Freshers often fail to get a job. Why? Because—ever heard of the term?—if you need a job, you need experience, and you can't get experience without getting a job. This is called the experience paradox, which causes many freshers to fail.
The fact is, this paradox has become so common that 35% of entry-level job postings require 1–3 years of experience, creating a situation where freshers are expected to have prior experience for entry-level roles. Even 73% of Gen Z job seekers admit to embellishing their résumés, particularly in areas like work experience and job titles. This creates pressure to meet unrealistic experience requirements for entry-level positions.
And it doesn’t stop there.
79% of job seekers report experiencing some level of anxiety during their job search, with 20% experiencing extreme anxiety. Recruiters often fail to find truly skilled people for their teams. This demand for experience in entry-level roles creates significant stress, which can lead to severe anxiety or even depression.
In fact, in the tech industry, entry-level hiring has declined by over 50% from pre-pandemic levels. Companies increasingly favor experienced professionals who can deliver immediate results—often at the expense of graduates. Many freshers have encountered this paradox at the beginning of their career journeys. Most of them are skilled, but due to a lack of experience, HR often overlooks them. It’s both shameful and ironic that HR departments continue this practice.
Some entry-level jobs and even internships prioritize experienced candidates.
But why do so many HR teams and recruiters still cling to this expectation? Is it justified—or just lazy filtering?
Let’s unpack this paradox and ask: Are we being fair to the future of our work force?
Why This Happens
Many recruiters—including those at major companies—cite the fast-paced environment as a reason to spare the time and cost involved in training freshers. Hiring someone with experience feels safer because they require less hand-holding, can start contributing faster, and are less likely to make rookie mistakes.
There is also a lack of structured mentorship systems. Many workplaces don’t have proper onboarding or training programs. Hiring someone who already knows the ropes helps teams avoid spending resources on basic training, workflow interpretation, and temporary productivity dips.
Automated hiring filters make things worse.
Most companies use résumé scanning software. Applicant Tracking Systems (ATS) often filter for candidates with 2+ years of experience and certain job titles or skills. This automatically screens out freshers—even if they are smart and capable. HR may not even see their applications.
Most employers want a "perfect package": someone young, energetic, and already experienced—but without the price tag of a senior. It’s unfair, but it’s the reality.
Market saturation also plays a role.
With hundreds of applications for every job, employers can afford to be picky. They default to experienced candidates simply to make shortlisting easier.
In fact, many managers focus on what you have done—not what you can do. They forget that while skills can be taught, drive and passion cannot. In short, they want efficiency, not effort.
This makes it brutally hard for freshers and also hurts innovation and growth—because companies miss out on fresh perspectives.
HR needs to remember: every skilled professional was once a fresher.
What if someone had rejected them for lacking experience too?
The fact is, this paradox has become so common that 35% of entry-level job postings require 1–3 years of experience, creating a situation where freshers are expected to have prior experience for entry-level roles. Even 73% of Gen Z job seekers admit to embellishing their résumés, particularly in areas like work experience and job titles. This creates pressure to meet unrealistic experience requirements for entry-level positions.
And it doesn’t stop there.
79% of job seekers report experiencing some level of anxiety during their job search, with 20% experiencing extreme anxiety. Recruiters often fail to find truly skilled people for their teams. This demand for experience in entry-level roles creates significant stress, which can lead to severe anxiety or even depression.
In fact, in the tech industry, entry-level hiring has declined by over 50% from pre-pandemic levels. Companies increasingly favor experienced professionals who can deliver immediate results—often at the expense of graduates. Many freshers have encountered this paradox at the beginning of their career journeys. Most of them are skilled, but due to a lack of experience, HR often overlooks them. It’s both shameful and ironic that HR departments continue this practice.
Some entry-level jobs and even internships prioritize experienced candidates.
But why do so many HR teams and recruiters still cling to this expectation? Is it justified—or just lazy filtering?
Let’s unpack this paradox and ask: Are we being fair to the future of our work force?
Why This Happens
Many recruiters—including those at major companies—cite the fast-paced environment as a reason to spare the time and cost involved in training freshers. Hiring someone with experience feels safer because they require less hand-holding, can start contributing faster, and are less likely to make rookie mistakes.
There is also a lack of structured mentorship systems. Many workplaces don’t have proper onboarding or training programs. Hiring someone who already knows the ropes helps teams avoid spending resources on basic training, workflow interpretation, and temporary productivity dips.
Automated hiring filters make things worse.
Most companies use résumé scanning software. Applicant Tracking Systems (ATS) often filter for candidates with 2+ years of experience and certain job titles or skills. This automatically screens out freshers—even if they are smart and capable. HR may not even see their applications.
Most employers want a "perfect package": someone young, energetic, and already experienced—but without the price tag of a senior. It’s unfair, but it’s the reality.
Market saturation also plays a role.
With hundreds of applications for every job, employers can afford to be picky. They default to experienced candidates simply to make shortlisting easier.
In fact, many managers focus on what you have done—not what you can do. They forget that while skills can be taught, drive and passion cannot. In short, they want efficiency, not effort.
This makes it brutally hard for freshers and also hurts innovation and growth—because companies miss out on fresh perspectives.
HR needs to remember: every skilled professional was once a fresher.
What if someone had rejected them for lacking experience too?