A journey through migration and storytelling

Finding her voice

Su-May Tan was born and raised in Malaysia but is currently living on Wurundjeri land in Melbourne.

Her debut short story collection Lake Malibu and Other Stories was shortlisted for the Queensland Literary Awards 2022.

Having moved to Melbourne in 2012, she often writes on themes of migration and cultural connection. Su-May Tan has always wondered how her children would view her homeland, Malaysia. How would they see the country? Where would they fit in?

In her novel “KATIE GOES TO KL” the main character, Katie ventures to Kuala Lumpur (KL) and explores the notion of ‘home.’ What do immigrants gain when they move, and what do they leave behind? Her debut YA novel Katie goes to KL, published by Penguin (Southeast Asia), was released in Australia in March 2024.

Su-May is interested in the modern Asian diaspora. She works at an international humanitarian organisation as a copywriter.

Is life better over here?

“For those who’ve come across the seas,
We’ve boundless plains to share.”

The day we arrived Melbourne was a rainy evening in autumn though at that time the seasons meant nothing to us. In Malaysia it is either hot or very hot all year round. We were entering as skilled migrants – here to pursue the great Australian dream of fresh air, sunshine and a world of opportunity.

As the taxi swept us over the West Gate Bridge, I thought of our double-storey house in Kuala Lumpur – the frangipani tree in the garden about to bloom, the city we had just left still twinkling in the warmth of late-night food stalls. Outside my window, the rain continued to fall. Walls hollered with graffiti, and traffic lights fizzled in that haze of red and green through windows splattered with rain. Somewhere beyond the darkness, a drunken shadow stumbled into the night. So, this, was Melbourne.

The hardest part about moving to a new country, I found, was not the actual moving but reestablishing your career all over again. Suddenly, you needed a resume when you never needed one before. You had to go for interviews when you used to get jobs by word of mouth. You needed to prove yourself all over again – which, with small kids in tow, was no easy task.

At playgroup, I found that many mums opted to take a break when their kids were little and many returned to work part-time. But many new migrants don’t have the luxury and perks that come with a job you’ve been in for years. At the same time, I also discovered that being a housewife was not financially or mentally feasible. As I wiped toddler crumbs off the floor for the third time that evening, I contemplated the lifestyle of my peers in Malaysia, many of whom can afford helpers who take care of cooking, cleaning and bathing so you can come back home to a nice clean house and children you can then spend ‘quality time’ with. You are not too exhausted to read a story or talk to them about their day. You have time to switch off work – or work overtime if you wish.

In a popular Youtube clip, Anthony Bourdain calls this ‘bourgeois’ – “You are living off the labour of a repressed underclass,” he said of the ubiquitous presence of maids in Singaporean households. Bourgie or not, thanks to the affordable labour supply from neighbouring countries such as Indonesia and the Phillipines, streams of Asian mothers have been able to return to work after three months, resume their flourishing careers, and indulge in all the luxuries of a worldly urbanite.

The Skilled Migration visa is based on the concept that migrants are needed for the Australian economy to grow. The migrants in return will be able to enjoy the great Australian dream of first-world living and access to a wealth of opportunities. The downside? It’s not so easy to get work if you’re expecting the same thing. Many new migrants find themselves in a Catch 22 of not having the ‘local experience’ employers seek. I know senior marketing managers who are packing groceries, engineers working as electricians, or IT professionals driving Ubers around – for a certain amount of time at least.

Is it worth it? Who are you at the end of the day? The skilled migrant that contributes to the economy, or the foreigner taking jobs away? “Migration is always that force of change that questions who we are, that puts a mirror to our face,” said sociologist, Hein De Haas. “Where it gets tricky is when migrants are being framed by politicians as the threat that comes our way.”

Haas argues that it is normal for people to feel challenged when outsiders move in – but these feelings tend to subside over time. “Migrants mean change. Groups that are now seen as fully part of American society or any European society in the past were also The Outsiders and became The Insiders.” Haas adds that for four to five centuries, Europeans used to be the ultimate migrants, moving out to colonise the Americas and later other continents. “I sometimes say, that was the biggest illegal migration in human history.”

As time went by, my partner and I learnt to navigate the relentless marathon of working and parenting in Australia. We found ourselves entwined in a multi-layered landscape of new migrants, old migrants, First Nations communities and more – and we wondered where we fit in all of this. Malaysia too consists of a melting pot of cultures – Chinese, Malays, Indians – but why didn’t we feel like outsiders there? Is it because everyone spoke Bahasa Malaysia? What then is Australia’s national language?
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Years have passed and I’ve learnt to do a lot of things myself. I can fill up bank forms with one hand. I can prepare breakfast, pack lunch, do pick-ups and drop-offs – and still manage to squeeze work in between. Melbourne has taught me to be a parent, or more precisely, it has taught me that it is okay to be one.

And yet, as I feed my youngest child and revel in the joy she has in slurping up a strand of spaghetti, I reflect on all these things I have done on my own and I notice the quietness of my living room. The gum tree creaking outside, the footpath cold and silent, and I think of the country I have left behind. Despite the traffic, the chaos, and the way rules are bent all over the place, would it not be better to have a village around?

Moving here, I know that the children will never really know their roots, not the way I did. There is only so much you can learn from Mandarin class 50 minutes a week before running out into a world full of Australian words and Australian life. Sure, they might have a trip back home every few years, but it will simply be a holiday like any other. My children will never understand the beauty of chaos; where malls are abuzz until 10pm, where cars trump pedestrians, and no one complains about the hawker stalls spilling out onto a street.

The country has a Malaysia Boleh attitude, a ‘we-can-do-anything-ness’ that flies through the city like a flag that inspires people to break boundaries and try new things. How do you explain the joy of eating in a back lane at midnight, or being able to understand three languages simply because you have heard them all your life?

Every time I go back to Malaysia, there is something bigger, shinier and newer. The malls there make Chaddy look like a suburban store. And the payment systems are so advanced. People were tapping and paying for things all over the place using apps I’d never heard of before. Things like Eftpos and PayID were considered pre-historic.

On my last trip back, the Light Rail Transit was complete, transforming the skyline into something from Blade Runner. Gentrified cafes had cropped up everywhere offering contemporary treats like matcha ice-cream, sourdough croissants and Michelin-star cakes. Apartments with rooftop pools and hanging gardens painted the skyline like an architecture magazine. Meanwhile, in Melbourne, the city had not changed much since my university days. The Union Building still looked the same as it did 20 years ago and trams plowed Swanston Street like they did in the 1903.

That said, many migrants flock to Melbourne not for its infrastructure but for the underlying foundations that uphold society such as a system of government that is seen as world-class, transparent, and genuinely dedicated to giving everyone a fair go. Almost one third of Australians today are born overseas and whether it is from UK, Italy or China, we have all left people and places behind, many of whom are no more. We are all learning to carve a new life, and hanging on to the pieces of culture and language that exist only in our memories.

Suddenly the festivals and celebrations we used to celebrate with such fanfare, have become private family rituals that remind us of who we used to be. The mooncake festivals, the Chinese New Year reunion dinners, winter solstice; each year and every generation they remain special but are somewhat smaller, and more diluted.

Instead, we celebrate Easter and Christmas, the Grand Finals and the significance of NAIDOC week. What ties us together is a bigger, all-encompassing celebration of life, of family, of people who have made the choice to seek alternate pastures; whose second, third or fourth generation children may feel loss, but who will hopefully emerge as Australians and citizens of the world.

When I go for school assemblies, the national anthem still brings a tear to my eye as I view this mass of children whose families have come from ‘across the seas’ to share in the ‘boundless plains’. Part of me feels lost on this gigantic continent at the edge of the world and I feel the distance between where I stand and where I was born; requiring a five-hour flight just to get to the other side of the country and an additional four to reach South East Asia.

At this point, my 14-year-old son walks into the room. The garden outside is blooming with the irises I’d planted last spring. He tells me about a funny thing that happened in school. My daughter is at gymnastics and we’re having shepherd’s pie for dinner later tonight. In that moment, I have an epiphany – it doesn’t matter where I am or where I was from, as long as I was here.

When my son finds something simple, he says it’s ‘easy as’. He likes sausage sizzles and vegemite sandwiches, and acknowledges Wurundjeri land. He calls a ‘duvet’ a ‘doona’ and says things like ‘Woolies’, ‘Maccas’ and ‘Mate’. And I think maybe… maybe we do have a national language after all.

Su-May Tan

Instagram: @sumaytan.writes

The post Su-May Tan appeared first on MYConnections.

Imposter Syndrome Among Workers: Overcoming the Hidden Struggle

Moving to Australia with dreams of building a better life is exciting but it can also be overwhelming, especially when your years of professional experience back home do not seem to count here. Many skilled migrants from Asia come with strong qualifications and successful careers, only to find themselves taking jobs far below their skill level because they “lack Australian experience.”

This gap between where you are and where you want to be can lead to something many high-achievers face: Imposter Syndrome. It is the feeling that you are not good enough or that you do not belong.

In this article, we will explore how imposter syndrome affects migrant professionals from Asia, why it feels so personal, and most importantly how you can begin to move past it and build the career you deserve.

What Is Imposter Syndrome?

Imposter syndrome is that nagging voice inside that makes you feel like you are not truly qualified or deserving of your achievements even when there is clear evidence that you are.

It often shows up as:

• Believing success is due to luck, not skill
• Fear of being “found out” as not good enough
• Comparing yourself to others and feeling behind
• Dismissing praise or downplaying accomplishments

For migrant professionals, imposter syndrome can be even more intense. You may feel like you have lost your identity. You were respected and successful back home, but now you’re starting over in a new country where the rules are different.

Why Migrant Professionals Are More Likely to Feel Like Imposters

1. Cultural Humility Meets Western Confidence

Many Asian cultures value humility, modesty, and respect for hierarchy. In contrast, the Australian workplace often values self-promotion, confidence, and speaking up.

This cultural mismatch can make you feel like you don’t fit in or aren’t assertive enough to succeed.

2. The “No Australian Experience” Trap

You may have worked at a senior level in your home country, but employers here often say:

“We’re looking for someone with local experience.”

This creates a frustrating cycle: you need experience to get a job, but you cannot get a job without experience. It can feel like you’re stuck, and that can feed into feelings of doubt and unworthiness.

3. Pressure to Succeed and Provide for Family

Like many migrants, you may carry the weight of family expectations. You moved here to create opportunities for yourself, for your children, and for your parents.

When things do not go as planned, it can feel like you have let people down even if you have not.

4. Language and Communication Barriers

Even if you speak fluent English, subtle differences in communication styles, slang, or workplace culture can leave you second-guessing whether you are being understood or accepted.

How to Overcome Imposter Syndrome and Build a Career in Australia

The good news is that imposter syndrome does not reflect reality. It is a mental habit, not a fact about who you are. With time, effort, and the right mindset, you can break through these feelings and grow into the role you deserve.

Here are practical steps to help you start moving forward:

1. Recognise That You Are Not Alone

Millions of migrants before you have walked this path. Even Australians sometimes feel like imposters in their jobs.

You are not failing. You are adapting. This is part of the journey, not proof that you do not belong.

2. Reframe Your Experience as an Asset, Not a Gap or Liability

Your international experience is valuable not just in skills, but in perspective. You bring global insight, resilience, and adaptability. These are traits that many employers appreciate once they see them in action.

Do not dismiss your background. Instead, learn how to present it clearly and confidently in interviews and networking conversations.

3. Retool and Up-skill Strategically

If you are aiming for a specific role, identify what local employers expect and work toward filling those gaps.

Consider:

• Short courses or certifications (e.g., via TAFE, Coursera, LinkedIn Learning)
• Industry-specific training (like WHS, project management, or digital tools)
• Micro-credentials or bridging programs designed for migrants

4. Volunteer or Do Internships to Gain Local Experience

Volunteering or doing unpaid internships can give you real-world exposure to Australian workplaces. It is a chance to:

• Understand workplace culture
• Build references
• Network with people who might help you find paid work

5. Network with Purpose

Networking is key in Australia. But it is not just about handing out resumes. It is about building relationships.

Start by:

• Joining industry associations or migrant support groups
• Attending meetups or webinars related to your field
• Connecting with alumni from your university in Australia
• Asking for informational interviews (“Can I buy you a coffee and ask about your work?”)

LinkedIn is a powerful tool. Make sure your profile reflects your strengths and tells your story clearly.

6. Practice Talking About Your Achievements

In many Asian cultures, talking about your achievements can feel uncomfortable. But in Australia, it is important to know how to confidently share what you have done.

Try using the STAR method (Situation, Task, Action, Result) to describe your past projects in a structured, results-driven way.

Example:

“I led a team of 5 to streamline our customer service process, reducing average response time by 30%.”

7. Find Mentors and Support Within the Migrant Community

Connect with other professionals from similar backgrounds. They understand the unique challenges you face and can offer guidance, encouragement, and even job leads.

8. Work on Soft Skills and Workplace Culture

Understanding how meetings are run, how feedback is given, and how decisions are made in Australian workplaces can help you feel more confident and included.

Some areas to focus on:

• Giving and receiving feedback
• Participating in discussions
• Understanding workplace etiquette

9. Seek Help When Needed

There’s no shame in seeking support. Whether it’s career coaching, resume writing services, or even therapy to deal with stress and anxiety, getting help is a sign of strength.

Case Study: Helen’s Journey from Retail to Project Management

Meet Helen – A Skilled Professional Starting Over

Helen is a 34-year-old migrant. She worked as a project coordinator in a multinational company back home. When she arrived in Melbourne with her husband, she was excited to continue her career.

But after months of applying for roles, the same message came back:

“Thank you, but we’re looking for candidates with Australian experience.”

Feeling discouraged, Helen took a part-time job in retail to support her family. While grateful for the income, she struggled with guilt and frustration.

She told herself:

“I used to manage big projects. Why am I scanning groceries now?”

The Imposter Feeling Creeps In

Helen started doubting her abilities. Every time she applied for office roles and got no response, she wondered:

• Was she not good enough?
• Had she made a mistake coming to Australia?
• Would she ever find a job matching her skills?

She avoided sharing her frustrations with friends, fearing they had think she was not grateful for what she had.

Turning Point: Finding Community and Taking Action

One day, Helen joined a Facebook group for Asian professionals in Australia. There, she met others going through the same struggles. One member shared a link to a free workshop on “Breaking Into the Australian Job Market.”

At the workshop, she learned:

• How to reframe her overseas experience
• The importance of networking
• Practical tips for tailoring her resume to local standards

Inspired, Helen did the following:

• Took a short course in project management via TAFE
• Volunteered at a local non-profit helping with event planning
• Reached out to former colleagues for LinkedIn recommendations
• Joined a local chapter of the Chamber of Commerce

Small Wins Lead to Big Changes

Within six months, Helen landed a contract role as a project assistant at a mid-sized firm. Though it was not permanent, she gained real experience and built relationships.

A year later, she was promoted to full-time Project Coordinator. It is back to the kind of work she loved.

Today, Helen still remembers those early days with gratitude. She now mentors other migrant professionals, helping them navigate the system and believe in their worth.

She says:

“I used to feel like I didn’t belong here. Now I know I do – because I earned my place, step by step.”

Key Takeaway: You Are Not an Imposter – You Are Adapting

Imposter syndrome may whisper that you do not belong, that you are not good enough, or that your past success does not matter anymore.

But the truth is that you are capable. You are resilient. And you are not alone.

Every small step – reframing your resume, taking a course, volunteering, or reaching out to someone – brings you closer to where you want to be.

You did not come all this way to settle for less than you deserve.

Keep going. Keep learning. And remember: your journey matters.

Need Support? You Don’t Have to Go Alone

Australia has many organisations and communities ready to help skilled migrants succeed. Here are a few to check out:

Industry Associations: CPA Australia, Engineers Australia, etc.Moving to Australia with dreams of building a better life is exciting but it can also be overwhelming, especially when your years of professional experience back home do not seem to count here. Many skilled migrants from Asia come with strong qualifications and successful careers, only to find themselves taking jobs far below their skill level because they “lack Australian experience.”

Australian Migrant Resource Centre (MRC)

Career Transition Assistance (CTA) for skilled migrants

LinkedIn Groups: “Skilled Migrants in Australia”

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4 Timeless principles to grow your business

Running a business takes more than hard work and skill – it takes the right mindset and the ability to build strong relationships. Many business owners focus on tools, marketing, and finance (and rightly so), but overlook what’s happening inside themselves.

There are four powerful life principles that can deeply impact how you run your business, relate to your team, and grow as a leader. You don’t need to be religious to benefit from these truths. They’re simple, practical, and they work.

1. What you believe shapes your business (the principle of belief)

Simple idea: What you believe about yourself, your business, and your future will shape what you do – and what you achieve.

If you believe you’re “not a real business owner,” “not good with money,” or “bound to fail,” those thoughts will influence how you act. You may play small, avoid key decisions, or hold back from promoting your services. Over time, these beliefs quietly sabotage your growth.

Example: Angela ran a graphic design business. She believed no one would pay more than minimum rates, so she undercharged. This left her overworked and underpaid. When she finally raised her prices and believed in her value, better clients started saying yes.

How this affects your business

• Low confidence in sales and pricing
• Missed opportunities
• Inconsistent leadership

Other examples

How to overcome it

• Question your beliefs: Is this fear or fact?
• Focus on your wins – even small ones – to build self-trust
• Surround yourself with people who encourage growth

Key reminder

Believing in your worth attracts clients, partners, and results that reflect it.

2. How you see others affects how they respond (the principle of judgment)

Simple idea: The way you view and speak about others affects how you treat them – and how they respond to you.

If you think your staff are lazy, or clients are always difficult, you might become defensive, unkind, or overly controlling. These judgments often turn into self-fulfilling prophecies. Harsh inner talk can also reflect how you judge yourself as a leader.

Example: David owned a small cafe and believed young workers were unreliable. He kept micromanaging and criticising his team. Morale dropped and good staff quit. When he began trusting and training his team better, they performed well and stayed longer.

How this affects your business

• Poor staff retention
• Damaged team culture
• Tense client relationships

Other examples

How to overcome it

• Replace blame with curiosity: Why did this happen?
• Address issues early, but respectfully
• Model the behaviour you expect from others

Key reminder

When you judge less and listen more, you lead better and build stronger trust.

3. What you give comes back (the principle of sowing and reaping)

Simple idea: Your actions – good or bad – tend to return to you over time.

Every decision you make, every word you speak, and every deal you close creates ripple effects. If you treat people well, build honest relationships, and put in consistent effort, your business will naturally attract more of the same. But cutting corners, gossip, or negativity will cost you – sometimes in ways you don’t see right away.

Example: Rita ran a cleaning service and was known for going the extra mile. Her clients raved about her and referred others. When the economy dipped, she kept most of her customers while others struggled.

How this affects your business

• Builds strong referrals and loyalty
• Protects your reputation
• Creates steady long-term growth

Other examples

How to overcome it (if you’re stuck)

• Don’t give up on doing good – even if no one notices at first
• Stay consistent with your values, especially under pressure
• Own up to mistakes early and make it right

Key reminder

Your business harvest reflects the seeds you plant every day.

4. Respect creates loyalty and success and shapes your business culture (the principle of honouring and loving)

Simple idea: When you treat people with kindness and respect, everything works better – customers stay, staff engage, and stress reduces.

Respect isn’t just about being polite. It’s about seeing the value in others, even when you disagree or feel frustrated. Whether you’re dealing with a supplier, a frustrated customer, or your own team, your attitude sets the tone.

Example: Elias owns a small tech business. He once got a harsh email from a client. Instead of firing back, he responded calmly and tried to understand their frustration. The client apologised and stayed with him for years.

How this affects your business

• Builds client trust and long-term contracts
• Creates a healthy workplace
• Reduces stress and conflict

Other examples

How to overcome disrespect

• Pause before reacting; respond, don’t explode
• Practise listening, even when it’s hard
• Give praise and thanks regularly

Key reminder

Respect is remembered – and it brings repeat business, loyal staff, and peace of mind.

Final thoughts

You don’t need a business degree – or a religious background – to use these principles. They’re timeless and practical. As a small business owner, the way you think, judge, act, and treat others plays a major role in your success.

Here’s a quick recap:

Start by applying just one of these ideas this week. Maybe it’s believing more in your value. Or showing more respect in tough conversations. Over time, these small shifts can lead to big change – not just in your business, but in your confidence, wellbeing, and peace of mind.

Lead from the inside out – and your business will follow.

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4 Timeless principles to excel at work

Certain truths just make sense. They work because they reflect how people think, feel, and relate to one another. In the workplace, your beliefs, attitudes, words, and actions shape your success – sometimes more than your skills.

In this article, we explore four timeless principles and explain how they apply to everyday working life. These ideas can help you understand yourself better, improve your relationships at work, and unlock more potential – no matter your job or background.

1. What you believe shapes what you experience (the principle of belief)

Simple idea: What you believe about yourself affects what you do and what you receive.

We all carry beliefs about ourselves: “I’m not leadership material,” “I always mess up,” “I don’t belong here.” These thoughts shape how we show up at work. If you believe you’re not good enough, you’ll hold back, avoid speaking up, and miss out on opportunities.

Example: Maria believed she wasn’t smart enough to lead a project. She avoided applying, even though she had the right skills. When her colleague took the lead, Maria regretted not trying.

Impact at work

• Lack of confidence
• Missed chances for growth
• Low motivation

Other examples

How to overcome it

• Challenge the belief. Ask yourself: Is this 100% true?
• Look for evidence of success – big or small.
• Try new things in small steps to build confidence.

Key reminder

Belief doesn’t make things easy, but it makes them possible.

2. How you judge others affects how they respond to you (the principle of judgment)

Simple idea: The way you see and speak about others often affects your own attitude and relationships.

If you’re quick to criticise or label people – “He’s lazy,” “She never listens,” “My manager is useless” – you start treating them based on those beliefs. This often leads to tension, poor communication, and mistrust. Over time, it also makes work more stressful for you.

Example: James believed his manager didn’t care, so he stopped sharing updates. His manager began to see James as disengaged – and gave fewer responsibilities as a result.

Impact at work

• Poor team relationships
• Feeling misunderstood
• Damaged reputation

Other examples

How to overcome it

• Slow down before judging. Ask: What else could be going on?
• Choose curiosity over assumptions.
• Focus on actions, not labels (e.g., “They missed a deadline” vs “They’re lazy”).

Key reminder

Judging others harshly often limits your own growth.

3. You get back what you give out (the principle of sowing and reaping)

Simple idea: What you put into your work and relationships is usually what you get back.

If you spread negativity, gossip, or avoid effort, it eventually affects your work life. On the other hand, showing respect, offering help, and doing your best – even when unnoticed – often brings rewards down the line. This isn’t about being perfect, but about being intentional.

Example: Anita always offered support to new staff. Months later, when she needed help on a tight project, several colleagues jumped in without hesitation.

Impact at work

• Builds trust and respect
• Opens the door to teamwork and support
• Creates a positive reputation

Other examples

How to overcome it

• Think long term: small actions add up.
• Avoid doing things “just to get something back.” Be genuine.
• Stay consistent – even when no one’s watching.

Key reminder

The energy you send out shapes the energy that comes back.

4. Treating people well leads to success (the principle of honouring and respect)

Simple idea: When you treat others with respect, things go better for everyone – including you.

Respect isn’t about agreement – it’s about dignity. Even in disagreement, kindness and courtesy go a long way. Respect at work builds stronger communication, reduces stress, and leads to better results.

Example: Tom disagreed with his manager’s feedback but stayed calm and respectful. Later, the manager told him how much she appreciated his professionalism – and gave him a new opportunity.

Impact at work

• Stronger relationships
• More chances to lead or be trusted
• Fewer conflicts

Other examples

How to overcome it

• Pause before reacting. Respond, don’t explode.
• Speak to others how you’d want to be spoken to.
• Say thank you. Give credit. Show appreciation.

Key reminder

You don’t lose anything by being respectful – you gain more than you realise.

Final thoughts

These four principles may sound simple, but they hold powerful truth. They’re about how we think, speak, act, and connect.

These everyday examples show how small choices – how we think, speak, and act – can have a big impact on your workplace experience. By being more aware and intentional, employees can create better relationships, increase their job satisfaction, and improve their chances for growth.

Here’s a quick recap:

If you apply even one of these consistently, you’ll start to notice change – not just in your job, but in how you feel about yourself.

Small shifts in attitude can create big shifts in outcome.

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The Rising Challenge of Graduate Unemployment in Australia — Lessons from the U.S. Experience

The recent findings from Oxford Economics on rising unemployment among recent college graduates in the United States serve as a timely warning for Australia’s higher education and labour market systems. In the U.S., young college graduates aged 22–27 now face an unemployment rate of nearly 6%, surpassing the national average of 4.2% – a concerning trend not seen in over four decades. This growing disparity is primarily attributed to a structural mismatch between the number of graduates entering the job market and the actual demand from employers, particularly in technology-related fields.

Other US reports include:

• Jobs AI Will Replace First (Forbes, 2025) – McKinsey projects 30% of US jobs could be automated by 2030, with 60% significantly altered by AI. Goldman Sachs predicts up to 50% of jobs may be fully automated by 2045. AI is expected to reshape white-collar professions, especially in finance and legal services. Labor-intensive trades are at lower risk. Experts warn of a “great deleveraging” where productivity gains may outpace job creation.
• AI is replacing human tasks faster than you think (CNN Business, 2024) – A survey found 61% of large US firms plan to use AI within a year to automate tasks ranging from routine invoicing to creative marketing. Automation is driven by cost savings, quality improvement, and productivity gains. While AI adoption is rapid, some experts believe mass job loss is unlikely in the short term.
• Reskilling and Upskilling for Industry 4.0 (PMC article, 2022) – The US and global workforce face growing skill gaps due to automation. By 2025, 85 million jobs may be displaced globally, but 97 million new jobs will emerge that require new skills like analytical thinking, digital literacy, and complex problem solving. Lifelong learning, higher education, and employer-led training are critical to prepare workers for the future.

Australia’s graduate employment landscape has also shown signs of strain in recent years. While the country continues to produce a large cohort of university-educated individuals, the labour market’s capacity to absorb them – especially in specific sectors – has weakened. Understanding how similar dynamics may unfold in Australia requires a closer look at current trends, the impact of AI and automation, and potential policy responses.

Other Australian reports include:

• AI and the Great Retrenchment (Social Policy Group, 2024) – AI adoption in Australia could lead to significant layoffs across most sectors, with up to 33.18% of the workforce potentially experiencing unemployment by 2030 if AI adoption continues at the current pace. The impact will start with routine jobs like data entry and retail but will extend to high-income knowledge-based roles. Australia is projected to be one of the worst-hit OECD countries due to its economic structure relying heavily on knowledge economy and service sectors
• AI to create 200,000 jobs in Australia by 2030 (Tech Council of Australia, 2024) – Despite job displacement risks, AI is also expected to create up to 200,000 AI-related jobs by 2030, requiring a 500% growth in the AI-skilled workforce. AI adoption could contribute $115 billion to the economy, mostly from productivity gains. Demand for AI skills is growing not only in tech roles but also in HR, sales, and governance to support AI scaling.
• AI to transform Australian workforce (ServiceNow, 2023) – Research predicts 1.3 million full-time jobs (9.9% of the workforce) will be automated in the next four years. AI will augment 6.6% of jobs by increasing efficiency and create demand for an additional 2.8% more full-time employees to implement new technologies. This transformation presents a major opportunity for upskilling workers.

1. Current Trends in Australian Graduate Employment

Since 2023, Australia has witnessed a softening in graduate employment opportunities. According to data from early 2025:

• Graduate job postings dropped by 24% in 2024, followed by a further decline of 16% in early 2025 compared to the previous year.
• While overall graduate unemployment remains relatively low – standing at around 10.2% in March 2025 – this masks significant variation across disciplines and regions.
• Full-time and part-time employment numbers have increased slightly, but this is partially offset by a shrinking labor force as some unemployed graduates disengage from the job market altogether.

Certain sectors continue to offer better prospects than others. Engineering (particularly civil, electrical, and mechanical), allied health professions, and therapy services remain key areas where graduates find work more readily. However, even in these fields, competition is intensifying due to increased graduation rates and limited expansion in hiring.

In contrast, architecture and design have emerged as high-risk areas, with approximately 32% of recent graduates struggling to transition into full-time roles, highlighting a clear misalignment between academic offerings and industry needs.

2. The Impact of AI and Automation on Graduate Employment

Like the U.S., Australia is undergoing a technological transformation that is reshaping the nature of work – especially in tech and digital fields. AI and automation are poised to create new opportunities, but they also threaten to displace traditional entry-level jobs that once served as gateways for graduates.

According to projections by PwC and other economic think tanks:

• AI could generate up to 200,000 new jobs in Australia by 2030, but this growth depends on a massive scaling-up of the workforce in AI-related fields – potentially requiring a five-fold increase in skilled professionals.
• Entry-level positions involving repetitive tasks, such as basic coding, data entry, or software testing, are increasingly being automated or augmented through AI tools, reducing demand for junior tech talent.
• Employers are shifting their focus toward candidates with advanced digital literacy, interdisciplinary skills, and hands-on experience with emerging technologies like machine learning, cyber-security, and cloud computing.

Without targeted interventions, Australia risks falling behind in preparing its graduates for this evolving landscape. The result could mirror the U.S. situation: a growing pool of underemployed graduates unable to secure meaningful work in their chosen fields.

3. Likely Scenarios Based on U.S. Trends and the Australian Context

Drawing parallels between the U.S. and Australia, several key outcomes appear increasingly likely:

A. Rising Unemployment and Underemployment Among Tech Graduates

• Graduates in computer science, information technology, and related STEM fields may see increasing difficulty securing relevant employment, especially if their training focuses on outdated or automatable skills.
• Underemployment – working in roles below degree level – is expected to rise, potentially leading to long-term career stagnation and wage suppression.

B. Structural Mismatch Between Education and Industry Needs

• Many university programs fail to keep pace with rapid technological change and employer expectations, resulting in graduates who lack practical, industry-ready skills.
• Employers report a shortage of soft skills (e.g., communication, teamwork) and applied technical knowledge, despite strong academic performance.

C. Economic Uncertainty and Geopolitical Factors

• Global economic volatility, trade tensions, and supply chain disruptions could slow investment in innovation and technology sectors, further dampening graduate hiring in tech.
• Companies may delay hiring or opt for automation solutions to reduce costs and mitigate risk, exacerbating the employment challenge for new entrants.

D. Disproportionate Impacts on Marginalised Groups

• As in the U.S., women and minority groups may be disproportionately affected, either because they are concentrated in vulnerable sectors or face systemic barriers in the labor market.
• Targeted support, including mentorship programs, inclusive hiring practices, and tailored reskilling initiatives, will be essential to ensure equitable outcomes.

E. Resilient Sectors Offer Opportunities

• Despite the challenges, certain sectors – including engineering, healthcare, renewable energy, and environmental sciences – are expected to maintain stronger demand for graduates.
• These fields often require problem-solving, adaptability, and hands-on experience – traits that are harder to automate and more aligned with future job markets.

4. Policy and Institutional Responses Needed

To avoid a deepening crisis in graduate employment, Australia must take proactive steps to realign education, training, and labor market strategies. Key recommendations include:

A. Curriculum Reform and Skills Alignment

• Universities should collaborate closely with industry to redesign curricula that emphasise practical, project-based learning, digital fluency, and interdisciplinary thinking .
• Greater integration of work-integrated learning (WIL), internships, and co-op programs can help students gain real-world experience before graduation.

B. Upskilling and Lifelong Learning Initiatives

• Government and private sector investment in microcredentials, short courses, and reskilling bootcamps can provide graduates with pathways to acquire in-demand skills.
• Public-private partnerships can scale up training in AI, data science, cybersecurity, and green technologies.

C. Support for Career Transition and Counseling

• Expanded career advisory services and financial assistance for retraining can help underemployed graduates pivot to emerging industries.
• Early intervention programs targeting students nearing graduation can improve job readiness and placement outcomes.

D. Immigration and Visa Policies Aligned with Labor Market Needs

• Australia’s immigration system should prioritise attracting international talent in high-demand, hard-to-fill roles while ensuring domestic graduates are not displaced.
• Visa conditions and post-study work rights should be reviewed to reflect changing skill demands.

E. Strengthening Data Collection and Labor Market Intelligence

• Improved tracking of graduate outcomes, employer needs, and sectoral shifts can inform policy decisions and institutional planning.
• Real-time labor market dashboards and predictive analytics can help guide student choices and course development.

5. Impacts on Generations X, Y (Millennials), and Z: Generational Realities and Practical Responses

The evolving graduate employment landscape in Australia – marked by technological disruption, economic uncertainty, and shifting employer expectations – has different implications for each generation entering or navigating the workforce.

Generation X (born roughly 1965–1980), Millennials (Gen Y, born 1981–1996), and Gen Z (born 1997–2012) face distinct challenges shaped by their career stage, digital fluency, and economic context. Understanding these generational dynamics is essential to crafting effective, targeted responses.

A. Generation X: Mid-Career Professionals and Career Transitioners

Impact:

• Many Gen X professionals are mid-career and may be facing increased pressure due to automation, AI integration, and restructuring in traditional industries such as finance, manufacturing, and public administration.
• Some have already experienced job displacement or reduced opportunities for advancement, particularly in sectors undergoing digital transformation.
• With fewer years remaining before retirement, some may feel reluctant or financially unable to undergo major retraining.

Practical Strategies:

• Upskilling and Reskilling: Invest in certifications and short courses in high-demand areas such as cyber-security, data analysis, project management, and AI literacy. Platforms like Coursera, LinkedIn Learning, and TAFE offer flexible options.
• Leverage Experience with New Tools: Combine deep industry knowledge with new digital tools to enhance productivity and relevance. For example, using AI-powered analytics tools in marketing or finance roles.
• Mentorship and Leadership Roles: Position themselves as mentors or leaders within organisations to help guide younger workers while reinforcing their value in a changing workplace.
• Explore Entrepreneurial Opportunities: Consider starting small businesses or consulting firms that leverage existing expertise in niche markets where automation has less impact.

B. Millennials (Gen Y): Established Careers and Family Planning Stages

Impact:

• Millennials are often at a life stage where they are building careers, raising families, and managing financial responsibilities like mortgages.
• Many entered the workforce during or after the Global Financial Crisis and are now navigating another period of economic uncertainty.
• In tech and creative fields, they may find themselves competing with younger graduates and AI-driven automation for similar roles.

Practical Strategies:

• Specialisation and Niche Development: Move beyond generalist roles into specialised areas that are harder to automate – such as user experience (UX) design, ethical AI, or sustainability consulting.
• Portfolio Careers: Develop a diverse income stream through freelance work, part-time roles, and side projects to build resilience against job market volatility.
• Continuous Learning: Commit to lifelong learning, especially in areas that combine technical and soft skills – like AI ethics, leadership in hybrid teams, or cross-cultural communication.
• Work-Life Integration: Seek flexible and remote work arrangements that align with personal and professional goals, leveraging digital platforms and gig economy opportunities where appropriate.

C. Gen Z: New Graduates and Early Career Entrants

Impact:

• Gen Z is entering a job market where many entry-level positions – especially in tech – are being automated or downsized.
• They are the most digitally native generation but may lack real-world experience or soft skills that employers increasingly value.
• There is growing concern about underemployment, debt from higher education, and delayed milestones such as homeownership or financial independence.

Practical Strategies:

• Build Hybrid Skills: Focus on combining technical abilities (e.g., coding, AI tools, digital marketing) with human-centric skills (empathy, creativity, collaboration) that remain uniquely valuable.
• Gain Work Experience Early: Pursue internships, micro-internships, volunteering, and co-op programs during studies to stand out in a competitive market.
• Create a Personal Brand: Use platforms like LinkedIn, GitHub, and portfolios to showcase projects, thought leadership, and practical experience.
• Be Agile and Open to Change: Be prepared to pivot between industries or roles early in your career. Flexibility and adaptability will be key traits for success.
• Consider Alternative Pathways: Explore vocational education, apprenticeships, or online bootcamps alongside or instead of university if they better align with job market realities.

Cross-Generational Lessons and Shared Strategies

While each generation faces unique circumstances, there are several universal strategies that can help all age groups navigate today’s uncertain job market:

• Embrace Lifelong Learning: Continuous skill development is no longer optional – it’s a necessity. Employers increasingly value curiosity, adaptability, and the ability to learn new tools quickly.
• Focus on Soft Skills: As automation takes over routine tasks, interpersonal and emotional intelligence skills – communication, teamwork, problem-solving – become even more critical.
• Utilise Career Support Services: Take advantage of government-funded employment services, university career centres, and private coaching to improve job search strategies and interview readiness.
• Network Strategically: Build meaningful connections through LinkedIn, alumni networks, industry events, and peer groups. Often, jobs are found through people you know, not just job boards.
• Adopt a Growth Mindset: View setbacks and transitions as opportunities for growth rather than failures. This mindset helps maintain motivation and resilience in a rapidly changing world.

6. What Asian Parents in Australia Can Do to Guide and Prepare Their Generational Alpha Children for Future Employment Challenges

As the first generation of Generation Alpha – children born between 2010 and 2025 – begins entering secondary school and preparing for tertiary education, parents are increasingly concerned about how to guide their children toward meaningful, future-proof careers. For Malaysian-Australian families, this challenge is compounded by cultural expectations around academic achievement, career prestige, and financial stability.

Given the rising graduate unemployment trends, AI-driven job transformation, and the need for lifelong learning, it’s essential that parents shift from a traditional mindset focused solely on university degrees and high-status jobs, to one that fosters adaptability, resilience, and practical skills development . Here’s how Malaysian parents in Australia can proactively support their Gen Alpha children:

A. Understand the Changing Nature of Work and Education

Parental Action:

• Stay informed about global employment trends, especially in tech, automation, and green industries.
• Recognise that university is not the only path to success – vocational education, apprenticeships, micro-credentials, and online certifications are becoming increasingly valuable.
• Shift the focus from “getting a degree” to “developing skills that employers will value in the next decade.”

Why It Matters:

• Many traditional professions (e.g., basic coding, accounting, legal research) are being transformed or automated.
• Employers now prioritise problem-solving, digital literacy, emotional intelligence, and adaptability over rote academic performance.

B. Encourage Early Exposure to Technology, Entrepreneurship, and Soft Skills

Parental Action:

• Introduce children to coding, robotics, AI tools, and digital design through after-school programs, online platforms (like Scratch, Code.org, or Khan Academy), or weekend workshops.
• Support participation in STEM competitions, hackathons, science fairs, and maker spaces to build hands-on experience.
• Promote soft skills like communication, teamwork, leadership, and creative thinking through group projects, drama clubs, debate teams, or volunteering.

Why It Matters:

• Gen Alpha has grown up with technology but may lack structured opportunities to apply it meaningfully.
• The ability to work in diverse teams, communicate clearly, and think critically will be vital in an AI-augmented workforce.

C. Foster a Growth Mindset and Resilience Against Failure

Parental Action:

• Teach children that intelligence and success can be developed through effort, feedback, and persistence—not just innate talent.
• Allow space for failure and encourage reflection: “What did you learn?” instead of “Why didn’t you get full marks?”
• Model resilience yourself – share your own stories of overcoming challenges or adapting to change.

Why It Matters:

• In a rapidly changing world, the ability to learn from setbacks, pivot careers, and embrace uncertainty is more important than ever.
• A growth mindset helps children become lifelong learners who can navigate disruptions rather than fear them.

D. Broaden Career Perceptions Beyond Medicine, Law, and Engineering

Parental Action:

• Expose children to a wider range of career options, including fields like:
  • Data science
  • UX/UI design
  • Cybersecurity
  • Climate science
  • Health informatics
  • AI ethics
  • Digital content creation
• Invite professionals from these fields to speak with your child or participate in career shadowing.
• Discuss how interdisciplinary knowledge (e.g., tech + psychology, law + AI, business + sustainability) creates unique competitive advantages.

Why It Matters:

• Traditional high-status careers are becoming more saturated and automatable.
• New, high-growth areas often require hybrid skills that combine technical expertise with creativity, empathy, and ethical reasoning.

E. Support Practical Work Experience and Real-World Engagement

Parental Action:

• Help children secure internships, part-time jobs, or volunteer roles starting in their early teens to develop workplace etiquette, time management, and communication skills.
• Encourage involvement in school-based enterprises, entrepreneurship clubs, or small business ventures (e.g., selling handmade crafts, managing social media for local businesses).
• Use school holidays as opportunities for workshops, internships, or online skill-building bootcamps .

Why It Matters:

• Real-world experience builds confidence, independence, and a sense of responsibility.
• Employers increasingly value applied experience and initiative over academic transcripts alone.

F. Promote Bilingualism, Cultural Awareness, and Global Competence

Parental Action:

• Encourage fluency in English and Mandarin (or other heritage languages), which enhances cognitive flexibility and opens doors to international opportunities.
• Engage children in cultural activities, travel, and global awareness programs to build cross-cultural understanding.
• Support participation in international schools, exchange programs, or dual-degree pathways if feasible.

Why It Matters:

• As Asia becomes a dominant economic force, bilingual and culturally agile individuals will have a distinct advantage.
• Understanding both Western and Eastern perspectives prepares students for global collaboration and innovation.

G. Collaborate with Schools and Community Networks

Parental Action:

• Build relationships with teachers, school counsellors, and career advisors to ensure your child receives personalised guidance aligned with future trends.
• Join or create parent networks that share resources on alternative education paths, internships, and emerging careers.
• Connect with Malaysian-Australian professional associations (e.g., Malaysian Australian Business Council, Engineers Australia) for mentorship and networking opportunities.

Why It Matters:

• Schools often struggle to keep pace with rapid changes in the job market; parental advocacy can help bridge the gap.
• Community and ethnic networks offer access to mentors, role models, and insider knowledge that can shape a child’s aspirations and opportunities.

H. Encourage Expression and Critical Thinking — Not Just Obedience

Parental Action:

• Create space at home for your child to express opinions, ask questions, and challenge ideas – even if it’s uncomfortable.
• Avoid shutting down curiosity with phrases like “Don’t talk too much” or “Just listen.”
• Engage in discussions about current events, school projects, or moral dilemmas to build reasoning and confidence.

Why It Matters:

• In AI-driven industries, the ability to think critically, ask the right questions, and articulate ideas clearly is more valuable than rote memorisation.
• Confident thinkers are better problem-solvers, collaborators, and leaders.

I. Focus on Skills That AI Can’t Replace

Parental Action:

• Support your child’s growth in communication, emotional intelligence, leadership, and creativity – skills AI cannot replicate.
• Enroll them in debate clubs, drama classes, coding teams, or student councils to develop public speaking and teamwork.
• Celebrate creative efforts (e.g., writing, drawing, storytelling, music) even if they don’t lead to exam marks.

Why It Matters:

• As AI automates routine tasks, jobs that require human connection, design thinking, and ethical judgment will become more valuable.
• Future-proofing isn’t about avoiding AI – it’s about building capabilities that complement and leverage AI.

J. Shift From Control to Coaching

Parental Action:

• Move from being a “controller” to a “coach” – guide, support, and empower rather than dictate.
• Ask open-ended questions: “What do you think?” , “How would you handle this?” , “What support do you need?”
• Be a partner in learning – let your child teach you about new technologies, trends, or digital tools.

Why It Matters:

• Over-controlling parenting can stifle initiative and self-belief.
• A coaching approach fosters self-awareness, accountability, and lifelong learning habits – critical for thriving in an unpredictable future.

Conclusion: Raising Future-Ready, Culturally Grounded Leaders

For Malaysian parents in Australia, raising Generation Alpha means balancing traditional values of hard work, discipline, and respect for education with a modern understanding of innovation, digital transformation, and lifelong learning . The goal should not be to prepare children for a single job or profession, but to equip them with the skills, mindset, and agility to thrive in a world of constant change.

By encouraging exploration, supporting practical experience, and fostering emotional and intellectual resilience, Malaysian parents can help their children become confident, adaptable, and globally relevant leaders – not just employees – of tomorrow.

In doing so, they preserve the best of their cultural heritage while empowering the next generation to succeed in an increasingly complex, interconnected, and technology-driven world.

References

https://www.oxfordeconomics.com/wp-content/uploads/2025/05/US-Educated-but-unemployed-a-rising-reality-for-college-grads.pdf

https://www.roymorgan.com/findings/9876-australian-unemployment-estimates-march-2025

https://mccrindle.com.au/app/uploads/infographics/Reimagining_education_towards_2035_Infographic.pdf

https://www.cbsnews.com/news/college-graduate-unemployed-technology-artificial-intelligence

https://www.eitr.com.au/ai-predicted-to-create-200-000-jobs-in-australia-by-2030

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Real journeys, real homes: How I found my place and help others find theirs

Growing up in little-known Port Klang in the 70s (which later boomed as a major feeder port to Singapore in the 80s), I dreamed of becoming a travel guide and studying in Switzerland after high school. My mom had other ideas though! She shipped me off to Melbourne with just a one-way ticket and enough money to get started—talk about tough love, right? I can’t blame her too much; she’d once left my brother and me in Malaysia for a year while she studied fashion in Hong Kong and make-up in Japan. Those early Melbourne days for me were quite the adventure! I spent countless hours working at a wholesale fish market in Footscray to support myself while bouncing between Monash and Footscray for my Computer Science degree.Back in Malaysia, my career journey took some interesting turns. I started at Public Bank (where I met my wonderful husband!), then joined my brother’s IT startup before working at two more banks, and finally landing at Coopers & Lybrand as an IT auditor. Those years were all about finding my path, which eventually led me to SAP ERP consulting with many memorable moments but I’ll never forget one funny incident—I finished what was supposed to be a 100-mandays-long assignment to assist Arthur Anderson with the implementation of the SAP Real Estate module in Petronas but completed it in 5 days! My boss was shocked, but thankfully we had a good laugh about it.

Fast forward a bit, and our family moved to Melbourne in late 2005. I thought I’d take it easy due to health concerns and spend more time with my two young boys, but before I knew it, I was back in the SAP world, this time managing operations and resources.

Like many parents who move to Australia, we wanted to give our boys the best chance to follow their dreams. In 2015, I decided to practice what I preached to them about pursuing passion—I left IT and jumped into real estate! It was bittersweet leaving behind the success and friendships I’d built in tech, but I was excited about this new chapter. I loved property, and it felt like the perfect time to show my kids I meant what I said about following your heart.

Today, I’m happily working with LLC Real Estate, a cozy boutique agency in Mount Waverley, where I’ve been for about 6+ years now. I mainly cover Melbourne’s eastern suburbs, though I occasionally venture further for special clients. What matters most to me is making sure you have a positive experience from start to finish. Yes, results are crucial, but I believe the journey there should be pleasant too! What you’ll get with me is something money can’t buy—genuine sincerity and integrity. I’m always easy to reach, take time to answer all your questions, and promise you’ll never feel like just another transaction. Most of my clients come through referrals, and some have trusted me with up to five different property transactions!

When I’m not helping people find their dream homes, I love traveling (though I wish I could do more of it!). I also run a Facebook group called “Good Deals In Melbourne (GDIM)” and a non-profit called GDIM Community Inc., which is taking a little breather while our team members focus on personal goals.

Yin Yin Loh (Personal) – Facebook

Yin Yin Loh (Real Estate Agent) – Facebook

Good Deals In Melbourne

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How to Get a Job in Your Field in Australia

Moving to Australia is exciting, but finding work in your profession can feel overwhelming. Here’s how to navigate the process:

1. Understand the Australian job market

• Key industries hiring migrants: Healthcare, IT, engineering, construction, and education are in high demand.
• Hidden job market: 70% of jobs are never advertised online. Networking is critical to uncovering these opportunities. Get out there and meet people who could introduce you to others who may be hiring.

2. Adapt your qualifications

• Compare your credentials: Use the Australian Qualifications Framework (AQF) to see how your local qualifications align with Australian standards. For example, a Malaysian Diploma may equate to an Australian Certificate IV.
• Get skills assessed: For regulated professions (e.g., nursing, engineering, accountants), contact assessing bodies like Engineers Australia or ANMAC.
• Consider certifications: Short courses from TAFE or online platforms (e.g., Coursera) can bridge skill gaps.

3. Focus on achievements, not duties

• Resume: Keep it 2 to 3 pages max, focusing on tangible achievements, not a listing of your duties. Example: “Increased sales by 30% through client relationship management” instead of “Handled client accounts”.
• Cover letter: Address it to a specific person. Explain why you’re a cultural fit for Australian workplaces. Be grammatically correct. Use AI tools to help you draft your initial cover letter for further editing.

4. Use job portals effectively

a. General job portals

1. SEEK – www.seek.com.au
   • Focus: General job listings across all industries.
2. Indeed Australia – www.indeed.com.au
   • Focus: Aggregates job listings from multiple sources.
3. Jora – au.jora.com
   • Focus: Job search engine with listings from various sources.
4. CareerOne – www.careerone.com.au
   • Focus: General job listings with career resources.
5. Adzuna – www.adzuna.com.au
   • Focus: Job search engine aggregating listings from multiple sources.
6. Glassdoor – www.glassdoor.com.au
   • Focus: Job listings with company reviews and salary insights.
7. LinkedIn – www.linkedin.com
   • Focus: Professional networking with job listings.
8. Gumtree – www.gumtree.com.au
   • Focus: Classified ads including job listings.
9. Workforce Australia – https://www.workforceaustralia.gov.au
   • Focus: Government–backed job search platform.

b. Industry–specific job portals

1. Ethical Jobs – www.ethicaljobs.com.au
   • Focus: Not–for–profit, charity, and community sector jobs.
2. APS Jobs – www.apsjobs.gov.au
   • Focus: Australian Public Service jobs.
3. Defence Jobs – www.defencejobs.gov.au
   • Focus: Military and defence roles.
4. ArtsHub – www.artshub.com.au
   • Focus: Arts and creative industry jobs.
5. GradConnection – au.gradconnection.com
   • Focus: Jobs for recent graduates.
6. Kinder Careers – www.kindercareers.com.au
   • Focus: Early Childhood Education jobs.
7. Health Care Australia – www.healthcareaustralia.com.au
   • Focus: Healthcare industry jobs.
8. Sports People – www.sportspeople.com.au
   • Focus: Sports, fitness, and aquatic jobs.
9. Backpacker Job Board – www.backpackerjobboard.com.au
   • Focus: Jobs for backpackers.
10. MedicalJobsAustralia.com – www.medicaljobsaustralia.com
    • Focus: Healthcare and medical jobs.
11. eFinancialCareers – www.efinancialcareers.com.au
    • Focus: Banking, finance, compliance, and fintech jobs.
12. FlexCareers – www.flexcareers.com.au
    • Focus: Flexible and remote work opportunities.
13. NRM Jobs – www.nrmjobs.com.au
    • Focus: Natural resource management jobs.
14. The Creative Store – www.thecreativestore.com.au
    • Focus: Creative industry jobs.
15. Rachel’s List – www.rachelslist.com.au
    • Focus: Creative and media jobs (requires membership).
16. Teaching Jobs – www.teachingjobs.com.au
    • Focus: Teaching positions.

5. Work with Australian recruitment agencies

Avoid agencies that charge fees – legit ones are paid by employers.
Many jobs are transacted through recruitment agencies. Reach out to the consultant and have coffee with them.

a. General agencies

1. Working In – www.workingin.com.au
   • Focus: Specialises in international recruitment across sectors like construction, IT, hospitality, mining, and health.
2. Australian Skilled Migration – www.australianskilledmigration.com.au
   • Focus: International recruitment for various industries.
3. The Migration Agency & Global Talent Agency – www.themigrationagency.com.au
   • Focus: Offers end-to-end recruitment and immigration solutions.
4. Nucleus International Recruitment – nucleus.net.au
   • Focus: Specialises in hospitality, healthcare, and skilled mechanics.
5. Global Talent Agency – www.globaltalentagency.com.au
   • Focus: Connects Australian businesses with highly skilled international talent, particularly in sectors like healthcare, construction, IT, and professional services.

b. Tech job recruitment agencies

1. Launch Recruitment – www.launchrecruitment.com.au
   • Focus: IT recruitment across Sydney, Melbourne, and Brisbane.
2. Robert Half – www.roberthalf.com/au/en/tech-it
   • Focus: Specialises in IT and technology recruitment across various specialisations like cybersecurity, data science, and software development.
3. Michael Page – www.michaelpage.com.au/recruitment-expertise/technology
   • Focus: Leading IT recruitment agency sourcing talent across all IT disciplines, including software development, cybersecurity, and data science.
4. Hays – www.hays.com.au/it/it-recruitment
   • Focus: IT recruitment agency with access to a large tech talent community across Australia.
5. Hudson – au.hudson.com/employers/recruitment/technology-it
   • Focus: Specialises in technology and IT recruitment, connecting skilled tech talent with businesses across Australia.
6. Sirius Technology – www.sirius.com.au/sydney-it-recruitment
   • Focus: Specialist IT recruitment agency in Sydney and Melbourne, focusing on technical skill set requirements.
7. Robert Walters – www.robertwalters.com.au/expertise/tech-and-transformation.html
   • Focus: Connects tech professionals with businesses at various growth stages.

6. Networking made simple

a. For introverts

• Join LinkedIn groups and engage in discussions.
• Attend free online webinars through Meetup or Eventbrite before trying in-person events.

b. For extroverts

• Attend industry meetups.
• Volunteer through sites like Seek Volunteer to build local connections.

7. Overcome the problem with “no Australian experience”

Overcoming the challenge of lacking Australian work experience is a common hurdle for many migrants. Here are some practical strategies to help you build local experience and increase your chances of securing employment:

a. Gain local experience through volunteering or internships

• Volunteer: Websites like Volunteering Australia and Seek Volunteer offer opportunities to gain experience while networking. Volunteering not only adds to your resume but also helps you build local connections.
• Internships: Apply for internships in your field to gain hands-on experience. Many organisations offer internships to help migrants transition into the Australian job market.

b. Take short courses or certifications

• Upskill: Enrol in short courses or certifications through institutions like Technical and Further Education (TAFE) institutions or Open Colleges. This helps bridge skill gaps and demonstrates your commitment to adapting to the Australian job market. TAFE is a system of vocational education and training in Australia, focusing on practical skills and knowledge for specific industries. Open Colleges and TAFE offer vocational education and training (VET) but differ in their delivery method. Open Colleges primarily offers online, flexible courses, while TAFE typically provides classroom-based, structured courses.
• Industry-specific certifications: Obtain certifications relevant to your profession. For example, if you’re in IT, consider certifications like CompTIA or AWS.

c. Leverage networking

• Attend industry events: Use platforms like Eventbrite and Meetup to find industry events. Networking can lead to job opportunities that aren’t advertised publicly.
• Join professional groups: Engage with industry groups on LinkedIn to stay updated on job trends and network with professionals in your field.

d. Highlight transferable skills

• Emphasise relevant skills: Even if you lack Australian experience, universally valuable highlight skills, such as communication, teamwork, or problem-solving.
• Tailor your resume: Ensure your resume is tailored to each job application, emphasising achievements rather than responsibilities.

e. Consider entry-level or part-time roles

• Entry-level positions: These roles can provide a stepping stone into your desired field.
• Part-time work: Part-time jobs can help you build local experience while you continue to job hunt.

f. Seek support from migrant services

• Migrant support organisations: Organisations like AMES Australia offer resources and guidance for migrants navigating the Australian job market.

8. Ace the interview

When interviewing migrant applicants, Australian employers often ask a mix of behavioural, situational, and values-based questions. Here are some common interview questions that migrant applicants might encounter:

• “Tell me about yourself.”
  • Tip: Provide a concise overview of your professional background, focusing on relevant skills and experiences. Write out a script and deliver it naturally by memorising it in front of a friend.
• “Why do you want to work here?”
  • Tip: Highlight specific aspects of the company, such as its values or projects, and explain how they align with your career goals.
• “Describe a time when you faced a challenge at work.”
  • Tip: Use the STAR method (Situation, Task, Action, Result) to discuss how you handled a difficult situation and what you learned from it.
• “What are your strengths and weaknesses?”
  • Tip: Be honest about your weaknesses but also mention steps you’re taking to improve them.
• “Can you tell me about your background and what led you to migrate for work?”
  • Tip: Share your professional journey and reasons for moving to Australia, highlighting any relevant skills or experiences.
• “How do you think your international experience will benefit our company?”
  • Tip: Emphasise the unique perspectives and transferable skills you bring from your international background. Skills are the new currency for employment.
• “Have you had any experience in Australia?”
  • Tip: If you have local experience, highlight it. If not, discuss how you plan to adapt to the Australian work environment and culture.
• “What skills do you bring to this job?”
  • Tip: Focus on the skills listed in the job description and provide examples of how you’ve applied them in previous roles. Focus on the key selection criteria section in writing your cover letter and tailoring your resume.
• “Why do you think you would be good at this job?”
  • Tip: Align your transferable skills and experiences with the job requirements and express your enthusiasm for the role.
• “Are you prepared to commit to this role long-term?”
  • Tip: Show your commitment by discussing your long-term career goals and how this role fits into them.

These questions help employers assess your fit for the role, your adaptability to the Australian work environment and culture, and your potential to contribute to the company (i.e. value add).

9. Navigate the cultural, language, and behavioural differences

Some tips to help migrants overcome cultural, language, and behavioural differences in Australia:

a. Cultural integration tips

• Embrace multiculturalism: Australia is a multicultural society, so respect and celebrate different cultures while integrating into the community.
• Understand Australian values: Familiarise yourself with values like fairness, equality, and respect for individual rights.
• Engage with local communities: Attend community events and join social clubs to learn about Australian culture and make friends. Proactively start meet-up groups to help your network.
• Respect indigenous culture: Learn about and respect the history and traditions of Indigenous Australians.
• Embrace informal culture: Australian workplaces are known for their friendly and laid-back atmosphere. Use first names and engage in casual conversations to build strong relationships with colleagues.
• Understand direct communication: Australians value direct and transparent communication. Be clear and concise in your interactions, and feel free to contribute to discussions.
• Respect work-life balance: Prioritise maintaining a healthy balance between work and personal life, as Australians highly value their leisure time.
• Engage in teamwork: Collaboration is key in Australian workplaces. Actively participate in team projects and appreciate diverse perspectives.

b. Language barriers

• Seek language support: Utilise language classes or online resources to improve your English proficiency.
• Improve English skills: Enhance your English proficiency to better communicate and integrate into the workplace. Utilise language classes or online resources.

c. Behavioural adaptations

• Direct communication: Australians value direct and open communication; be clear and straightforward in your interactions.
• Work-life balance: Prioritise maintaining a healthy work-life balance, as Australians cherish their time.
• Teamwork and collaboration: Engage in teamwork and be accountable for your role in the workplace.
• Avoid negative comparisons: Refrain from making unfavourable comparisons with your home country to avoid appearing critical.
• Be open-minded: Be prepared to adapt to different cultural norms and behaviours in the workplace.
• Use humour appropriately: Humour is integral to Australian communication. Engage in light-hearted banter when appropriate to build friendships.
• Address cultural differences: If you encounter cultural misunderstandings, address them openly and respectfully. Consider seeking support from a mentor or HR.
• Network actively: Attend industry events and connect with professionals in your field to build a strong professional network.

d. Social interactions

1. Be open-minded and friendly: Engage in small talk and show genuine interest in others to build relationships.
2. Participate in social activities: Join sports teams or clubs to connect with locals and enhance your social network.
3. Seek support when needed: Reach out to cultural organisations or community groups for assistance with settlement and integration.

e. Workplace tips

1. Seek mentorship: Arrange a mentor or buddy to provide ongoing support in resolving practical and cultural issues.
2. Regular feedback: Engage in regular supervision to address any cultural or work-related challenges early on.
3. Understand Workplace Hierarchies: While leadership is often approachable, respect the existing hierarchies and communicate effectively with managers and supervisors.

Useful links

https://www.linkedin.com/pulse/finding-jobs-australia-comprehensive-guide-migrants-rasheed-backer-ieclc/
https://migrationcentreofaustralia.com.au/how-to-find-a-job-in-australia/
https://www.migrationexpert.com.au/blog/how-to-build-a-strong-professional-network-in-australia-as-a-new-migrant/
https://www.1template.io/blog/professional-certifications-valued-in-australia

The post How to Get a Job in Your Field in Australia appeared first on MYConnections.

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