THERE is an employment paradox in this country. On one hand, we have regular news reports that graduates are having a hard time getting jobs. On the other hand, recruiters complain of a shortage of suitable manpower. There is clearly something missing in this puzzle. 

What employers registered with JobStreet.com and Jen International Executive Search need most are professionals in accountancy, information technology, engineering, business development and human resource. Some studies indicate that there is also a severe undersupply of dentists, counsellors, psychiatrists and specialist doctors.  

This shortage is not just limited to white-collar positions. The service industry is one of the fastest growing sectors and there are not enough good workers to be hired.  

Tourism Minister Datuk Seri Tengku Adnan Tengku Mansor repeated this recently, saying the hospitality and service industry “is highly dependent on foreign workers as frontliners” because there is a shortage of qualified and willing locals. There is apparently also an acute shortage of janitors, plumbers, electricians and mechanics. 

And yet, we have a pressing problem of unemployed graduates and other school-leavers. 

I believe there are several reasons for this problem in the workforce. For white-collar jobs, the most common explanation given is brain drain. Many professionals like doctors, accountants and bankers have been lured to other countries by more lucrative salaries.  

Graduates lack proficiency in English and interpersonal skills even though they have good paper qualifications. This causes them to fall short of prospective employers’ expectations. A recent report on the Malaysian University English Test revealed that 54.9% of Malaysian graduates were classified as limited or extremely limited users of English.  

Deputy Human Resources Minister Datuk Abdul Rahman Bakar has said the lack of soft skills is largely responsible for the difficulty faced by about 90,000 Malaysians in finding employment. Most fresh graduates also expect high salaries and are unwilling to start from the bottom of an organisation's rung. 

Local institutions of higher learning have to take the blame too, as they are not promoting or offering niche courses for under-supplied professionals. Instead, most institutions focus on generating profits by promoting run-of-the-mill courses. 

In many instances, it is also a case of poorly informed decisions. Students and parents choose courses based on trends and the herd mentality, and lack knowledge about job prospects and career paths. 

It is the prerogative of the public and private sectors to close the human resource gap by refocusing on niche courses relevant to industry needs and doing more to promote them. They should analyse how a school leaver chooses a field of study and look at workforce needs more seriously.  

The shortage of blue-collar and semi-skilled workers is due to the fact that these jobs are unglamorous and generally pay low wages, which has led to Malaysia’s dependency on foreign workers. In fact, certain skill-based jobs are high-paying, such as tractor drivers and locksmiths. To resolve this issue, people need to be made more aware of career and income opportunities in vocational expertise since certain skills are becoming scarce and in demand.  

Resolving this HR gap will take time and cooperation from all stakeholders – the public, private sector, Government and the education sector – otherwise the irony of the Malaysian job scene will remain because the numbers will still not add up.  

Datuk Clement Hii is executive deputy chairman of LLL Lifelong Learning Network Sdn Bhd which promotes and coordinates lifelong learning among Malaysians.