What is an entry level job?

Many job positions have education and experience requirements, which can limit opportunities for potential talent that’s just out of school. They may have the drive and the skills to do their duties, but they haven’t had the opportunity to prove themselves. What entry level means is that the position doesn’t have extensive experience and education requirements.

Some employers muddle the meaning of entry level by placing stringent requirements on their positions. These “entry level” positions are really mid-level positions under the guise of entry level opportunities. When you’re creating an entry level role, keep in mind that the purpose of the role should be to give an opportunity to potential employees who want to pursue a career with your business.

Types of entry level jobs

There are two types of entry level positions that most businesses offer:

No degree jobs

This type of entry level position has very few, if any, educational requirements. It’s an ideal role for recruiting people who are still in the process of completing their education or who you’re willing to offer on-the-job training to. Some businesses offer scholarships or assistance to workers that take these positions.

Education might also not be relevant for some of the roles you’re looking to fill. For example, if you’re looking to fill a retail position, hire a salesperson or train a customer service representative, you could be limiting yourself greatly by requiring applicants to have a college degree.

Standard entry level jobs

This is the type of role most job seekers will think of when asked what an entry level position is. It’s geared toward college graduates who have little to no job experience and are trying to get started in a permanent career. Some potential hires might have completed internships, but aside from this, they’ll have very limited experience in the field.

Standard entry level jobs are most common in fields that require an education to ensure success. Educators, lawyers or accountants are all examples of professionals who needed to complete a college degree to learn the skills needed to fulfill their duties. Entry level employees are brought into a business to assist others and learn valuable skills, so they aren’t likely to manage customer accounts or be given high-level duties.

The difference between entry level and mid-level

While it’s becoming much less common, some companies still post job listings advertising entry level positions that have very strict education and experience requirements. These posts are seen by potential recruits as disingenuous and may actually turn away candidates that’d be perfect for your new role. For example, someone who could be the next superstar on your team might look at a mid-level posting that’s marked as entry level, see the experience requirement and choose to look elsewhere.

You may have some positions to fill that do require prior experience and this is okay. Just try not to label a job as “entry level” unless it truly is.

What is an entry level job’s purpose?

When you’re considering creating an entry level position for your business, it’s a good idea to evaluate what you’re trying to accomplish. In an ideal world, entry level employees don’t remain in their starting positions for a long time. These positions are stepping stones in the pursuit of a meaningful career within your business.

Entry level jobs provide the following benefits to new hires that can become assets to your organization later:

• Skill development and training
• Team building and communication
• Integrating employees into your corporate culture
• Career advancement opportunities
• Leadership skills training

Many companies hire entry level employees who discover they’re best suited for roles they never would have pursued before. Introducing a new hire to your business and exposing them to more than one area of your business allows you to see what they become interested in pursuing. It’s often a lot easier to promote employees from within your organization than to recruit the right talent for a mid-level or management role who has no exposure to your business.

How to recruit talent for entry level positions

When you’re hiring at the entry level, expect there to be some turnover. Not every new employee is going to add to your company culture and policies, and some new hires might not have the talent needed to advance in their careers. Many companies offer entry level positions at or close to minimum wage for this reason. Before you decide what wages to offer for the position, take a look at what other companies in your field are paying their entry level employees.

Here are some things that you can incorporate into the role and your job posting:

• Name the role appropriately: Most entry level roles have junior or associate in the title to communicate that the role is for the purpose of training new hires to fill a specific role within your organization.
• Seek recent graduates: Try recruiting on nearby college campuses or at technical schools to find people who’ve just completed their degrees and are looking for entry-level work.
• Look for intangibles: Entry level roles allow you to evaluate whether new hires have the intangible traits you’re looking for, such as being self-motivated, good communicators, leaders, enthusiastic or determined. Include these traits in the verbiage you use to advertise your position so that potential candidates know what you expect and can determine whether they’re the right fit.
• Offer advancement opportunities: Your candidates want to know they have the chance to pursue a greater role within your organization, so show them that the entry level position is a way to get a start within your company.
• Clearly state the salary range and work hours: You can save potential candidates and yourself a lot of time by letting applicants know what their schedules and pay will look like. It’s frustrating to find an ideal candidate that winds up turning down your job offer because you weren’t clear on the pay or schedule for the position right away.

An entry level job is the perfect chance to give opportunities to those who have the skills but lack the experience to take on a mid-level role in your company. Be prepared to offer training, career guidance and advancement opportunities to your new hires in these roles. When you’re looking to create or fill a mid-level position later, being able to promote from within may also save you time and money on recruiting someone new.