SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers your workplace questions each week. Do you have a work-related question you’d like him to answer? Submit it here.
I’m a recent college grad, and every entry-level or junior role I see asks for experience, but I don’t have any. How can I get my foot in the door? — Anika
Let me start with the short answer: You likely have more experience than you think. You’re just not framing it correctly.
Too many early-career professionals assume “experience” only counts if it came with a full-time title and a paycheck. That’s not how most employers look at it, though, especially for entry-level roles. Experience is about applying skills, solving problems, and handling responsibility — not just where you worked.
Academic projects, internships, group work, presentations, campus leadership, volunteer roles, freelance assignments, and even retail or service jobs all count. What matters is whether you can translate those experiences into workplace skills: communication, teamwork, time management, accountability, and problem-solving.
That translation starts with your résumé. Focus on outcomes, not tasks. Instead of “worked on a group project,” say what you delivered, how you contributed, and what changed because of your work. Quantify results whenever possible. Entry-level hiring is as much about potential as it is about prior roles — and your résumé should make that potential obvious.
Internships remain one of the most effective entry points, even after graduation. Short-term, contract, or project-based roles also count. They build credibility, expand your network, and often lead to full-time opportunities. Waiting for the “perfect” first job is a mistake; momentum matters more than titles early on.
It’s also important to manage expectations. Entry-level means just that. The work may not be glamorous, but it’s how you earn trust. Starting in a support role or an adjacent position at a company you respect can open doors quickly once you prove your value. You build your career step by step, not overnight.
And networking is not optional. Relationships, not job boards, fill most roles. Reach out to alumni. Attend industry events. Ask for informational conversations, not jobs. Be prepared, respectful, and concise. Persistence pays off. Entitlement is a turn-off.
While you search, keep building skills. Certifications, short courses, and micro-credentials strengthen your profile and show initiative. Employers notice candidates who take ownership of their development rather than waiting for someone to train them.
Finally, get comfortable with rejection. It’s part of the process. Every “no” gives you information — about your résumé, your pitch, or where to focus next. Adjust and keep moving.
Breaking in isn’t easy, but it’s doable. Stay focused, stay flexible, and remember this: Every professional you admire once started exactly where you are now.
Was this resource helpful?
Validate your HR expertise
Earning your SHRM-CP credential makes you a recognized expert and leader in the HR field.
Related Content
Transform HR with mobile technology to streamline workflows, enhance communication, and boost employee engagement across distributed teams.
A new study found that talent development practitioners believe performance-based assessments are more effective at measuring employee learning outcomes than knowledge tests.
As AI makes deeper inroads into organizations, employee concerns about the technology continue to grow. Here's how HR leaders can address the fear of AI among their own staff, as well as in the wider organization.