You would think that engineering would be a great option for recent graduates given the world’s rapid technological advancements, high demand, high pay, and countless opportunities. However, a lot of recently graduated engineers are having trouble finding their first position. There is a paradoxical lack of entry-level engineering jobs in spite of a thriving tech sector. Why is this disconnect occurring? Let’s examine the causes of this trend and how recent graduates can deal with it.
1. The Paradox of Experience
The age-old catch-22 problem, employers want experience, but how can one obtain experience without a job—is one of the largest obstacles facing recent engineering graduates. Candidates with real-world experience—think internships, co-ops, or side projects—are given preference by many employers, particularly in highly competitive industries like software, mechanical, or electrical engineering. The issue? Due to limited program offerings, lack of connections, or financial limitations, not all students have equal access to these opportunities during their studies.
Because of this, employers avoid hiring recent graduates in favour of applicants with a year or two of practical experience, even for positions classified as “entry-level.” As a result, there are too many skilled but inexperienced graduates vying for fewer and fewer jobs that are actually beginner-friendly. For insights on how companies prioritize experienced hires, check out Engineering Search Firm’s recruitment process.
2. The Preference for Specialisation Over Generalisation
Engineering disciplines are becoming increasingly specialised. Employers are increasingly looking for applicants with specialised skills, such as knowledge of particular programming languages (like Rust or Go), familiarity with state-of-the-art tools (like Kubernetes or TensorFlow), or domain-specific expertise (like aerospace composites or renewable energy systems). Universities offer a good starting point, but their programs frequently don’t keep up with industry developments, so graduates aren’t ready for these intensely focused positions.
For example, a graduate in computer engineering may be very good at general programming but not familiar with the specific tech stack that a business uses. In an effort to save money on training, employers frequently choose applicants who can start working right away, ignoring recent graduates who require time to improve their skills. Firms like Engineering Search Firm specialize in matching candidates with these niche requirements, highlighting the demand for targeted expertise.
3. Outsourcing and Automation
The field of engineering is changing due to automation. Software tools or AI-driven systems are increasingly handling routine tasks in domains such as software engineering, mechanical engineering, and civil engineering. As a result, there is less need for entry-level engineers, who have historically held these positions. For instance, DevOps tools simplify tasks that entry-level software engineers may have handled, while CAD software automates a large portion of the draughting work that was previously completed by junior mechanical engineers.
Additionally, some entry-level positions have been syphoned off due to outsourcing to nations with cheaper labour costs. In high-cost areas, companies can hire experienced engineers overseas for the cost of a recent graduate, further reducing opportunities for local novices.
4. Hiring freezes and economic cycles
Uncertainty in the economy is important. Companies reduce hiring during recessions or times of cautious expansion, particularly for positions requiring training expenditures. Fears of a recession in 2023–2024 combined with the post-pandemic recovery caused many businesses to halt entry-level hiring while keeping senior employees who offer immediate value. Even in 2025, some industries are still reluctant to hire more junior workers because they value lean operations more than long-term talent development.
5. The Deficit in Soft Skills and the Skills Gap
Employers are placing a higher value on soft skills like problem-solving, teamwork, and communication than on technical expertise. New graduates may overlook these interpersonal skills because they are frequently preoccupied with learning intricate technical concepts. According to hiring managers, candidates usually have trouble expressing themselves during interviews or exhibiting flexibility, two skills that are essential in collaborative engineering settings.
Furthermore, because technology is developing so quickly, some graduates’ skills are already out of date when they enter the workforce. For instance, even in highly sought-after industries like artificial intelligence and cybersecurity, 60% of employers stated in a 2024 survey conducted by the National Association of Colleges and Employers that they were unable to hire recent graduates due to a lack of specialised technical skills.
6. Industry and Regional Inconsistencies
The availability of jobs varies greatly by industry and region. Opportunities abound in tech hotspots like Silicon Valley and Boston, but competition is intense and the cost of living may put off recent graduates. In contrast, there might be a complete lack of engineering jobs in rural or less tech-focused areas. Although certain industries, like aerospace or automotive, may be flourishing in a given area, graduates who lack mobility or connections are at a disadvantage.
While some industries, such as biotech and green energy, are expanding, they frequently call for specialised training that recent graduates might lack. On the other hand, automation or offshoring may result in fewer opportunities in traditional industries like manufacturing.
What Are the Options for Recent Graduates?
There is still hope. The following are practical measures that recent engineering graduates can take to get employment:
Create a Portfolio: To demonstrate your abilities, make a GitHub repository, a personal website, or a physical project (such as a mobile app or a 3D-printed prototype). A degree is not as powerful as real projects.
Seek out freelance work or internships: Internships or contract work can help close the experience gap even after graduation. Opportunities can be found through platforms such as LinkedIn or Upwork.
Identifying in-demand skills in your field, such as finite element analysis for mechanical engineers or cloud computing for software engineers, and enrolling in online courses via platforms like Coursera or Udemy are two ways to strategically upskill.
Network Constantly: Participate in alumni events, virtual conferences, and industry meetups. The automated resume filters that frequently turn away recent graduates can be circumvented with a kind introduction.
Think About Adjacent Roles: If traditional engineering positions are hard to come by, look into positions that can help you get a foothold, such as technical sales, project management, or quality assurance.
Relocate or Go Remote: Since the pandemic, there has been an increase in remote work, so be open to moving to a tech hub or looking for remote positions. Being adaptable can lead to opportunities.
Looking Ahead
A combination of structural, economic, and educational factors contribute to the complex problem of the lack of engineering jobs available to recent graduates. Although there is a real challenge, it is not insurmountable. New graduates can succeed by emphasising real-world experience, remaining flexible, and matching their abilities to industry demands. Employers and academic institutions must collaborate to close the gap in the interim by increasing internship opportunities, modernising curricula, and establishing more transparent pathways for talented entry-level employees.
New ideas are needed in the engineering field to innovate and address issues of the future. Today’s graduates can take advantage of this shortage by being persistent and strategic.