What Should Fresh Grads Look For In A First Job

What should fresh grads look for in a first job

4 minutes read

Fresh graduates in Singapore tend to behave in one of two ways: the first will grab at any job that comes along, assuming they should just be “grateful for anything”. The second will be too picky, and end up losing out on months (sometimes even over a year) of income, by being indecisive. We understand though, how nerve-wracking it can be to vet prospective employers; so here’s some friendly advice on key things to look for:

What should you check besides the salary offered?

A job entails more than just your pay cheque, especially if you’re new to the workforce. Remember that the cost to you isn’t just sweat (effort). An employer is also asking you to commit time, as you could be in the job role for years or even decades. You have a
right to know about the following:

● Route of Advancement (ROA)

● Scholarships and training opportunities

● Management style for new employees

● Additions to the usual job scope

● Healthcare benefits

1. Route of Advancement (ROA)

The ROA describes how someone in your job might typically progress, over their career. In some jobs, the ROA is very detailed and defined. One example of this is when you sign on as a regular in the Singapore Armed Forces – there are clear guidelines on rank,

pay, how to enter certain vocations, etc.

In other jobs, the ROA may be undefined. If your job is being a full-time musician or photographer, for instance, no one can really explain when you will be “promoted” or what that might entail; your opportunities will depend entirely on the quality of your work,

and (if you’re self-employed) your brand marketing. The ROA does not always coincide with how much you are being paid. There are some jobs that start with very high potential income, but do not offer much room for

advancement.

An example of this would be a photocopier salesperson, or retail assistant working on commissions: they may earn far more than their peers, especially in the first few years. However, there may not be much advancement, as it’s expected they’ll keep doing the

same thing till they quit.

What is the “best” ROA? There is no correct answer, as it varies between individuals. Some people like highly structured ROAs, like a traditional office setup where you go from intern to one day running the department. Others may not like rigid hierarchies,

where you need to wait for an opening before you can be promoted.

Some people also don’t mind being in the same job role for a long time, provided the financial incentives are significantly higher. You need to decide what’s important to you, and where you want to end up after three to five years.

2. Scholarships and training opportunities

Most fresh grads do not see their first job as the “final stop” in their career. Chances are, you are thinking of your first job as a stepping stone, toward higher aspirations.

Some jobs provide paid scholarships, which can take you further. An example is a company that might pay for your Masters or Phd., in return for a bond (e.g., you need to work for them for a certain number of years afterward). If you want to advance your

degree, but don’t have the financial means to do it, this may be an alternative.

Training opportunities allow you to venture into related fields, and stay market-relevant. This is especially important for Information Technology (IT) graduates – due to the speed of innovation, it’s possible that what you learned in your degree course will be obsolete in as little as three to five years.

As such, you should look for an employer who is willing to give you the time – and preferably also the financial support – for continued training. A slightly bigger pay cheque is not worth the risk of becoming obsolete.

Many banks and insurance firms encourage a broad spectrum of skills, from interpersonal relationships to technical skills; and Singapore’s finance industry is well known for its extensive training support.

3. Management style for new employees

There are two main ways that companies manage new employees:

The first is direct, hands-on management, where you’re told exactly how to perform tasks. Little or no deviation is permitted. In some cases, you may not even be told why you’re doing something, just that you need to remember the procedure and do it (if

you’ve been through National Service, this should be quite familiar; it’s how recruits are trained).

The second is hands-off management, which seeks to develop personal initiative. In these instances, you will be assigned a particular goal (e.g, make sure a website loads properly). Your supervisor may not tell you how to do it, instead leaving you to come up with a solution. As you get more experienced, you will be tasked with bigger challenges.

There is no inherently correct management style for every person. Some people prefer to have exact instructions, and feel lost otherwise; others find it frustrating to just memorise and follow rules. Do give some thought as to how you prefer to be managed, and ensure that your prospective employer fits the bill.

4. Additions to the usual job scope

In the working world, the job scope is almost never an exact match to what you were taught in school.

In Singapore, for example, many employers do not care much about the distinction between marketing, advertising, and Public Relations. While these are technically separate jobs, you should be prepared for a boss who assumes – and expects – that you

can fulfill their overlapping roles.

This is especially true in start-up cultures, where the social media manager may double as one of the sales representatives; or the SEO manager is also designing graphics and layout.

There’s no way to avoid this reality of work. Even in the biggest multinational corporations, employees will end up doing things outside their job description. What you can do, however, is be prepared for it, and be sure you’re ready to take it on.

When you speak to a prospective employer, find out what they expect you to do. Never assume that a “marketing job” means just coming up with marketing materials, or that an “accounting job” means you’ll do nothing but handle accounts.

Almost every employer has one or two extra expectations; so make sure you’re comfortable with them.

5. Healthcare benefits

Your employer will usually have some form of group insurance – this can provide for costs such as hospitalisation bills, in the event you fall ill. The premiums are paid by the company, so this is effectively “free insurance” for you.

However, employers go to different degrees. Some have nothing except bare bones coverage, like workman’s compensation as required by law. Others may have

healthcare plans so comprehensive, they may even pay for replacement spectacles, dental work, or serious ongoing costs like cancer treatment.

In general, bigger companies tend to have more comprehensive plans; but there are always exceptions. Do take this into consideration, beyond just your paycheque.

Some companies take a more tailored approach to these. At Exodus Capital, for instance, our management style is based on mentorship. This means senior managers use a balanced mix of hands-on and hands-off, depending on the situation; and the goal is personal as well as career development.

If you can’t find something that’s quite right, or you want flexible hours or potentially higher income, do reach out to us today.

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