How to Get a Job with No Experience: A Guide
Whether you're at the very start of your career journey or you're switching from a different career path, learn how to get a job with no experience. Practical steps and expert advice to help you become job-ready faster.
Scrolling through job boards and seeing “experience required” on nearly every listing when you're trying to kick-start your career, or re-start in a new sector, is frustrating. You’re ready to work, earn and move forward, and it feels like you’re being locked out before you’ve even started.
Here’s the truth that I've learn from being a careers advisor: “no experience” doesn’t mean "no value". It means no formal, paid experience in that specific role. And those are two very different things.
Most of the people I speak to, whether they’re just starting out, changing direction, or returning after time away, already have what I would call "untapped experience". It just needs shaping and presenting properly.
One of the most effective ways to bridge that gap is through structured learning and recognised certifications. They give employers proof that you’re serious and capable.
My full-time job is helping people land jobs they love across a range of different career paths. The majority of those I work with are career-changers moving from completely different industries or sectors. In this article, I'll share the advice I give them and what I've learned works when searching for a job with no direct relevant work experience.
Copy-edited by*
With over 3 years working at Learning People supporting students in their career search, Flo is here to offer one-to-one personal guidance, which proactively supports you as you venture towards your new or expanded career.
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What Employers Actually Mean by “Experience”
Let’s unpack this, because the word “experience” gets thrown around a lot.
In most cases, employers aren’t only asking for years of experience in a very similar paid role. What they’re really looking for is proof that you can do the job, or even just that you're capable and motivated enough to learn how to do the job with the right training.
There’s a difference between commercial experience and capability.
Commercial experience means you’ve done the role in a workplace before. Capability means you have the skills, knowledge, and behaviours to perform the tasks required. And in entry-level tech roles especially, that second one carries more weight than many people realise.
Commercial Experience vs. Proof of Capability
Commercial experience:
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Time spent in a similar job
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Evidence of working in a company environment
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Familiarity with tools or processes in practice
Proof of capability:
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Relevant certifications
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Hands-on projects or simulations
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Demonstrated technical skills
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Clear examples of problem-solving
We’ve seen countless candidates secure interviews because they could show what they could do, even if they hadn’t been paid to do it yet.
Your Transferable Skills Count
I often encourage people to pause and list what they already bring to the table. For example:
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Communication from customer-facing roles
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Organisation from managing schedules or deadlines
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Problem-solving from handling tricky situations
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Teamwork from group projects or previous jobs
Employers hire for skills and attitude. They want someone reliable, adaptable, and willing to learn. You probably have far more relevant experience than you’re giving yourself credit for. Sometimes it just takes a shift in perspective to see it clearly.
Fact: 86% of ANZ Employers Are Moving to Skills-Based Hiring
According to the 2025 Hays Skills Report, 85% of employers across Australia and New Zealand say skills shortages are impacting organisational performance, and 86% are shifting towards skills-based hiring in response.
This reflects a clear trend: employers are focusing more on what candidates can actually do, rather than relying solely on traditional credentials.
Step 1: Choose a Clear Direction
One of the biggest mistakes I see people make? When they start applying for anything and everything. It feels productive, but it usually leads to frustration. If you’re not clear on what roles you’re aiming for, your applications become vague, and employers can sense that.
Quality beats volume every time. Instead of firing off 30 applications, pick one or two roles and focus on them properly.
This is the case even if you've already chosen the wider sector or industry you want to move into. For example, let's say you've already decided you want a career in project management. Are you drawn to becoming a Project Manager, a Change Manager, a Digital Transformation Manager, or something else within the field?
There will certainly be large areas of overlap for these roles, but each will have slightly different job descriptions with different requirements. Once you choose a direction, everything else becomes simpler. You know what to learn. You know what to highlight. You know what to practise.
If you’re still unsure which path to choose, I’d suggest reading our guide on how to change career. It can help you clarify your next move and narrow your options.
Here’s a simple exercise I recommend:
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Pick two roles that genuinely interest you.
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Read at least five local job descriptions for each.
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Write down the skills and qualifications that appear repeatedly.
Patterns will emerge quickly. That’s your roadmap.
Step 2: Build Job-Ready Skills Fast
Once you’ve chosen a direction, the next step is building the skills employers are actually asking for. This is where many people feel stuck. They assume it will take years. It doesn’t.
Industry-recognised certifications are one of the quickest ways to build credibility.
Think of certifications as currency for employment. They act as proof. When an employer sees a qualification that aligns with their tools or methodology, it removes doubt. It shows you’re not just interested but that you’ve already invested time in learning and mastering the skills you'd need to perform well.
Structured training gives you:
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A defined roadmap
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Guidance from experienced tutors
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Practical exercises that mirror real tasks
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Accountability to keep going
And that practical element is key. Employers don’t just want theory. They want to see that you can apply it. Labs, simulations, project work, case studies, these give you something tangible to talk about in interviews.
This is why our Learning People courses combine theoretical learning and testing with hands-on, project-based learning, plus bespoke career support to help with the actual job application process. Over the years, we’ve helped thousands of learners move into new careers by keeping things practical and focused on employability.
Step 3: Create Proof of Capability
Once you’ve started to build your hard skills, the next move is turning them into visible proof.
This is where many candidates hold back. They think, “I’m not ready yet.” But you don’t need years of employment to show capability.
For tech roles, especially, a simple portfolio goes a long way. It doesn’t have to be fancy. It just needs to demonstrate that you can apply what you’ve learned.
For example:
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If you’re aiming to become a Data Analyst, build a dashboard using public datasets and explain your insights.
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If you want to work as a Project Manager, simulate a full project plan with timelines, risks, and stakeholder communication.
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If you’re targeting an IT Support Technician role, set up a home lab and document how you installed, configured, and troubleshot systems.
These projects give you something concrete to talk about in interviews. Instead of saying, “I’ve studied this,” you can say, “Here’s what I built.”
You can also gain experience through volunteering, freelance work, or short-term contracts. Even helping a local business with basic tech support.
Employers respond to evidence. Show them what you can do, don’t just tell them you’re capable.
Fact: 55% of Australian Employers Prioritise Experience Over Degrees
A 2025 survey found that 55% of Australian employers prioritise practical, on-the-job experience over a university degree when assessing candidates.
For early-career or career-change jobseekers, this is encouraging. It shows that demonstrable skills, certifications, and hands-on capability can carry as much, if not more, weight than formal academic pathways alone.
Our recent blog post looks at how a degree may no longer be enough for many employers, who now look more closely at skills training.
Step 4: Target Entry-Level and Transitional Roles
This is where expectations sometimes need adjusting.
If you’re moving into a new field, your first role might not be your dream job, and that’s fine. However, it's just as valuable; it'll be a crucial or necessary step for getting to your ideal role.
Apprenticeships and Junior Roles
Apprenticeships and Junior positions exist for a reason. Employers know you’re learning. They’re hiring for potential and trainability, not mastery. These roles give you structured exposure to real environments while you build confidence.
Support Roles
Support roles are often overlooked, but they’re powerful stepping stones. An IT Support Technician role can lead to cybersecurity or cloud jobs. A Project Coordinator position can develop into a Project Manager role.
Internal Mobility
Many people underestimate how valuable it is to get your foot in the door. Internal mobility is real. Once you prove yourself, moving laterally or upwards is much easier than starting from scratch externally.
Taking a step back in seniority when starting again in a new industry isn’t failure. It’s a strategy. And in the long run, it often gets you where you want to be faster.
Step 5: Apply Strategically, Not Desperately
Once you’ve built skills and created proof, the final step is applying with intention. I’ve seen capable candidates undermine themselves by rushing applications or sending the same version everywhere, as I mentioned in Step 1.
Instead, slow down and tailor each application to the job description. If the advert mentions stakeholder communication, highlight a specific example where you managed expectations or solved a conflict. If it asks for data analysis skills, reference the dashboard or project you built. Mirror their language where it’s honest and accurate.
Your LinkedIn presence and network also matter more than most people expect.
Recruiters actively search for candidates. A clear profile that reflects your new direction, plus engagement in relevant conversations, increases visibility.
And when it comes to interviews, speak in outcomes, not just tasks. Don’t say, “I helped with reports.” Say, “I built a reporting dashboard that reduced manual tracking time.”
Confidence comes from preparation. The more specific and evidence-based you are, the more credible you feel, and that shows.
Final Thoughts: The No-Experience Job Search
If there’s one thing I’d like you to take away from this, it’s this: “no experience” is not the end of the story.
Waiting until you feel fully ready often keeps you stuck. Progress comes from action. Choosing a direction. Gaining recognised skills. Building proof. Applying with intention. Each step builds momentum.
From what I've seen over the years, structured learning and industry certifications are the most direct way to move from uncertainty to credibility. They give employers clear proof of your skills and give you the confidence to back it up.
If you’re unsure what your next move should be, you can book a free consultation with one of our career experts. They'll talk through your background, your goals, and map out a realistic plan to get you into work faster, even if you have no prior direct work experience in the field you want to get into.
How to Get a Job with No Experience FAQs
The original version of this article was written by Kirsten Bevaart, a Career Services Consultant working in our UK head offices. It has been copy-edited by Florencia Casas del Valle Pacheco, a Senior Career Services Consultant in our Brisbane offices, to ensure it's relevant and helpful to our APAC readership.
