In 2025, many people assumed that finding a job would be easier. Technology has advanced, more organisations have emerged, and the economy should ideally be expanding. However, reality feels different. It has become extremely difficult to secure a job if you do not have personal connections or years of experience. The situation raises an important question. How does a young person get experience when no one is hiring that person? And where's the chance to prove it?
Consider the case of a copywriter who hopes to work in an advertising agency. Most agencies expect at least one year of experience. But what happens when a young copywriter never had the opportunity to do national service or an internship? And how is he or she expected to magically produce a year of experience?
This expectation often places applicants in impossible situations where they must compete with people who have already had professional exposure.
Because of this pressure, many young people feel tempted to lie on their resumes. It becomes their only way to meet unrealistic expectations. But this comes with its own consequences because it questions their integrity and creates anxiety during interviews; further highlighting the problem. Employers want honesty from applicants but do not always provide accessible pathways for them to gain genuine experience.
There is also a growing issue with how applicants are treated during the hiring process. Many candidates report being ghosted after interviews. Some spend money on transportation, take long Uber rides and wait for hours at offices. They prepare for interviews with hope and still receive no feedback at all. The silence becomes discouraging and contributes to a sense of hopelessness among job seekers. It speaks a lot about a company and even their human resource department: with respect to communication and welfare.
The Ghanaian job ecosystem can be demeaning. Many young people are educated, and willing to work. And these two cannot guarantee opportunities to prove themselves. A society cannot grow if it continuously shuts its doors on its own youth. There must be a shift in how employers evaluate potential.
Experience is important but it should not be the only measure of competence. And even that, experience in a field shouldn't block a person from moving to another field. Initiative, passion, creativity and the willingness to learn are equally important.
The way forward requires a collective effort. Employers can create internship pathways, mentorship programmes and entry level roles that truly allow young people to grow. Job seekers can also build portfolios, volunteer for relevant organisations, take online courses and develop practical skills even before they receive formal employment. The government and private sector can collaborate to make national service placements more flexible and inclusive.
What is needed is a job system that recognizes potential, communicates clearly and opens its doors to those who are ready to contribute. Until then the struggle to get a job in 2025 will continue to be a marginal structural problem. And the conversation around it must continue so that real change can begin.
