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The economy and society currently pose a question of career building of in the significant social groups.&amp;nbsp;Job market is characterized by the emergence of new professions along with a range of new competencies developed at the intersection of various disciplines.&amp;nbsp;Educational institutions do not always prepare their students for real life, and therefore, a graduate or a person with work experience challenge to find employment.&amp;nbsp;In light of the non-transparency and non-uniformity of the job market, as well as devaluation of the continuity of knowledge and experience&amp;nbsp;from the university to the employer, quire ambiguous criteria are imposed upon the potential employee.&amp;nbsp;As a result, large and complex projects can be completed with irrelevant specialists, and persons with work experience and a desire to continue their career building may be left out.&amp;nbsp;Based on the socio-psychological analysis, the author proposes the term of the &amp;ldquo;closed door phenomenon&amp;rdquo;, which literally means subjective and objective obstacles in entering a significant social group and striking roots therein.&amp;nbsp;The article offers a definition of the &amp;ldquo;closed door phenomenon&amp;rdquo; as a set of behavioral patterns&amp;nbsp;of a person and responses of the reference social groups.&amp;nbsp;The article explores the origin, phenomenology, and key aspects of career building problems, which are referred to as &amp;ldquo;closed door phenomenon&amp;rdquo;.&amp;nbsp; Classification of the proposed solutions is carried out.&amp;nbsp;The author describes the socio-psychological mechanisms of interpretation and correction of unfavorable psychological and professional phenomena in career building within the framework of natural selection.	

Overcoming the phenomenon of “closed doors” in career building within the framework of natural selection