Why Singapore’s fresh graduates are struggling to get hired

[SINGAPORE] For decades, Singapore’s fresh graduates could count on landing a job within a few months of graduation. But that expectation is showing cracks. A viral Reddit post by a 27-year-old who’s been unemployed since graduating in April 2023 struck a nerve: despite applying broadly and lowering salary expectations, he has yet to secure a full-time role. His story resonated with many, who shared similar experiences of job hunting frustration, increasing competition, and recruiters who simply stop responding after initial contact.

Recent LinkedIn data confirms this is not just personal bad luck. Six in ten Singaporean workers now report that it’s harder to secure a job compared to the past year — a figure higher than the global average. Millennials and Gen Z are especially active in the job market, applying for multiple positions weekly, but they face diminishing returns as callbacks decline and ghosting rises. The result is a generation of jobseekers caught between ambition and inertia.

Still, some voices argue that not all the blame should fall on the market. Critics in the Reddit thread pointed out that if someone is consistently landing interviews but failing to secure offers, the issue might lie in their interview performance or preparedness. In other words, the problem is not just external — it’s internal, too.

Singapore’s Tightening Job Market

The Singapore job market is under stress from both global and local pressures. Since mid-2024, industries such as tech, finance, and supply chain management have seen hiring freezes or slowed growth. While hospitality and C-suite roles remain relatively resilient, many mid-level and entry-level positions are being consolidated, with departing staff’s responsibilities simply redistributed to existing teams.

This broader slowdown reflects global economic uncertainties — from geopolitical tensions to inflationary pressures — but it also signals a more competitive domestic landscape. Local graduates now not only compete with their peers but also with mid-career switchers, experienced hires, and foreign talent. The hiring bottleneck means companies often focus on “plug-and-play” hires, leaving less space for those needing on-the-job training.

Yet Singapore’s workforce remains highly driven: over half of workers apply to up to five jobs per week, with younger generations often doubling that. The paradox is striking — an active, motivated jobseeking population facing a market that, by the numbers, should be moving but often feels frozen.

The Personal Responsibility Gap

While external factors are real, the discussion cannot ignore internal factors like jobseeker readiness. As one recruiter bluntly noted on Reddit, getting dozens of interviews but no offers over many months suggests a performance issue. Whether it’s interview anxiety, weak storytelling, misaligned expectations, or lack of preparation, many fresh graduates may be underestimating how polished they need to be.

Mock interviews, coaching, and mentorship can help, but they require a mindset shift: from blaming a “bad market” to actively improving one’s pitch and fit. Moreover, graduates often overlook the importance of networking, referrals, and informational interviews — all powerful tools to break out of the faceless online application cycle.

This isn’t about dismissing structural barriers or economic headwinds. It’s about recognizing that, in a tough market, the margin for error shrinks — and personal accountability becomes even more critical.

What We Think

Singapore’s graduate job market is no longer an easy ramp; it’s a proving ground. While macroeconomic pressures and hiring slowdowns are real, they don’t fully explain why some candidates remain stuck despite numerous interview opportunities. The hard truth is that many jobseekers must sharpen their strategies, not just their résumés. Employers, too, need to rethink whether their hiring processes — full of ghosting and unclear feedback — are serving long-term talent goals. For policymakers, this moment is a reminder that supporting the next generation of workers requires more than just economic growth; it demands investment in career readiness, skills training, and employer accountability. In short, both sides must adapt — because frustration alone won’t fix the gap.