⚖️ "Unemployed people are oversupplied," but why "companies lack workers"?

⚖️ "Unemployed," but why does "the company lack workers"?

"The Hiring Dilemma," when a degree is not a pass, and experience is a rarity in the New Labour era.

* Thailand is facing one of the most obvious conflicts in modern labor market history. New graduates are unemployed, but the company lacks quality people, manufacturing, service, and technology.

* The world is moving into the Global Workforce Mismatch, or "job seekers, job seekers, job seekers," which Thailand is also being hit hard.

* This problem is not fate, but structural, skilled, and behavioral problems that both companies and modern workers must accept.

So this article wants to open up an in-depth view of information, truth, and practical solutions for both organizations and new graduates so that "employment deals" can happen in real life, not just in recruitment notices.

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💥 What makes "labor mismet"?

1) Needs "immediately available" = higher expectations than truth.

This generation of organizations is squeezed by economic pressures, from tight budgets to accelerated projects, so that many companies can no longer invest in teaching jobs like the past.

New employees are expected to "start today, work tomorrow," which contradicts the reality of a new end child with only a theoretical basis but almost no practical Skills necessary to deliver results immediately.

What is missing is not knowledge, but proof of work, such as

* Real Lab Ever Made

* Tangible projects

* Results that demonstrate competence, etc.

Although many children have a high grade point average with a full face, if they can't show the company "Can it really work?," they are inevitably eliminated in the first round.

2) Because "the child doesn't stay long - the company doesn't want to take risks."

This is truly the age of Job Hopping. According to LinkedIn Workforce Report, people aged 20-30 change jobs on average every 12-18 months, while some industries, such as Tech or Digital, change jobs even faster.

So many companies are reluctant to accept new children because they fear that

* Spend 6 months teaching a job.

* 6 months to work better

* Then quit because someone else offered more money, etc.

So the organization chose a shortcut: to hire experienced people immediately, even if they pay more, but not to risk "mold and fly away."

This is a painful reality, but one that all parties have to adapt to.

3) "Inflation Leaf" = The Truth No One Told

The online course industry has exploded in the past 5 years. The Ser Leaf has become a popular product used by new graduates to add weight to the resume.

But many HR organizations found that

* Sir leaves guaranteed "graduate."

* But not guaranteed "work"

And most importantly, many cards do not have a central standard to measure real skills, causing the phenomenon of Certificate Inflation or "oversupply leaves, but the quality is not different."

This is why Ser only saves 20%, but the actual contribution saves 80%.

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🧭 from "wait for the opportunity" → "make the evidence yourself"?

"For New Finish Kids - > Portfolio Is 3 Times More Important Than Transcript."

The 2025-2030 organizations are not interested in where you end up, but in what you can do.

The most rated ones include

* Real Project

* Verifiable Contributions (Portfolio)

* Capability uses modern AI and tools.

* Speed of learning and adaptation, etc.

Instant hands-on instructions

* Do Project outside the classroom instead of reading theory.

* Get a little freelance to make a real case

* Create a Portfolio on GitHub, Behance, Notion or LinkedIn

* Compete in the Hackathon, Data Challenge or Design Challenge to measure yourself.

* Write an article outlining the work process for the subscribing organization to see how to think.

In the age of proof work, everything is won by "study, grade, or certificate."

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For organization = Stop looking for "Superman" and create a "people-side ecology" instead.

Organizations that go a long way during Talent Shortage have the same pattern: give up hope of finding the perfect person, but build the system that makes people develop the fastest.

Guidelines that organizations should take immediately?

* Create a Sandbox Program with the university to select children from school.

* Open Apprenticeship Track for tasks that require specific skills such as Data, UX, Coding

* Use the main idea "Hire for Attitude, Train for Skill" more.

* Recognize that modern people don't last long, but must build a person's ROI within the first 3-6 months to be worthwhile.

* Design a transparent and real-growth Career Track to treat good people, etc.

The organization that created its own Talent Pipeline is the one that will survive the next five years.

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✨ The era of "works over senses" has arrived.

The working world is changing at a higher speed than the Thai education system will catch up with. Skill studying today may expire in 24 months if not learning continuously.

"So the market rewards people who actually work more than people who hold degrees."

This is a new reality that everyone must accept.

* Real work wins the leaves, sir.

* Portfolio wins Transcript

* Results win long experience but do not adapt.

The key question for job seekers is therefore not "Where to apply for a job?" but should be changed to "What proof do we have that an organization should choose us over 100 other applicants?"

When you answer this question, you will not be a job seeker, but will immediately become "the person the organization wants."

# Two stories a day # HiringDilemma # FutureOfWork # TalentWar # HRStrategy# JobMarket # FirstJobber # SkillsOverdegree # CareerMindset # ThaiEconomy