…𝒕𝒉𝒆 𝒑𝒖𝒓𝒔𝒖𝒊𝒕 𝒐𝒇 𝒉𝒆𝒇𝒕𝒚 𝒑𝒂𝒚𝒄𝒉𝒆𝒄𝒌𝒔 𝒉𝒊𝒕𝒔 𝒂 𝒓𝒐𝒂𝒅𝒃𝒍𝒐𝒄𝒌 𝒂𝒔 𝒚𝒐𝒖𝒏𝒈 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍𝒔 𝒄𝒐𝒏𝒇𝒓𝒐𝒏𝒕 𝒕𝒉𝒆 𝒑𝒓𝒂𝒄𝒕𝒊𝒄𝒂𝒍 𝒄𝒐𝒏𝒔𝒕𝒓𝒂𝒊𝒏𝒕𝒔 𝒐𝒇 𝒕𝒉𝒆 𝒋𝒐𝒃 𝒎𝒂𝒓𝒌𝒆𝒕, 𝒑𝒓𝒐𝒎𝒑𝒕𝒊𝒏𝒈 𝒂 𝒓𝒆𝒄𝒐𝒏𝒔𝒊𝒅𝒆𝒓𝒂𝒕𝒊𝒐𝒏 𝒐𝒇 𝒔𝒂𝒍𝒂𝒓𝒚 𝒆𝒙𝒑𝒆𝒄𝒕𝒂𝒕𝒊𝒐𝒏𝒔
In the ever-changing realm of employment, the aspirations of today’s young workforce frequently clash with the stark realities of job expectations. A notable trend, particularly prevalent in the private sector, sees enthusiastic young individuals actively seeking job opportunities, only to promptly retract their interest upon grasping the details of the offered compensation package.
One of the private employers said, “The misalignment of expectations poses a significant hurdle. We want to offer the best, but economic constraints demand a pragmatic approach.”
“Unexpected departures not only impact our business but also impede the potential growth of the individuals involved,” he conveyed. “Transparency serves as the bridge between expectations and reality. Open communication regarding salary constraints is pivotal for cultivating a stable and thriving workforce.”
Sangay Wangmo (Name Changed), a private employer, stated, “We dedicate substantial time to the recruitment process, and despite our endeavors, some employees accept the position only to resign shortly thereafter. If they were to decline the offer initially, we could promptly consider other candidates genuinely committed to working with us. Early-stage honesty benefits both parties and ensures a more seamless and efficient hiring process.”
Another employer expressed, “We have posted the job vacancy for the same position five times already. While we receive applications, our meticulous selection process aims to choose the most qualified candidate. Despite our efforts, the individuals we recruit for this role tend to stay with us for only three to four days, and sometimes just one week, before leaving. This recurring pattern creates gaps in our workforce, necessitating us to initiate the recruitment process again for the same position. This not only consumes significant time and resources but also denies other genuinely interested candidates the opportunity to work with us. The constant turnover affects the stability of our team and hinders our ability to maintain a consistent and productive work environment.”
He added, “One key factor exacerbating this issue is the misalignment of expectations between the aspiring youth and employers. As the economic climate tightens, employers find themselves constrained in offering salaries that match the lofty expectations of the job-seeking demographic. The result is a disheartening cycle where young talents, yearning for more than what employers can afford, prematurely exit positions.”
A private media employer said, “This has become an unmistakable trend within the private media sector in the country. However, the responsibility does not lie solely with the media owners or the reporters. Over the years, the scope and business of private media in Bhutan have diminished, with many entities now merely sustaining their organizations to fulfill their mandates despite modest earnings and declining revenues. Consequently, media organizations find themselves unable to meet the escalating demands of journalists who, understandably, are and will continue to seek better opportunities elsewhere.”
This recurring pattern has contributed to a widening gap in the private sector’s workforce. The ripple effect is felt not only by employers striving to maintain a stable workforce but also by the broader economy facing the strains of this evolving employment landscape. On the other hand, young individuals have been forthcoming about their reasons for leaving jobs after securing positions.
Kinzang Lhamo, a graduate from 2021, shared her experience, stating, “I was selected by a private company. However, their vacancy announcement omitted any mention of the salary. During the interview, I inquired about the pay, but the interviewer provided minimal information. A day later, I received a call confirming my selection, and I eagerly accepted the offer. As I began working and developed camaraderie with colleagues, I seized the opportunity to inquire about the salary. To my surprise, I discovered it was only 12k. While this amount would suffice if I were living with family, sharing expenses with friends rendered it inadequate. This realization compelled me to resign and explore other job opportunities.”
Ngawang explained, “I secured a position in a digital company, but my educational background is in Journalism. There was a noticeable mismatch between the job requirements and my academic qualifications, prompting me to resign as I anticipated challenges. Additionally, the offered salary was inadequate to serve as a motivating factor. A higher salary would have incentivized me to put in more effort and commitment.”
Karma Dorji, a recent graduate, shared his experience, stating, “Upon initially securing the position, I was informed of a specific salary. However, after a month, the initially promised pay was reduced, and only a fraction of the amount was provided. The explanation given was that this reduced pay was applicable during the probationary period, with the assurance that the initially stated amount would be reinstated after the probation period.”
Ultimately, bridging the gap between expectation and reality in the job market requires a collaborative effort. Employers and job seekers alike must navigate this evolving landscape with transparency, adaptability, and a shared commitment to fostering a stable and thriving workforce.