For many hiring managers, the phrase “entry-level” has lost its meaning. Too often, so-called starter roles still ask for years of prior experience, leaving first-time candidates feeling excluded before they’ve even applied.
But here’s the truth: no experience does not mean not ready. Many candidates stepping into their first role bring with them an invaluable set of soft skills, transferable experiences and untapped potential. The challenge for employers is to look beyond CVs filled with previous job titles and see the qualities that make someone genuinely ready for the world of work.
In this blog, we’ll unpack what makes a candidate ready for their first job, why SMEs and larger employers alike should value potential over experience, and how giving people a chance benefits businesses and communities.
1. Soft Skills Matter More Than Digital Ones
In the rush to digitise, it’s easy to assume that technical or digital skills should top the list when hiring early careers talent. After all, the workplace is becoming more tech-driven by the day.
But research consistently shows that soft skills are more predictive of long-term success than technical know-how, especially for candidates just starting out.
Qualities like:
- Communication: the ability to articulate clearly, listen actively and adapt tone to different audiences.
- Problem-solving: approaching challenges with curiosity and persistence.
- Adaptability: staying calm and resourceful in the face of change.
- Teamwork: collaborating effectively with diverse colleagues.
- Emotional intelligence: understanding people’s needs, moods and motivations.
These skills can’t always be taught quickly, but they can be applied in any workplace, regardless of the specific role. Digital tools and technical processes can be trained in-house- but empathy, resilience and self-awareness are harder to instil.
Takeaway for hiring managers: stop screening for every technical requirement upfront. Instead, design your assessments and interviews to reveal soft skills in action.
2. Transferable Skills and Experiences Count
A common mistake in early careers hiring is to equate “no job experience” with “no skills.” In reality, many young people and career changers have already gained valuable transferable skills through education, volunteering, hobbies or part-time work.
Examples include:
- Retail or hospitality jobs- customer service, conflict resolution, multitasking under pressure.
- Team sports- discipline, teamwork, resilience and commitment.
- School or university projects- organisation, time management, public speaking and presentation skills.
- Volunteering or community work- leadership, empathy and initiative.
- Personal projects (e.g., running a blog, coding for fun, organising events)- creativity, self-motivation and problem-solving.
By recognising these experiences as valid evidence of capability, employers unlock a much wider pool of motivated, capable candidates.
Takeaway: Don’t just ask about “previous jobs.” Ask candidates to share examples of when they’ve led, problem-solved or collaborated in any context.
3. No Experience ≠ Not Ready
It’s worth repeating: a lack of professional experience doesn’t mean a candidate isn’t prepared to succeed. Every experienced employee, after all, started somewhere.
What first-job candidates often lack in on-the-job practice, they make up for with:
- Fresh perspective: They’re not bound by “the way things have always been done.”
- Curiosity: They’re eager to learn and open to feedback.
- Energy and ambition: Many want to prove themselves and grow quickly.
- Tech comfort: Gen Z, in particular, are digital natives who adapt rapidly to new tools and platforms.
For SMEs, where resources are tight and culture matters, these qualities can outweigh the benefits of hiring someone with a long CV but less drive.
👉 Takeaway: Focus on readiness rather than experience. Ask yourself: does this person have the foundation to learn, adapt and contribute?
4. The Importance of Giving People a Chance
Hiring decisions have a ripple effect. When businesses take a chance on early careers talent, they don’t just fill a vacancy- they open a door that can shape someone’s entire career trajectory.
And the benefits to the employer are significant too:
- Loyalty: Employees given their first break are often highly committed to the companies that trusted them.
- Retention: Training someone from scratch allows you to instil company values and processes from day one.
- Culture: A team with fresh talent is more dynamic, innovative and adaptable.
- Social impact: Providing opportunities contributes to community growth, social mobility and employer brand reputation.
Put simply: investing in potential pays off.
👉 Takeaway: SMEs and larger employers should position themselves as gateways to opportunity. It’s not just good for society, it’s good for business too.
5. How to Spot a Candidate Ready for Their First Job
If experience isn’t the key measure, what should employers look for? Here are five green flags:
- Curiosity: They ask thoughtful questions about the role, company and industry.
- Resilience: They can share times they’ve faced setbacks and bounced back.
- Self-awareness: They know their strengths and are honest about what they want to improve.
- Motivation: They show genuine enthusiasm for learning and growth.
- Values fit: They align with your company’s mission and culture.
6. Practical Steps for Employers
- Rewrite job ads: Focus on skills and qualities, not years of experience.
- Offer structured onboarding: Support new hires with mentorship and training.
- Use skills-based assessments: Test problem-solving and communication rather than CV bullet points.
- Promote clear progression: Show candidates where this first role can take them.
- Celebrate success stories: Share examples of employees who joined with no experience and grew in your business.
Final Thoughts
A candidate’s readiness for their first job is not defined by what’s written on their CV. It’s defined by their attitude, adaptability and potential. Employers who recognise the value of soft skills, transferable experiences and untapped talent will be better positioned to thrive in a competitive hiring market.
The next time you’re filling an entry-level role, remember: giving someone a chance could be the best hiring decision you make all year.
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