I applied to six internships for this summer. I thought I had really good essay responses and relevant experience for each position, but none of them panned out as I hoped. I learned that if I wanted to increase my chances of getting an internship, I should have applied to at least 20, due to how competitive the internship application process is. After all of my rejections, I sat with myself and thought, “Why is getting an internship this hard? It’s not like I’m applying for an entry-level job.” I soon realized that was exactly what I was doing. Why am I essentially applying for an entry-level position before I’ve even finished my undergraduate degree?
Before 2010, an undergraduate college degree was the hallmark of job readiness, a step up from the high school diploma of years before. However, as higher education became more accessible and the number of graduates proliferated, the economic, professional-development value of a degree diminished. With nearly 73% of college graduates employed in 2019, it’s evident that possessing a degree no longer guarantees college graduates a job that aligns with their qualifications and aspirations. The class of 2020’s experience further exemplifies this shift, with only half of them securing traditional full-time jobs six months post-graduation. An undergraduate degree is no longer as rare an achievement as receiving a Ph.D.
In today’s job market, recent graduates find themselves caught in a paradoxical situation: They’re armed with the credentials required for an entry-level position, yet they lack the years of experience that employers increasingly demand.
It’s important to note that the learning done in college degrees has also evolved and become more all-encompassing over time, with the evolution of minors, diverse student bodies and improved educational quality. Despite these achievements, the value of a college degree has shifted. While it may hold increased value for degree consumers, as evidenced by higher tuition costs and improved education quality, the perceived value of a Bachelor of Arts candidate to an employer has declined relative to previous years. This shift underscores the changing landscape of job requirements and highlights the need for individuals to acquire additional skills and experiences beyond their degree to remain competitive in the job market.
For young professionals who do secure entry-level positions, many find themselves disillusioned with their positions, leading to high turnover rates and a phenomenon known in post-COVID-19 times as “The Great Resignation.” Many young professionals find themselves unhappy with their initial roles. This leads to a growth in job hopping, where employees switch employers every few years, rather than the more-permanent practice of tenure-track employment. This trend reflects a broader dissatisfaction among employees with the traditional employer-employee dynamic, characterized by limited growth opportunities, inadequate support and a lack of alignment with career aspirations.
Retention rates within college majors further illustrate the transient nature of employment. A study done between 2003 and 2009 by the U.S. Department of Education found that about half of bachelor degree candidates in STEM disciplines leave their majors before completing their degree, a comparable number to humanities and social sciences fields.
It’s self-contradictory that a significant amount of prior experience is required for entry-level employment, with about 35% of these jobs requiring at least two or three years of relevant work experience. Recent graduates are unable to secure employment without experience, yet cannot gain experience without employment.
The experience dilemma facing new graduates is made worse by the evolving landscape of internships. Once considered a pathway to entry-level positions, internships are now frequently equated with entry-level jobs, further complicating the job search process for graduates. This confusion blurs the line between internships, which traditionally offered learning opportunities and entry-level positions, which typically require some level of prior experience. Searching for an internship is incredibly stressful for students, who find themselves caught in a cycle of intense competition and limited opportunities. As internships become more competitive and coveted, it’s essential for educational institutions and employers to collaborate in providing meaningful opportunities that truly prepare students for the workforce, rather than simply adding another hurdle to their career journey.
In industries where training resources are scarce, prioritizing candidates with prior experience may be perceived as a practical necessity rather than an act of bias or exclusion. However, this approach inadvertently perpetuates a cycle of exclusion, particularly for individuals from underprivileged backgrounds or nontraditional educational pathways.
While some industries may justify their preference for experienced candidates due to limited training resources, the prevailing trend of prioritizing experience over potential is symptomatic of systemic issues within hiring practices. In today’s competitive job market, companies often prioritize short-term gains over long-term investments in talent development. Rather than investing in robust training and retention programs, many organizations plan for attrition, perpetuating a cycle of instability in the job market. This approach not only hampers the professional growth of recent graduates, but also overlooks the value of fresh and innovative thinking that new talent can bring to the table.
To address the paradox of limited opportunities facing recent graduates, concerted efforts must be made to reform hiring practices and foster more inclusivity. Establishing clear feed-in programs, bolstering internship initiatives and urging employers to reevaluate their conventional hiring criteria are pivotal steps in this endeavor. Some colleges have even required students to participate in internships before graduation. Additionally, recognizing alternate indicators of potential, such as extracurricular activities and strong work ethic, can pave the way for a more equitable and meritocratic job market.
Moreover, investing in mentorship programs, apprenticeships and other initiatives can help bridge the gap between education and employment, providing recent graduates with the skills and support they need to succeed in the workforce. This can strengthen the connection between academia and industry, fostering a more seamless transition from education to employment.
The tale of limited opportunities facing today’s graduates is a multifaceted saga, characterized by shifting paradigms and systemic challenges. By acknowledging the inherent biases within hiring practices and advocating for structural reforms, we can strive towards a more equitable and inclusive job market — one where potential triumphs over experience.
Jovanna Gallegos is an Opinion Columnist from Lansing. She writes about technology, healthcare and things she finds interesting. She can be reached at jovanna@umich.edu.