Breaking Into IT: Why Is It So Hard for Newcomers?

A week ago, I wrote a post about why high school graduates struggle with mathematics exams. This time, I’d like to explore a different topic: why newcomers to the information technology (IT) field also have a hard time finding a job.

What challenges does a candidate face today? What external and internal difficulties do they encounter, based on my understanding? What are possible solutions to bring more skilled newcomers into the IT job market?

To answer these questions, let’s look at IT companies’ external challenges in Lithuania and globally. Typically, when a financial crisis hits, companies not directly involved in IT cut their budgets first. A similar situation occurs with junior (entry-level) specialists. Changes in the job market fears about the threats posed by artificial intelligence (AI), and a generally slowing economy result in fewer IT development projects, which means that IT companies receive fewer orders.

Naturally, this leads to a reduced need for a workforce. And when that happens, what positions are cut first? Junior specialist roles. It’s no secret that today’s job market has few openings for junior programmers or testers. Companies want employees who can create value immediately, not those who are still testing their potential.

Hiring junior specialists is not beneficial for companies because these employees typically generate real value only after a few months, sometimes even half a year. What does this mean for a market where employees rarely stay at the same job for more than two years? It means that hiring juniors is essentially an act of altruism—contributing to the overall growth of industry competencies in exchange for slightly cheaper labor. When work slows down, or a crisis hits, altruism is quickly outweighed by shareholder concerns or the company’s survival. Why would a business owner hire a junior and train them for six months, only to have them leave in two years because that’s how the job market works? From a business perspective, it just doesn’t make sense.

How long will this trend continue? That’s hard to predict, and no one has a definitive answer. But what does it mean for a newcomer? It means that completing a reskilling course alone is not enough. You can’t assume employers will welcome you with open arms to fill a vacancy. To be a more competitive candidate, you must understand that, first and foremost, employers are looking for specialists in specific fields. For example, if you program e-commerce platforms, you will have a higher priority over someone who has only worked on simple websites. Similarly, employers may be skeptical about your transition to web technologies if you develop mobile applications.

In other words, even with experience, you might become a junior again because you will need to relearn the fundamentals and principles of a new field. It’s not just about domain-specific knowledge but also mastering the tools in your prospective workplace. Companies might use different open-source platforms even within the same industry—say, e-commerce. Some use WooCommerce, others use PrestaShop, and some use Sylius. These platforms have various tools, distinct architectures, and best practices.

A note for those who have been job hunting for more than six months: You might agree that some employees, even after years at a company, mainly perform routine tasks that aren’t particularly significant. Changing jobs means realizing that you might not align with any new employer’s goals despite feeling comfortable in your previous role. Essentially, you might find yourself starting over—as a junior. I’ve seen cases where testers who were successful in one company struggled when switching to a similar system elsewhere, even though the principles and functionality were nearly identical.

I couldn’t pinpoint why they failed to adapt, but one thing is clear: these transitions can be just as tricky for newcomers as they are for those changing jobs after a long break. The same advice applies to those changing jobs after a long break, not just newcomers.

So, what does this indicate? It highlights that external market conditions and personal internal potential play a role. For example, how well can you work with information, instructions, and guidelines? How quickly can you grasp new tools and different systems? How fast do you adopt best practices or apply what you’ve learned? These are the key factors employers evaluate during candidate assessments.

Simply put, employers always try to gauge your potential and ability to perform efficiently. I’ve seen cases where one employee took four years to reach a mid-level programming role while another, within the same timeframe, grew into a team leader handling complex tasks beyond programming with significantly more responsibilities.

This brings up the biggest myth about the IT industry: it offers enormous (or at least significantly higher) salaries. The truth is, those salaries do exist—but only for talented individuals who are skilled, passionate about their work, and thrive in their field. It’s not for opportunists who jump in just because they heard their cousin’s child earns more than a regular manager in their third year of university.

There’s a reason why we took personality tests in the 10th grade—to understand where our natural strengths lie.

To conclude, if a newcomer wants to succeed in IT, the first step is to assess their natural abilities and knowledge. Do they have the logical, mathematical, and algorithmic thinking skills required for this field? The second crucial factor is learning and practicing the tools needed in today’s job market and by the companies they are applying to.

Completing a course isn’t enough—you need to try to understand and apply what you’ve learned to have solid answers during a job interview. And third, understanding the broader industry context is key. How well do you know the IT field and the niche you’re targeting? Do you understand best practices, challenges, and the problems the company you’re applying to is trying to solve?

Ultimately, IT is not just about coding—it’s about knowing how to create value in a constantly evolving industry.