I wish to address a persistent and increasingly pressing issue that resonates deeply with many, especially our recent graduates and parents guiding their children into the professional world. You’ve just completed your university education, diligently scrolling through job portals, dispatching dozens, if not hundreds, of resumes, only to be met with a recurring response: "We regret to inform you, but you lack the requisite experience."
Frustrating, isn't it? A disheartening cycle, indeed.
This predicament is not solely the fault of our graduates, nor entirely that of employers. It represents a complex deadlock within our current system that demands our collective and immediate attention.
Consider this scenario: Our fresh graduates have dedicated years to their studies, burning the midnight oil on theses, final exams, and presentations. They emerge with a hard-earned degree, a commendable CGPA, and ostensibly, honed soft skills acquired through various extracurricular activities. A seemingly complete package!
Yet, upon entering the job market, employers often state, "We require candidates with 2-3 years of experience. Individuals who can hit the ground running, requiring minimal training."
The fundamental question arises: How does one acquire experience if no one is willing to provide the initial opportunity? This is a classic chicken-and-egg dilemma, demanding a breakthrough.
Where Have We Erred, Malaysia?
In my view, this problem stems from several critical gaps within our framework:
The Education-Industry Divide:
Universities: Are our curricula truly up-to-date with industry demands? Are students sufficiently exposed to real-world challenges through practical projects or more structured and meaningful internships? We often overemphasize theory, overlooking the pivotal role of practical experience.
Industry: Conversely, are employers adequately involved in shaping university curricula? Are they providing quality industrial training placements, rather than merely assigning mundane administrative tasks? Investing in the training of new graduates is an investment in the company's future, not merely a burden.
The Mindset Gap:
Graduates: At times, our graduates may be overly selective or hold unrealistically high expectations. "With a degree, surely I shouldn't accept a low salary?" or "I only want a corporate job." I understand the aspiration for the best. However, to gain experience, one often needs to start from the ground up, seizing available opportunities, no matter how modest. Freelance work, relevant part-time jobs, or volunteer projects – these all contribute to valuable experience!
Employers: Some employers exhibit impatience, unwilling to nurture new talent from scratch. This could be due to cost factors, time constraints, or a "ready-made" talent mindset. They may overlook the potential loyalty and enthusiasm of new graduates who are trained from the outset.
The Ecosystem Support Gap:
Government: Are there sufficient and compelling incentives for employers to hire fresh graduates without prior experience? Or effective and relevant upskilling programs for graduates? Such support is crucial for bridging this gap.
Platforms: Are there effective platforms connecting graduates with opportunities for short-term projects, apprenticeships, or mentorships that can build their experience?
Our Solution: Let Us Be 'Problem Solvers'!
For Graduates:
Be Proactive: Do not fear starting small. Seek out internship opportunities (paid or unpaid), relevant part-time work, or engage in community/volunteer projects. Every experience is invaluable!
Continuous Learning: The world is evolving rapidly. Upskill yourselves with online courses, acquire new skills (digital marketing, data analytics, coding, etc.) not extensively covered in university. Demonstrate your initiative!
Networking: Connect with professionals in your desired industry. Attend career fairs, workshops, or webinars. Opportunities often emerge from these connections.
For Universities:
Dynamic Curriculum: Continuously review and align curricula with industry demands. Invite industry experts as guest lecturers or advisors.
Mandatory & Quality Internships: Develop structured internship programs that ensure students gain genuine practical exposure, rather than merely serving as general assistants.
For Employers:
Provide Opportunities: Re-evaluate hiring policies. Consider establishing dedicated entry-level or graduate trainee programs for graduates without prior experience.
Invest: View fresh graduates as a long-term investment. Train and mentor them. Their loyalty and contribution may well repay the effort.
For the Government:
Incentives: Consider tax incentives or grants for companies that train and employ fresh graduates without prior experience.
National Platform: Establish a national hub that connects graduates with government-supported internships, apprenticeships, and upskilling programs.
The dilemma of graduates seeking employment while the market demands experience is a shared challenge. It necessitates a paradigm shift from all stakeholders. We must change mindsets, refine our systems, and consistently be prepared to adapt.
If we continue to allow our graduates to be marginalized, we are not only squandering the nation's youth potential but also undermining our own economic future.
Let us unite, open our minds, and create a more equitable and competitive ecosystem for our young generation. They are the nation's assets, not liabilities!