A mountain conquered; a degree earned. Another mountain awaits. One in which failure is not an option. Indeed, a job search can be a daunting task for a fresh graduate. What more having to compete with experienced job seekers. Hopefully, this post entitled “Fresh Graduate: Levelling the Playing Field in Job Search” will provide some insights as you venture out seeking that desired career.

Not to overstate it but the job search is a war. Make no mistake about it – you are entering into a battlefield. Other job seekers are your "enemy". And the best reference for a successful battle is the undisputed war strategies as espoused by Sun Tzu in his book entitled “The Art of War”. Chinese military general Sun Tzu was one of the greatest leaders and strategists to ever exist.

You may ponder how this is relatable to your job search. Sun Tzu’s strategies are not just military strategies but applies to everything that we do daily in life.  It is therefore more than applicable in your job search. In this article, I like to quote just three of Sun Tzu’s strategies and how fresh graduates can adapt these strategies in their job hunting.

(1) “Victory comes from finding opportunities in problems.” As in any battlefield, you need to be properly armored. Realized that the mind is the real battlefield. Armed yourself with positivity. Believe in being the giant killer. It does not matter that you are up against experienced job seekers. If you are positive-minded and will not allow yourself to submit to defeat, the battle is already half won. Build a profile, not a CV. Be clear about your value proposition. Focus on your strengths and soft skills developed over the past 4 years in university (or even longer in life) – how these strengths and soft skills have been used to attain success in college projects, internships, and part-time jobs. Ensure you have clarity on the job applied and the company’s expectations. Research on the company. Check out their website, annual report, etc, and talk to employees of the company (there are many ways to do these). In your profile, highlight how these same strengths and soft skills garnered can be aptly applied to achieve desired results in the job. In your cover letter (a job application/profile must always include a cover letter), be bold but humble in asking for an interview where these details will be shared further. This approach, I assure, at the very least will grant you an interview invite. Remember, there are opportunities in problems. Don’t stop believing.

(2) “The general who wins the battle makes many calculations in his temple before the battle is fought. The general who loses makes but few calculations beforehand.” In other words, think before you act. Do not act hastily. There can only be two outcomes in every action. Winning or losing. Therefore, you need to have clarity on your profile. Put on the thinking cap. Every job and company is different. Your profile needs to be tailored for each application. It must not be a profile that is generic and “one fit all”. Play out the various scenarios. What should be included? Why should I include/exclude certain information? Where will this lead me? What if I do it differently/another way? How will it look? Will it deliver the intended message and get an interview invite? How should I present it? Run through that finished profile with a close friend, family member, mentor, and/or headhunter. Get their feedback and revise if needed. Be open-minded and receptive to new ideas. Remember, the objective is getting an interview invite. The profile is not a place where you reveal everything in the hope of securing the job (many job seekers commit this mistake). Rather, provide sufficient information to get that interview invites.  Once the objective is met, think through the interview process. Research on the company as per the above advice. Do a mock interview. Attend every interview opportunity. Practice, practice, and practice. As the saying goes, practice makes perfect.

(3) “It is more important to out-think your enemy, than to outfight him.” Firstly, you need to believe in yourself. That you are blessed with unique talents. You have a purpose. You are special. Never underestimate yourself. Never give up. If you think you can, you can; if you think you can’t, you can’t. As a fresh graduate, do not allow yourself to be compared with an experienced worker. We know experience matters and fresh graduates will lose hands down. It is like comparing orange and apple. Manage the situation by talking about your strengths. Know that technical skills are learnable. In fact, it is easier and faster to pick up technical skills than soft skills. Highlight in your profile and further elaborate in your interview that you are a fast learner. Support this claim with examples. Relate to in-demand soft skills - creative thinking, persuasiveness, collaboration, adaptability, and emotional intelligence - and demonstrate your command of these areas. Talk about a project you did during your university days and/or a part-time job that is relatable to the role applied. The challenges you faced and how you overcame and attained the desired results by applying these soft skills. These skills are in-demand and applicable to all types of jobs. When you focus and talk about your strengths instead of worrying about the missing link, you are out-thinking your enemy. In battle, sometimes it is not about the physical but the mind. David (a shepherd boy and biblical figure) proves that in taking down Goliath (a seasoned warrior and a giant) with just a stone and a sling!

There you go. How a fresh graduate can level the playing field by applying a few military strategies as advocated by Sun Tzu. Importantly, have self-confidence and stay positive throughout your job search journey no matter the outcome. Eventually, success and the dream career will be yours for the taking!

Note: The author is a headhunter with 17 years’ experience in recruitment and talent sourcing. This article on how a fresh graduate can level the playing field in job search is the personal opinion of the author. The success in securing a job is entirely dependent on the effort of the job seeker. Photo credit: remi-muller-unsplash.

A CV or resume is the document that all fresh graduates or experienced job seekers put together as the first step in the job search process. It is the all-important document that job seekers send to potential employers detailing their credentials and work experiences. This piece of document has had a place in the job search process for decades and is supposedly heavily relied upon by recruiters in deciding whether to shortlist a candidate for an interview.

Before we discuss in greater detail whether CV or resume still has its place in the job search process, it might be good to have clarity on the difference between CV and resume. Many of us have no qualm about using the term interchangeably. In reality, there is a difference; and the difference between CV and resume lies in the length, layout, and purpose of these documents. CVs have no length limit; resumes are typically one to two pages long. A CV details the whole course of the candidate’s academic career; a resume summarizes skills and work experience. These words are that of Michael Tomaszewski which he aptly explained in a blog post entitled “The Difference Between a CV vs a Resume Explained”, updated June 1, 2020, in zety.com.

However, we shall not slice and dice on the term CV or resume for this article “Job Audition May Sound the Death Knell for CV or Resume!” as it is not the intention of this write-up to analyze the correct usage of the term.

That said, CV or resume offers the first contact between a job seeker and a recruiter. As stated earlier, it is the document that recruiters use to undertake the initial assessment of the candidate’s suitability for the job applied. It has served this purpose well for many years but its legitimate place in the job search process begs a reevaluation in this era of the 4^th Industrial Revolution (4IR). For example, artificial intelligence, robotic technology, and IT-related careers are compelling employees in these fields to be technically savvy with in-demand technology. Post-Covid19 is likely to see a new normal in the digitization of many businesses and services. Many traditional jobs that we know today may disappear and replace by new jobs with new skills requirements. As such, it is imperative that job seekers take note of this development and reskill/upskill accordingly.

Recruiters will need job seekers to demonstrate competency in these new in-demand hard and soft skills. It will be a challenge and quite impossible for a recruiter to assess these competencies from merely reading a candidate’s CV or resume. This issue is compounded when job seekers creatively manipulated their CV or resume. There have been cases where job seekers stretched their credentials by misrepresenting information on their CV or resume. Such creative manipulation may include employment history, salary, job scope/responsibilities, designation, educational qualification, professional certification, etc.  In other words, blatant misrepresentation of information in their CV or resume.

One needs to understand that a recruitment process is a costly affair both from the perspective of time and money spent. Any wrongful hiring based on misrepresented or fake information in CV or resume can definitely cause major reputational damage to the recruiter. Not to mention creating a negative impact and potentially disrupting the company’s human capital strategy and business. This has led many recruiters to have second thoughts about solely relying on a CV or resume in assessing job seekers’ credentials in meeting job requirements.

Notwithstanding the occurrence of fraudulent misrepresentation, I believe CV and resume will continue to have a place in the talent sourcing process albeit playing second fiddle to technical assessment or job audition. This is due to the fact that CV or resume does not offer an accurate and fair evaluation of potential employees as opposed to technical assessment. Sometimes information revealed in the CV or resume may cause an applicant to be treated in a prejudicial way. This will result in an unfair elimination of good candidates. Job seekers should, therefore, expect job audition to play an integral part in the job search and interview process irrespective of a technical or non-technical role.

Lastly, it is interesting to note a LinkedIn article dated January 27, 2020, which first appeared on CNBC revealing the most in-demand job skills in 2020 as follow:

Top 10 most in-demand hard skills globally are:

• Blockchain
• Cloud Computing
• Analytical Reasoning
• Artificial Intelligence
• UX Design
• Business Analysis
• Affiliate Marketing
• Sales
• Scientific Computing
• Video Production

The top 5 most in-demand soft skills globally are:

• Creativity
• Persuasion
• Collaboration
• Adaptability
• Emotional Intelligence

Disclaimer: The author is a headhunter with 17 years of industry experience and this article is the personal opinion of the author. Photo credit: adam-birkett-unsplash.

BUILD PROFILE NOT CV. Jobseekers tend to submit a CV (Curriculum Vitae / Resume) that often detail their job responsibilities. What is needed is a Profile that focuses on your Value Proposition & Results!

That was my sharing in the last webinar series on Career Talk organized by GKK Consultants: How to be Visible to Recruiters & Companies.

The key thing is the Value Proposition. In other words, your profile should answer the question "Why Should I Hire You?"

Two main areas in your Value Proposition are:

1) Know Yourself - do a self-analysis to identify your strengths (realized & unrealized), weaknesses, and passions. Show how these insights shape your career success in previous employments. Focus on results.

2) Know the businesses that you want to be associated with. Research on these companies - Who are they? What do they do? Where is their focus market? How is their culture & policies? Show that you are "one of them". How your Value Proposition positions you to contribute to the growth of their business. People often hire those whom they believe are of the same personality.

Help recruiters see your Value Proposition. Make it easy for a recruiter to hire you over your competitors. Be Proactive. Create Opportunity.

In addition, attitude matters.

1) Do not insist on permanent hire. Contract hire will be the new normal. If you are good, there is no reason why your contract will not be converted to permanent hire eventually.

2) Granted, we work for money. But many companies are financially stretched post-lockdown. Be flexible in your expectation & show that you care for the company besides your personal interest.

3) Ready to go the extra mile. Do more than expected. Do not be a complainer. Be a problem solver.

4) Be IT-savvy. IT plays an integral role in every functional area of business. If you lack in IT competency, reskill & upskill accordingly.

5) Job audition / technical assessment is going to be a new normal in the interview process. (In fact, some recruiting experts are saying CV maybe a thing of the past. It does not offer an accurate and fair assessment of candidates as opposed to technical assessment. Note: please do personalize your CV & do not send generic copy). Candidates need to adapt and prepare to show portfolio/project links or testimonial/results.

6) Be active in professional social media such as LinkedIn. The keyword is professional. So, share professional content & review/comment on other contributors' posts consistently. That helps in building your personal branding. Many recruiters seek out talents on LinkedIn.

If you are keen to listen in to my sharing, please visit the following YouTube link https://youtu.be/tBEwjzQ6rPs

Lastly, have faith in your job hunt. Reach out to headhunters - we are your friends and here for you!

Disclaimer: The author is a headhunter with 17 years of industry experience and this article is the personal opinion of the author. Photo credit: mostafa-meraji-unsplash.

I will be appearing as one of the panel speakers of GKK Consultants' career talk series: Re-ignite Your Career during Challenging Times. Come join us in this Free Webinar.

The current pandemic and the MCO/lockdown it brought upon us is leading many businesses onto its pathway to disappearing from existence. These organizations that are facing losses are actively looking into ways of trimming the workforce, this means many of you stand a chance of losing your job - worse is that some of you have already been retrenched. The good news is that some organizations from certain industries are still hiring but the competition has become steeper than ever.

Come find out how to stand out from the rest and escape the rat race.

Areas covered include:

(1) How to be visible to recruiters and companies

(2) How to write an impactful LinkedIn profile

(3) What skills you need to learn now.

Important Details: Date 29th April 2020 Time: 8:00 pm to 9:00 pm (Singapore Standard Time)

Host: Mr. Gajendra Balasingam, CEO of GKK Consultants

Sign up: Go to https://lnkd.in/gyC8Cs2

Disclaimer: The author is a headhunter with 17 years of industry experience and this article is the personal opinion of the author and Mr. Gajendra Balasingam. Photo credit: GKK

March 18, 2020, will forever be etched in our memory – the day Malaysian government enforced the Movement Control Order (MCO) in the hope of arresting the spread of the Covid-19 pandemic. It was initially enforced until March 31, but extended to April 14 and today (April 10), the government has further extended the MCO to April 28.

Though it is a necessary step in the fight against Covid-19, the MCO has certainly dampened the spirit of many, as businesses besides those classified as essential goods by the government are forced to close for the duration of the MCO. This has caused undue stress on the financial standing of many companies as the work stoppage means interruption to the revenue streams. The ripple effect is enormous – hiring freeze, lay off and retrenchment of workers and the worst scenario being business unsustainability resulting in bankruptcy and permanent closure. A report by Eugene Mark dated April 6, 2020, in ChanneNewsAsia.com stated “Shutdowns on economic activity and weak external demand for goods and services will clearly hurt corporate profitability. If companies are unable to service their debts, bankruptcies could be on the rise”. The economic impact is so far-reaching and expected to lead to a recessionary period. And, it might take years for many businesses to recover when the dust finally settled.

The only silver lining is perhaps the emergence and spike in businesses that offer services that meet the needs of people in times of movement restrictions. Leading the pack is food delivery services, e-hailing, logistics, and online businesses. No doubt for these companies, hiring is ongoing. However, the new normal seems to be hiring on a contract instead of a permanent basis. My latest experience is a case in point. My candidate was offered employment on a 12-months contract which will be automatically converted to a permanent role upon completion of the 'contract' period. This, by all intent & purposes, is a permanent role but the company sees fit to present it as an initial 12-months contract before converting to permanent.  Although contract hiring is not new, this development begs the question – is contract hiring the ‘new normal’?

Before we answer that question, let us first get to the basic. What is a contract? Oxford defines a contract as “a written or spoken agreement … that is intended to be enforceable by law”. What then is an employment contract? Simply put, an employment contract is a signed agreement between an individual employee and an employer that establishes both the rights and responsibilities of the worker and the company. Some employment contracts may specify a duration (i.e. contract hiring) as opposed to one that has an ongoing period (i.e. permanent hiring). In a contract hire, your career in the company ends as soon as your contract period ended irrespective of your good performance and contribution to the company. Granted, in some cases, the contract may be extended although, by the spirit of the letter, it typically ended the moment the duration expired.

Most contract hiring is for the purpose of meeting temporary requirements for manpower resources and often unbudgeted hiring for a specific project or seasonal needs. However, due to the current Covid-19 outbreak and the state of the economy, many companies are likely to hire based on contract hiring as a safeguard measure irrespective of whether it is to meet temporary resources needed or for long-term human capital need. This, it seems, is the new normal in talent acquisitions.

It is therefore advisable that job seekers – both fresh graduates and experienced – adapt to this new normal instead of expecting or insisting that hiring be on a permanent basis. Indeed, this attitude will get you more mileage in your job hunt as it is likely to be an employers’ market instead of employees’ market in the years ahead. This is against the backdrop of a job market where around 2.4 million Malaysians could lose their jobs due to the Covid-19 crisis if movement control order is extended, according to The Malaysian Institute of Economic Research (MIER), a think tank's estimate reported in an article by freemalaysiatoday.com dated March 25, 2020.

In closing, this new normal may just be the hiring standard operating procedure (SOP) of many companies, going forward. Job hunters, forewarned is forearmed!

Disclaimer: The author is a headhunter with 17 years of industry experience and this article is the personal opinion of the author. Information contained in this article is not legal advice and is not a substitute for such advice. Photo credit: free-to-use-sounds/Unsplash.

The world is fighting an invisible enemy. Coronavirus (Covid-19) first reared its ugly head back in November/December 2019 in Wuhan, China. Covid-19 is an infectious disease caused by a new virus. There’s currently no vaccine to prevent coronavirus disease.  It is now classified as a pandemic and many countries are not spared as the virus outbreak spread like wildfire to many territories globally. Doctors and nurses of these countries are sacrificing sleep and putting long hours to treat and save those who are infected by the virus. Hospitals and medical centers are running out of beds in some countries. Manufacturers of medical devices such as face masks, sanitizers, medical gloves, ventilators, etc. are doubling production to meet demands. And though many patients recovered, many too succumbed to the virus. The world mourns the losses but the battle continues as scientists are developing coronavirus vaccine but it could still be several months before we're all able to get a shot. Oxford defines a vaccine as “a substance used to stimulate the production of antibodies and provide immunity against one or several diseases, prepared from the causative agent of a disease, its products, or a synthetic substitute, treated to act as an antigen without inducing the disease.”

We, the non-medical professionals and the general population can and should play our part by staying at home and adhering to the movement control order (MCO) or lockdown initiated by the respective governments. Let’s not put greater strain on the medical professionals, law enforcement personnel, and many other front-liners who are unselfishly risking their own health so that we may remain safe in the battle against Covid-19. Stay at home and do not challenge the authority in the name of human rights. The disease is color blind and is no respecter of gender, age, race, religion, citizenship, and political affiliation. The world needs to be united and put our differences aside in our fight against this common enemy in order to win. And, win we must. And, win we will.

What about the corporate front? Is it business as usual in an unusual time? Undoubtedly, many businesses are operating as usual albeit with new approaches. For example, physical offices are required to close during this period of MCO with the exception of those classified as essential goods producer as defined by the government. As such, many businesses are operating under a "remote work" basis with employees working from home (WFH). This WFH approach has literally freed up the highways and public transports with the daily commute to the office no longer necessary or permitted under the enforced MCO. And, business dealings are done through the use of technologies such as conference calls. Virtual meetings replace face-to-face meetings. Client relationship building through lunches and dinners are a thing of the past. Events and seminars are canceled. It seemed the absence of physical interaction in communication and discussion is the new normal.

Notwithstanding, Corporate Malaysia adapt. Just as the general population is required to stay at home which obviously altered their way of living, similar changes are expected of Corporate Malaysia. However, it must be noted that a prolonged MCO will directly/indirectly affect some businesses to the point of closing for good. A think tank’s (IDEAS – Institute for Democracy and Economic Affairs) research manager, Lau Zheng Zhou, was quoted as saying “he foresees a surge in bankruptcies over the next six months” in an FMT report by Nicholas Chung, dated March 28, 2020. A major problem to grapple with, he said was the unpredictable nature of the Covid-19 crisis. “So, it’s very hard for the government and for businesses to plan ahead”. Nevertheless, these are temporary measures during this period of the Covid-19 invasion. We need to fight on and at the same time pray for the situation to return to normal.

Kapr Advisory, in the spirit of fighting on, continues to offer its headhunting services to both our clients and candidates. Though our approaches may change, for example, conducting virtual interviews instead of face-to-face interviews, our commitment and service provision remain unchanged. Likewise, our clients continue to march forward with hiring activities.

We are glad to update current search assignments and job openings with our IT clients.

1. Mobile Android and iOS Developer
2. Mobile App Developer (React Native/Flutter)
3. Full Stack Developer (MERN/Laravel)
4. ReactJS Developer (Redux/NodeJS/HTML5/CSS3/KOA)
5. Full Stack/PHP Developer (Laravel/JavaScript/HTML/CSS)
6. Shopify Developer (JS/HTML/CSS/Photoshop)
7. Global Service Desk Analyst (Native Japanese Speaker)
8. Customer Service Agent (Bengali Speaker)

Those who are keen and ready to take on a new challenge may submit CV to teddy@kapradvisory.com. Should your desire job is not listed above, drop us a line and we shall headhunt for the job and revert soonest a matched order is found. Thank you.

Stay Safe! Stay at Home! Be Strong! And, God Bless!

Disclaimer: The author is a headhunter with 17 years of industry experience and this article is the personal opinion of the author. Photo credit: ThoughtCatalog/Unsplash.

We recently celebrated the beginning of a new decade as we enter the year 2020. It was a time of fireworks and merriment. However, for many fresh graduates and job seekers, there is no celebration as the coveted prize of a job continues to elude them. After 4 years of laboring and perhaps many sleepless nights, brought on by an exam intensive education system, the greatly desired job seems difficult to find. Long gone are the days when a bachelor's degree or even a postgraduate qualification open door to countless job offers. Tempting job seekers to ask prospective employers – What More Do You Want? Frustrated and disappointed – probably an understatement. Yet, I am certain employers do empathize with fresh graduates who remain unemployed many months after receiving that degree scroll.

Notwithstanding, one needs to appreciate that the marketplace evolves. Change is the new normal and the only constant. With it, the expectations and profile of an employee need to flow with the marketplace demand. It is therefore in the general interests of fresh graduates and job seekers to not assume that a bachelor’s degree is sufficient armor to protect and win in the “job battlefield”.

The statistics speak loud and clear. Our 21 public-sector universities and 38 private-sector universities produce something like 51,000 graduates a year, but nearly 60% remain unemployed one year after graduation, according to a study in 2018 conducted by the Ministry of Education Malaysia's Graduate Tracer Study. Associate Professor Dr. Hariharan N Krishnasamy of Universiti Utara Malaysia was quoted in an article by Vincent D’Silva in the New Straits Times dated 3^rd February 2020, as saying “the widening gap between what the institutions of learning produce and what industry expects in terms of technical and soft skills had led to more unemployment challenges”. So, is our institutions of higher learning churning out mismatched graduates? Is this the main contributing factor in the rise of the gig economy? Oxford dictionary defines the gig economy as “a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs”. It seems many of our unemployed graduates eventually ended up laboring in the gig economy. Is this a wastage of talents that could be put to better use in the interests of nation-building?

Undoubtedly the unemployment situation amongst graduates is a matter of great concern. It is akin to that stubborn acne that refuses to clear! I believe all stakeholders – institutions of higher learning to employers to headhunters/talent acquisition professionals to fresh graduates – need to play an active role in its own right to reduce if not eradicate this issue. And, I am sure the respective stakeholders have their own idea of what actions are needed. Perhaps, suffice to say that national interest should precede self-interest. 

Notwithstanding, as a headhunter that has interviewed countless graduates and job seekers, it is regrettable to note that many exhibit an entitlement mentality.  Fresh graduates and job seekers will do well to cast away the entitlement mentality. What is the entitlement mentality? I quote from conservapedia.com which says “an entitlement mentality is a state of mind in which an individual comes to believe that privileges are instead rights, and that they are to be expected as a matter of course”. Those with an entitlement mentality frequently imagine so-called "rights" that are in no way guaranteed – for instance, the "right to employment".

Therefore, my humble advice to fresh graduates and job seekers. Take personal responsibility. Rise up to the challenge – enhance your profile and not merely your resume writing, by upgrading on professional skills or by reskilling. For instance, a computer science graduate who desires to build a career in cybersecurity may attend courses and certifications on information security in addition to the basic degree attained. Cybersecurity courses such as Fundamental of Information Security Management System (ISO 27001), Certified Security Specialist, Certified Network Defender, and Certified Ethical Hacker are contents that create the functional and organizational skill set required to design and direct the implementation of any information security plan. Coupled with essential people skills such as interpersonal & social skills, English & business communications, positive mindset & work ethics, creative problem solving & analytical skills, and presentation skills will greatly enhance your profile. Of course, to be added to the build-up of your profile are those relevant part-time jobs. With this improved profile, you are definitely better positioned to claim that elusive job.

Disclaimer: The author is a headhunter with 17 years of industry experience. This article is the personal opinion of the author. It is not to suggest that success in work/life is solely dependent on what is expressed in the article. Photo credit: HajranPambudi/Unsplash.

Probably many of us can relate to this piece of parental advice – study hard, enter university, graduate, get a job. From kindergarten days to primary study to secondary/higher education and finally college/university, we were constantly reminded of this advice until it literally becomes a part of our subconscious. This subconscious program planted in us over the years guided many of us through 4 years of challenging and/or exciting college life. We survived and earned that first-degree. What’s next?

The obvious choice for many of us is to enter the workforce – the very reason we diligently pursued a tertiary education. Remember, that parental advice? And so, began the ‘rat-race’ phase of life. The alternative is to continue learning and pursue a postgraduate in MBA or whichever preferred discipline of study. Of course, the third option is to completely close our mental faculty to further bombardment of notes and lectures, except for the normal reading pleasure without the stress of exams.

As a headhunter, I am often approached with this question. Should I continue my postgraduate study or first gain a year or two of work experience? I am sure there are 2 schools of thought on this matter. No right or wrong. Simply, it is an individual decision. My advice is to do whatever pleases you.

However, if you find yourself still caught in a dilemma – not knowing which way to go, I hope the following reasons may guide you in the right direction. You will have your personal justification for wanting to do it now, later or not at all.

3 reasons why I would pursue an MBA immediately after obtaining my first-degree.

1. A postgraduate qualification is definitely a plus in job hunting. It sets you apart from the thousands of first-degree holders that graduated annually. In this competitive job market, a job seeker needs to build his/her profile and having a postgraduate degree certainly add value to his/her credential. And, should you pursue the option of a part-time study, this profile may include part-time work experience garnered in the course of completing the MBA. In fact, the former Education Minister of Malaysia Maszlee Malik was quoted in the Malay Mail dated 15 October 2019 as saying: “Nearly 60 percent of first-degree holders and above remain unemployed after one year of graduating”. That alone is a good enough reason to pursue an MBA and give yourself that competitive advantage over the next job seeker.
2. Financial consideration is another reason. Colleges/universities do offer financial assistance to their qualified students to continue a postgraduate course in the same university. In fact, some institutions of higher learning will consider partial financial support and readily accept graduates from other colleges/universities. All these financial sponsorships ease the considerable burden as postgraduate education can be a costly affair.
3. Many would have graduated with a first-degree in their early to mid-20s. At a time when the body and mind are still in an ‘engaging’ mode, the continuation of a postgraduate course is perceived to be a good decision. Many believe that the passion for the study will gradually fade away after a few years’ immersion in the ‘rat race’ and work life.

3 reasons why I would pursue my MBA after gaining a year or two of work experience.

1. Undergraduate study is mainly theoretical and book-based. Work experience molds the mind of postgraduate students to the reality and challenges of business or industry. Therefore, students are able to articulate and present solutions that are relatable to marketplace demands as opposed to ideals that are often misconceived as perfect. The marketplace is constantly evolving and businesses must resonate with these changes in order to exist continuously. History has recorded many companies, even the establishment of a hundred years' existence, collapsed for failing to change with times.
2. A break from the academic environment does wonder for the mind, body, and soul. To be refreshed and recharged before taking on the new challenges of a postgraduate study especially after 4 years of ‘burning the midnight oil’. No doubt, a couple of years’ reality immersion in the working world also raises the level of maturity. It is often said, stepping into the working world is akin to stepping into adulthood. It gives the much-needed dose of reality.
3. Finances are a key consideration in either scenario. For those who may not qualify for financial assistance from colleges/universities, the few years of working allow for sourcing of the much-needed funds instead of obtaining a study loan to finance the postgraduate course. Regrettably, many caught themselves in a debt situation due to a study loan. As mentioned earlier, a postgraduate course can be a costly affair. As such, saving to finance your postgraduate study while working for that couple of years may be a blessing in disguise.

There you go. 3 reasons for doing it now or later, respectively. Ultimately, you may even choose not to do it at all. This is only one of the many crossroads we will face in our life journey. Whatever the decision, make sure your heart is at peace.

Wishing you the best, be it in your pursuit of a continuous education or taking the first step toward building a successful career!

Disclaimer: This article is the personal opinion of the author. It is in response to the many occasions the author was asked of the question: “Should I continue my postgraduate study or first gain a year or two of work experience?”. It is not intended to encourage or discourage the pursuit of a postgraduate qualification or continuous education. Neither is the author suggesting that success in work/life is solely dependent on the attainment of a postgraduate qualification.

My name is Teddy. I am a headhunter with KAPR Advisory. I have been in headhunting for 16 years. During this period, I have assisted many companies to hire the best talents in their industry and solved their hiring needs. In the process, I have also impacted many job seekers’ career.

Oxford dictionary defines a headhunter as “a member of a society that collects the heads of dead enemies as trophies”. That may be what a traditional headhunter does but I am quite pleased to say that this headhunter mainly does the second definition, that is “a person who identifies and approaches suitable candidates employed elsewhere to fill business positions”. And this headhunter has been successfully doing the “i-m-possible” in bridging the human capital gap. Yes, my “machete” is sharpened and I am good at what I do. So, fear not when I knock, for I bring the solution to your talent acquisition challenges.

Undoubtedly, many organizations have in-house recruiter. Many bosses hold the belief that the internal recruiter is mandated to meet their company’s human capital requirements. It is therefore of no necessity to outsource and engage with an external headhunter. More so when the economy is perceived to be soft, the need for cost-cutting inadvertently hit home. As the CEO – “Chief Entertainment Officer” (for I consider my main task is to “entertain” and keep stakeholders’ satisfaction high) for KAPR Advisory, I have no disagreement on the importance of keeping the cost low for a greater EBITDA (Earnings Before Interest, Tax, Depreciation, and Amortization) as a measure of a company’s operating performance.

Therein lies the irony. To task, an internal recruiter to undertake the function of a headhunter may instead lead to a higher cost. For this is akin to “putting the cart before the horse”. One will need to understand the difference between an in-house recruiter and a headhunter to appreciate the writer’s submission. Oxford dictionary defines a recruiter as “a person whose job is to enlist or enroll people as employees …”. In this context, we can use the analogy of a specialist doctor and a generalist doctor. An internal recruiter is a “specialist” that fills the vacancy with precision after the headhunter, a “generalist” sourced, assessed, and proposed the talents. This segregation of tasks between an in-house recruiter and an external headhunter ensures the effective and efficient use of resources. For this very reason, a recruitment partnership between an internal recruiter and an external headhunter is a perfect symbiosis, representing a mutually beneficial relationship.

Hopefully, this article helps to put headhunting in the right space. And companies gaining greater mileage in their recruitment partnership with a headhunter. Having said that, this headhunter needs to temporarily detach from the keyboard and off to collect more “trophies”.

Lastly, more power, and awesomeness to you!