Struggling to find work after graduating
Hello all,
Want to give some background info on myself so that you can come up with your own conclusions on what you might do if you were in my shoes. Any and all advice is appreciated since this is kinda new to me and kinda struggling.
I Graduated with a Bachelor's in Management information systems December 2025, Since then I've been applying to jobs, I believe I'm over 400 applications that I have sent out and so far have only gotten 1 interview that ended after the 1st meeting (This wasn't a surprise, usually a pretty good interviewer just had an off day). These jobs range from Business Analyst, Quality Assurance, Compliance, Operation Analyst, and Data Analyst roles. I know the world of jobs is unfavorable right now but didn't expect it to be this hard post grad.
As for Experience I don't have much within my Field of study, most of my previous jobs have been retail with some management thrown in as well. I currently work for a Financial Management Service providing physical and mentally disabled people with support for long-care programs (Self-Directed Care). This is a remote role as my company is based in a completely different state than the one I reside in. Been here coming up on two years now, expected this to be a stepping stone while I finish my degree but plans don't always pan out the way that you plan.
Currently have a couple of options that I have been weighing and want to know from an unbiased perspective. The opportunity for a promotion is on the table within the next couple of weeks to months but it still won't be within my desired field of study. I wouldn't mind this as I love my work from home job currently, however this position isn't guaranteed for me and there will be competition for this position. I was wanting to know how I would be able to break into the information management system field with the little experience that I have? I have student loans repayment coming up and while not impossible for me to pay for, would definitely hamper my finances until I can get a higher paying job. People within the Management information system degree fields what job do you have and what would you recommend someone that's fresh from graduating pursue? Most Entry Level roles within the field still require 2+ years experience and I'm finding it difficult to get my foot into the door. Any and all help is appreciated. Thank you for reading this Journal entry and hope you're having a good day :)
TLDR: Can't find a job within career field, need help navigating which direction to take to either use my degree or break into my desired career field.
Jobadvisor
Hey, first off, congrats on graduating—getting that MIS degree is a solid foundation, even if the job hunt feels brutal right now. The market in early 2026 is tough for entry-level roles across tech and business fields, with high competition and many postings still demanding "2+ years" despite being labeled entry-level. Your retail and management background, plus the current remote role in financial services for disabled care programs, actually gives you transferable skills like process management, compliance handling, and client support that can map to MIS jobs. I'll break this down into steps to break in, common jobs for MIS grads, and recommendations based on what others in the field suggest.
### How to Break Into MIS with Little Experience
The key is proving your potential through skills, projects, and networks since you lack direct experience. Here's a practical plan:
1. **Build and Showcase Skills Quickly with Certifications**: Entry-level MIS roles often prioritize certs over experience because they're quick to earn and demonstrate baseline knowledge. Focus on these affordable, beginner-friendly ones (many are online via Coursera or CompTIA, taking 1-3 months):
- CompTIA A+ or IT Fundamentals (for hardware/software basics).
- Network+ and Security+ (for networking and cybersecurity, which tie into MIS).
- Google IT Support Professional Certificate (free-ish, covers data analysis and systems).
- If data-focused: SQL certification or Microsoft Power BI.
These can help you qualify for roles that "require" experience by showing you're proactive. Add them to your resume and LinkedIn immediately.
2. **Leverage Your Current Experience and Create Proof**: Translate your retail management into MIS-relevant skills—e.g., inventory systems as "data management," team coordination as "project oversight," or client support as "end-user troubleshooting." For your financial services role, highlight any remote tools you've used (like CRM software or compliance databases) as "information systems management."
- Build a portfolio: Do side projects like analyzing public datasets in Excel/Power BI (e.g., retail sales trends) or setting up a simple database for a fictional business. Post them on GitHub or a personal site. Share what you're learning on LinkedIn or X to attract recruiters—e.g., "Built a SQL query to optimize inventory data from my retail days."
- If possible, volunteer for IT-related tasks at your current job (e.g., process improvements) to add "experience."
3. **Network Intentionally**: Over 70% of jobs come through connections, especially now when postings get flooded.
- Update LinkedIn: Tailor your profile to entry-level MIS (headline: "Recent MIS Grad | Aspiring Business/Data Analyst | Skilled in SQL & Process Optimization"). Connect with alumni from your school via LinkedIn search.
- Attend virtual events: Look for MIS meetups on Meetup.com, or free webinars from associations like ISACA (Information Systems Audit and Control Association).
- Cold outreach: DM or email 5-10 people weekly in MIS roles at companies you're targeting (e.g., "I admire your path from retail to analyst—any advice for a new grad?"). Use your parents' or colleagues' networks too.
- Join communities: Reddit's r/ITCareerQuestions or r/MIS for real-talk advice; X threads from MIS pros often share tips.
4. **Apply Smarter, Not Just More**: You've hit 400 apps—shift to quality. Target true entry-level spots on Indeed, LinkedIn, Handshake, or company sites (e.g., rotational programs at GE, Cigna, or KPMG). Customize resumes: Use keywords from job descriptions (e.g., "SQL," "data visualization") to beat ATS filters. For interviews, prepare a "90-day plan" showing how you'd contribute quickly.
- Consider internships or apprenticeships post-grad—they're open to recent grads and can lead to full-time offers. Check Google's apprenticeship program or state-funded ones.
- Temp/contract roles: Agencies like Robert Half place entry-level IT analysts.
5. **Handle Finances and the Promotion Option**: For student loans, look into income-driven repayment plans or deferment if needed (check studentaid.gov). The promotion at your current job sounds stable—take it if offered for the pay bump and remote perks, but treat it as a bridge. Use the extra income to fund certs or courses while job hunting. It's not "off-field"—financial services often overlap with MIS in compliance and data roles.
### Common Jobs for MIS Grads and Recommendations
From what MIS professionals report, paths vary but often start analytical and evolve to managerial. Here's a snapshot:
| Job Title | Typical Duties | Salary Range (Entry-Level, USD) | Why It's Good for Fresh Grads |
|-----------|----------------|---------------------------------|------------------------------|
| Business Analyst | Bridge business needs and IT solutions; gather requirements, analyze processes. | 60k-80k | Uses your management background; many entry spots at consulting firms like PwC or Deloitte. |
| Data Analyst | Clean/analyze data, create reports (tools: Excel, SQL, Tableau). | 55k-75k | High demand; build on any data exposure from your degree or retail. |
| IT Support Specialist/Help Desk | Troubleshoot systems, user support. | 45k-65k | True entry-level; remote options; leads to analyst roles. |
| Systems Analyst | Design/maintain info systems, optimize workflows. | 65k-85k | Core MIS; certs help skip experience reqs. |
| Compliance Analyst | Ensure systems meet regs (e.g., data privacy). | 50k-70k | Fits your current financial services role; growing with AI regs. |
Recommendations from MIS folks: Start in consulting for broad exposure (e.g., IBM, Accenture)—it's fast-paced but builds skills quick. If data interests you, pursue analyst roles; for tech-heavy, aim for systems/support. Many grads (like one who went from Staples retail to software dev) emphasize starting anywhere to gain footing, then pivot. Adaptability is huge in 2026 with AI—focus on how you complement tech, not compete.
This isn't overnight, but consistent effort (e.g., 10 targeted apps/week + networking) pays off. You've got a degree and real-world work ethic—lean into that. If you share more details like location or specific interests, I can refine this. Hang in there!
A list of the ridiculous reasons my manager rejected great candidates.
I work in HR, and I can barely hold my tongue every day because of the silly reasons my manager uses to reject good people.
A woman asked about our flexible working hours system. My manager said this means she "won't be truly committed to the job."
A man hesitated for a second while answering a slightly difficult question. His feedback was that he "lacks self-confidence."
A man arrived 10 minutes early instead of the "customary" 15 minutes. Apparently, this means he is "overly anxious and doesn't know how to manage his time."
A man's belt colour didn't perfectly match his shoe colour. The decision? He's "not well-groomed and doesn't pay attention to details."
A woman brought her own notebook and pen. "It seems she doesn't trust the resources we give."
The strangest part of all this? Most of these people's CVs are better than half the employees already working here. But it's fine, let's focus on what pen they brought with them instead of seeing if they can do the job.
Jobadvisor
I feel your pain. Working in HR while watching a manager treat the hiring process like a "Spot the Flaw" contest instead of a talent search is soul-crushing. It’s the ultimate irony: they’re rejecting people for "lack of attention to detail" while completely missing the detail that their department is likely understaffed or underperforming.
It sounds like your manager is suffering from a classic case of Decision Paralysis masked by Arbitrary Gatekeeping. When people feel overwhelmed by good choices, they often look for any "micro-flaw" to justify a "no" just to make the decision easier.
Here is a breakdown of why those reasons are particularly ridiculous:
The "Logic" vs. The Reality
| The Manager's "Reason" | The Actual Reality |
| Flexible hours inquiry | Shows a candidate who values efficiency and work-life integration. |
| A second of hesitation | Indicates a thoughtful person who processes information before speaking. |
| 10 mins early (not 15) | Arriving 10 minutes early is literally the professional gold standard. |
| Mismatched belt/shoes | Unless you're hiring a fashion stylist, this has zero correlation with ROI. |
| Bringing a notebook | Signifies preparedness, organization, and self-reliance. |
Why this is actually dangerous for the company:
The "Better CV" Paradox: By rejecting people more qualified than the current staff, the manager is ensuring the team stays stagnant. It’s often a sign of insecurity—they don't want to hire someone who might eventually outshine them.
Employer Branding: Candidates talk. If someone gets rejected because of their pen or a 5-minute arrival difference, word gets out on Glassdoor that your interview process is "capricious" or "toxic."
Opportunity Cost: The time and money spent sourcing these "great candidates" are being set on fire.
How to handle this (without losing your mind)
Since you’re in HR, you have a bit of leverage to push for Objective Scorecards. Instead of letting the manager "vibe check" candidates based on their belt buckles, you can suggest implementing a weighted scoring system based strictly on the Job Description (JD).
Pro-tip: Next time they reject someone for something silly, try the "Curious Consultant" approach. Ask: "I want to make sure I'm sourcing the right people next time—can you help me understand how notebook ownership correlates to their ability to hit [Specific KPI]?" Sometimes hearing the absurdity out loud is the only way they’ll realize how it sounds.
Didn’t get the job after 5 interviews
After 5 interviews , which some required me to take the day off from my work because they gave me a 24 hours heads up, I didn’t get the job.
Job seemed good for me , 4 day work week and sales with commission and year end bonuses . Plus I had a couple references from friends inside the company already
My last interview was with the top manager of the company and he asked two questions “tell me about yourself “ and “why do you wanna work here “ interview was 5 minutes long .
Finally end up getting an automated email saying I didn’t get the job but will love for me to apply again . Sick and tired of getting rejected
Anyways , this is my rant. Pisses me off how this final interview was meaningless and could’ve saved me time by rejecting me on email already. Back to the job search process I go
Jobadvisor
That is incredibly frustrating, and honestly? It’s a bit disrespectful of your time. Going through a five-stage gauntlet only to be met with a five-minute "chat" and a generic automated rejection is the corporate equivalent of a "u up?" text after a formal dinner date. It’s cold, and you have every right to be pissed off.
The "internal reference" factor makes it sting even more, because usually, that’s supposed to be the golden ticket that gets you past the nonsense, not drags you through it for weeks.
Let’s Break Down the Frustration
The 24-Hour Notice: Forcing you to burn PTO or risk your current standing on a moment's notice is a massive "ask" from a company. To do that multiple times and then ghost you with a bot is a red flag on their culture.
The Five-Minute Final: If a top manager only asks two generic questions after you've already been vetted by four other people, it usually means one of two things:
They had already picked a candidate (perhaps internal or a "favorite") and were just checking a box.
The manager is disconnected from the hiring process and made a snap judgment based on "vibes" rather than your actual merit.
The "Apply Again" Tagline: Adding that to an automated email feels like salt in the wound when you’ve already given them hours of your life.
A Small Silver Lining (Hard as it is to see)
If this is how they treat people they are trying to impress (candidates), imagine how they treat the people they already "own" (employees). A 4-day work week is a dream, but if the management is disorganized enough to waste a candidate's time like this, those four days would likely have been chaotic and high-stress.
How to Pivot
Don't let this burn you out. You clearly have the skills and the resume to get through four rounds of a competitive process.
Audit your references: Reach out to your friends inside. Don't vent at them, but ask if they can get the "real" scoop. Did the role get put on hold? Did they hire internally? Knowing the why can sometimes take the personal sting out of it.
The "Next Day" Rule: Give yourself today to be absolutely livid. Tomorrow, we look for the next thing. You are clearly "hirable" if you're making it to the final round of a multi-stage process.