INTRODUCING THE TAYLOR'S CURRICULUM FRAMEWORK (TCF)

You have the flexibility to experience a multi-dimensional education system and the framework is refined with the building blocks of academic excellence, life skills and emotional well-being.
 
 


Graduate Multi-skilled


Be marketable with future-proof skills, enhanced with your unique interests and strengths.
 


Graduate A Global Citizen


Be globally and culturally adaptive through international mobility opportunities.
 


Graduate Future-ready


Be adaptable to high job mobility through independent self-directed learning.

Only 3% of Employers Think That Your Uni Degree Is Somewhat Important*

*Source: The Employment Mismatch, Chronicle of Higher Education, May 14, 2013
 
How do graduates stand out from the pack? What should they have to be attractive to a wide range of employers?

Looking at the Facts

A degree alone is not a golden ticket to career success and scoring straight A’s does not guarantee a high-paying job.

According to a 2015 article in The Star, about 200,000 students graduate from universities with a degree annually, but a quarter of them struggle to find a job six months after graduation. A survey of employers by JobStreet revealed some of the top reasons for this worrying trend: poor command of the English language, subpar communication skills and negative attitude or character.

Furthermore, the employers surveyed felt graduates lacked adaptability, multitasking skills, decision-making skills and problem-solving skills. Many graduates also have unrealistic salary expectations, with 30 percent desiring a starting salary of RM6,500.


Infographic Sources: National Graduate Employability Blueprint 2012-2017; JobStreet Malaysia 2013 Report; Sam Haggag, Country Manager of Manpower Staffing Services (M) Sdn Bhd (The Star, 5 March 2012); English skills more important for employers, JobStreet Survey (2013)

Discovering What Employers Want

An increasing number of employers, including top ones like Google and Deloitte, are placing less value on academic credentials. They prize additional qualifications, ranging from aptitude to personality and specific skills and knowledge.

This is supported by studies such as the Corporate Recruiters Survey 2015. The report released by the Graduate Management Admission Council showed that 92 percent of recruiters surveyed would consider a candidate based on their proven ability to perform. It is not so much a question of whether candidates are qualified for a job, but rather what other competencies do they bring to the table that ultimately lands them a job.