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You did everything they asked you to do. You earned credibility, spent hours on it resume And revised several cover letters. You worked side gigs, volunteered, learned new software, and improved your LinkedIn profile. Still, you may not get a callback for an interview.
It’s as if your application has disappeared into the abyss of some company database, and the “thank you for applying” emails are piling up. so-called entry-level jobs Years of experience are now required, and a postgraduate degree is expected for junior roles.
You’re probably wondering what you’re missing, but it’s not you – it’s the system. Throughout the United States, Canada and United Kingdom, automation now does screening Before any human ever sees it. Companies say they are not finding talent, yet many have stopped training people.
on paper, labor market Looks healthy, but in practice, it feels impossible to navigate. However, there are ways out, supported by data and success stories. Here’s how to beat a system that has forgotten the part about hiring people.
A generation struggling to find work
Whether you’re in London, New York or Toronto, the pattern is the same: a generation of qualified people has been locked out of the job market, and companies are stressed that they can’t find the talent.
In Canada, job vacancies are projected to decline from approximately 984,000 in 2022 to approximately 505,000 by mid-2025. Unemployment has increased to 7.1 percent, the highest in the last four years.
A similar story is true in America also. Unemployment is around 4.1 percent – what economists call “full employment,” but the reality behind the figures is less than steady. Job openings have fallen dramatically since the peak of the pandemic, from 12 million in 2022 to about 8.8 million this year. This means fewer employment opportunities and more qualified candidates competing for the same positions.
Unemployment among young workers is about 8.5 percent, almost double the national average. More than one-third of graduates are employed in jobs that do not require their degree.
Across the Atlantic, about 12.5 percent of young people UK are not currently in education, employment or training – the highest rate in more than a decade. The unemployment rate remains at 4.8 percent.
The International Labor Organization estimates that 262 million youth – almost one in four – are out of both work and education. Jobs exist, but access and opportunities do not.
Entry level jobs no longer exist
If it seems like getting hired is impossible, there’s a reason for that. The “entry level job” is virtually gone – the bridge between education and work has literally disappeared.
In the US, more than 65 percent of employers are expecting “prior experience” for entry-level roles. Meanwhile, the OECD reports that corporate spending on education and training has stagnated in almost all advanced economies.
Employers want it all – education, certifications, and experience – but rarely invest in developing it. As I wrote recently forbes: “We have created a work culture that glorifies flexibility while quietly creating exhaustion.”
This pressure now starts on people long before they take the interview. Candidates are expected to be flexible, adaptable and endlessly qualified even before they earn their first paycheck.
The math doesn’t add up.
Automation has also made the situation worse. A recent study from Harvard Business School found that 80 percent of resumes are automatically filtered before they are read.
The National Bureau of Economic Research says appointment times have doubled since 2010, with most of the delays occurring before human review. In other words, most candidates have already lost the race.
5 Ways to Beat the Modern Job Market
In the new hiring landscape, strategy is rewarded, not quantity. Here are five evidence-based approaches that will increase your chances of overcoming job search obstacles:
1. Stop applying to everything, and start applying wisely.
Sending 100 resumes is not a strategy, nor is it productive. Refocus on 10 to 15 roles that best suit your skills and expertise. Customization still matters: One study found response rates for tailored applications tripled.
2. Make proof, not promises.
Applications that provide real-world work examples are twice as likely to receive a callback for an interview, even if they don’t have all the competencies sought. You can achieve this by creating a visible portfolio: think of a dashboard, a writing sample, or anything that shows what you can do.
About the author
Jason Walker is a Program Director and Associate Professor, Master of Psychology, Health and Wellness, and Master of Industrial-Organizational Psychology at Adler University.
This article is republished from Conversation Under Creative Commons license. read the original article,
3. Make the algorithm work for you.
Focus on job description, use precise keywords, avoid columns and keep it simple – remember, aye It’s not about how attractive your resume looks. The same report from Harvard Business School showed that formatting alone disqualifies thousands of strong applicants every day.
4. Bypass AI and talk to humans.
Your network will usually save you. 60 to 70 percent of hiring occurs through networking and direct referrals. Get on people’s radar by reaching out to peers and building your network.
5. Redefine career gaps.
Career breaks are not a risk nor an indicator of one’s performance, but employers often see it that way. Flip the story by talking about the skills you gained during the hiatus, like a new certification or volunteering. Interestingly, non-linear career paths are the norm, not the exception, in every major economy today.
If you’re an employer, the way forward is also data-driven: start reinvesting in training, investing in mentorship and rethinking what you need from a new employee.
OECD data shows that organizations that offer early career development achieve measurable returns in productivity and retention within two years. The solution is not to find ready talent but to create it.
We need to get back to being human. Many organizations are seeking to “do more with less” and complaining about the talent shortage, but we need to remember that talent, like a fine wine, takes time.
bottom line
The old rules – get a degree, work hard and wait your turn – no longer apply. Today, what really matters is not how many jobs you apply for, but how clearly you can show your value and connect with people.
If you’re looking for a job in 2025, don’t wait for a system to find you. Instead, make it impossible to ignore. Show your value publicly, clearly and confidently. Remember, although the screening process may be automated, hiring decisions are still made by humans.
The problem is not lack of talent. This is a lack of vision – from systems that stopped looking for possibilities and started chasing perfection.