You’re probably watching this play out in real time. Your son or daughter did what they were supposed to do, went to school, got the degree, put a resume together, and now they’re applying and not getting much back.

They’re seeing entry-level roles that require two to three years of experience, and at the same time, AI is starting to reduce the number of true entry-level opportunities. There are obstacles everywhere.

At YoPro, we have a simple mindset. When an obstacle is put in front of you, you either go through it, or you go around it. Giving up isn’t an option. In a market like this, that mindset matters.

What also matters is understanding how this works now, because the old playbook doesn’t. 

I spoke with more than 25 recruiters who focus on entry-level hiring to help shape this article, alongside what I see every day working with college students and recent graduates.  

Knowing how to navigate today’s job market is why YoPro has an 89% success rate in helping our clients land internships and jobs.

We still call it HR, like it’s Human Resources. In reality, the first step has nothing to do with humans.

If your child is applying online, their resume is being screened by software before anyone ever sees it. That system is comparing the resume to the job description, looking for specific skills, Applicant Tracking System terms, and alignment. If it doesn’t see enough of a match, they don’t move forward.

The first time a recruiter actually sees that resume is when they’re looking at a list of applicants with a percentage score next to each name. That score reflects how closely the resume matches the job. In many cases, recruiters cut anyone below an 85% match. In some cases, it’s closer to 90%.

So if the resume isn’t tailored, doesn’t reflect the language of the role, doesn’t clearly show outcomes, or has grammar issues, it will never be seen.

That’s why applying online can feel like a dead end. It’s not always a reflection of ability. It’s how the system is designed.

Most graduates walk into interviews thinking their job is to answer questions correctly. That’s not what’s happening.

Interviewers are trying to figure out how your child thinks, how they communicate, and whether they can picture them on their team. The problem is, no one really teaches that, so candidates prepare the wrong way.

What recruiters tend to see are two extremes.

Some candidates give short answers that don’t provide enough context. Others go too far in the other direction and over-explain, making it hard to follow what actually matters. Neither works.

A strong interview feels like a conversation. There’s some back-and-forth, and the answers are structured enough to be easy to follow.

At YoPro, we coach a simple framework for clearly answering questions: context, problem, solution, outcome. What was their role, what needed to be addressed, what did they do, and what was the result.

If someone has to work to figure out the answer, they won’t.

AI is reducing the number of entry-level roles. That’s just a fact.

A lot of the work that used to be done by junior employees can now be handled by technology. It’s estimated that by 2030, nearly 30% of work could be automated by generative AI.

At the same time, employers are raising expectations.

Many now expect candidates to be comfortable using AI tools and to speak clearly about how they approach problems. In fact, a majority of managers say they would choose a less experienced candidate with AI skills over a more experienced one without them.

So, while the number of roles may be shifting, what it takes to stand out is changing too.

The candidates gaining traction are the ones who can use AI to work smarter and explain what they’re doing in a clear, practical way. Recruiters are looking for AI certifications, and experience using AI on candidates' resumes. Need a certification? Look into the free courses being offered by the Massachusetts AI Hub.

In reality, 80% of entry-level jobs are filled through networking. Conversations, referrals, and internal recommendations play a major role.

And this is where many students struggle.

They avoid networking because it feels uncomfortable, or they approach it with no plan. In some cases, parents try to step in and make connections for them, which is understandable but not effective. They have to be the ones driving it.

They need to reach out, ask thoughtful questions, and follow up. And they need to go into those conversations knowing what they’re trying to get out of them.

In a recent YoPro study, 95% of professionals said they felt like they had to carry the conversation, and 93% said the candidate didn’t make a clear ask at the end. That’s a missed opportunity.

Every conversation should have a purpose. It doesn’t need to be forced, but it needs direction.

There’s another layer to this that often gets overlooked. How your child communicates matters just as much as what they say.

Small habits like using filler words, lack of eye contact, or speaking in a way that lacks confidence can quietly impact how they’re perceived.

Research shows that even when someone is delivering accurate information, they can be seen as less credible if their delivery is unclear or filled with distractions.

This isn’t something most students are aware of, and it’s rarely something they’ve been coached on.

But recruiters say it plays a meaningful role in how they’re evaluated.

If you’re watching your child go through this and wondering why it feels harder than it should, you’re not imagining it. These are not skills being taught in school. They come from real-world experience, direct access to recruiters, and a clear understanding of what actually gets someone hired today.

Getting from campus to career isn’t guaranteed anymore, but it’s not out of reach.