Where Has All The Entry-Level Experience Gone?

Editor's Note:  Today's post comes to us courtesy of guest contributor Chris Dobyns.

“There is no substitute for experience.”

This simple proverb expresses a common sense truth, based on a prolonged and practical experience of humanity. And of course relevant experience, combined with other factors, is the key basis for employers establishing employee value, and ultimately employee compensation.

In the last five years our office has been fortunate to employ four students, who were either in college majoring in human resources or high-potential high school students, under internships or cooperative education programs. And in each of these situations, to include our current summer intern, both the students and the organization had very good experiences. However, in our initial onboarding conversations with each student (two college Juniors, and two rising high school Seniors), we noted that for three of the four students . . . our job was their first “adult” job.

Evidently something has changed since I took my first tentative steps into the workforce, now over 40 years ago. I still recall my first job back in 1968, at age 14 (labor laws were apparently much more lax back then . . .), and getting up at 6AM, so that I could walk to school and deliver milk to the classrooms at my grade school, working 5 hours per week for the lavish sum of $12 per month.  And if the paycheck alone wasn’t sufficient reward, getting the quality of your work to a level of “good enough” takes on a whole different meaning, when your immediate supervisor is a sister in the Catholic religious Order of the Incarnate Word. 

The Whole Is Greater Than The Sum of Its Parts

If there’s any truth to the axiom that “ . . . we’re all a product of our collective experiences . . .”, then the skills and knowledge we acquire through our exposure to life’s events are in many ways critical to helping us interpret, provide context, and correctly respond to the social and work situations we all encounter. 

Beside affording some nominal technical skills and insights into how to work with others, entry-level experience acquired early in life also provides employees with the ability to grasp and integrate business processes, practices and customs, and begins to convey a nearly indispensable skill in understanding and adapting to an organization’s culture.

But what happens when the traditional sources or timing of those experiences are disrupted or missing altogether? Depending on the type of experience that is absent, clearly an individual has difficulty knowing how to respond in unfamiliar situations.  

Two Schools of Thought

If these early work experiences are so valuable and formative, where has all the entry-level experience gone?

According to Pew Research, the late 70’s represented something of the high water mark of summer employment for teenagers, at 60 percent – with the percentage dropping after each subsequent recession to the current level of just 30 percent.

One school of thought suggests that over the last few decades, an increased emphasis on scholastics and other extracurricular activities has left little free time or motivation for those preparing to enter the workforce. And when the decision is whether to commit yourself to improving your GPA to obtain admission to your A-list university or to work 20 hours per week at the local retail store – is there really even a choice?

Second is the belief that in the post-recession, “new normal” economy, as higher-paying jobs become fewer, part-time and entry-level positions are filled by individuals who take jobs that they wouldn’t have considered previously – and sometimes they stay in those jobs. All of which ultimately denies high school or college students invaluable training and experience early in their working careers.

What Is Gained and What is Lost

Clearly for those new to the workforce, a diversity of experiences acquired just before they become necessary make entry-level employees stronger, more resilient and more socially adept.

And while there are inestimable benefits obtained from foundational and technical experiences, what really cannot be taught are interpersonal skills. And yes, despite the ever-increasing influence of the Twitter-sphere, employers actively recruit employees who have demonstrated interpersonal skills, principally for their proven ability to effectively work in teams.

With insufficient entry-level positions available to provide that fundamental training now, what then becomes the acceptable “substitute for experience”?

Everyone probably has a different perspective.  What’s yours?

Chris Dobyns, CCP, CBP, is Manager of the Office of Human Resource Strategies for one of the largest U.S. intelligence agencies. The Office of Human Resource Strategies is responsible for compensation and incentives, occupational structure, recognition and rewards, HR policy, and human capital program evaluation and assessment for his Agency. Chris has worked in the area of compensation for more than 30 years, and has been employed in various compensation-related positions by a number of large, private sector companies including, Sears, Roebuck, Arizona Public Service and Westinghouse Savannah River Company.

Original image "No Experience Need Apply" courtesy of Chris Dobyns.

Comments

[E. James (Jim) Brennan]

Stimulating thoughts, Chris. Hard to say what is traditional when all experience is both individual and personal. Having been paperboy, backyard puppet show entrepreneur, blood delivery aide and riverboat mechanic before age 15, I too was early exposed to employment disciplines, while still playing typical sports. But I don't see kids today being pressured either to get summer jobs or to study harder.

Suspect the modern work experience shortfall stems from the new economic realities, since no one has noted any sudden recent rise in student academic achievement results (beyond ubiquitous grade inflation). Digital obsessions today also grossly inhibit the interpersonal skill development only achieved by physical presence, so the lack of face to face workplace interactions may have severe implications down the line. Hard to absorb culture online, for example. Just one opinion, though...

[Chris Dobyns]

You were a riverboat mechanic? Next you'll be telling us that Jim Brennan is just a 'pen name' and we should address you in the future as Samuel Clemmens.
Guess there's a very fine line between what defines heuristic learning and discovery - and tradition. And maybe that's only in the eye of the beholder.

I suppose we'll still be okay with these evolving changes, although I can't seem to get out of my head the line I read at the bottom of the menu, at the restaurant we went to tonight, "No Substitutions, Please".

If that's the case, now what should we do?

[E. James (Jim) Brennan]

The ancient SS Admiral is gone, along with the kiddy games and photo booth I maintained when not making change for players on the entertainment cruises. Maybe the beginning of my compensation career? Clemens/Twain was never one of my pseudonyms although I have used another.

In the end, we will adapt to the changes as required. Expect that workers will divide into those with interpersonal experience and those without it, just as those with advanced education separate from those without post-secondary schooling, if that. More polarization of the workforce will result, I fear.

[Jacque Vilet]

Companies complain about lack of soft skills from college grads now. I'm sure we will "muddle" through. Can't help but wonder what management in companies in 20 years will say are the deficiencies of college grads. No doubt it will be a different story.

[Kaitlin]

Thanks for the article Chris!

I believe the largest factor is the "new normal" economy, as you mention. It floods recruiters' inboxes with hundreds of applications for one position, so they need very restrictive selection criteria (I see this more as survival for recruiters, not a flaw) e.g.: entry level jobs (e.g. administrator, receptionist, secretary, clerk, data entry) are asking for 5 years of experience (no joke). Combine that with a labour pool of individuals who have years of experience and the same problem that entry level employees are having i.e. unable to find work at their level. So, they apply for these lower level positions, only reinforcing the idea that jobs like receptionist or data entry need 5+ years experience (because recruiters can get it).

I think there is a "no man's land” between the cohort of those who graduated and went into decent jobs prior to the recession, and the cohort mentioned here who have less pressure to find part-time jobs because of the emphasis on academics and extra curricular activities (which, is my experience, so I agree there is little time left to work - though some still do). I fit into this group of the labour pool, and we graduated in (or probably also around) 2008, just in time for the recession. We have some professional experience, we definitely have the fundamentals of professional life that you’d get from your first job, internship, or co-op term (and then some), we keep getting more education because that is one of the few options left to us that we *hope* will get our resumes seen.* Even this brings its own set-backs (other than debt), as a candidate is as likely to be passed over for being overqualified as they are being under-qualified. I offer my personal experience as some evidence of this (it is below, for those interested).

It is reality though, harsh as it is. I, and my cohort, are not the only ones struggling to find meaningfully work, check the boxes of experience, and have our own education and experience recognized for the value we believe it is - we’ve both noted that there are many working below their qualifications. I don’t think there is an easy solution, on employers’ or employees’ side of things. Sometimes jobs are just about meeting the right person at the right time.

Case Example:
The soft skills are actually my greatest strengths, and they are not easily communicated through ATS-facilitated recruitment; I have an MBA, and six "calendar years" of professional experience across multiple industries. I say "calendar years" because of the work I did outside my paying job that I believe count for more "years" of experience (e.g. being an Executive Director of a non-profit in my mid-twenties). I don’t think my resume has ever made it through ATS screening because interpersonal skills aren’t measured on paper, and because I don’t check enough boxes - my experience is diverse not narrowly concentrated, and entry level jobs are asking for experience (despite an entry level job asking for experience being a good example of an oxymoron). And they can. Because, as you said, there are plenty of "individuals who take jobs that they wouldn’t have considered previously – and sometimes they stay in those jobs.” I’ve also been told by at least half a dozen recruiters that I am overqualified for the jobs I am applying to, so they consider my application a waste of time, assuming I’ll leave for greener pastures within a few months. When I apply one level up, I’m told I am not qualified enough.

To give a rough quantitative illustration: I’ve applied to approximately 200 jobs at various points since starting out in the workforce (post undergraduate degree), and only twice have I got an interview (1:100). In that same time I have had six interviews**, of which three resulted in offers (1:2). I was offered interviews and jobs because I have solid experience, a solid academic background, and I have a lot of the desired soft skills (excellent with people, diligent and keen, approachable and affable) which only come out in-person. Not on paper.

* Sadly, it’s easier to live and acquire debt by being a student than it is to live unchallenged and unfulfilled, working as many hours as possible in minimum wage and doing unpaid internships to get this coveted “5 years experience.” - But that vicious cycle, though related to this, with the impact of the “new economy,” and the prevalence of graduate degrees (especially MBAs) and emphasis on professional designations (rarely a substitute for experience), is a story for another time.

**the other four interviews were through referrals or the “hidden job market” where they knew me, not my resume

[Joe Thompson]

Chris,

As par usual, your timing is excellent. There is a story making rounds that deals with the challenges of having your first job be your first 'real' job. The story deals with interns, in this case, who felt they should launch a petition to change the dress code and were sacked for it. They did not have the experience
necessary to "interpret, provide context, and correctly respond to the social and work situations" they found themselves in.

See http://www.askamanager.org/2016/06/i-was-fired-from-my-internship-for-writing-a-proposal-for-a-more-flexible-dress-code.html

[Kaitlin Pianosi]

Interesting addition Joe, thanks! I hadn't seen that.