Most weekdays, Sri Lankan-born, recent Melbourne University graduate Adil Aslam takes to the streets of Melbourne’s financial precinct with a steely resolve and a placard presenting his impressive resume.
“I feel quite nervous, I'll be honest - just standing here just smiling all the time waving this around, obviously I'd rather not be doing it but here I am because I am serious about getting a position I really like,” he said.
Strangers have approached the 22-year-old offering support, and would-be employers have taken his details, but he has not yet received a job offer from the exercise.
Mr Aslam compliments his street-based approach with extensive email and LinkedIn approaches to various companies.
“Whatever it takes I'm prepared to do and I'm not entitled to anything just because I have a degree, and it's about me trying hard, it's about me staying focused and me staying motivated and using my skills to get there,” he said.
Mr Aslam is adamant he hasn't experienced direct racism during his three years in Australia, but also says he can't be certain whether his Sri Lankan name influences recruiters.
“Even though they're not racist people per se - just in case they have a different perception with Adil being the name versus John being the name,” he said.
Some of his graduate friends have experienced success by Anglicising their names, but the proud Sri Lankan says it's not something he would consider.
“I wouldn't want to work for a company where this exists which is why I haven't changed my name,” he said.
Monash University management and HR expert Peter Holland examined Mr Aslam’s resume, predicting he will secure employment within six months of leaving university.
He says racial profiling of resumes is illegal, but virtually impossible to prove - with various studies around the world suggesting it still takes place.
Associate Professor Holland also says it's not only the applicants who suffer.
“Names shouldn't come into it - it should be looking at the quality of the person via the resumes and the companies are actually doing themselves a disservice if they do these kind of things - as they may be missing out on the best person for the job,” he said.
Associate Professor Holland also believes it's time names were removed from resumes.
“Name-blind I think is something the government should consider or companies could consider as a way of effectively minimising the potential to discriminate against people,” he said.
Either way, Adil Aslam will continue his online and on-street efforts with the aim of achieving his employment goal.
“Ten years from now I (hope to) have the experience, people come to me asking for help and I will be able to consult with them, advise them this is what you do - that's the dream we'll see how it goes,” he said.
