What Early Career Professionals Need to Know When Navigating the Post-Covid Job Market

The opinions expressed by entrepreneurs contributors are their own.

The complications of the recent global crisis for business have not been evenly distributed, with certain sectors, demographics and positions bearing a greater burden. And while it seems safer (and more acceptable) to fix our eyes on the task of recovery rather than measuring the magnitude of our setbacks, it's important to understand what each cohort of businesses has been through, so so we can figure out what they need as we move forward.

Early-career professionals, for example, have had a different pandemic year than their senior counterparts. Entry-level roles were among the first positions cut; Glassdoor reported in June 2020 that offers for recent graduates fell 68% from the previous year. And of early career professionals who had found their footing in the workforce, 20% lost their jobs in the first months of the pandemic.

Related: How Covid-19 Has Changed the Way We Think About Hiring

The labor market recovery has happened faster than many experts expected. But entry-level roles are seeing a slower comeback, even two years on. And sectors like the service sector, in which younger workers often gain hours, experience and references, have been more limited than others when it comes to working from home, rehiring or rehiring. Not only do young job seekers face a shrinking job market, but they also face a lack of CVs which can make them feel less qualified.

The big upside is this: Early career candidates will step into a job where they can be more creative, comprehensive, and impactful than they otherwise would have been. The task of recovery asks every professional, established or not, to contribute to the best of their abilities. The rate of change across all industries is unprecedented and the need for unique new perspectives is at an all time high. For young workers who are able to overcome the above barriers to labor market participation, there are huge opportunities ahead. Below are some tried-and-true techniques for casting them:

Understand that experience comes in all shapes and sizes

It is easy for enthusiastic candidates to be discouraged by the experiential requirements included in a job posting. But it helps for candidates to understand what employers are really looking for when they say “experience”. For entry-level positions, each employer calculates a training period. They don't expect candidates to show up fully versed in the nuances of their role. Relevant time in another position indicates less skill than interest - does this candidate have experience in that type of position? Did they like it enough to seek out similar roles?

Too often, job seekers equate experience with working hours. But with this understanding, working hours can be supplemented in many ways. Inexpensive and free training options are just a click away and candidates can obtain several certificates in the field of their choice. These training programs can be listed on a resume, and they go a long way in conveying to employers that the candidate is not just interested in the position, that they have shown initiative and have spent many unpaid hours practicing, training and learning more. Savvy employers know that experience comes in many forms, and they'll recognize an enterprising when they see one.

Related: Don't Make This Common Mistake When It Comes to Your Business' Post-Covid Recovery

Be creative with your references

Similarly, candidates are often limited by lack of references. But references serve the same purpose for...