askST Jobs: Getting a foot in the door for that first job
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Candidates are advised to look into the profiles of the interns or fresh graduates an employer previously hired, including through connecting with current or former employees.
ST PHOTO: LIM YAOHUI
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In this series, manpower reporter Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times’ HeadSTart newsletter
Q: How do I get my foot in the door for the first internship or job?
A: The job market today is increasingly competitive, with employers becoming more demanding, workers abroad gaining ground in skills and the risk of job displacement by artificial intelligence (AI), says Mr Goh Duo Geng, director of strategy and operations at career discovery platform Glints.
This means fresh entrants to the job market will need to differentiate themselves.
One way to do so, Mr Goh notes, is to gain relevant experience even before graduation.
Mr Goh says he observes a growing trend, especially in highly competitive industries such as technology and finance, of a preference for candidates with prior experience even for internship openings.
He adds: “In sub-sectors of finance such as investment banking, having prior internship experience is almost a prerequisite.
“These highly selective roles often attract a high volume of applicants and a limited number of positions, so they use prior experience as a filter to identify the most suitable candidates.”
It is not impossible to snag the first gig despite these trends, though.
Mr Goh advises candidates to build relevant skills through course work, volunteering, personal projects and side gigs.
“With the internet, students have access to free resources in multiple fields, and have many channels to learn about a new topic, find online communities, or even earn online certifications.
“There are also portals that provide virtual internship or work experience programmes that allow students to gain exposure to their fields of interest.”
He also suggests that candidates engage in networking.
By connecting with industry professionals, attending industry events, and joining relevant organisations, candidates can gain insights and opportunities that might not be advertised publicly, he says.
“Demonstrating a proactive approach and genuine interest in the field can go a long way in compensating for a lack of formal experience.”
However, not all employers or sectors require prior experience.
On the contrary, there are employers who actually value fresh graduates or first-time interns and have reason to hire them, Mr Goh says.
For one thing, these candidates may be able to bring new ideas and fresh perspectives that peers who got an earlier head start lack.
“Employers may also prefer candidates who are starting fresh because they may be more ‘malleable’, having had less exposure to processes or working cultures from other companies that might be difficult to unlearn,” he adds.
Ms Pooja Chhabria, a career expert with professional networking platform LinkedIn, says the labour market today evolves at a much faster pace, spurring an emphasis on skills rather than just experience on paper.
She says: “Young professionals can make a stronger case for themselves by foregrounding the relevant soft skills they have developed through internships, school projects and academic experiences.
“Just because a rival candidate has more years of experience, it does not mean that they have the specific qualities or skills needed to do a job, and to do it well.”
Candidates should also consider broadening the range of roles they apply for, she adds.
“This strategy opens doors to non-linear career paths, which are increasingly valued these days,” Ms Chhabria says.
She also advises entry-level applicants to gain skills in nascent technology that is still being introduced into the workforce, such as AI.
She notes that LinkedIn’s data shows that 77 per cent of Singapore leaders have indicated they would rather hire a less experienced candidate with AI skills, than a more experienced one without them.
“Building a repertoire of versatile, timely skill sets, well paced to cutting-edge technological advancements, will be applicable regardless of industry, and would set job seekers up for success even without the relevant background experience.”
A candidate can identify employers who are more open to first-timers by looking out for whether they highlight training programmes, mentorship opportunities or career development tracks in their recruitment materials, Mr Goh says.
“Smaller companies or start-ups may also be more willing to take on candidates without prior experience because they might prioritise cultural fit over prior experience.”
He also advises candidates to look into the profiles of the interns or fresh graduates an employer previously hired, including through connecting with current or former employees.
Have a question? Send it to askst@sph.com.sg
