An entry-level job ad gets confusing when it asks for experience that the candidate has yet to gain. The young candidate then does not know whether they are expected to learn with support or to work completely independently from the first day.
The company should clarify the difference. What skills are necessary to enter the job? What can be learned in the first months? Who will help the new colleague and how much time is allocated for it?
If we are looking for an independent expert, it is not enough to call the position entry-level. The title, requirements, responsibility and terms offered should describe the same job.
Nor does a candidate have to accept every vague ad as an assessment of their worth. It is useful to ask about specific tasks, training and measures of success. A clearer conversation helps both parties assess whether there is a real possibility for cooperation.
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