Help! I Have a Degree, But No One Will Hire Me.

College graduates are struggling to interview and land jobs.

What every parent and college graduate needs to know about the entry-level hiring crisis.

Something shifted in the job market for recent college graduates, and families across the country are feeling it. At The Wilbanks Consulting Group, we have more parents reaching out to us for help with their college-age children than at any other point in our history. These are kids who did a lot right. They studied hard, earned their degrees, and showed up ready to work. But when it comes to landing the internship or job, they are hitting a wall. 

As reported by The New York Times, the unemployment rate for college graduates ages 22 to 27 recently hit 5.6%, well above the national average. More than 40% of those who did find work ended up in jobs that do not typically require a college degree. This is the toughest entry-level market since the pandemic. 

So what is actually happening, and what can families do? Here is what we know. 

Why Are College Students and Graduates Struggling to Get Internships and Jobs Right Now? 

Entry-level jobs are shrinking. 

Employers are holding onto their current teams but bringing in far fewer new hires. Economists describe it as a "low-hire, low-fire" economy. Companies want people who can contribute immediately, and some of the starter tasks that used to bring new graduates in the door have either been absorbed by existing staff or AI. The result is fewer openings at the bottom of the ladder. 

There is more competition than ever. 

More students are graduating with degrees than at any point in recent history. At the same time, AI tools have made it easy for candidates to generate resumes and cover letters in minutes and mass-apply to hundreds of jobs with very little effort. That means employers are flooded with generic, cookie-cutter applications, and qualified candidates are genuinely harder to find in the pile. One graduate profiled by The New York Times applied to nearly 200 positions in two months and received four interviews. That experience is far more common than most people realize. 

AI is reshaping what employers expect. 

AI is replacing or streamlining some beginner-level work, which changes what employers are looking for before they make an offer. Graduates who understand AI tools and workplace technology have a real edge. Those who do not are starting at a disadvantage, even if their credentials look strong on paper. 

Soft skills are on the rise again. 

Companies increasingly want people who can apply knowledge, solve problems, and work with others, not just hold credentials. Automation is replacing routine, technical, and rules‑based work, which means the differentiators are now communication, empathy, leadership, and collaboration, all capabilities AI cannot replicate. Only 30% of 2025 grads found jobs in their field, and nearly half felt unprepared. Employers are screening harder for maturity, communication, and adaptability, particularly in the interview process. 

What Is Actually Helping Graduates Land Internships and Jobs? 

Relationships are doing more work than applications. 

Students who connect with alumni, professors, recruiters, and family contacts are getting interviews faster than those relying on job boards alone. Networking has always mattered, but in this market it is the difference between getting noticed and getting ignored. A direct connection to a hiring manager moves faster than any application portal. In short, students and grads must put themselves out there more and network. 

Skills and real experience beat credentials. 

Employers want proof of what a candidate can actually do. Portfolios, internships, side projects, volunteer work, and any evidence of initiative are carrying more weight than GPA or degree name alone. What stands out right now is proof of problem-solving, communication, adaptability, and comfort with technology. 

Customized applications are outperforming generic ones. 

Sending the same resume to every opening is not working. Graduates who take the time to align their materials with each specific role, and who show up on LinkedIn with a profile that actually reflects who they are, are getting significantly more traction than those who treat the search as a numbers game. 

Internships are no longer optional. 

Employers increasingly want experience before they will offer experience. Students without internships or hands-on work are at a meaningful disadvantage. Even unpaid experience, job shadowing, micro-internships, or project-based work can shift how a candidate reads to a hiring manager. If your student has not had an internship, it is not too late to pursue one now. 

What Can Parents Do to Help a Child Who Cannot Seem to Get a Job? 

Start with mental health and perspective. 

Rejection fatigue is real. Months of silence from employers is hard on anyone, and it can feel deeply personal even when it is not. The most important thing parents can do first is remind their student that this is a national market problem, not a reflection of their ability or worth. More than half of graduates do not have a job lined up when they finish school, and it typically takes six to twelve months to land a first position. That is not failure. That is the current reality. 

Help them build structure around the search. 

A job search without structure loses momentum fast. Help your student build a consistent daily routine around outreach, applications, interview prep, and skill-building. Treating the search like a job, with set hours and trackable activity, keeps progress moving and keeps discouragement from taking over. Make sure they also build in time for self-care, fun, and other non-search related activities to avoid burnout. 

Encourage experience-building while they search. 

Freelance work, volunteering, certifications, part-time jobs, and independent projects can all strengthen a resume and a candidate's confidence while the search is underway. These experiences show initiative and keep skills sharp, which matters when the right opportunity finally comes. 

Steer clear of comparison. 

Social media makes it look like everyone else has already figured it out. They have not. Remind your student that what shows up online is a highlight reel, and the reality for most graduates right now is much closer to their own experience than it appears. 

Bring in professional support. 

Families are increasingly seeking outside help because the process has become genuinely competitive and confusing. We have seen it firsthand: the surge in parents reaching out to us on behalf of their college-age children is unlike anything we have experienced before. When someone is in the middle of a difficult search, it helps to have an experienced coach in their corner who understands today's market and can help them position themselves correctly. 

We offer a Job Search Accelerator group coaching program designed specifically for this moment. One runs in June onsite at the Sewickley Public Library in Pittsburgh, PA, and a virtual session follows in July. If your student or recent graduate needs support, this is a strong place to start. 

One last thing worth saying out loud: 

A difficult start does not mean a failed future. The graduates who stay persistent, keep building skills, and remain open to where the path leads them will find their footing. The market is hard right now, but it is not permanent, and the habits built during a tough search tend to make for stronger professionals in the long run. 

If you are not sure where to start, reach out. That is exactly what we are here for. Reach out for a consultation to learn more about how we can help you achieve your career goals.