Employers urged to value graduate potential over perfection as expectations outpace preparedness in the workforce.
I REFER to your article, “Job seekers accuse employers of expecting ‘CEO-level’ skills from fresh graduates” (July 17).
As an academic who works closely with university students preparing to enter the workforce, I understand why this issue has sparked widespread discussion.
Many fresh graduates encounter job advertisements labelled as entry-level positions that nevertheless demand multiple technical competencies, prior work experience and a broad range of responsibilities. It is, therefore, unsurprising that many perceive these expectations as excessive.
From an employer’s perspective, job descriptions often describe the ideal candidate rather than the minimum requirements.
Larger organisations usually seek applicants who can contribute quickly with minimal training while smaller companies may lack the resources to provide extensive onboarding. As a result, they tend to favour candidates who already possess a broad range of skills.
Artificial intelligence may further complicate this issue. As employers increasingly assume that AI can compensate for limited experience, expectations of fresh graduates may continue to rise. If adopted without careful consideration, AI could widen rather than narrow the gap between employers’ expectations and graduates’ capabilities.
Expecting graduates to perform at the level of seasoned professionals can discourage capable applicants and narrow the talent pool.
While universities can provide knowledge, skills and opportunities for experiential learning, they cannot replicate years of workplace experience.
The real issue is whether workplace expectations are outpacing graduate preparedness.
Employers commonly value adaptability, problem-solving, communication skills, digital literacy, teamwork and the ability to learn independently. While many graduates possess these attributes, they often struggle to demonstrate them effectively during interviews.
At the same time, universities must continue to strengthen industry engagement through internships, professional certifications and work-integrated learning.
Another concern is salary expectations. Many young graduates feel that employers demand extensive capabilities while offering low salary. Ultimately, neither side benefits from this disconnect.
Employers need fresh talent to sustain innovation and growth while graduates need opportunities to develop professionally. The key question is how both sides can work together to narrow the gap.
A strong workforce is not built by hiring only those who already know everything but by recognising potential and investing in its growth.
After all, today’s fresh graduate could be tomorrow’s CEO.
Assoc Prof Dr Azyyati Mohd Suhaimi
School of Pharmacy
Management and Science University
