New Age Careers – How Realistic Is it?

Pop a question to any millennial about what they work as, you will hear things like:

“I am a Website Developer by day, a Deliveroo guy by night and an e-marketer in my free time”

According to The Sunday Times, dated September 23, 2018, there is an article that highlights how young people take on quirky jobs that’s never on the traditional path of Bankers, Lawyers, and Doctors.

Ms Daphne Ng is a “Blockchain Entreprenuer”, Mr. Cheng You Zhi, aged 26 is a “Drone Pilot”.  You Zhi works for a drone-related services company that does surveying to photography. He starts flying drones at the age of 14.  This is like matching passion to a realistic day job.

Cool, isn’t it?   You get to choose your time and do whatever you want.
Others are clocking 9-to-6.

And it’s not just the young people. Folks that prefer flexibility are taking on jobs such as babysitting, handyman and dance instructors.  One can also take on a part-time job to be a “Shopper Bee”, helping customers select their groceries in a supermarket – and get paid for the number of hours

There is a list of 50 interesting roles which I have written here.

The “Gig Economy”, a word for freelancers is expanding around the region.  Websites such as freelancer.com offers one time projects that individuals are able to take on.

man holding gray and black dslr camera
Photo by Markus Spiske temporausch.com on Pexels.com

Be a photographer – decide your time.

Before we get too excited, we have to examine whether the “New Age Careers” are for you.

Personal Development

Consider a fresh graduate.  Out from school and need to gain life and work experiences.  To jump straight into entrepreneurship sounds sexy but may not be ideal for everyone.  Perhaps, working for a large corporation that offers overseas assignments offers a new dimension to personal growth. A firm that employs different nationalities will help one get exposed to best practices in cross-culture corporate communication – a skill that’s highly sought after by companies worldwide.

Getting straight to new age job sound like a great idea but let’s take a rain check here.

Do you have what it takes to seek growth?

As one seeks advancement, typically experiences and abilities count. This is through years of honing one’s skill set.  Going straight-on to a techie position is a good start.  But can this lead to a future demand that others are willing to pay you because you have the “X-factor skill?”

For example, if coding is what you do best, get on to one of the world’s leading firms to pick up the expertise. And it’s not just 1, 2 years experiences (unless you are tasked to oversee multiple functions that feel like 5 years!).  At least, an average of 5-10 years to get to a more respectable level; of course more years are better to attain Mastery level.

Therefore, the priority of personal development takes a higher priority.  An aspiration that’s beyond just dollars and cents.

If the position is a social media marketer, how will this be relevant to you in building a stronger work portfolio?  In other words, how can you progress thereafter? Barriers to entry are low; anyone can claim to be one.  Can this then help you to be a springboard for other career adventure in future?

Consider this – one who does mapping for a living has a highly specialised skill.  That can be something tangible.  Companies need specialists who understand location-based applications and know the technicalities, though niched, but one won’t be a highly competitive situation because the Profession is not a general trade.

This explains why choices have to be made carefully before jumping on to the new age career.

Conclusion

Disruption happens faster than we think.  A new breed of technology-related or other unique jobs are up for grabs. A better informed decision can be made after assessing where you are right now. If personal development is important and you lack the broad-based horizon, seek for a role that can bridge in this gap.  Practicality triumphs passion but one can always turn to part-time to hone another skill set in the overarching world of the 4th industrial revolution (e.g. Drone Specialist, UX Designer, Multimedia Developer, Vocalist, Data Scientist, Instagrammer)

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5 Questions to Ask Before Choosing the Right Recruiter

It’s always important to build strong relationships with Recruiters (Executive Search firms).

They are your partners to get jobs that may not get advertised in job platforms.   These can be mid-senior positions to c-suite.

However, not all Recruiters work the same, not all are classified in similar qualities.  Perhaps, there are some who are getting themselves up to speed (some examples of negative ones here).  Therefore, it’s helpful to pin down a set of “screeners” to assess the best fit between them and you.  Likewise, they will be shortlisting the right incumbent for their client.

So, the end goal is to make sure the Recruiter represents you well, to sell you as a unique candidate to the Hiring Manager and to manage expectation such as remuneration and career progression.

For me, I use any of these 5 questions in my conversation with the Recruiter:

Can you tell me more about your profile?

Same as your own profile – now it’s the Recruiter’s background.  Get a good sense of whom they are and their corporate experiences.  Move on to their company’s history, offices, industry focus and credentials.  If they sound dodgy to you – my advice is to seek another Recruiter.

What type of relationship do you have with your pool of clients?

It’s crucial to understand how deep the ties are and whether the Recruiter has placed candidates in the company previously.  If the client trusts them, it’s easier for the Recruiter to put forth your profile.  And you get the better advantage against external competition.

Supposedly, the Recruiter highlights that they have great relationship – follow up in the next question “how many people have you successfully placed in their organization?”  There is no magical number but I will think 3 and above is fantastic.  Should there be none and yet they say fantastic relationship, that’s also fine – seek to inquire the reasons.

But how will one be able to validate their client-based relationship?  Unfortunately, I can’t think of any but one way is to judge the Recruiter’s style.  For example – lives up to their promise, proactive follow ups, take you from end-to-end process. Check out their LinkedIn page for any activities.

A good Recruiter knows how to develop their client relations in a company – ideally, the person who has excellent connections, including access to the senior management.

Can you give examples of some of the clients that have worked with you?

Get the names of several firms.  Better still, the business unit of a specific company.  Typically, one will not release the “name of the person who will hire you”.

And if the Recruiter says Company A repeatedly and this same firm in LinkedIn states that they don’t accept resume from Recruiters (big, bold fonts), well, that gives you an immediate heads-up.

How do you manage to find me? 

Seems a simple, innocent question?

Fundamentally, you can assess whether they take the effort to professionally shortlist the right candidate.  Let’s say they manage to locate you via LinkedIn, they will have an idea about your expertise.  It does sound silly if they don’t.

And seriously, there are folks out there who just do their prospecting very quickly without having a clue.  Let’s say they get your contacts because you did several posts in LinkedIn with a specific theme – wow!  That’s original.  This Recruiter can be resourceful in selling you differently.

How are you different from the other Recruiters?

I have been hearing answers like personalised services though I am not clear how these can be measurable since it’s the first time interacting with a new Recruiter.

For me, I will think there needs to be a stronger differentiation.  It can be a specialisation across a couple of industries, and if required dive into sub-sectors (e.g. aviation > technical specialist).  Another way is to check their office presence.  Some may be reputable in Australia only.  So, if you will like to work in the land of kangaroos, you know who to look for.

Giving broad responses do not add up, it will just be one of the masses out there.

Typically, Recruiters do have a reputation to build up.  It’s a people-oriented business. Hence, getting to a pool of quality Recruiters who understand you, able to identify your transferable skills, who are knowledgeable and creative in selling you are the folks that you need to attract.

The next potential job may be right around you.

Happy Screening!

 

6 types of Recruiters that make you jump off the cliff

My day freshens up upon getting a cold beep from a Recruiter through LinkedIn.  It’s like someone just notices you out of the blue!

I must be in luck.

Having the opportunity to get linked up, as a typical corporate guy, this means I may be the winning candidate for the next job.

Perhaps, a pay raise, a new role?

When I mention “Recruiters”, they are your next door friendly and professional people whom worked in global Executive Search companies or a boutique firm with less than 5 people that focus on a specific industry vertical (e.g. aviation, property, consumer goods, energy, cloud & tech etc.)

So, imagine my delight.  This is how I feel in the beginning.   Not sure for you my friend but boy, I am thrilled to get this.

Then, as time goes by with multiple conversations, I realise that there are different types of Recruiters in the market.  The outcome varies and sometimes leads to disappointment.

There are quality ones and the “not-so-good” ones.
Good to be aware.

So, let me be the “devil’s advocate” to list down 6 types of Recruiters to watch out:
(you are warned!)

four people holding green check signs standing on the field photography
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Recruiters who do not have any job leads

It’s amazing that a Recruiter will ping you and say that they have a job opportunity.  Later, you search in LinkedIn – the exact description is the same as the outline that you receive from him/her.  A straight-off cut and paste copy.

OK, perfectly fine.  After all, it’s a competitive market and most Hiring Managers do not really sign exclusive contracts with Recruiters as far as I know.

After sending your resume over, the Recruiter does not respond back or just put a note saying they have not heard back.

I think this is “off the hook” type that you should avoid.

Recruiters who send three to four liners, expecting you to be interested

This can be the second group which I think ruin their initial reputation.

Let me explain.

While respecting their client confidentiality (i.e. name of the company),  the Recruiter sends you three to four lines of the job description and expect you to be interested.

And these sentences are not the ground-breaking indicators to lead you make a decision.

It’s shocking, I must say.   Just like someone tells you to buy a TV – here is it dude, only $200 – “take it or leave it” approach.

The Recruiters have to realize that they are the ones to make the first point of contact.  Therefore, it’s reasonable to put forth a clear opportunity that will make you take the conversation deeper.

Enough said.

Recruiters who mass prospect

Instead of reading and picking out keywords in LinkedIn that best suit the job description, Recruiters do a mass prospecting.  They edit some words such as your name (to be personalised) and send direct to your InMail, the inbox of your LinkedIn account.

What will happen is that you receive a mailer stating that this job requires 2 years experiences, individual contribution asking if you are interested. But you have been in that same industry for 10 years – promoted to a Senior Manager leading a small team.

Wow!  What a complete mismatch.

Recruiters who do not understand your profile

LinkedIn has the ability to structure your profile in terms of experiences and expertise.

It’s always advisable for a Recruiter to spend an estimate of 3-5 minutes studying your profile, to get a sense of whom you worked for, what you can do, what your accomplishments are.  Thereafter, arrange a call to understand and reaffirm your expertise.

Even if you put one liner sentence and indicate the company, a quick Google will reveal the type of firm that you have worked for.

Inexperienced Recruiters may not exude the level of professionalism.  They do not understand your job responsibilities, didn’t ask much and start to deviate away.  Then, they talk right into how great their client is, how you must work for this new company.

Worse case – the Recruiter does not read your background at all.  They blanket it and say “tell me your profile.”

Well-polished Recruiters get an idea of who you are first.  Not necessary to know everything.  But they naturally engage you right in the conversation with thoughtful questions.  You feel comfortable to answer, sensing the right chemistry between the Recruiter and you.   This should be the one of the deciding factors to choose your Recruiter.

Recruiters who do not have knowledge in your industry

Almost every industry has their quirkiness and unique points.

For example, consumer goods need professionals who know about trade terms in retail or understand about management of key accounts in specific channels.

I see most Recruiters have some understanding or experiences on this and therefore be able to align similar industry language with you.  This is important for both his/her client and you.

But if you meet one that has zero clues about the inside-out of your industry, it’s hard to appoint this Recruiter to represent you.  Not that the Recruiter needs to get everything right, at least a general idea about how this industry works.

A great way to ask is “can you tell me about your background in this industry?”

The caveat here is, the Recruiter may not come directly from the sector but he/she has knowledge on the dynamics or indirectly worked there.  This can be a potential consideration.

Recruiters who ask your current pay package in their first sentence

Recruiter uses your last drawn pay (assume you give) as the first box in his checklist.  Never the intention to investigate your background.

Nothing wrong with that.

Ok, I get it – it’s realistic.  Higher pay, you will consider jumping over.  Lower pay, you are out. But wait….will you prefer to keep you existing remuneration in check first?

By mentioning your monthly pay cheque, the Recruiter has the upper hand to completely screen you out. Of course, it makes life easier for the Recruiter.

Think again.

Are you completely missing out a potential stepping stone to further progress your career?  Maybe the Hiring Manager is open to negotiate?

Perhaps, this new role is the chance to the Holy Grail.

Take this opportunity to counter-react with questions on the job description first.  Who knows, this will lead to something interesting.   The monthly figure comes later.

Conclusion

There is a reason why there are well established international search firms that cater to different segments (i.e. pool of candidates) – the Executives, the Senior Management and the CEOs and above.  Simply because the bar is raised, there is a need for better quality.

Each requires a distinctive set of seniority and expertise.  In addition, differentiate in industry verticals.  For example, a Recruiter can be a Senior Consultant specialising in consumer goods – he looks out for candidates with minimally 5 years of experiences.  Another works with candidates with less than 5.

Not one who either mass sends, no leads or take the lazy route out.  A key reason is because the barriers of entry have been loosened with the fast pace of technology. Henceforth, a Recruiter can be a person whom pulls up his chair, sits by the table, turns on his laptop and easily does the job of linking up.

It’s useful to identify the groups of Recruiters who don’t fit right into your criteria. Saves time, effort and the ultimate disappointment.

In my next post, I shall talk about how you can choose the type of Recruiter to work with, to rightfully represent you to the Hiring Manager.

Recruitment Networking – how to get opportunities

You rollout the platform to get started. I have also written an article here.

How do you then specially network to get Recruiters contacting you? Or a company to warm up and therefore offer you an opportunity?

Probably, drink more cups of cappuccino with your contact to build a stronger relationship, you remember the boss son’s birthday and sent him a bottle of French wine.

Maybe it works, but it can be seen as an agenda in mind if it’s overly used.

The basic fundamental is not to reach out aggressively, simply because you need something in return. No one likes to regularly accept someone’s gift with a hidden agenda – and expect to offer a concession. Yet there is a need to connect to the right contact.  This is where some form of subtle selling is needed.

Put relationship first.

Develop a Real Interest

After meeting a new corporate contact in an event, resist the urge to ask for a job immediately. Instead, get to know the other person’s point of view, his perspective on things that he brings up during the conversation.

For example, after the pleasantries, he starts to talk about how America inward policy has affected Asia and subsequently, has an implication on his industry.

Do you quickly barge in and give your view?
No.

Listen. Understand and take a deeper interest in his thoughts.
Listen again.

Then, you spot one or two killer words that concern him the most. Recycle the words; reaffirm to confirm whether this is something that has been lingering in his mind. If he doesn’t give many clues, ask more. Ask how he feels about the entire situation. And you get further insights.

Gradually, you pick up useful intelligence and spin these keywords back into the chat. Phrase such as “I remember you speak about this….and this….how concern are you?”

If you do this, he gets another layer of impression of you – and you have a grasp on his trigger point.

That’s the first level of relationship building.

accomplishment achievement adult african
Photo by rawpixel.com on Pexels.com

Pick up the courage to meet new people and gain on-the-ground experiences. That doesn’t mean you attend every networking event. Go for selective few, use this approach and review thereafter.

What about Recruiters?

After getting your profile up in LinkedIn, it’s time to connect to the right recruiters.
You can ask to meet face-to-face.

Or do it electronically.

From a top-down level, go for the most established, especially global recruitment firms such as Robert Walters. The next level is your mid-sized companies or even two-three men team whom expertise is in a specific industry vertical.

Go to their website to get contact details.

From a bottom-up approach – use the search function in LinkedIn (send me an email if you are unsure how to do it). Type in “Recruitment Consultant” at the top. LinkedIn will pop up a number of names.

Then, drop them a note using LinkedIn “InMail”. If you can’t, find out the relevant people connected around who may be in the same industry.

Google to find out their email address.
In other words, be resourceful.

Prospecting 

Introduce yourself with one-to-two liners with an objective to look for a job. Nothing more than five sentences. Remember, they are constantly flooded with cold emails.

Don’t ask whether they have a job offer on hand – they may have but these folks don’t know you in person.  So, your role is to make sure the prospecting is crisp, straight to the point and industry relevant.

Lastly, ask for a “call-to-action”. Secure a date/time for a brief call.

Follow Through

Identify the top 10 most responsive contacts in your list.  This is your first degree network. Know what interest them the most.

Hence, if Mr. A likes cycling and he is keen on a competitive event, you have a promotional code, pass it to him.  If Ms. B will like a referral for her client, introduce her to someone you know that fits the criteria.

Be original.  The next follow through can be a Christmas e-greeting.  You just want to make sure your identify remains and he/she must think of you.

Finally, you pop the question of asking a job opportunity.  Altogether, it should take an estimate of three months per contact.

The caveat here is that, both sides have to be responsive.  Giving too much without much response takes up too much time.  Move on to the other contact who appreciates you.

Relationship First

In the call or meet-up, it’s about getting to know the other party better.
Therefore, angle your conversation towards the recruitment firm. (what it does, areas of specialization, how they sniff out potential candidates)

If it’s a direct contact, ask more about his job, his corporate work. Develop a sense of curiosity, to be open and learn more. Give a little more if you can, for instance sharing insights. Follow up with the intention to help, and not to look for job first.

Do it sincerely and consistently. When the time comes, it’s easy to pop that question to get an important referral.  Better still, a job opportunity at hand.

Trust is built over time, never a day.

That’s where you can get recruitment opportunities once the connection is developed.

Recruitment Networking – how to get started

Networking has always been a key ingredient in recruitment.

The days of sending your resume via job portals have limitations due to the competitive marketplace. You have heard of how a goody-two shoes John snag a job at a tech firm because he knows Peter whom is influential in the organization.

Or how the son of a boss plays tennis with his client and therefore, gets recruited.

Who you know does matter – it’s just a fact of life now.

Question is, how often many take the conscientious effort to build their contact database over time? Usually a person quits, starts to pull out his phonebook, dials Joe but has not been in touch for 2 years. A call like this doesn’t help much because there is a lack of a strong relationship.

It’s important to spend quality time (not just one session) to interact with specific business contacts. Some say it takes minimally 20 hours for one contact!

Even if there is no agenda, it’s good to catch up over coffee. Get to know each other’s interest or discuss matters at a general level, for instance industry trends. Then, you can insert Mr. A, a Portfolio Manager, in your excel spreadsheet. Easily, you can text Mr. A to find out the challenges of working in the fund management space.

For the purpose of recruitment networking, let’s touch on how you can get started.

Construct a strong online profile

LinkedIn is a great platform to use. It’s not resume writing, rather a summary of your corporate milestones. Imagine your friend is to read, what will be his impression?

The end goal is to get the person on the other side to respond and discuss deeper with you. LinkedIn has a section on testimonials. It’s good to consolidate a few, whom have worked together with you, vouch for your capabilities.

LinkedIn Contacts

Portfolio done, selling comes next.

Search for second degree level in the HR/talent management division. Aim for 5 contacts first. Drop a LinkedIn “InMail” to introduce yourself. Consider a paid version of LinkedIn for a month to reach out. I can’t think of another powerful, structured software that has the “network effect” ability – so yes, subscribe to try. No guarantee but worth a shot!

Target useful events

Make time to attend. There are plenty of sector-specific functions. Once you are there, get a drink, observe and slowly warm up. You will find that out of 10 people, 2 may be part of your “go-to” list. They are not your direct Hiring Managers but able to refer someone in their company.

That’s where your point of referral commences. Salespeople are good at this. Hence, continue to put in the extra effort.

achievement adult agreement arms
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Do something for others

This is not to say you literally do a task, hoping to get something in return. Often, it’s about goodwill. Be genuine and try to offer help where possible, where you have the power of influence, extra insights to provide or a recommendation to an Influencer. When it’s your turn to ask for a job opportunity, Mr. A may just refer you to someone whom he knows – and you get to the right person who has the authority to hire you.

Work with your Partners

Recruiters (i.e. Executive Search firms) are your right hand lieutenants. Granted, there are plenty out in the market – some are two-man team, some are global firms. Still, they are your good source of job leads, they are your partners. What you need to do is to pick out a pool of trusted Professional Recruiters, probably up to 3, whom are independent and reliable, represent you well and have firm grasp about the industry dynamics.

Invite them out for coffee, not just in need of a job. It’s an opportunity to introduce and get to know them better. Good Recruiters will do that, recognizing that you are one of their top tier talent pool that could matched up to their clients’ requirements.

Conclusion

Often, I don’t hear stories of folks taking quality time interacting with business contacts, new and existing. They assume the market is saturated; the economic situation is in a downward spiral and therefore the job market is weak. There may be some truth in it, but the factor to determine success boils down to the depth and breadth of your network.

And to do this, one needs to take an open mind. Conquer whatever inner thoughts and fear you have, go out there and meet people.

Gradually, you gain experiences in corporate mingling.  Experiences turn to habitual, feel comfortable corresponding with C-Suites. From there, take on a strategic position, leverage your contact database and ask for any exciting job opportunities.

Who knows – you may be the appointed person to land a job that you once never expect.

50 amazing interests beyond your full time job

There are dynamic individuals pursuing their unique passions till their interests develop into visible career pathways – either way or start their own business.

It’s no longer the average Grab Driver or a Deliveroo cyclist. Turning a flexible job into their personal transportation business can be a possibility over time.

A songwriter decides to make a mark beyond Singapore, venturing abroad to seek success. A Tarot Card Reader decides to set up her shop in the alley of New York. An Acrobat working for Cirque du Soleil.

Depending on the stage of an individual’s career life, there can something worthwhile to fill in. It’s just like gazing at the crystal ball……

Take the leap of faith.

In Singapore, we are practical folks, who shouldn’t be right? But if finance is not the primary concern and dreams make up more than 50%, here is a list of 50 interests worth taking a hard look:

1) Data Scientist
2) Private Investor
3) Market Trader / Remisier
4) Blogger / You-Tuber (must aim to be the top 5)
5) Sculptor (e.g. toys, clay, soap)
6) Private Tutor
7) Acrobat
8) Chauffeur
9) Social Media Marketer
10) Web Developer
11) Music Composer
12) Animator
13) Stuntman
14) Singer
15) Fengshui Master / Fortune Teller
16) Electrician
17) Taxidermist
18) Massage Therapist / Reflexologist
19) Consultant (e.g. relationship, business)
20) Corporate Trainer
21) Instructor (e.g. swimming)
22) White Hat Hacker
23) Motivational Speaker
24) Magician
25) Merchandiser
26) Dancer
27) Tour Manager
28) Designer (e.g. graphic, fashion)
29) Cartoonist
30) Artist (e.g. tatoo, make-up)
31) Bodyguard
32) Cobbler
33) Handyman
34) Web Influencer
35) Butler
36) Professional Poker Player
37) Writer
38) Researcher (e.g. UFO, medical, science)
39) Car Racer
40) Conservationist
41) Grave Digger
42) Busker
43) Brand Ambassador
44) Undercover Agent
45) Professional Conference Organizer (PCO)
46) TV Host
47) Website / Software Developer
48) Investigator (e.g. CSI, Paranormal)
49) Storyteller
50) Priest

Happy exploring! (and realize your potential)

A young Job Hopper. Rotation and Talent Grooming – which do you prefer?

The average work span of a young Graduate in Singapore is about 2 years.

Youth is on their side. Empowerment is what they seek for, envisioning the possibility to make an impact in a fun-filled environment that doesn’t reek of any bureaucracy.

Employers are constantly seeking new ways to delight them. After all, the new generation is considered to be highly educated and widely travelled. Using technology, they think of new ideas to old problems. We need them, they are energetic and youthful.

But how often are they equipped with deep knowledge and real-time experiences to make better informed decisions?

One can’t gain a significant advantage after being on the role for a short period of time. Even if they claim otherwise, how will they eventually manage things and people?

What may happen is that they will apply for another job in a different firm if things are getting mundane, does not fit what they seek for. To most, it’s perfectly alright to try on various roles since this is the exploratory stage.

That’s part of the career self-discovery stage. Fully understandable. Taking on different designations open new realms of opportunities.

However, if it’s done excessively without knowing where to go at some point of time, one’s specific talent can be made questionable.

Frequent job rotation, though offer diverse exposure, will nonetheless lead to “jack of all trades but master of none“.

A Master typically hones his/her skills, challenges oneself to hit the ultimatum.

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Depending on the industries, there needs to be a longer period of time of getting oneself immersed into the role – take the school of hard knocks, make mistakes and being molded into stronger characters.

Additionally, the process of updating their resumes with many jobs could be causes for concern. Questions arise such as “seems like you apply for several jobs….”, “why do you apply for more than 5 jobs within a year, with each lasting less than 2 years?”

Certainly, a young graduate does not want to look like a serial Job Hopper without any target in mind. One can’t gather a wealth of knowledge and a robust corporate network within a short span of time.

So, how do we identify such tendencies of young Job Hoppers?
Today is my first day of work. After my probation period, I am out of here

The odd mindset you will be “out of here” after the grace period, When the clock strikes the final hour, it’s time for you to pack up, regardless of how your work turns out.

Gosh….don’t you feel lethargic saying goodbyes and hellos and pressing the start button again and again.
I can quit my job anytime. I study in the best school, the highest educational pathway and have grades which are superbly excellent

Education provides the stepping stone. Workplace internships are just the launch-pads.

What’s missing here is people-to-people relationships. School does not equip you with corporate communication skills. Wherever you go, communication is important to get tasks done. Most firms are looking for team players, not individualists.

If one uses educational qualifications as the shortlisted criterion and therefore conditioned to think they are highly marketable, they may be wadding in treacherous waters. Without solid corporate achievements and network, there is lesser marketability. And this takes time to build up. One must also learn how to sell your profile as well.
I am 90% confident the grass is always greener on the other side. The grass never turns blue. Never!

Of course the colors of the grass remain. After all, we live in Singapore. But the grass has numerous insects living in between the forages. Can you see with your naked eye?

Similarly, can you confirm your next job be able to match what you expect?

It’s like a spinning roulette. You are simply running around with the betting chips. If you hate your boss now, you may hate the working environment in your next job. And you start the blame game without evaluating your own first.
I can earn more by switching jobs regularly. My credentials are well sought after by the industry

Let’s do a reality check here.

If a current employee works in his job for up to 2 years, depending on his assigned role and the industry technicalities, how likely will his expertise be highly sought after?

Can he/she be comparable to another with 5 years of work experiences in the same company with similar job scope?

Put the same person into a work scenario. Chances are, the incumbent will find it hard to explain, face challenges to offer solutions since there are limited experiences. Unless there is a little genius inbuilt – a considerable amount of time to grow is needed on the job, take on more important responsibilities.
Conclusion

It’s great to jump right on to the next job with time at your side. Self-reflect, search an area of interest that resonates with you. But if one is conditioned to rotate jobs like a flip of the pen, this will lead to frustration. The wheel never stops spinning at the same level. Just like a rodent running in circles.

Talent takes time. Once you find something that makes you self-satisfied, aim to be the best. Be on the job longer, develop deeper abilities to make yourself hugely marketable.

And you can state specific accomplishments in your resume.