It has become increasingly common to hear employers voicing concerns about the difficulty of finding suitable candidates to fill job vacancies. The issue isn’t that employers are overly demanding; rather, many job applicants lack the readiness to contribute effectively from day one.
This challenge is especially noticeable in certain sectors, where employers must invest heavily in extensive training programmes before new hires can perform their roles effectively.
Many job applicants lack essential skills, hands-on experience, and the readiness to contribute effectively meaningfully. This creates a significant gap between employers’ expectations and employees’ deliverables.
I must clarify that this does not mean applicants are not capable of being trained. On the contrary, many have the potential to excel when provided with proper guidance.
However, the responsibility of bridging this gap often falls heavily on employers. They are required to invest significant time, financial resources, and manpower to train and upskill new hires.
This not only adversely affects productivity; it also puts a strain on organisational resources, especially for small and medium-sized enterprises (SMEs) that cannot often support such extensive onboarding programmes.
At the same time, graduates face delayed career progression and missed opportunities, as they struggle to match employer expectations.
What could be the contributing factors? The reasons behind this issue are undoubtedly complex and multifaceted. It would be grossly unfair to point fingers at one party or sector without considering the issue from various angles.
One contributing factor could be new hires struggling to adapt to the workplace environment. Ineffective communication or unclear directives may also play a role.
In some cases, the attitude of new hires might contribute to the problem, or there could be personality clashes between new hires and existing employees, which further complicates the situation.
There is also the issue of personal accountability. Some candidates fail to take proactive steps to enhance their employability, such as pursuing internships, certifications, or additional training, which could bridge the gap between their academic qualifications and the practical demands of their roles.
Limited or no collaboration between academic institutions and employers to align curricula with the evolving demands of the job market is another crucial factor.
Feedback from many employers, however, suggests that the crux of the issue lies in the misalignment between academic curricula and industry requirements.
There is a notable gap between the skills taught in educational institutions and those required in professional environments.
A traditional education system, in many cases, prioritises theoretical knowledge over practical application.
Many training programmes fail to emphasise critical thinking, adaptability, and hands-on experience, which are increasingly essential in today’s dynamic job market.
While students may excel in exams and assignments, they often lack exposure to real-world challenges and hands-on experience, leaving them unprepared for the complexities of the workplace.
This shortfall is evident in the number of graduates unable to immediately secure jobs related to their fields of study upon graduation.
While it is undeniable that, in some cases, this situation is partly due to a lack of job vacancies, the larger issue often lies in the mismatch between academic preparation and the skills demanded by employers.
This situation creates an unhealthy dynamic for the academic world and the employment sector. It undermines the purpose of education while leaving industries struggling to find job-ready candidates.
Even the current practice of mandatory internship programmes for graduates — perhaps due to flawed implementation in some organisations — has failed to adequately prepare new hires for the job.
This predicament should not fall flat on the education sector. The responsibility primarily also extends to industries and policymakers to work together in bridging this gap effectively.
One thing is certain: whatever the reasons, we must address this situation without further delay.
Addressing this misalignment requires a collaborative effort among educational institutions, employers, and policymakers. It’s time to stop the blame game.
All stakeholders must work together to create a system that equips graduates with the skills and readiness to contribute effectively. Only by tackling the issue from all angles can we hope to find a sustainable solution.
It is also crucial for institutions of higher learning to ensure that curricula adapt and evolve in response to market demands, rather than remaining stagnant or disconnected from the needs of the industry.
This approach is especially critical in light of the fast-changing dynamics of skill requirements in today’s job market, driven by the rapid adoption of new technologies and advancements in artificial intelligence (AI).
By working together, they can design programmes that produce job-ready graduates who meet employer expectations while providing students with a smoother transition into their careers.
Without this partnership, graduates may leave university with outdated knowledge or skills that don’t meet current industry needs.
Of prime importance is the need to design curricula that are not only theoretically robust but also practically relevant, equipping graduates with the skills necessary to meet industry demands.
The rapid pace of technological advancements and shifting workplace dynamics mean that the skills required today may not have been a focus during the student’s education.
Universities must revamp their curricula to align more closely with industry requirements. Practical learning opportunities, such as internships, project-based assignments, and collaborations with professionals, should be integral parts of academic programmes.
Additionally, the inclusion of soft skills training — such as communication, critical thinking, and teamwork — can better prepare graduates to navigate complex workplace dynamics.
Ultimately, the goal is to bridge this readiness gap, enabling new employees to transition seamlessly into their roles, which will benefit both organisations and the broader economy.
Revamping curricula is no longer just an educational reform—it’s a critical step toward bridging the gap between academia and industry, ensuring graduates are not just employable but ready to serve and succeed from day one.
DISCLAIMER:
The views expressed here are those of the writer and do not necessarily represent the views of the Sarawak Tribune.
