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Why Freshers Are Struggling to Get Jobs in India | Warikoo Careers Hindi

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Overview

The video argues that many Indian freshers struggle to get jobs largely because employers write (and sometimes misuse) job descriptions—along with structural problems in compensation and hiring incentives.

1) The “experience inflation” problem in job postings

  • A software developer (via a cited tweet screenshot) highlights a common mismatch: a role requiring 4 years of FastAPI experience, even though FastAPI has existed for only about 1.5 years.
  • This reflects a broader pattern where postings demand “too much” experience for entry-level roles, such as:
    • “5 years of HTML5” (though HTML5 is only a few years old)
    • Entry-level jobs asking for 3 years experience
  • A cited LinkedIn analysis (about 3.8 million job postings) claims:
    • 35% of entry-level jobs demand an average of about 3 years’ experience
    • In software, the figure is higher (about 60%)
    • In retail, it’s much lower (about 8%)
  • The speaker notes they couldn’t find a direct India-specific version of the same statistic, but suggests the phenomenon likely contributes to fresher unemployment.

2) Why companies may write “dishonest” requirements

The video lists several possible reasons:

  1. Discouraging “non-serious” applicants

    • A 2021 survey is cited: about 72% of companies say they include prior experience even in entry-level roles to filter out candidates who aren’t serious, improving perceived application quality.
    • The speaker calls this unethical, but acknowledges it can work for companies.

  2. Hiring not being the real goal

    • Some companies may post roles for PR/branding, collecting competitor intel, or internal research—meaning the job may not be genuinely intended to be filled.

  3. Job descriptions not being updated (copied repeatedly)

    • Some postings are described as being pasted from elsewhere.
    • Since fresher roles are rarely corrected, inflated experience requirements persist.

3) Unemployment paradox: illiterate people employed, graduates not

  • The video claims national unemployment is about 3–4%, but graduate unemployment is ~13%—roughly four times higher.
  • It uses this to argue the issue isn’t simply “lack of jobs,” but a mismatch between what candidates expect and what employers offer.

4) Structural causes: salary stagnation and incentives to wait

1. IT salaries allegedly haven’t kept up with inflation

  • The speaker claims IT’s starting package was about ₹3.36 lakh (2002–03) and is similar today.
  • After inflation, that implies the real value may be much lower than before.
  • As a result, students may question the payoff of accepting low offers after years of college/coaching.

2. Indian raises are described as percentage-based, not level-based

  • The speaker claims India often uses increments like “10% of your current salary”, rather than “leveling” systems (common abroad) where compensation scales with role level.
  • This supposedly weakens long-term growth within the same company.
  • It increases incentives to switch jobs more often, reducing willingness to accept low initial offers.

5) What the speaker says actually works for freshers

  • Skills are becoming more important than degrees

    • The speaker claims the value of degrees declines as more graduates enter the market.
    • Employers increasingly emphasize: “show what you can do.”
    • Therefore, candidates with relevant skills (including those who are dropouts or from diploma/polytechnic routes) may succeed.

  • Referrals are a high-impact route

    • The video cites data that referrals convert better than direct applications (about 37% higher conversion, as claimed).
    • The advantage is said to be stronger at larger companies.
    • The speaker emphasizes using college networks, classmates, and alumni.

  • Internships as proof + leverage

    • Internships keep candidates engaged and provide measurable “data points” on performance.
    • The video claims systems like pre-placement offers can follow strong performance in a first-year internship.

  • Target industries with demand/supply imbalance

    • Examples discussed:
      • Software engineering: more supply than demand
      • Semiconductors: high demand, low supply
      • E-commerce: high demand, low supply
      • Retail: roughly balanced
    • The argument: when demand is high and supply is low, employers may accept candidates with less experience.

6) Practical “AI-assisted” job application method

The speaker provides a step-by-step workflow:

  1. Copy/download a job description.
  2. Use an AI model (ChatGPT/Gemini/etc.) to ask for:
    • Required skills
    • Desired mindsets/personality traits
    • Critical success factors for success
  3. Compare these outputs to the candidate’s resume:
    • Identify gaps that are hard to fill quickly
    • Identify gaps that can be improved or framed better
  4. Ask the AI to:
    • Customize the resume for the job description
    • Provide “reasons I will get selected” vs “reasons I will not”

This is positioned as a way to reduce the effect of exaggerated or misleading requirements and apply only when the candidate is genuinely aligned.

Presenters / Contributors

  • Ankur Warikoo (presenter)
  • Sebastian Ramirez (named contributor referenced via a tweet screenshot in the story)

Original video