15 July marked the fifth International Youth Skills Day, first established by the United Nations General Assembly in 2014. The summer is also the time during which many young people are completing their final days of university education. The graduating class of 2017 – 2018 consisted of 21,498 individuals from Hong Kong University, according to the University Grants Committee.
The expected influx of graduates comes at a time when numerous and significant changes to the working landscape and Hong Kong, in general, are occurring. These changes are occurring on an economic and social scale and also in terms of the city’s business operations. Additionally, workplaces are upgrading to embrace digital technologies, AI and automation, which subsequently has modified many of the working roles of employees to be more innovative, customer-focused and strategic. The daily operations of jobs are also changing rapidly and continuously, with industries and roles in IT, communications, finance, insurance and professional services affected the most.
It is therefore unsurprising that the prospect of job searching for fresh graduates can be daunting and encroaching onto unfamiliar territory for candidates, HR teams and employers alike. With the continued development and spread of technology, it is perhaps not surprising that companies are prioritising a strategic, innovative and customer-focused mindset. Although the future of the workforce is as yet imprecise and unclear, job opportunities in communications, finance, IT, insurance and professional services are expected to rise.
According to the 2019 Robert Half Salary Guide, fresh graduates can help to make the process easier for when job hunting by enhancing their employability with skills sought by employers. Skills in technology, in areas such as financial services or accounting, are, particularly in demand. In 2017 – 2018, 1,070 IT/ Computing and 4,829 Engineering/ Technology students graduated with in-demand skills, and therefore providing a skills pool for potential recruiters and employers.
In addition, developing a candidate’s soft or human skills are perhaps more important than ever, in a world of expanding and accelerating technology. One such soft skill is emotional intelligence which is becoming increasingly valued not only in the workplace experiences but also in wider society. Other skills such as communication, teamwork, problem-solving, adaptability and negotiation are considered by many employers as crucial not only for a specific role but to enter the workforce and progress one’s career. As such, maintaining an open mind with a constant learning mindset as well as gaining early experiences such as volunteer work or internships, are encouraged for youths, helping them to adjust to the workplace mindset and thus improve their employability.
The third recommendation from the Salary Guide is for graduates to continue their professional development and ‘upskill’ throughout their career. Many companies are now embracing continued education and development schemes, not only as a means of enhancing company productivity and profitability but also as a means of increasing employee retention.
The concept of job-hopping, or frequently changing jobs and roles, has been traditionally frowned upon and seen to be a negative trend of young employees especially. Employers in Hong Kong and globally, however, have recently adopted a more favourable attitude to the benefits of starting a new role, such as the enhancement of a broader range of skills from the employees. Candidates who successfully job hop are also said to likely advance their careers. There should also, however, be a balance between job-hopping and taking the time for an individual to grow into a new role and gain as much as possible from this career rung.
Finally, the Robert Half Salary Guide is for job seekers not to overlook the possibility of temporary or project-based work. Like job-hopping, short-term working arrangements allow a candidate to develop a new range of skills, while also being able to ‘try out’ working for various companies in various capacities. From the company perspective, having a mixture of short-term and permanent staff can also be beneficial. Indeed, according to the 2019 Robert Half Salary Guide, 72% of CFOs surveyed cited contract workers being a key element of long-term staffing strategies. Many of these roles also offer the possibility of extension into a longer-term position, should the candidate and employer both be satisfied.
Although the ongoing societal and workplace changes have created a level of uncertainty for recent graduates and job seekers, there are nevertheless ways in which candidates can take actions and sell themselves in order to gain a job offer. Adapting to modern times and processes of recruitment and in the workplace is absolutely essential in order to succeed, and a university education or certificate is no longer enough. Focusing on soft or human skills, in addition to strategic job-hopping or enrolling in temporary jobs can be extremely useful and essential for youths to move ahead along their career path.
Paul Arkwright
Publisher
