that the bridge between academics and careers is too weak. If students are not connected to how they can use their knowledge in society, they will suddenly be thrown into a vast hiring market after graduation.

Before telling young people to "try harder," society needs to establish "routes where effort can reach."


Do Generation Z Really Not Want to Work?

Generation Z does not lack the desire to work. Rather, they are required to do more than ever before to start working.

They write resumes. They adjust them to pass ATS. They polish their LinkedIn profiles. They establish a presence on social media. They use AI. They ensure they aren't filtered out by AI. They create portfolios. They look for internships. They attend events. They expand their networks. They practice interviews. They gain experience through side jobs or part-time work. They apply to hundreds of companies.

Even after all this effort, they may not receive any responses.

Given this reality, it's natural for young people to feel anxiety and anger. The issue is not "the grit of young people," but rather "how unstable society has made the first step."

Of course, Generation Z needs strategies. It's important to view the first job not as a "life sentence" but as a "starting point." Utilizing LinkedIn and social media, using AI as a tool, refining application documents, and gradually gaining practical experience are also necessary.

However, this should not be solely the responsibility of young people.

Are companies truly providing opportunities to nurture inexperienced individuals? Are universities connecting students to the real labor market? Are hiring platforms appropriately handling the term "entry-level"? Is society taking away the opportunity for young people to gain their first experience after paying for their education?

The employment difficulties of Generation Z are not a generational issue but a systemic problem.

It's easy to dismiss it as "young people today are soft." However, when looking at the data and voices on social media, a different picture emerges. Generation Z is standing before a broken entryway. And unless that entryway is fixed, the next generation will also be stopped in the same place.


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