What is the public saying?
Breaking into the workforce has always been a challenge, but for many people in the UK today, “entry-level” roles are anything but. We asked a small group of individuals about their experiences with entry level job applications. This survey data highlights a growing disconnect between what employers expect and what candidates can realistically offer, creating a bottleneck at the very start of people’s careers.
The Experience Trap
One of the clearest findings from the survey is the contradiction at the heart of entry-level hiring: experience is required to gain experience.
- 100% of respondents said they had seen entry-level roles that required prior experience, with
- 50% saying this happens often, and
- 50% saying it happens sometimes
This creates what many candidates describe as a “closed loop” where even the most junior roles demand skills that can only be gained by already being in the workforce.
Competition is another major barrier.
- 70% of respondents cited too many applicants as a key challenge
- An equal 70% pointed to lack of experience as a barrier
This combination is particularly damaging: candidates are competing in overcrowded markets while also being filtered out for not meeting unrealistic criteria.
Several respondents described applying to dozens of roles with little to no response, suggesting that the issue isn’t just competition, it’s also a lack of feedback and transparency in hiring processes.
Structural Barriers Are Still Widespread
Beyond experience and competition, the data highlights a range of structural challenges:
- 30% mentioned low salaries as a barrier
- 20% cited degree requirements
- 20% pointed to location or travel costs
- 20% identified recruitment processes (e.g. long, complex, or unclear hiring stages)
These barriers disproportionately affect those from less advantaged backgrounds, reinforcing existing inequalities in access to work.
The AI Factor
AI is reshaping the job landscape in two key ways:
- Automated screening tools are filtering candidates earlier and more aggressively, often based on rigid criteria like keywords or specific experience
- Entry-level tasks are being automated, reducing the number of junior roles available in fields like administration, customer service, and even some areas of tech
This means candidates aren’t just competing with each other, now they’re competing with algorithms and, increasingly, automation.
What Candidates Say Feels Hardest
When asked what feels most difficult about starting a career, respondents repeatedly returned to two themes:
- The need for experience and networks they don’t yet have
- The lack of clear pathways into industries
In short, it’s not just about getting a job – it’s about knowing how to get a job in the first place and accessing resources that aren’t available to everyone.
What Employers Could Do Differently
We understand the constraints that many companies are under, with smaller teams, pressure to reduce hiring risks, high applicant volumes and economic uncertainties, and we empathise with this. But we still believe that better approaches are entirely possible.
Respondents highlighted several practical improvements:
- Invest in Training, Not Just Hiring
Candidates consistently asked for roles that train people from the ground up, rather than expecting them to arrive fully formed.
- Rethink “Entry-Level”
If a role requires prior experience, it’s not entry-level. Employers should audit job descriptions to ensure they align with reality.
- Create Structured Pathways
Graduate schemes, apprenticeships, and internships with clear progression routes can provide accessible entry points into industries.
- Simplify Recruitment Processes
Long, complex hiring processes discourage applicants. Streamlining applications and improving communication would make a significant difference.
- Remove Unnecessary Barriers
Degree requirements, location constraints, and rigid criteria often exclude capable candidates. Skills-based hiring can widen access.
Conclusion
The data paints a clear picture: the issue isn’t a lack of motivation or talent among applicants; it’s a system that has become increasingly difficult to enter.
Entry-level roles are supposed to be the foundation of the workforce. But right now, they’re acting more like a filter which is excluding the very people they’re meant to support.
If employers want to build sustainable talent pipelines, there is a growing need to balance immediate hiring needs with long-term investment in emerging talent.
