Nikki Dizon
As a generation characterized—and criticized—as impatient, especially when it comes to the pace of their career development, millennial first jobbers, as well as the younger Gen Zs, would do well to heed the advice of a top executive of one of the Philippines’ largest local banks: Learn to develop strong professional roots.
“Much has been written and said about the millennial workforce—how they are always searching, exploring opportunities and sometimes becoming impatient, which I believe is a downside. I encourage fresh graduates to be more persevering and grounded,” says Vivian Tiu, Metrobank executive vice president and head of human resources management group. “There is nothing wrong with searching and testing and experimenting, but it can become problematic when it leads to a lack of strong foundations, when it prevents a person from trying harder or when it makes one give up easily and feel entitled.”
To ensure one’s strong professional foundation as well as development, two factors are of utmost importance to fresh graduates joining the workforce, says Nikki Dizon, Asean talent practice leader of Procter & Gamble: a penchant for learning, and the propensity to lead.
“P&G prides itself in attracting and hiring top talents who embody a strong balance of leadership, character and aptitude, along with a fit to our company values and principles,” Dizon says. “We look for individuals who thrive in leading teams, driving innovation and executing with excellence.”
Leadership and learning are, in fact, Dizon’s motivational buzzwords to P&G’s new hires. Given their fresh perspectives, she encourages them to speak up and share their insights—and even challenge the status quo.
Dizon does emphasize the fact, however, that fresh graduates would be better equipped to join any company if they have had a mix of academic and extracurricular activities while in school.
Quality internships, therefore, give graduates that extra edge once they, as people say, join the real world.
P&G, specifically, has two signature programs for students: the P&G CEO Challenge and P&G Dream Internship. The first is a two-day event that offers college students a platform to demonstrate their skills in a real business challenge and give them a preview of a career in P&G. The other is a two- to three-month opportunity for students to personally lead projects aimed at solving real-time business challenges.
One of the country’s largest telcos also puts premium on today’s youth—specifically, senior high school students. PLDT Inc. holds an annual PLDT Group Student Camp, which allows the companies’ senior managers to mentor participants.
The students are also tasked to complete a departmental project, and by the end of the internship, are required to defend it.
Interns with the best projects are given the opportunity to present to the company’s CEO, Manuel V. Pangilinan, and the rest of the leadership team.
Vivian Tiu (left)
“Schools and universities can also help students on their journey postgraduation by giving them a clear picture of what it’s like to be part of the workforce. One of the ways they can do this is by inviting alumni speakers from various businesses and organizations. The speakers can give students insights based on current, real-life experiences,” says Rowena Reloj, employee services head of Smart, wholly owned subsidiary of PLDT.
And, as mentioned by Dizon, the learning shouldn’t stop after graduation. Once in the workplace, new hires should take advantage of companies’ in-house learning programs, such as Metrobank’s Ascend Leadership Development Program.
“Through this program, we are able to track our internal talents and prepare them for more significant roles in the future,” Tiu says. On the part of P&G, Dizon tells fresh grads to simply look at the professional journey of the company’s current global sector CEO for baby and feminine care, Fama Francisco, a Filipino who made P&G history, as she started her career working as the first Filipino sales manager of the company’s local office.
Rowena Reloj
“I believe the youth today have huge potential and are very eager to contribute, that’s why we create meaningful responsibilities from Day 1 of their P&G career. We have a disciplined approach in matching business needs with each employee’s strength, career interest and passion area, and that becomes their own unique path in becoming a future leader,” Dizon says.