The events industry is growing, with companies looking to expand and invest in new talent. However, there is a growing trend where businesses advertising for entry-level roles are asking for 18+ months of experience, agency backgrounds, or previous placements.
At Live Recruitment, we see this time and time again, and it begs the question: are these entry-level roles?
Entry-Level Means New Talent
If a role is truly entry-level, it should be about potential, not experience. A new graduate or junior professional should not need two years of industry exposure to be considered. Instead, employers should be looking at:
Personality – Are they enthusiastic, eager to learn, and engaged?
How eager they are – Do they show initiative and curiosity?
Transferable skills – Have they taken on roles in volunteering, part-time jobs whilst studying, or leadership in sports?
Attitude – Are they proactive and adaptable?
Research – Have they taken the time to understand the company and role?
Communication skills – Can they articulate their thoughts and ideas clearly?
A well-structured CV – Is their application presented professionally and with key achievements highlighted?
Experience Should Not Be a Barrier
We understand that businesses want to find the best candidates, but looking only at those who have already worked in the industry is a short-sighted approach.
As Laura Kelly, Managing Director at Live Recruitment, puts it: “If you just look at candidates that already exist within the market, we will never build up the industry and improve.”
There is also a misconception that giving graduates an opportunity is about making it easy for them. That’s not the case at all: “It’s not about giving grads a quick pass or an easy route. They still need to apply themselves to the process, but they need to be given an opportunity to thrive!” – Laura Kelly, Managing Director at Live Recruitment,
Finding the Right Junior Talent
The events industry is full of ambitious, dynamic people, and entry-level roles should be about nurturing those with the right attitude and potential.
As James Walton, Founder of Live Recruitment, explains: “Not all grads are equal. A job advert can be posted, and we are inundated – it’s about finding the good ones with the skills you can’t find at first glance on a CV.”
A junior professional with the right attitude, personality, and willingness to learn can add real value to a company quickly. But they need to be given a chance to prove themselves.
“The right graduate or junior with the right attitude and personality will add more to the company quickly.” – James Walton, Founder of Live Recruitment
Investing in Entry-Level Talent
Companies that genuinely want to build their teams for the future need to invest in junior hires properly. That starts with effective onboarding, training, and setting clear expectations.
Cassie Capener, Senior Account Manager at Live Recruitment, highlights this importance: “Companies need to give juniors the opportunity to learn. This starts from the day they join. Onboard them properly, train them with the company’s values and processes, and by investing the time, they will stay and learn the company way.”
When 18+ Months of Experience is Required, It’s No Longer Entry-Level
If a company is asking for nearly two years of experience, it’s no longer an entry-level role—it’s a junior to mid-level position. With that comes different expectations:
A higher salary bracket.
More industry knowledge.
A greater level of responsibility.
More exposure to the events industry.
So, if your business is asking for this level of experience, are you offering the right incentives to attract those candidates? Are you making it clear what makes your company worth joining and staying at?
What Entry-Level Professionals Should Expect in Events
For those looking to start their career in events, it’s important to understand that the industry comes with its own unique demands:
It’s not always a 9-5 job – many roles involve evening and weekend work due to event schedules.
Long hours can be the norm – particularly around event delivery.
Office-based work is often required – even as hybrid working becomes more common.
How Live Recruitment Can Help
At Live Recruitment, we ensure that clients find the right talent by pre-screening all candidates. This means businesses don’t have to sift through endless CVs—we’ve already identified the best matches for the role. For candidates, we provide guidance on how to position themselves effectively and highlight their skills beyond what’s on paper. In addition, Live Recruitment partner with universities such as Leeds Beckett and the UK Centre of Event Management to help guide students in their final year of study to help better prepare them for the world of work within the events industry and how to ensure they are presenting themselves in the best way possible.
The events industry will only thrive if companies truly invest in new talent, rather than recycling the same pool of candidates. Entry-level roles should be about potential, not just experience. Let’s open the doors for the next generation of event professionals and build a stronger industry together.