Catch-22" describes a dilemma in which an individual cannot achieve a positive outcome by definition because the actions required to have that outcome depend on the fulfillment of that very outcome. The term comes from Joseph Heller's novel Catch-22, about a character who cannot be declared insane until he asks to be grounded from dangerous missions, but applying to be grounded shows that he is indeed sane, and therefore cannot be grounded. More broadly, it refers to any situation where you're trapped by conflicting rules or conditions that prevent success.
One of the most frustrating mandates of job seekers in today's super competitive job market is perhaps this paradoxical eligibility of experience even for an entry-level position. It creates a vicious circle because experience is needed even for the so-called entry-level position, which actually should be filled by fresh graduates or people going into that particular industry for the very first time. How is one to get experience if not from a job which would give them the experience? This has been the Catch-22 for so many would-be employees, it is reflected in growing unemployment rates amongst the youth and career changers. To grasp this apparent paradox, we have to delve a little deeper into the causes, implications, and possible solutions.
Buried therein is the practical reality of the modern workplace: the need for past experience. The employers need those people who can jump right into the rhythm of work and will not take up too much of the expenses on training so that they can immediately offer their productive powers to the company. In these times of efficiency and profit-oriented world, companies would rather spend resources on those who can prove their mettle by showing that they already possess the necessary skill and knowledge for the work. Of course, technology and special expertise necessary for many positions have only served to cement this way of thinking, often taking years to develop.
This begets a very complicated situation in which many of the traditional pathways to gaining experience-like internships and apprenticeships-go mostly uncompensated or underpaid, thus unreachable for those who cannot afford working for nothing. This is perhaps a very real barrier to entry for many people from largely lower socio-economic statuses who may just not be in a position to afford the time consumption of unpaid work. With it, the paradox of experience increases unemployment while simultaneously exacerbating social inequality.
Speaking to this frustration, Maria, who recently graduated at age 25, lamented the vicious cycle that seems impossible to escape: "Every position I apply for requires at least two years of experience, but how am I supposed to get that experience if no one will hire me?" The problem isn't confined to the young professional; in fact, Faiyaz, who has much work experience but hopes to transition into a new field, describes a similarly discouraging experience: "It's like a catch-22-I'm willing to learn and adapt, but companies are only interested in candidates who have done the exact same job before." On the other hand, human resources manager Saif acknowledged the challenge but focused on adjustment: "While experience is important, we're starting to place more emphasis on skills and cultural fit, and we're exploring options where we can provide more on-the-job training to bridge the experience gap.
The experience paradox is utterly frustrating to those fresh graduates and career changers after a number of years spent in education, only to find themselves running in an endless circle of applications, rejections, and job postings wanting years of experience they never had. This dislocation between qualification and demand in the job market fosters a sense of frustration and helplessness; each feels his or her skill and potentials are being bypassed for some checklists of past job titles.
This fosters a lack of innovation and diversity within the industries themselves, whereby just as employers show favoritism to experience over potential, so too do they often miss out on fresh perspectives and new, innovative ideas that might come with people from non-traditional career paths. This reliance upon experience could very well lead to a homogenous work environment in which creativity and out-of-the-box thinking are sacrificed for the sake of maintaining the status quo.
In the face of such a paradoxical experience, what can be done by a job seeker and an employer is to apply new approaches that not only recognize potential but go even further in advancing opportunities for growth. This implies that a job seeker seeks creative ways to build experience and show one's skills even without formal employment. This would also include volunteering, freelancing, part-time work, and personal projects as other initiatives that show commitment and application of skills in real settings. Other opportunities could arise through networking and relationship-building within the industry whereby the job seeker may not necessarily have to apply for a position, as many jobs are available without being advertised.
It is also the responsibility of the institutes of learning to bridge the gap between learning and employment. The course curriculum of all universities and colleges needs to be in conjunction with the industries so that they teach relevant courses matching current job needs in the market. This may require cooperation from the companies for providing internships, co-op placements, and project work that would give students the opportunity for relevant experience prior to graduation.
On the other hand, companies are expected to update their hiring practice to factor in over experience. This might include designing on-the-job training programs or even mentorship opportunities where the candidate can grow into the position. As companies invest more in employee development, they are in a better position to ensure that the staff can be dynamical, modifying and changing in light of challenges emanating from an increasingly fast-changing environment for business operations.
Employers also need to value transferable skills. These are skillsets and experiences which one acquires in a different context that one brings into another. Examples could be leadership skills, problem solving, adaptability; these are skills that maybe don't originate from traditional on-the-job training within the field, but can be super valuable in just about any role. The effect is that if employers expand their criteria beyond direct experience, a much vaster array of candidates with special strengths to bring to an organization can be tapped.
The final conclusion is that the experience paradox forms part of the bigger problem that characterizes our employment system. It is experience that remains the chief currency in the employment market; anyone without it will continue to be marginalized, however qualified or brimming with potential. Moving forward, we have to look past the traditional metrics of success in order to make workforces fairer and more vibrant. Talent evaluation and development call for newer ways.
Not least, there are things that governments and policymakers can do to help: incentives to companies hiring and training inexperienced workers, subsidies for internships, investment in vocational training programs-these are all ways of providing pathways to the experience needed to succeed. Stronger regulations on unpaid internships could ensure that opportunities for work experience are available to those of all backgrounds, not just those who can afford to work for nothing.
Yet, the experience paradox remains as one of today's most serious barriers in the job market-but it is an entirely surmountable problem. We can overcome the work experience paradox simply by rethinking the practices of hiring, education, and training to give potential the prominence that now goes to experience. But we shall have in return not merely more people succeeding but also a work environment that is far more innovative and resilient. It's a matter of realizing experience isn't everything that speaks to a candidate's worth and that everyone deserves a chance at it.
Sheikh Mehzabin Chitra is a University Correspondent of Shahjalal University of Science and Technology (SUST), Bangladesh Post, and a final year honours student of the Anthropology Department of the institution.
