We read an article this week with a comment from a recent graduate that reminded us of one of our favorite hiring paradoxes: “Hiring for entry-level job. Two years’ experience required.”
Recent college grads are entering the workforce with headwinds. The national unemployment rate has hovered around 4% since May 2024. But for graduates with a Bachelor’s Degree between the ages of 20 to 24, the unemployment rate was 6.6% over the past 12 months ending in May.
Q1 2025 was marked by a “deteriorating labor market” per The Federal Reserve Bank of New York, with graduates entering the workforce among the most affected.
What’s driving this?
U.S. public companies are trimming white-collar teams, down 3.5% overall, with no plans to backfill. AI is getting more capable, and a lot of organizations are adopting a leaner approach to their team structure. Managers are being asked to do more with a smaller headcount and broader roles. And the folks who are employed are less confident about making a move, so they’re staying put (remember our conversation on labor churn from a few weeks ago?).
It’s a ripple effect: fewer backfills, limited entry-level jobs, and shrinking chances to grow. An opportunity gridlock.
But here’s the thing, we talk to early career talent daily. They’re hungry. And we see this as an opening if you’re hiring.
Look at your current needs through a different lens. Struggling to find traditional experience and skills in today’s labor market? Is there a project that has been waiting on the back burner? Be creative: carve out space where early talent can plug in and grow fast. Then make sure to communicate the skills they’ll build, experience they’ll gain, and growth opportunities to attract them.
We have to stop being afraid of how long it could take for potential to turn into performance. Expecting two years of experience before even getting a foot in the door.
After all, we were all “entry-level” once… and someone took a chance on us.
Until next time,
Your Spherion South Central WI & Northern IL team