Answer for Oral Question PL136

QUESTION

Yang Berhormat Pehin Orang Kaya Johan Pahlawan Dato Seri Setia Awang Haji Adanan bin Begawan Pehin Siraja Khatib Dato Seri Setia Haji Md. Yusof

YANG BERHORMAT PEHIN ORANG KAYA JOHAN PAHLAWAN DATO SERI SETIA AWANG HAJI ADANAN BIN BEGAWAN PEHIN SIRAJA KHATIB DATO SERI SETIA HAJI MD. YUSOF requested the MENTERI DI JABATAN PERDANA MENTERI to state the effectiveness of the latest plans and actions in addressing the increase in active jobseekers recorded by the Brunei Employment Centre from 11,917 in October 2024 to 14,120 in October 2025, particularly taking into account that most of them are graduates of institutions of higher learning?

ANSWER

Yang Berhormat Menteri di Jabatan Perdana Menteri

As at 31 December 2025, the number of active jobseekers registered with the Brunei Employment Centre (PPB), Prime Minister’s Office, was 14,449. At the same time, a total of 5,480 vacancies were advertised through PPB, of which 3,102 positions (57 per cent) were successfully filled. This demonstrates a positive placement rate, with an increase of 23 per cent compared with the previous year.

This development also reflects the dynamic movement of the labour market. However, the main challenges identified are skills mismatch, the misalignment between graduates’ expectations and the reality of industry demand, and the suitability of candidates to the requirements of the positions.

PPB has implemented several strategic measures to address these challenges, including:

i. Strengthening matching and direct recruitment activities through career events:

• PPB has intensified the implementation of Mini Recruitment Drive, with participation increasing from 11 companies and government agencies in 2024 to 27 agencies in 2025. Through this initiative, a total of 250 local jobseekers successfully secured employment throughout 2025, reflecting the effectiveness of a focused and face-to-face recruitment approach.

• In addition, Jelajah Kerjaya events were organised in all four districts, achieving encouraging results, including:

  • 1,682 vacancies offered across various sectors.
  • 415 positions successfully filled.
  • Participation by 15,080 jobseekers, reflecting a high level of interest and commitment.
  • The involvement of 90 companies and 15 government agencies.
  • 443 interview sessions conducted on site.
  • Activities included career talks with industry representatives, live CV reviews, career discovery sessions, as well as sharing on the future skills required by the labour market.

• This initiative not only expands access to employment opportunities, but also strengthens the network between jobseekers and employers in a more focused and interactive manner.

• At the same time, this approach also accelerates direct engagement between employers and graduates, thereby reducing the duration of the job search.

ii. Upskilling and Reskilling interventions through the SkillsPlus Programme

• To address skills mismatch, 22 new short courses were introduced in the fields of finance, ICT, HSE, Leadership and Management, as well as Human Resource Management.

• These courses were designed based on industry demand and identified skills gaps. PPB will continue introducing new courses designed according to industry demand, changes in the employment landscape and identified skills gaps.

• This approach helps graduates improve their employability and adapt to sectors with high demand.

iii. Strengthening the Program Persediaan Pekerjaan

• This programme has been enhanced with modules designed according to the categories of jobseekers, including new graduates. Emphasis is placed on employability aspects, including:

  • Self-awareness and soft skills development
  • CV writing and effective interview techniques
  • Professional communication skills
  • Work discipline and ethics
  • Adaptation to organisational culture

• This approach is highly significant given that some new graduates face challenges in the transition from education to employment. In addition to targeting new graduates, this programme is also adapted according to the needs of other target groups, including individuals who have been outside the labour market for an extended period, to ensure that the interventions implemented are more focused, comprehensive, relevant and high-impact.

iv. Strengthening Hiring Pipelines and Apprenticeship Pathways

• PPB has also expanded apprenticeship opportunities through the i-Ready and SkiPPA apprenticeship programmes as transitional bridges towards permanent employment. Data shows a high absorption rate under the apprenticeship schemes, making them an effective approach to helping graduates gain industry experience before being appointed to permanent positions.

• Collaboration with industry through the Manpower Industry Steering Committee (MISC) has also been strengthened to:

  • Identify high-demand sectors.
  • Align competency requirements; and
  • Encourage the absorption of graduates after training.

To ensure that PPB remains relevant and responsive to the dynamic labour market, several strategic measures have been planned, namely:

i. Projek Pembangunan Sistem Baharu PPB

• PPB plans to develop a new application system that utilises artificial intelligence technology and automation to strengthen the delivery of labour market services.

• This system aims to improve the efficiency and accuracy of the job-matching process, while helping to identify skills gaps and provide suitable competency development recommendations to local jobseekers.

• This new system will also benefit employers and companies, particularly by expediting the recruitment process, improving the accuracy of selecting candidates who meet the requirements of the positions, and reducing reliance on time-consuming manual screening processes.

ii. Strengthening Collaboration with Industry

• Establishing a more structured hiring pipeline through strategic collaboration with industry, including expanding apprenticeship opportunities and implementing structured training programmes aligned with the actual needs of industry and employers, to ensure continuity along the pathway from training to employment placement.

• Empowering the process of skills validation and alignment through the active involvement of industry in establishing competencies, assessing apprentice performance, and coordinating training content so that it remains aligned with current labour market demand.

This comprehensive approach reflects the Government’s continued commitment not only to facilitating employment opportunities, but also to strengthening labour market efficiency, enhancing the employability of the local workforce, and supporting employers’ needs in a more strategic and high-impact manner.