The "Entry Level" Illusion: How New Graduates Can Land Their First Job

The Entry-Level Illusion: Why So Many Emerging Leaders Struggle to Get Hired—and How Faith-Based Organizations Can Reform It

A Calling, Not Just a Career

In the last year, we have noticed and have heard about a new trend in the hiring process with new graduates seeking their first jobs. In churches and values-driven nonprofits, hiring is an act of ministry. Yet even here, a troubling pattern has emerged: a growing trend toward what we call The Entry-Level Illusion—positions labeled entry-level but asking for experience and credentials beyond what most new graduates can offer.

The irony is sharp: roles that ought to be built around investment and growth are instead filtering out fresh talent before it has a chance to shine.

The Data Behind the Illusion

• A survey of 95,000+ job postings found that 61% of jobs labeled “entry-level” actually required three or more years of experience. The Ladders

• Nearly half of “entry-level” roles now require mid-level experience, according to analysis of modern job listings. Teal

• In 2022, the average job required 1,021 days (nearly 3 years) of prior work experience—while community and social services roles (the sector most relevant to nonprofit work) averaged 723 days. Bureau of Labor Statistics

• In the nonprofit world, over 40% of voluntary turnover is tied to a “lack of opportunity for upward mobility or career growth.” Bridgespan

• Leadership is slipping away: a 2024 survey found 22% of nonprofit leaders plan to leave the sector within two years, challenging already-thin pipelines. Association of Fundraising Professionals

These numbers make clear: the problem isn’t just anecdotal—it’s systemic.

The Stakes Are Higher in Mission Work

For churches and nonprofits, the Entry-Level Illusion isn’t merely a hiring issue—it’s a mission issue. When you weed out emerging leaders, you risk:

• Flattened pipelines: Organizations age out rather than regenerate.

• Burnout on the front lines: Staff grow weary carrying too much—without newer hands to share the load.

• Mismatched leadership: Organizational vision drifts as succession is forced rather than cultivated.

• Lost innovation: If only “perfect resumes” get attention, underserved voices and creative perspectives stay sidelined.

How Emerging Leaders Can Navigate the Illusion

1. Serve Before You’re Hired Volunteer in ministry programs or nonprofit projects. Use that space to lead, to experiment, to create—and document your impact.

2. Show Your Heart + Your Skills Let calling and competence be equal parts of your story. Be ready to say, “Here’s why I want this role—and here are the results I’ve already delivered.”

3. Understand the Backbone of Ministry Operations Dive into how churches and nonprofits run: budgets, teams, discipleship, communication rhythms. That fluency gives you context and credibility.

4. Ask for Mentorship early Many leaders want to invest. Ask respectful questions. Do the work. Let them see your integrity, capacity, and hunger to grow.

5. Lead Where You Are Leadership isn’t about title—it’s about responsibility. Start small—teams, campus groups, community projects—and lead with faith, creativity, and service.

6. Show Up, Work Hard, & Stay Never before has our team seen a more relaxed work ethic than we see today in the new pool of candidates. We hear church and nonprofit leaders share how they took the chance on a new recruit only to have issues with them just showing up late for work, calling in, having performance issues, not completing their work, and ultimately the new hire just leaves with only a few weeks or months on the job. Yes, this is disheartening for an employer and needs to change. Don't forget, you represent a greater calling than what is happening in our work culture today. You be the "1%" that shows up everyday, you be the one that works hard and gives their best for their employer, you be the one that when it gets a little tough, that you work through it and have a "determination" to learn and grow and stay! You will be the employee that shines and employers will know you can be counted on and they will be more motivated to pour into your growth and leadership. Colossians 3:23 - "And whatever you do; do it with all your heart as to the Lord..."

How Churches & Nonprofits Can Rebuild the On-Ramp

• Write Real Entry-Level Roles Don’t hide the developmental intention. Explicitly state that this is a growing role with mentorship, not a turnkey expectation.

• Pair Hiring with Coaching Offer an internal mentor or coach from day one. That investment shortens learning curves and prevents early churn.

• Map the Growth Path Define what 6 months, 1 year, and 2 years look like in your team. Transparency helps retain emerging leaders.

• Value Character + Calling Over Credentials What’s harder to teach: integrity, mission alignment, resilience. Let those qualities lead your hiring rubric.

• Partner for Ecosystem Support Sometimes you need external expertise. Search firms, leadership development partners, and purpose-driven HR coaches can accelerate your impact.

How Aaron Hur Group Can Help

At aaronhurgroup.com, we partner with churches, Christian nonprofits, and faith-based organizations to build leadership systems that work—starting at the entry point. We help you:

• Executive Search and place mission-aligned candidates at all levels—from emerging leaders to senior staff while creating a design pipeline-aware job descriptions that invite growth, not filter out potential

• Executive Coaching and develop your rising team, unlocking capacity you didn’t even know you had or invest in your team by providing leadership opportunities for growth

• Strategic Planning for your leadership transitions and your organizational growth, so future challenges become generational strength through our Strategic Planning process

• Team Workshops and Retreats whether you are learning how to work together through the Working Genius Team Workshop, Building a Winning Board Onsite, Senior Pastor, Executive Pastor/Director, Ministry Leaders, and Executive Administrative Cohorts, or our Next Level Leadership Succession Planning and Coaching - we are committed to coming alongside leaders and organizations and helping them accomplish their God-given mission!

We believe that entry-level leadership should be an invitation to growth, not an illusion of readiness.

Final Word

To sustain your mission and serve future generations, faith-based organizations must reclaim the art of investing in people—not just staffing roles. The Entry-Level Illusion can be dismantled. The pathway ahead is built on clarity, mentorship, and alignment with values.

Let’s lead well—together. If you are ready for your next hire, let our team help! Schedule a 30-minute Discovery Call to learn more about our services and how we can partner together to find your next team member or help build your team!

Aaron Hur Group | Better Leaders • Better Teams • Better Organizations aaronhurgroup.com