​Conversational Interviewing: Modernize Your Effective Approach To Hiring​​“An interview is not a scripted list of questions and answers, rather an exploration of a partnership from both sides”.​In general, the whole concept of a typical job interview format is intrusive, artificial and one-sided in favor of the employer. Consequently, candidates have repetitively gone through a similar interview session and have formulated common responses to standard questions.​What are most common interview questions?Tell Me About YourselfWhy Should We Hire You?What Are Your Greatest Strengths?What Do You Consider to Be Your Weaknesses?​As candidates have a much wider choice in where they choose to work, it is vital that you consider restructuring your approach to hiring: conversational interviewing, in this competitive labor market.​So, instead of asking the same sort job interview questions, start asking questions worthy of thoughtful answers. ​​What is conversational interviewing?​Conversational interviewing is all about the candidates having a real, less-structured conversation with the recruiters/hiring managers such as yourself. It's a two-way conversation where questions and information are freely exchanged between the employer and the candidate.​“Treating the interview as a collaboration to make sure that the role is a good fit is the first priority. Making sure the candidate has a positive experience is the second priority”.​​Why? ​Truthful answers - Interviews are your greatest chance to get to know a candidate and determine if they’re the person you’re looking for your team. So, don't get it squandered. Conversational questions set the candidates up to express who they really are.​More flexibility - Candidates will be given a chance to ask insightful questions to the interviewer, and you, as the recruiter or hiring manager should be prepared to provide information about the role, the organizational culture and the selection process moving forward.​​Transforming your way of asking questions!​​It begins with changing the way you ask questions. You can get better insights into the candidate’s experience, goals, expectations and fit for the role by slightly tweaking the way you frame the interview questions.​Need some thoughts? Here you go!​​OLD WAY:​TELL ME ABOUT YOURSELF​NEW WAY:​​​WHO DO YOU ADMIRE AMONG THOSE THAT YOU'VE WORKED WITH, AND WHY?​​​What they admire in others tells you a lot about what they find significant. It's a revealing glimpse into the characteristics he/she seeks to cultivate himself/herself.​​OLD WAY:​WHAT ARE YOUR GREATEST STRENGTHS?​​NEW WAY​​WHAT’S YOUR SUPERPOWER AND HOW WILL THAT SPECIFICALLY HELP YOU IN THIS ROLE?​​As a hiring manager, it’s crucial to help candidates flex what they’re really superior at (something you don’t already know), instead of just trying to figure out the areas they’re battling with.​​OLD WAY:​​WHAT IS YOUR GREATEST WEAKNESS?​​NEW WAY​​TELL ME ABOUT A TIME YOU MADE A MISTAKE OR FAILED AT SOMETHING. AND, WHAT DID YOU LEARNT FROM THIS EXPERIENCE?​​What’s the possibility they’ll genuinely share with you if you directly ask them about their deficiencies? Because, after all, they want to be hired for the job. So, I like this question (new way) because it allows hiring managers to evaluate their well-honed habit of looking objectively at a problem and talking openly about what improvements they’ll bring to their next role.​​OLD WAY:​​WHERE DO YOU SEE YOURSELF IN THE NEXT 5 YEARS?​NEW WAY​WHAT YOU WANT TO DO DIFFERENTLY IN YOUR NEXT JOB?​​After all, you’ll be hiring the present-day version of this person, not their future self. So, try to unpack their career path and job search towards their current path goals.​​OLD WAY:​​​​WHY SHOULD WE HIRE YOU?​​​NEW WAY​​WHAT DO YOU BELIEVE YOU CAN ACHIEVE WITH US PERSONALLY OR PROFESSIONALLY?​This way, the candidate is able to articulate his/her aspirations, individual motivations & his/her commitments towards your mission in a clearer & bigger picture. This helps establishing that your company will be a great platform for the person to thrive and how you can help him/her attain them, you are one step closer to closing her.​​We believe this compilation serves as a valuable stepping stone that you can optimize as you design your own interview questions to give your approach a refresh. As a Workforce Solutions Company with over 22 years of hiring experience, we help employers to streamline their overall hiring process, and attract the best candidates for their team. ​Simply get in touch today and a member of our expert team will gladly contact you for a chat!​​​​​Posted by:Yogakumari Sankar- Prospect & Content Development Executive​

​How To Nail Your First Impression With HR/Hiring Managers?​“Interviews are all about making a good first impression”.First impression is the initial factor to consider or judgment a HR/Hiring Manager makes about who you are after their first interaction with you. ​There are few factors that can affect the employers’ first impression of you, such as:how you look, what you wear, how you speak and your overall emotional state. ​When you are looking for a new role, how you present yourself on your application or a CV and during an interview can all influence the recruiter and hiring managers' first impression of who you are.​So, check out these few suggestions before you step into your interview to ensure you're presenting yourself in the proper perspective and setting up for the most successful interview possible.​​DRESS & GROOM PROFESSIONALLY (even if the interview is online)​Appearance is incredibly important when making a first impression. Turning up dressed appropriately is an indication of your professionalism which proves that you are taking this job application sincerely. ​Don’t overdress; don’t underdress either. ​👨‍💼 👩‍💼 Wear business attire if you’re looking for an office-based job. E.g.: office clerk, customer service representative, executive assistant, accounts payable clerk, office manager. Meanwhile for other professions, the outfit must be appropriate for the role you’re applying for. ​Whatever outfits you plan to wear, make sure that it looks neat and presentable. The clothes are not supposed to be too tight or too exposing. It is also crucial to ensure you are well-groomed with good hygiene, a professional hairdo, and good breath (brushed teeth). ​Note that chances are your hiring manager will not only be evaluating your answers but also if you'd be a good representative of the company when meeting their business clients.​✖️ Avoid unnecessary distractions - disruptive jewelries (for females), overwhelming fragrance, too many hand gestures or having your meat caught between your teeth can be distracting for interviewers and may make it difficult for them to concentrate on what you are saying.  ​ARRIVE ON TIME​Your goal should be about 🕔 10-15 minutes early of your scheduled time for the interview. This time is needed for you to use the restroom before heading into the interview and also required for completing any necessary documentation/preparation BEFORE the interview.​Running late? Call as quickly as possible to let your interviewers know. They’ll appreciate it than you providing a lame excuse after they've already been waiting for 30 minutes.​​WATCH YOUR BODY LANGUANGE​Even though a job hunter might feel confident on the inside, their body language could tell a completely different story.​THE HANDSHAKE 🤝 - Aim for a firm handshake(but not bone-crushing), and as you shake, make eye contact and smile confidently.​BE MINDFUL OF YOUR POSTURE - Good posture gives an impression of confidence and professionalism. You should also be sure to maintain eye contact with the interviewer throughout the interview.​​GO PREPARED​Prior to your interview;research the company and know what they do, what your responsibility would be in the position you are applying for, what the company’s core values are and how you can add value to the company​Showing you have done your homework can leave the hiring manager with the impression that you are serious about the position you have applied to.​​RESUMES & CERTS SHOULD BE NEATLY ORGANIZED AND READILY ACCESSIBLE​You can be assured that, the recruiter/hiring manager will request for a copy of your updated resume & other supporting documents within the first few minutes of your interview. You’re going to look a little chaotic if you have to drill through your bag searching for it. ​​Thus, you should be able to pull out your CV & other important documents on prompt to make the best first impression. The best way is to carry a binder to hold your resume copies.​​With so many to choose from, employers can be very selective in hiring the talents they need. These hints on how to make a good first impression at a job interview cannot promise you a job, but they can certainly get you a little closer. ​​Don’t you think it is time to try? Good luck, then!​​​Posted by:Yogakumari Sankar- Prospect & Content Development Executive​

​Chase Work Life Balance While Working Remotely​New reality, new way of living! And what does that mean for employees who are lucky enough to be able to work remotely? Flexibility is one of the greatest benefits of working remotely, as it provides a flexible schedule to take good care of work and personal responsibilities.​Even with this flexibility sometimes comes immense pressure because it might be more of a work-life shuffle, especially for parents with kids– sending emails while your kids having their online class or having a video call with the team/clients while cooking lunch. ​You fit stuff where you can, while still ensuring that it gets done with acceptable quality.​So, how to balance work and life in a remote setup?​Finding work-life balance is all about prioritization. Planning and scheduling, time management, communication channels, and being organized help you manage your workday. In this way the tasks on your to-do list can be completed faster. ​Here are some work-life balance tips for a healthy relationship between your professional and personal life.​🧘‍♀️ Exercise​First of all, I have honestly found it difficult to maintain my level of exercise in my experience of working from home. It has become clear to me that I need to prioritize my health more. ​I have realized, scheduling a workout into my diary promotes my well-being and essential for someone who works from home to boost energy & release stress.​Here are a few suggestions:Yoga –my absolute preferred workoutSquatsPlankPush upsThere are plenty of YouTube tutorials online that offer guidance, and it could be a good idea to follow along so that you remain motivated.​💻 Have a specific workspace ​Try to build your little private desk or office that are free from distractions to stay focused & most importantly, choose a spot where you're able to work comfortably and productively.​📅 Create a schedule & stick to it​Creating (and adhering to) a regular work schedule and logging off at the end of your scheduled time can help you maintain productivity and ease some of the stress that comes from working all the time. ​This way, your team will know exactly when they can and cannot reach you, and you'll be able to plan personal activities during your day outside of work.​📖 Make a to do list to prioritize your tasks each day​Curating to-do lists are helpful to ensure that you’re being productive and accomplishing what needs to be done in your role each day. Physically crossing tasks and projects off a to-do list can be gratifying.​🍛 Take proper lunch ​When I first started working from home, I took full advantage of eating snacks all day since the fridge is only a few steps away from my working space. This way, more often than not, I skipped my lunch and it wasn’t great for my productivity (not healthy either).​So, by setting aside an hour lunchtime for yourself & eating a proper and healthy meal will help you to nourish yourself and recharge for the rest of the afternoon to stay productive.​☕ Take breaks throughout the day​Remember to give yourself a little space between outputs. Take a couple of minutes away from your desk or computer for a…Cup of coffee/snacks to feel refreshedHave a call to chit chat with your friends/closed onesTake a nap if you feel that’s what you need even if it is a short 20 min napTake a walk - you can stand up, stretch, and get a quick dose of Vitamin D to feel energized ​🙅‍♀️ Disconnect at the end of the day​You made it & it’s now the end of your work day! If you're a remote worker seeking a little more work-life balance, make plans for your after-work hours, and stick to them. This may include:Happy hour drinks with your family/friendsBaking/cooking dinnerThis will help you mentally switch to "home mode" by getting you focused on a different activity, thereby relaxing your mind.​Working remotely does have its fair proportion of (really great) advantages, but that doesn’t mean there won’t beany challenges as you adapt to this new way of working. ​Even if you have been working remotely for months, the additional burdens of having children at home and a full household can make it more difficult to work remotely. ​Thus, keeping your work-life balance in mind as you continue making a significant and productive contribution to your career integrates the best outcome.​

​How to Make Your Job Application Stand Out Among the Rest [Recruitment Agency Perspective] ​You may be wondering how you can stand out among the crowd of job applicants & stack of resumes. It's time to buckle up and understand how to distinguish yourself during the selection process, whether you are applying for an entry level position or your first employment after graduation or looking for a career change.​This may require cutting back a week or a month on the amount of resumes you have sent out. But a few carefully constructed resumes and cover letters linking the dots can do more than sending out dozens of CVs to open doors.​Remember, generic cover letters and CVs that do not highlight the required skill set will be quickly overlooked! Instead of sending many employers the same version of a resume, accommodate to the role with your application.​​So, customize your resume to the job you’re applying!​Keep your personal information short​Skip your family details, marital status and current address; it’s taking up space and time. Just stick to your name, current place of residence (optional), objective, and the link to your LinkedIn profile.​​​Make sure to highlight your skills & proficiencies​What skills have you acquired?  What are your strengths? ​10 general skills to include in your resume:Active listeningCommunicationComputer skillsCustomer serviceInterpersonal skillsLeadershipManagement skillsProblem-solvingTime managementTransferable skills​​However,it is important to give the recruiter a good overview of your specific technical skill sets and sort the list by relevance to the job.Roselin Francis, Recruitment Consultant @ ManpowerGroup Malaysia.​If you’re not sure where to start, pick out your main skills and qualifications from the job description that apply to you. ​E.g.: Specific skills adopted by a Digital Marketing Manager will be...SEOGoogle AnalyticsFacebook InsightsHootsuiteData AnalysisPaid Social Advertising​Try to demonstrate that you have these skills by providing actual examples or cases to get the employers’ attention on your resume.​​Tailor your relevant work experience to the industry & the job you’re applying for​The entire point of your CV is to focus on the most important pieces that show why you’re a perfect fit for a particular role. Resist the urge to list every single minor duty or project you can think of and narrow your focus to only the most impressive or the most relevant for career change to focus on transferable skills.​​A good resume should match the job requirement, e.g., responsibilities (achievements & targets accomplished in the past) of candidate should be meeting the job descriptions. Feroz Ghafoor, Talent Acquisition Lead @ ManpowerGroup Malaysia.​So, focus on your accomplishments in each position. If you can quantify (in numbers) any of your achievements, it will give the hiring manager a much clearer image of your skills and abilities. E.g.:​​​Keep your resume concise​​While a resume can be two pages, most should be just one. You should only include the information that will help you land an interview.​​Clarity without missing the important information at first look is what really makes a good CV.​Rajive Kathiresan, Practice Head, Language Hiring @ ManpowerGroup Malaysia​Avoid redundancy and fluff!Avoid listing hobbies/outdated technical or business skillsAvoid listing long job duties ​Instead, showcase your key qualifications in the career summary statement at the top of the first page. E.g.:​"Accomplished marketing professional with 4 years of corporate experience in social media management and advertising campaigns. Looking to leverage industry skills and abilities of raising awareness and sales through low or no budget marketing options for local NGO".​​Keep your resume highly organized & well-designed​Make sure your creativity is professional& must be in an easy-to-read format.Font style-Use a professional font like, Times New Roman, Calibri or Arial.Font size-Size12 font should suffice for the recruiters to read the content of your resumeKeep your template designs minimal & aesthetically appealing- make sure the visual elements don’t distract from the content of your resumeBold the heading or subsections to increase standabilityUse reverse-chronological order- List your most recent job experience to the older ones​​Get review from the experts​Still asking yourself what should a resume include to impress hiring managers? Get a free resume evaluation today from the experts at ManpowerGroupMalaysia.​Or fill in the form below & we will keep in touch with you!​​​​2 Dec 2020Posted by:Yogakumari Sankar - Prospect & Content Development Executive​​​

​A Practical Guide to Safe Restart: Best Practices for Organizations​Given the desire to move quickly, the HR administration industry has shaped an Alliance initiated by Randstad NV, the Adecco Group, and ManpowerGroup. Together, the business – as the world's biggest private area business and work market expert* – tries to make an indispensable commitment to the way toward getting ready for the new normal, and assist getting individuals securely back to work and organizations and economies running once more. Bosses, exchange associations, and NGOs will all be welcome to team up. At the equivalent time, the coalition will connect with governments to help, animate, and support these efforts.​This practical guide is designed to summarize the extensive technical guidance drafted by the Alliance to support business recovery and operational continuity efforts around the world.​You can download the report here:A Practical Guide to a Safe Restart​Practical guidance and good practice​In Malaysia, some of the states and areas (W.P. KUALA LUMPUR, W.P. PUTRAJAYA, SELANGOR, KEDAH, PENANG, PERAK, NEGERI SEMBILAN, MELAKA, JOHOR & TERENGGANU) are experiencing Conditional Movement Control Order (CMCO) from 9 November 2020 (from 12.01 am) until 6 December 2020 (11.59 pm). However, a chain of economic and industrial activities still are allowed during CMCO.​As a first step, where organizations have an existing health and safety function, they will play a pivotal role as they adapt existing health and wellbeing measures – and define new controls – to address the emerging challenges of COVID-19. More than ever, it is important that senior management engages early with these specialists to brief them on the company’s objectives, strategy, and re-opening timetable so both health and business responses are joined-up and coordinated. ​In the absence of a health and safety function, the following guide will help managers review the major issues. They can be assured that many of the measures highlighted below, which are designed to avoid the spread of COVID-19 in the workplace, are fit for purpose. Many of the activities continue to form the basis of the pandemic response in key businesses that were permitted to operate throughout the initial outbreak and lockdown.​1) Avoiding the health hazard’ in the workplace. ​Where remote working has proved possible, successful, and productive, organizations should consider extending this approach to lighten the pressures on transport, services and to drive social impact in communities, where more onsite working maybe required by other organizations. ​2) Communicating internally and externally is critically important. ​As a rule, people will be hungry for information insight, and advice, so over- rather than under-communicate. Select the most appropriate channels and tools to communicate on topics that are health-related, address behavioural expectations, and inform on regulations. The measures to communicate range from online training on worker safety and health, posters on handwashing and other critical hygiene rules, (physically distanced) face-to-face or video briefing on the need for shift patterns and teams to change; internal newsletters on health-related updates, rules, and regulations. ​3) Provision of sufficient quantities of appropriate Personal Protective Equipment and sanitary products/facilities.​Organizations define their own standards of protection and are responsible for compliance with local or national government rules, like providing the correct PPE and sanitizers before re-starting operations. These items are in extremely high demand and are normally ‘consumables’ intended for a one-off use, so the business will want to assure a continuing supply of this equipment. ​4) Physical distancing. ​Establish and apply a rule of physical distancing that conforms to government requirements. Support compliance via communications (as above) and with physical markers on floors, walls, work areas, and chevrons in walkways – all as a reminder of the physical distancing rules. For example, defining breaks and meal times for certain departments or shifts, and limiting time spent in the canteen, while extending the overall time during which food will be served will eliminate ‘busy times’ and facilitate physical distancing. ​5) Physical barriers to reduce infection. ​In addition to physical distancing, physical barriers to reduce or prevent the spread of the virus are vital. They are equally important for the smooth running of the business by reducing absenteeism through ill-health. But it’s crucial that a company is seen to be first and foremost focused on preventing the risk of virus transmission, and secondary to business considerations, to avoid any criticism that business comes before health. In terms of specifics, physical barriers like transparent screens and taped-off areas to separate personnel from each other and from customers are all helpful.​​​While governments define the country-wide preconditions for progressively lifting their lockdowns or movement orders, businesses, their staff, contractors, employee representatives, health and safety experts, and regulators are expected to put in place practical protocols to support the safe reopening of businesses and economies worldwide. ​The transition from a life-saving response to regenerating the economy is rapid, dynamic, and unprecedented. This guide is therefore intended to share the lessons that have already been learned and to provide practical guidance on managing a sustainable restart for businesses around the world.​In light of this, read our guide A Practical Guide to a Safe Restart: Best Practices for Organizations intended to share the lessons that have already been learned and to provide practical guidance on managing a sustainable restart for businesses around the world.​​​​​To support you ManpowerGroup Malaysia is open for free consultations on your workforce needs and for developing custom workforce solutions at a competitive rate. Fill up the form below and our consultants will reach out to you with a free consultation within 24 hours.​​​​​​13 Nov 2020Posted by:Nadhirah Afiqah- Marketing Assistant

​Feeling stressed out at work? Here are the ways to deal with workplace stress!​Work-related stress can continue to remain even after clocking out. A survey found that Malaysian workers are overworked and deprived of sleep, with 51 per cent suffering from at least one dimension of work-related stress as well as 53 per cent getting less than seven hours of sleep in a 24-hour period.​​​Source: AIA Vitality, 2019​​What stress is all about?​“The adverse reaction people have to excessive pressure of work or other types of demands placed on them”. ​Essentially, when stress is caused by work overload, it can be due to various of reasons, including:long working hours, heavy workloads, time constraints, organizational change, lack of support, and harassment/bullying to name a few.​If your career is persuading you to lose sleep or grind your teeth or any of the symptoms I’ve listed below, get assertive about making some changes. ​The common signs or symptoms of work-related stress can be:FatigueMuscle tension, pains and headachesDepressionAnxietyFeelings of being overwhelmed and unable to copeAn increase in sick days or absenteeismA drop in work performanceMood swings and irritabilityHowever, there are ways of managing on-the-job stress effectively before it inevitably wreaks havoc on your health. ​Here are a few ways of coping with tension in the workplace:​1) Step back to get away from the situation.​Taking a short break to help yourself calm down is a good way to rest your nerves if your schedule allows it. It's a great way to take care of your mental health throughout the day. Take advantage of your break times to relax and unwind away from the desk. Standing up and walking around is indeed a good form of exercise, then why don't you start walking over to his / her workstation the next time you will need speak to a colleague instead of texting him via the web?​2) Cultivate good interactions with your peers​An unpleasant day at work can certainly be turned around if you have a support system. So, do your best to develop friendships with your colleagues. However, set boundaries with colleagues that may be prone to gossiping or being completely problematic. Be sure to communicate in a respectable, professional way to avoid coming across as unfriendly.​3) Make time for healthy meals!​A quick trip to the vending machine for chips is all you need to satisfy your mid-day cravings, when you’re stressed, right? Thus, to reduce unreasonable 'hangry' moments, kick off the day with healthy foods. Try eating something with plenty of protein to stay full for longer.​4) Get a good night’s sleep for a productive day​On any day of the week, even Mondays, waking up well-rested will have a positive impact! So, get plenty of sleep (sleep for at least 7-8 hours).Turn up rested and ready to work.​5) Fine-tune your time management abilities​Are you highly organized? Stop to take a moment to look around your working area or take a glance at your schedule for the day, if you're not sure. Now, how does it make you feel, as you observe your atmosphere or calendar? Are you overloaded and tense?If so, the trick to easing your stress could be done through improved planning. ​​Keep in mind that life does not always revolve around job, it's just one tiny teeny component of your whole being. When you see things from this viewpoint, you’ll learn to be more relaxed even when situations go haywire in the working environment.​​

​How To Boost Engagement With Employees Working From Home​The WFH trend is not a new concept. The Ministry of Women, Family and Community Development actually highlighted this business model in Malaysia back in 2013, however the initiative did not get a positive reply from employees who still prefer to work in offices.​Today, that mind-set has obviously changed.​​​About 800,000 employees from both public & private sectors, at the Management & Supervisory levels in areas under the Conditional Movement Control Order (CMCO) have been instructed to work from home full time until further notice.​The issue is not, then, whether or not working remotely is worth the time or effort, but how a corporation can handle it assertively to get the great outcomes. ​Conversely, the reality is that this way of working can also present challenges: teams working in more than one spot, the absence of face-to-face interaction and a potentially lower level of management communication could all hinder the instillation of a culture and values of the company, and overall engagement.​To help you communicate and engage with your remote employees during the pandemic, we've gathered a few tips for making WFH work for your teams.​​​1) COMMUNICATE​Develop an effective strategy for interaction so you can reach every member of your organization.Establish performance goals for the week/monthChannels should be created(E.g. Microsoft Teams/Zoom)for each situation such as one-to-one chats, team meetings, video calls, or open forums for sharing of ideas​2) CREATE A CULTURE OF CONNECTEDNESS​Employees crave connection and want to feel included. They want to share what’s happening in their lives, hilarious moments, and jokes and develop relationships with their co-workers. One way that managers can do this is by taking some time to have alight-hearted conversation at the beginning of the meeting. Another way is to ask employees about their plans for the weekend or what they have done for a recent vacation. This is a great way to relieve tension throughout these challenging times.​3) ASK FOR FEEDBACK​Ask them for suggestions on anything and everything, such as how to achieve business objectives, enhance customer satisfaction, innovative approaches for training, fun activities to do as a squad, and more. But don't just listen to their thoughts and opinions, rather act on those that are good.​4) SHOW APPRECIATION/RECOGNITION​Working remotely isn’t something most employees signed up for but they’re doing the best they can to make it happen. Now that school is back in session, and working parents are struggling to keep their kids involved with their online school while managing their own professional responsibilities. Hence, showing appreciation with a simple thank you or a genuine compliment goes a long way.​5) ORGANIZE TEAM BUILDING GAMES & ACTIVITIES​Team-building activities promote healthy working relationships that result in better retention, greater productivity, and better overall satisfaction and happiness of employees. ​Try organizing a game that can be played digitally so that your team can take a break from work. There are some popular games that are accessible online or can be adapted to be played virtually, such as: PictionaryCharades via video chat Draw the picture – a communication game where someone describes a picture, everyone draws what they hear and it leads to a good laugh when everyone shares their artwork. ​When you’re looking into how to engage remote employees and keeping them engaged, remember that engagement is never something you do once in a blue moon, rather it’s a constant task to nurture and develop. Keeping remote employees engaged turns them into your best and biggest asset.​

​Safely back To Work in the New Normal​Numerous organisations are currently at a basic crossroads as they explore a staged move from remote work to restart activities and support their staff to re-visitation of the work environment, all inside the prerequisites of the new physical distancing economy.​We’re learning a lot from countries who are ahead of the curve. As a global employer, we’re paying close attention to what’s working in markets where business hasreopened. The common denominator is building confidence and trust with employees. Worker confidence is bolstered through widespread testing, the reliance on data and technology, and open, transparent communication.​Because of the most serious worldwide wellbeing crisis in living memory, and to counter its impact on economies around the globe, we formed a unique alliance led by the three biggest worldwide HR administration organizations – Randstad NV, the Adecco Group, and ManpowerGroup - has formed into a development that incorporates uphold from Recruit, ASA and WEC and others.​Organizing a safe return to work ​It’s a step-by-step process. To advance people’s wellbeing as they return to work, clear guidelines, cycles, and protocols should be consequently be set up to help both employers and employees. This should be composed per nation, per area, and at last per organisation. Wellbeing and safety protocols should be refreshed for the impermanent 'economy driven by physical distancing'. How the HR services industry can help? As HR services are dynamic across countries and areas, they work for both enormous endeavors and SMEs, and would thus be able to use best practices ofnations that are on top of things and areas that stayed open.  Specifically, players in the HR services industry:have inside and out information on work market measures in different areas and organisationsThey work as intermediaries between employers and employees – as such, they understand the problems/challenges faced by each and serve both interests have huge global networks covering all every single important stakeholdershave demonstrated dexterity with evolving conditions, and in helping customers and ability to plan for the future – it is their centre business​Enabling a safe return to work  In close cooperation with employers and workers, HR services providers have since quite a while ago grasped and coordinated the necessary health and security measures, for example, legislative and area guidelines. This is important for the area's customary exercises while putting workers on location. The additional estimation of major parts in the HR services industry lies in their capacity to share information and skill about existing prescribed procedures in the distinctive Health and Safety approaches across areas and nations. ​They help coalesce the sector’s combined knowledge and expertise:​Specialists in the area can provide access to company cases to gain from peers in the equivalent or various areas.   They can open existing material and potential methodologies based on individual difficulties.They can assist managers with exploring the designs to restart their business dependent on best practices and associate them to the correct contacts (locally orglobally). They can offer reasonable help as far as adaptable gracefully of work, labour force the executives, actualizing distant working, progressing, preparing and abilitiesimprovement, and that's just the beginning​An adapted version of NIOSH’s (National Institute for Occupational Safety / Health) Hierarchy of Controls to define the levels of risk and the rightapproach in specific circumstances (e.g. COVID-19 prevention and strategic recovery.)​​In light of this, read our global report Safely Back to Work in the New Normal that talks about specific endeavours to make a vital contribution to the process of preparing for the new normal, and expedite getting people safely back to work.You can download the report here:Safely back to work in the new normal​​As an active member of the community, we understand the challenges that employers are going through right now. ​If you are planning to reopen your workplace, let us know how we can help on your workforce needs and for developing custom workforce solutions at a competitive rate. ​Fill up the form below and our experts will be in touch with you in 24 hours:​​​​​​31 Oct 2020Posted by:Nadhirah Afiqah - Marketing Assistant

​Jobs in Demand during the Pandemic of Covid-19 in Malaysia​​Malaysia's unemployment rate is now the highest in a decade at 3.9%, as people saw their livelihoods affected amid COVID-19 and the movement control order (MCO).​However, the job employment market has started to recover with the Recovery MCO (RMCO)in June that enabled the reopening of the private sectors. So, here is what we have learned and can expect during and after COVID-19 to emerge from the employment market.​E-commerce and healthcare leaped to the rescue because, except for essentials, many could not travel outside their homes. We have seen more warehouse workers and packers being employed to accommodate to the ever-increasing demand for e-commerce.​Logistics companies, particularly food deliverers, rocketed in the tens of thousands to match supply and demand. Many took up the mantle of deliveryman as a temporary or side income gig. And, we as a talent provider observed that part-time and contract jobs have increased especially since the nation moved into the recovery MCO.​Alongside demand for delivery drivers, warehouse workers and health professionals, we are also seeing an increase in niche role requirements such as sales/marketing managers, robotic/cyber security engineers, IT/technical roles and significantly more.​​Top 3 occupations that are significantly growing in demand?​In particular, IT infrastructure played a crucial role in how companies responded to the disease outbreak and will stay fundamental as new ways of doing things become the norm. ​As employers proactively review their activities during the early stages of the pandemic and work on improving or extending their digital systems, roles involving planning, implementing and supporting IT infrastructure will remain critical.​​INFORMATION/CYBER SECURITY ANALYST​​Thanks to COVID and the restrictions on industries in need of physical manpower, the software infrastructure has been growing exponentially.Covid-19 pushed many into experiencing and living in a digital economy on a fast track. ​Digital wallets, digital shops and many other activities in the post-Covid-19 "contactless" economy help people maintain their standard of living and lifestyles while adapting to the new normal.​Thus, cyber security will be the new frontline post COVID-19, with analysts and penetration testers rising in demand, patrolling against the rise of digital forgery, counterfeiting and cyberattacks in both public and private sectors.​​MARKETING JOBS​Since companies need to communicate with their customers during these uncertain times, there’s been a spike in demand for communications & content specialists. Employers are looking for people who can quickly adapt to a new role and assist them in getting their message across at this time.​​Digital marketers are in significantly higher demand right now as corporations move to digital portals to find clients and potential revenue streams that will enable them to remain afloat during the crisis.​One of the benefits of having a job in marketing is that you would typically have skills that are transferable between industries, making you quite the commodity. This enables one to switch from an industry that might not be doing so well during and after the pandemic, to one that’s thriving.​SALES/ACCOUNT MANAGERS​​Many organizations are experiencing a sales downturn during COVID-19, particularly, non-essential businesses in other sectors are feeling the pinch as consumers scale back and focus their spending on securing basic necessities. As a consequence, B2C and B2B sales representatives are in high demand, including business development specialists who are able to find the balance between boosting sales and delicately managing this crisis.​​If you’re looking to try new career opportunities, head over to our jobs portal to see the latest jobs in the labor market today.​If are you also planning to expand your workforce in the following sectors? Feel free to connect with our specialist consultants to guide you through. ​​​​​​

Press Release | Work, Reimagined: ManpowerGroup Research Reveals What Workers Want Post COVID-19​​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132Email mohammad.kashif@manpower.com.myAlmost all workers (94%) report concerns about going back to the workplace Most people agree that work-life balance will be better going forwardKeeping their job is a top priority for workers in all countries and sectors (91%) with the exception of IT workers who value flexibility most Kuala Lumpur (AUGUST 27, 2020) – Most workers believe the COVID-19 crisis marks the end of full-time work in the office and are looking for a hybrid model that blends work and home finds new research from ManpowerGroup (NYSE: MAN). After health concerns for themselves and their family, workers are most worried about returning to an old way of working and losing the flexibility they have gained. The Future for Workers, By Workersis the second in ManpowerGroup’s What Workers Want series. The research points to employers needing to adopt a People First approach and to reimagine a future of work that works for organizations and individuals alike - prioritizing health, wellbeing, and caring responsibilities. The survey of more than 8000 workers in eight countries* reveals workers everywhere have three key priorities for the Next Normal - autonomy and their personalized version of a Hybrid Workplace with the opportunity to work remotely, some not all the time; learning on demand - more opportunities to learn virtually and develop skillsto stay employable; and finally One Life - a focus on blending work and family life for the long term.  “What started as a health crisis has evolved into an economic and social crisis. While thankfully a small proportion of the population will be infected by COVID-19, 100% of us will be impacted by it.” Said Jonas Prising, ManpowerGroup Chairman & CEO. “The data shows us how workers around the world are feeling about returning – concerned for their health and employment security, while seeking flexibility which allows them to better balance work and home. Those organizations that prioritize emotional wellbeing and flexibility while demonstrating how they create social impact in challenging times will be best positioned to attract and retain the besttalent and ensure workers are confident, healthy and productive.” When economic outlooks are uncertain, employability matters most to workers, with 9 in 10 workers say simply keeping their job is most important. Yet how workers feel about a return varies by gender and career stage: Gen Z vs. Millennials: Globally, Gen Z’s are most keen to return to the workplace to develop their careers and socialize, (51%), while millennials are least positive (38%).       Gen X vs.Boomers: Globally, Gen X value being in the workplace to concentrate and collaborate away from household responsibilities. Boomers choose socializing and collaborating with colleagues (34%) as top reason to return.       Gender Divide: Almost half of men (46%) feel positive about returning, only one-third of women (35%) feel the same globally. Women report feeling more concerned or nervous about the return. Both men and women rank not having to commute and having flexibility to work when convenient in their top three benefits of working from home.         Working Parents: Men with children list spending time with their family as a top benefit to working remotely. Women feel more negatively about going back to work, increasing in concern the younger the child – 61% for children 0-5, 53% for children 6-17 and 50% for 18+. To download the full report The Future for Workers, by Workers: Making the Next Normal Better for All visit: https://go.manpowergroup.com/futureforworkers​To download the Future for Workers By Workers Report, please fill this form:​​About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories andhas done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality and Disability and in 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year - all confirming our position as the brand of choice for in-demand talent. *About the Research: ManpowerGroup commissioned research to survey 8000 workers on their attitudes towards work since the impact of COVID-19.Researchwas carried out in June 2020 by Reputation Leaders surveying workers aged 18 and over, balanced by age, gender in 8 countries, France, Germany, Italy, Mexico, Singapore, Spain, UK and US.​​

​Essential Tips For Successful Remote Working​Remote work has become increasingly popular with both employees and employers for a variety of reasons: distributed teams reduce costs for businesses, help the environment because fewer people have to commute, and employees experience fewer workplace interruptions; these are all perks of working remotely. The following tips enable optimal productivity:Prepare for SuccessCreate your workspace: Establish a dedicated work environment that is free from distractions. Consider logging out of all social accounts during work (unless necessary for your job). If sharing a space with others, lay ground rules and expectations for noise levels and break times.Evaluate and upgrade your home technology: Consider increasing or boosting your Internet bandwidth especially if you have multiple people accessing your network at the same time. Those with spotty cell reception may consider a dedicated office line.Establish set working hours: Develop a routine where you “start (and end) your work day.” Potentially schedule a recurring meeting each morning to ensure you start your day on time. Similarly, log out and log off at the end of your work day.Stay ConnectedHold daily check-ins: Maintain open and frequent communication with your manager, colleagues and those who report to you. Managers should hold regular meetings with team members. Establish expectations for response times to emails and phone calls while utilizing out of office reminders or notifications if you will be away from your desk for extended periods of time.Leverage multiple technology platforms: Phone, email and chat are likely standard in your work life. Using video conferencing may enable feeling more connected and decrease isolation (Tip: video calls can also motivate users to “dress more for the office” which can also help shift mindset throughout the day).Be productive and proactive: Plan to deliver the same productivity that you do when you are in the office.Have your manager or colleagues hold you accountable. Alert colleagues if you anticipate delays in your work or if you are collaborating on a group project.Leverage technology support: Leverage your company’s IT support desk if you have questions or need support. Understand that they are likely receiving a large number of requests for similar support at this time.​Manage Your TimePractice effective time management: As you adjust to your new environment, you will establish peak performance times such as early morning before other family members are awake. Find the times that work best for you to maximize your productivity.Build in time for the unexpected: If you build in extra time for unanticipated work demands, you will be less stressed if and when this happens. Set aside time and you can always reallocate it to get ahead on a project if no emergencies pop up.Take breaks: Step away from your work area for 10-20 minute breaks every two hours. Take a short walk, read a quick article, check in with your family members or other friends remotely. This shift in your focus will make you more productive when you return to work.Be flexible and patient: This is even more essential now that you are working from home. As your company is responding to properly equip the newly remote workforce, there may be delays in responses from colleagues or a lag in technology.​In these unpredictable times, one thing is certain – this crisis should be a catalyst for a new future of work, that is more flexible, more diverse and more wellbeing-oriented than we could ever have imagined. Let’s take this opportunity to go back to the future of work and create more opportunities for the many not the few. ​To find out how this crisis is accelerating What Workers Want, ManpowerGroup asked more than 8,000 people in 8 countries about the future for workers. Listen up, the workers have spoken.​Download Future for Workers By Workers Whitepaper​Posted byNadhirah Afiqah - Marketing Assistant

​Looking For Recruitment Outsourcing? Be Sure to Partner With The Right Recruitment Agency ​Firstly, you have probably pointed out that your organization needs an additional range of skills. That is needed to assist with a particular project, to promote growth or to solve problems that none of the current employees would do. In other words, you need to employ more people, but to facilitate this essential process of acquiring talent, you don't have enough internal resources. ​At this stage in the hiring process, you will probably be thinking about obtaining assistance from the expert services of a recruitment agency. ​However, with several options available to you, how can you ensure to make the right decision and choose the most appropriate hiring consultant to help you recruit the best talent?We’ve assembled everything you should consider when selecting the right recruitment agency for your company that will assist you in finding the best talents in the marketplace.  ​​1) Analyze your business needs and internal recruiting challenges​Before you start looking for a recruitment agency, meet with your team to discuss your business needs as well as the current hiring challenges. ​At some point, management and everyone who has a hand in the existing recruitment process of the organization ought to have the chance to contribute to the discussion. ​After you have decided on a list of your challenges and needs, rank them by priority. This will serve as your evaluation criteria when contemplating on potential agencies with your team.​​​​2) Do your research about the workforce company​​Research agencies in a similar way you would do when assessing a candidate. After all, you want the greatest benefit in return for the costs you pay. Therefore, prior to actually hiring any recruitment consultancy, make a conscious effort to get all your queries answered. ​Also, scrutinize their LinkedIn profile for their industry experiences:Is there an indication of their experience in the area you want them to work in?Do they signify as much experience as they claimed in your conversation?​​One more important question to add is “Have the agency worked with companies in similar industries and what services did the agency provide”​​3) Look for an agency that is specialized in your field​Not all recruitment agencies are the same. As with any competitive marketplace, each corporation has its own strategy to talent acquisition, techniques and philosophy which may or may not be integrated with the brand, objectives or principles of your organization.​One type of recruitment agency that has been expanding over the recent times is the niche agency. Expertise is the core value they give to their clients. Their potent resources and expertise allow them to understand where the purple squirrels are and how to employ them.​Our strategy at ManpowerGroup, for example, is to provide full suite of Innovative Workforce Solutions, ​from recruitment, to workforce management, to training and upskilling through our brands that will drive your business forward.​So, there are many ways that agencies differ and separate themselves from one another. What matters, is identifying the attributes that are most compatible with your company and hiring goals.​​4) Evaluate Their Terms​Often, recruiting agencies can be very inflexible when it comes to talent procurement contracts and the like. The best recruiters are agile and able to move quickly and creatively in efforts to support your company find and retain the best talents.​Reputable agencies often provide a free replacement guarantee to a candidate who failed to complete the probation period. That is always a plus! ​So, ensure that the terms are clear, understandable and that you have read them carefully. Also, insist that the contract agreement is signed by both sides.​​5) Candidate pools​​The most important part of a recruitment agency is its candidate pool.What candidates are the recruitment agency in contact with? How suitable are those candidates to your business?​At ManpowerGroup, we have a database full of amazing candidates and ensure these candidates are right for you before they are sent. With over 22 years of networking and contacts, we are pretty sure we will be the right fit for your specific recruitment needs.​​6) Costs​How much are you willing to pay? There is no point hiring an agency you cannot afford. Generally, recruitment agencies charge a percentage of the pay rate rather than a fixed fee. This percentage can vary, but it usually starts at about 12% in Malaysia.​​Compare the costs of different agencies, but avoid looking only at the price. You have already identified the criteria you are looking in an agency so choose the one that offers the best overall value.​​​If you are still unsure whether or not your recruitment could be enhanced by the support of a recruitment agency, we are glad to discuss your specific business requirements with you in order to figure out the best hiring route for you. Let us know a bit more about your organization and the sort of job you are looking to fill.​Simply get in touch today and a member of our expert team will gladly contact you for a chat!​​​​​​​​​​19 Oct 2020Posted by:Yoga Kumari Sankar- Prospect & Content Development Executive​​

​Recruitment Agency in Malaysia: Do You Really Need It? This Will Help You Decide!​​In today’s highly competitive, candidate-driven job market, identifying and hiring the ideal candidate is quite challenging. ​If you've ever gone through the process of writing and posting a job ad, sorting through the applications, and then sitting down to interview the candidates, you'll know how much time and effort it takes to recruit the best talents. ​Especially if you are the owner of your business, or the manager of a particularly close-knit team, you want to ensure you make the right choice. ​That's why more businesses are turning to recruiting firms to help them find the best candidates for their job openings. ​Should you do the same? How can a recruiting firm help you fill the roles available to the job? There are a range of services available, but should you use them, and how do you get the most for your money? ​Ready to find out if recruitment agencies are right for you?  Let's go!​​What do recruitment agencies do?​Put simply, recruitment agencies aim to fill vacancies on behalf of an organization or business owner in exchange for payment. ​Wait! You might be thinking about doing the same without incurring any extra costs (recruitment fees if you would like to engage them) for your corporation.​What if you don’t have a devoted in-house recruiter? Even if you have a devoted in-house recruiter, sometimes you might not be able to identify and reach the type of candidates you need. Right? ​Consequently, recruitment agencies not just identify and source the type of candidates you need but also onboard, train, engage, develop, retain and manage their (candidates)transitions.​​​There are also various other services that recruitment agencies in Malaysia can offer — it's worth talking to various suppliers to find one that provides the type of services you need.​​Why recruitment agencies are good for businesses?​1) Understanding Companies Hiring Needs​Before bringing on a recruitment agency,it is recommended for you to have an understanding of your hiring needs in order to know how to best use the agency’s services. ​However, sometimes it is worth asking recruitment agencies for advice on how to achieve your strategic business objectives rather than just filling vacancies. ​Good agencies become your partners with workforce solutions ideas and best market practices. Let 's say you recruit frequently: you generally post, interview, verify, or fill a position at any given time.​You have a lot of balls in the air at once and they can all be difficult to juggle. It would be amazing to have a whole division to support but it's not in the plan or the budget.​Now here, a recruitment company can be your Human Resources department: They can take the bulk of the work off your hands and free you up to hire for quality, rather than quantity.​​2) Extensive market knowledge​The best recruitment agencies can have their finger on the pulse of their specialty industries, and can provide insight into what's happening. ​This may mean you can get a better match for the position because of the wider applicant pool at the recruiter’s disposal. That indicates they have greater knowledge and a thorough understanding of their targeted job market segments.​​3) Extended reach for the best candidates​Typically, recruiting firms are well versed in their respective field and can recognize and interact with a wider pool of applicants.​This may mean you can get a better match for the position because of the wider applicant pool at the recruiter’s disposal. In fact, recruiters often have a voluminous existing network of applicants already looking for a job. ​With decades, of collective experience between them, the best recruitment agencies know how to reach out to candidates, what to look for in applicants, and how to streamline the process of getting job seekers and employers together.​​4) Recruit for hard-to-fill roles​If you are struggling to fill a job either because it needs a very specific skills and expertise or your local region has a shortage of talent, recruiting firms will typically help. ​With connection to industry-specific applicant databases, a recruitment firm is far more likely to find someone who's right for the job than a single employer advertising on generic sites.​​5) ​Retain your new hires​For many organizations, the major advantage of using a recruitment agency rather than in-house recruiters is that recruitment agencies provide extra protection when it comes to retaining of new hires. ​All the top recruitment companies provide guarantee periods. This means they guarantee that your potential employee will remain at your organization for a certain period of time (usually months).​If the new hire is dismissed or leaves before the expiry of a warranty period, you can receive a full refund from recruiting companies or, more often, find a new replacement applicant at no extra charge.​​Thus, choosing the right recruitment agency can help you recruit and retain the right people not only faster but also save your total costs over time. ​​To support you ManpowerGroup Malaysia is open for free consultations on your workforce needs and for developing custom workforce solutions at a competitive rate. Fill up the form below and our consultants will reach out to you with a free consultation within 24 hours.​​​​​4 Sept 2020Posted by:Yoga Kumari Sankar- Prospect & Content Development Executive​

​Job Hunting with Recruitment Agencies; It’s time to upskill and reskill to face the actuality! ​The issue of unemployment among graduates has evolved from a matter of growing concerns to one that leaves furrows on graduating students as they’re facing frustratingly long waiting periods for openings amidst a sputtering economy. ​"According to a study conducted by the Malaysian Ministry of Education 's Graduate Tracer Study in 2018, nearly 60 percent stay unemployed one year after graduation and 55 percent are degree holders". ​The widening gap between what the academic institutions deliver and what business needs in terms of technical and soft skills had led to more unemployment hurdles. Graduates aren't well qualified to stay competitive in the job market with the right level of knowledge and skills. ​Being on the dean’s list isn’t enough to secure you a career. It certainly helps, but it’s outlying what an employer values in a candidate. Companies also want to spot whether you’re a team player, can multitask while being constructive, and be able to form solutions for internal matters and a risk taker.​The 21st century workplace does not require freshers who are “walking encyclopedias” but ratherSelf-reliant and resilient persons who are achievement-oriented with high self-esteem;Persuasive and effective communicators;Emotionally intelligent;Good problem solvers and decision makers with analytical and creative minds;Fast and lifelong learners;Good team players;And ethical with a high standard of integrity (morally intelligent)​​Being on the dean’s list isn’t enough to secure you a career. It certainly helps, but it’s outlying what an employer values in a candidate. Companies also want to spot whether you’re a team player, can multitask while being constructive, and be able to form solutions for internal matters and a risk taker. ​Nevertheless, faulting the higher institutions for this predicament is not going to transform the circumstances. The government has in the past inaugurated countless programs to aid the jobless graduates; SLIM (Skim Latihan Satu Malaysia) Program was one of those that intended to enhance the employability skills of Malaysian graduates. ​So, what is your role as a candidate to upskill & reskill yourself up the ladder? ​​​Upskilling! ​Learning is the new currency that can aid you as a labor force to prosper. Local graduates should be planning to respond to the changes brought on by the latest pandemic. There will be plenty of new employment prospects in the digital and technological industries, as the existing economic environment has changed after Covid 19. How well the graduates are dealing with this transition is a matter of debate.​Most of you would need to learn new skills by accessing the training opportunities in the market. This because circumstances may emerge that require graduates to perform responsibilities outside their field of expertise. Therefore, graduates need to become more marketable and equip themselves with different skill sets and not just restricted to their specific field.​Be proactive. Make sure you are aware of companies that are hiring and what type of roles and expertise they would require. One way to do so is by job hunting with recruitment agencies in Malaysia to gain more exposure and knowledge about the hiring market. ​What do you think the role of the recruitment agencies here? ​Thanks to their widespread contacts, recruitment agencies offer graduates access to a number of employers and exclusive vacancies - signing up to one could be your ticket to a job offer. ​On that account, recruitment agencies provides the following benefits to graduates: ​1. They’re free of charge! Occasionally a worried candidate asks how much we will be charging to find them a job. It is the companies who pay us a fee to put our time into finding the best candidates and managing the practicalities of graduate recruitment, not you. You never have to pay us anything at all. ​2. They’re a cordial voice! Recruiters at Manpower tend to like talking to people! We will be very interested in what you want from a job, what your strongest skills are and what you think you can offer to a company. You can chat through ideas with us, ask us any questions about the market and use us for advice & feedback.​3. They know the field We're experts at helping people find the perfect graduate job. As a result, we can navigate you through the process and be there to give your our advice and support. ​4. They act as a mediator Very few students have any experience of receiving a formal job offer, knowing how it compares to other job offers in the industry and negotiating the finer details. Job application processes, interview formats and job offer differ from one company to another. It is likely that you will find each process to be unique and this can make you unsure of what to expect, and how to respond. We can negotiate with your future employer on starting dates, salaries and just about anything else, to make sure both parties are happy. ​In the end, it’s about helping employees develop the skills they need in order to help stay relevant as work changes. ​We, at ManpowerGroup Malaysia are leading the shift to become builders of talent, partnering with NGOs, governments and clients to help young people develop their employability before they enter the labor market, and providing opportunities for people to acquire new skills and adapt to a fast-changing world of work. ​Whether you're trying to advance your current career or pursue a new one, we have the tools, tips and advice you need. To find out more about the career opportunities available in the labor market today, head over to our job's portal. Or fill in the form below for us to keep in touch with you!​​

What Do You Look For When Hiring Talent? Fitting Personality VS Professional Skills​What should you value most when you’re making a recruitment decision – the skills listed on the resume or the personality of the person that sits before you? The choice isn’t always easy and there’s no “right” or “wrong” answer. ​When you’re faced with a tough hiring decision, you need to pick the best choice for your organisation, and that depends on a number of factors. ​Read on as we discuss personality vs. skill, and what is eventually the most fundamental in today’s market. The result may surprise you.​Recruitment-To-Selection Process​Now, the common practice is hiring via job ads on some job portals. We look forward to a huge number of applicants there, yet the quality fails almost regularly. ​Well, it is our professional and moral responsibility to appropriately look-overall applications to assign them the needed observation and assess every single one of them. ​While assessing, you will probably analyse;​​You might now go over to round two of a precise screening (after the first screening) for the best candidates and select the outstanding profile to the interview process, right? ​While the resume screening process focuses predominantly on work history skills, the interview process focuses on the candidate’s personality, not to mention their fit with their potential co-workers. ​There are tools though that enable recruiters to evaluate skill sets better, something resumes typically don’t,such as pre-employment assessments. Eventually, it’s time to make the call on who gets the job offer.​But if you have two candidates before you, one with all the skills for the job but few personality traits, and the other whose skills are inadequate but has an awe-inspiring personality, which should you hire?​​As it is so often said, there is no silver bullet! When you make your way through the screening/ interviewing/ hiring process, do you weigh skills vs. personality on an even scale or is one more crucial than the other? ​Although the interview is a great chance to assess personality, some hiring managers do not put much weight on this determinant. In the end, experience and special skills often win out. ​​To me,skills and personality are both equally important. You need to employ talents that possess both features to some degree. Organizations—particularly those in the technology sector— are perceiving that hiring entirely for skills doesn’t work. ​​They’ve come to understand that intelligent people who have the right character for their culture can learn. Conversely, employing highly-skilled talents who have the inappropriate personality traits for their workplace can be devastating.​So, what skills to look at?​When we talk about professional skills, we’re generally talking about hard and soft skills.​Hard Skills These skills refer to the capabilities, expertise and the level of education (degree/certificate) of the candidate. ​They are basically the first introduction you get to a potential new hire because these are the skills most commonly tallied up on a resume before deciding whether you want to proceed an interview with the candidate. ​Soft SkillsWhen you’re conducting the actual interview, you’re customarily gauging their people/interpersonal skills.​These skills refer to the candidate’s personality, their aspiration, and even the way they impart their ideas or describe the hard skills on their resume.​However, I believe a candidate’s personality can be a much preferable touch stone of how well they’ll do in their career.​​Now, it’s the first working day for our superstar and pride (indeed, they have become all of that on the first day), we walk them through the passage way and introduce them to our co-workers to build the rapport. ​Subsequently, our new joiner has begun working (or at least it seems like that), the rest in the office involved in the process of shaking their hands (not so much after COVID-19 though) with a gratification of our great work. ​However, the honeymoon is drained every now and then by incidents rooted by our fellow new member, but we see that as newcomer’s misapprehension (although they are not freshers but experts). ​​No matter how hard we strive to justify their personality, the newcomer keeps creating issues on occasions, which now might’ve already started to devastate the peace in the organization. ​Within the blink of an eye the new colleague has disconnected from the team and everything appears to be going in the wrong direction. Now we are sure – we have made a huge mistake. ​​Let’s take a look at what we did not notice then...​Blinded by our strong believe and concentration, we did not perceive the obvious. We oversaw how this candidate might fit into our culture. We have seen their skills, knowledge, we even have their psychological profile, and yet we did not define whether their personality fits our values. ​That said, putting in the time and energy to really discover your candidates’ characters and judging how they will jumble with your existing team, exploring their passion, potentiality for self-direction and aspiration– all while stabilizing that with their expertise and skill set can be no brisk nor elementary task.​​What is needed in today’s corporate world?​A candidate’s skills and knowledge of the discipline are almost always considered more fundamental than personality in a potential hire. ​​However, skills can be learned, but people can’t remold their characters. Once thrown in a job, most people can learn the demanded skills swiftly. Employees on an average know all the ins and outs of a new position after about three months.​Nevertheless, personal qualities are difficult to be transfigured. With this in mind, an applicant’s work ethic, uprightness, keenness to learn, presence and the connection with the rest of the team are often far more crucial.​​When a recruitment agency is hiring for their sales team, which do you think they would rather get: an outgoing, positive thinker with a great personality who doesn’t have much experience with recruitment, or a fifteen-year sales manager who is so bored with selling that he has a hard time forcing a smile when presenting to prospecting clients?​​Skills and knowledge can always be taught, but not attitude.​Today, employers are increasingly looking beyond an impressive resume and interview smarts to ensure they’ve hired an individual who’s the best fit for their company culture and environment. ​51% of employers chose ‘great personality’ as the main criteria of a good employee, only 14% of them chose ‘qualifications’. Even if you lack the technical skills, employers are willing to overlook that if you have a teachable attitude. ​Taking these factors into consideration, do you think personality is an important qualification for new hires? Or do you think experience is more important?​Whether you’re seeking to hire specialized talent or looking for ways to continue your professional development, recruiters at ManpowerGroup Malaysia can customize an approach specific to your needs. ​Please visit our website for details on how we can assist you or fill up the form below and our consultants will reach out to you with a free consultation within 24 hours.​​​​​​​25 August 2020Posted by:Yoga Kumari Sankar - Prospect & Content Development Executive​​

​THREE WAYS TO HELP PEOPLE #SMARTRESTART The world is never going to be the same as it was before COVID-19. Even when COVID-19’s impact is diminished and you got the green light to be able to restart again, you still have to choose if, how, and when to reboot yourself. ​​​​​​​1. Embrace new way of working Digital skills​Enhance your digital skills to leverage on smart tools and tech, which level the playing field for all workers – not just for those who were equipped to workremote anyway. As an example, the use of software such as Microsoft Teams, Zoom, Slack and many more.​From my own experiences, I see that many tutors for example, cannot work during this pandemic, as they cannot go out and teach their students. So they have to workremotely from home and teach using platforms such as Google Meet or Zoom, Slack and many more and continue to make sure that they can reach their students. Collaborate​Enable collaboration but also ensure data security and privacy by explaining to workers that everyone is responsible for protecting data, while initiating practices and procedures that will strengthen data security within a business to curb breach problems. See the upside​Think of remote work as not a challenge to overcome but a business advantage to achieve. By not tying work to a physical location, we democratize opportunity and open-up a world of new possibilities. ​It also teaches us to be more disciplined and in charge of our time management. It simply gives us more freedom and consequently more responsibility and accountability. Focus on outputs​Managers emphasized that “being seen” as a proxy for how committed an online worker is to an organization. Focus on output, not online presenteeism. Ensure clearoutput targets are set as the measure, rather than being hung-up on specific hours. 2. Remember that leadership is key in the times of crisis Lead by example​Prepared and responsible leadership is critical to react promptly and competently in a time of crisis. Leaders are able to help people by providing suggestions, materials and support to make sure that is no one left aside. ​If you are a junior employee, you too can lead by example. Not all leaders need titles. Clear communications​If you are a leader, remember that you should be visible in online tools and channels, communicating proactively and engaging in timely conversations where they are happening. ​Townhalls, online conferences really help to ensure the clear communication between leaders all people in the organization. Share your thoughts​Consider how new ways of working and getting work done can contribute to industry transformation, redesigning business models and diversifying supply chains and markets that will benefit the business in the long-term. ​Always think to share with workers on how the company is strategizing for the better future of all people in the company. Show them that even it is tough in this new working style, we still be able to strive in the market. 3. Stay focused on reskilling and upskilling Reskilling and upskilling​For many of us who are fortunate that we are still working, our job scopes have evolved. Apply and adapt to new roles and new ways of working. Time spent working remotely can provide an opportunity to explore and develop skills while all of we work through this together. ​Here I can recommend you get your free access to Percipio for a highly engaging learning experience curated into nearly 700 learning paths. Get ready for more training to move digital. Webinars and online tutorials “solve” the theme of compresence. Quizzes and tests allow companies to verify learningand keep the engagement curve high.​Learnability​Support a culture that enables people to nurture their learnability and continually update their skills. The Skills Revolution we predicted is here, it is happening now, ensuring people re-skill, upskill is how companies will stay competitive, and people will be motivated and engaged, bringing value for the long-term.​We can start to think through scenarios and your strengths, weaknesses, opportunities and threats, to develop a new view of advantage points to smart restart during this pandemic time. Lay out the facts of the current situation and see where you can gain benefits. ​Learn about your learnability quotient by doing the assessment here >>>> https://insights.manpowergroupassessments.com/MYLQ2020/invite/link/ManpowerMY​​​13 July 2020Posted by:Nadhirah Afiqah - Marketing Assistant

​What to Do If Your Job Got Impacted by COVID-19?​As COVID-19 travelled across the world, only essential operations can fully function during lockdowns while non-essential operations were moved into a remote setup. ​Co-workers are connected virtually over video conferences and email. Physical distancing, washing our hands, not touching our faces and staying home to flatten the curve are unusual habits most of us have to develop.​So we are heavily reliant on technology when working remotely. As a virtual team, we use online tools to effectively deliver tasks assigned throughout the day. ​But what happened to the jobs that still needed human contact? In a world supported by technology, people still long for personal, human contact.​A special survey by the Department of Statistics Malaysia (DOSM) has found that 46.6% of self-employed respondents reported losing their jobs following COVID-19 and the Movement Control Order (MCO) being enforced. ​The survey is called Effects of Covid-19 Survey on Economy and Individuals and a total of 168,182 respondents aged 15 years and above participated in the survey. ​In Malaysia, the Movement Control Order since March has seen companies struggle with cash flow to sustain their operations and jobs. Many have to make difficult decisions of salary cuts. ​This is changing the work environment and lives of a huge number of employees.​If your job got impacted by the pandemic, these are the things that you can do:​Stay focused and secure your risks​Do you have an emergency savings to help you sail through the period of a job loss? If you don’t, start building one that is worth 6 months of household expenses or at the very least 3 months.​Consider signing up for health and life insurance. If you lose your job and are without an employer cover or an independent cover, your medical expenses could deplete your savings.  Look for opportunities to do things you are passionate about​Reskill, start freelancing, and monetise your passions. Think about the things that you are able to do. Highlighting your experiences while updating your LinkedIn profile. For your resume, on the first page you can highlight what you’ve done and the second page you can put the chronology of the jobs that you have. ​You can start looking for opportunities by speaking to professionals in recruitment agencies, to have idea about the package and what jobs that are available. What if you’re being hired?​If you’ve been hired but then put on hold, you should write to the hiring managers to make sure that the job is confirmed and you will be able to work after the pandemic is stabilised. ​No company would want to spend a lot of money to go through the recruitment process all over again after a few months. Be proactive and also be patient.​Prioritise your needs and wants​Although many get salary cuts, savings could go up as a result of reduced travel and work-related expenses, cutting down on eating out and entertainment and other costs.​Personally for me, I can save more now because I don’t have to travel to the office every day. I’m still able to work from home and just go to the office alternately. ​The key is in staying rational, focused and calm. Analyse your financial situation. You will know which are your needs, wants, how much you can save, which resources you can allocate and where you want it to be.​5th June 2020Posted by:Nadhirah Afiqah - Marketing Assistant

​Will Work Change Forever & How Are We Adapting to The New Normal?​It’s the new normal. The day of the normal work environment are gone. People are adapting to the changes as the result of Covid-19. Work from home or remote working are part of the new reality. ​​​​Many of office workers around the world have not seen their desks for months. Social distancing, with extra hygiene measures, new SOP guidelines to workplace or other solutions must be implemented since workers in some countries are slowly returning to their desks. ​The pandemic has shown us that we can easily work from home. We rely on email, chats, and videoconferencing to communicate with colleagues. I think this kind of work life has made us more connected to each other. ​Some say social media and technology is making us more isolated, I think we can have more interactions with distant family members through WhatsApp and Facebook and reconnect with college and school mates. ​It helps us go through these difficult times. I also connecting with my colleagues through Microsoft Teams and we will make a topic and discuss with each other so it strengthen our bonds even though we are not in the office.​We’re social creatures, we want interaction, we are hungry to share experiences and feelings with others. Now we have the opportunities to connect with the people whom we care about, whom we spent time together before, family, friends and acquaintances.​Online yoga classes, virtual runs, birthday parties. Videoconferencing shows that the beauty of technology and social media are important tools to adapt with the new normal. ​We still can see each other even though it’s not often. We still can be active. ​I know. These activities are not the same as physical interactions we had before but they are the second best ways humanity has ever had. ​As the work changes, it makes us be more creative about how we do things. People are picking up to have more conversations rather than sending emails as human connection is far more likeable through videoconferencing. ​I believe that the most amazing thing is the incredible power of human endeavour. At ManpowerGroup globally we have 90% of our workforce that operating from home yet we continue to support our employees, associates and clients. Working from home is part of contemporary working now.​We’ve been more in touch with our employees, associates and clients in the last month that we’ve done before. Because of the obscurities everyone is facing, we want to provide more value for people.​Limitations only happen in our minds. Even though Covid-19 has invaded our lives, so many more things are possible to survive with the changes.​​22 May 2020Posted by:Nadhirah Afiqah - Marketing Assistant

​How business in Malaysia are tackling workforce needs despite COVID-19 and what is the role of HR services industry to support them? Many organizations are now at a critical period, as they try to re-balance responsible health and safety and their duty of care as an employer with the economic impact of the lockdown.​How can a business restart responsibly? In collaboration with main industry layers, Adecco and Randstad, we ManpowerGroup, prepared a global report that talks about specific endeavors to make a vital contribution to the process of preparing for the new normal, and expedite getting people safely back to work.​You can download the report here:​Safely Back To Work In The New Normal​As we want to achieve acceptable levels of safety and security as well as limiting economic impact, we will first need to find the right balance in the order of controls. ​There are examples of sectors that are still (partly) operational under specific conditions (e.g., construction, food distribution centers, health care, cargo transport, supermarkets, etc.). We can learn from these sectors to help other businesses adapt to the new normal.​In Malaysia:​Construction:​Despite of the Movement Control Order (MCO) exemptions are granted to works that are deemed to be 'critical works'. This is defined as works that if not continued, may bring danger to workers, the public or the environment. Examples given include:​(i) hill slope repairs;(ii) traffic management control;(iii) upgrading works on facilities at premises providing critical services; and(iv) emergency works that are covered under the contract of works. ​In the Phase 3 MCO, some construction activities will be allowed to carry out with the strict implementation of a specific Site Operating Procedures (SOP) to prevent the pandemic from spreading at work sites. Food distribution centers:​Food supply, e-commerce activities and logistics and transport services are allowed to operate during the Movement Control Order (MCO).​Among those listed are food manufacturers, retail, packaging, distribution, wholesale and distribution centres.​E-commerce platform company, Shopee still continue the services during MCO period. Shopee Mart is operating as usual with a next-day delivery commitment to fulfil its customers' daily necessities during this period.​There are safety precautions where only those with no Covid-19 symptoms would allowed to work, and all must maintain social distancing among workers, as well as adopt good practices such as maintaining a high level of hygiene among staff and the premises.​Healthcare:​It’s a war without weapon for healthcare in Malaysia. As for now, no healthcare workers in Malaysia infected from handling COVID-19 patients, says Health D-G Datuk Dr Noor Hisham Abdullah.​The Ministry of Health Malaysia also collaborate with private hospitals and labs for the home sampling of Covid-19.​For now, the cases of Covid-19 are handled by government hospitals but large-capacity private hospitals that are members of the Association of Private Hospitals Malaysia (APHM) are ready to receive Covid-19 patients with the Health Ministry anticipating Covid-19 cases will likely peak in mid-April.​They use the Personal Protective Equipment gear while handling cases and also dispose it correctly to avoid the spreading of Covid-19.  Cargo transport:​Cargo transport still remain important in the amidst of Covid-19. Ports and logistics companies were allowed to operate. As for Maersk operations, to curb with the spread of Covid-19, they revised their operational hours for all their offices in Malaysia. ​Their operating hours - 10am – 12.30pm and 1.30pm to 3.30pm. They reduced access for visitors to all our offices only to those delivering/picking up documents/cargoes. Supermarkets:​While many restaurants, shops and services are closing to slow the spread of Covid-19, supermarkets remain open. With revised operating hours, implementing social distancing measures, and stickers on the floor to guide customers that they need to be one meter apart from each other to curb the spread of the coronavirus disease 2019.​There is increasing need of workers to help the operations as supermarkets remain open and they need to make sure that all the distribution of foods and groceries are at the top notch.​AEON Malaysia announced that they are providing personal shopper at their supermarkets where you can drop your order to the Personal Shopper. Then, wait in your car or have a seat while they pick up the items for you.​They will contact you once your order is ready to be collected and lastly, make payment at their appointed cashier counter.​There is no one-size-fit-all solution as every type of ways have to be considered on its challenges. As an HR services, we look for solutions that can help the employer to reduce the impact of the business by providing solution that can be tailored according to the mature of business. Everyone should play their part, together we will be able to face the challenges head-on to minimise any adverse impact for the greater good of the industry and the economy. ​In light of this, read our global report Safely Back to Work in the New Normal that talks about specific endeavours to make a vital contribution to the process of preparing for the new normal, and expedite getting people safely back to work. ​25 April 2020Posted by:Nadhirah Afiqah - Marketing AssistantMohammad Kashif - Senior Marketing Executive

​6 Tips to Excel in Video Interview​Video interview will give you experience from a different perspective than a normal face to face interview.​During this Covid-19 pandemic, hunting for a job can be a challenging experience. There are companies that still hiring and seeking workers to work such as in the essential services.​Job interviews are looking a bit different right now as during the Restriction Movement Order (RMO) or Movement Control Order (MCO) that we are having make the interview gone fully digital.​Even though we are dealing with the coronavirus, people are still getting business done via the internet with platforms like Google Meet, Zoom, Skype and WebEx. ​One of my friend asked, what to do if the interviewer or hiring manager wants to do video interview? There are few tips that can help you to excel in a video interview. 1.  Test out your technology​Do you know what kind of platform that the hiring manager will be using for the interview? It’s a good idea if you test out the technology first to familiarize yourself with the software being used for the interview. Zoom, Skype and Google Hangouts are some common platforms right now.​You also need to check your speakers and microphone. Do they work properly? Make sure you are coming across clear and loud with no static.​When you want to test the camera, it’s the time that you’ll find if your environment is properly lit and away from distractions.​You might need a strong internet connection for the video conferencing to avoid lag in the interview session. 2.  Don’t show up late​Traffic delays, accident will not apply as excuses in video interview as you’re dialling into the interview remotely.​It’s important to be early to your online interview as it might take some time to open your computer, to log in and ensure that your internet connection is good. Tardiness is a no in every interviews. 3.  Find out the best lighting​It’s the time for you to look at your best and a great lighting can help. You have to make sure that the place that you sit for the interview should have ample light to light up around you as well.​A ‘ring light’ or ‘selfie light’ can help to boost your complexion and give you an evenly lit face with minimal shadows. ​You can put the light behind your computer or you can let the natural light get through your face while video interviewing by facing the light.​Make sure it’s the soft light in the morning not the evening of afternoon light that can make your face sweaty. 4.  Check your outfit​You will never know if your hiring manager or recruiter will ask to stand up and grab something during the interview so please wear interview clothes from head to toe.​Sometimes, it can be smart casual instead of formal but please wear pants or you will reveal your mismatched bottoms. I know that it’s tempting to wear a blouse or shirt with a pyjama bottoms but who knows if they will ask you to stand up.​You can view yourself through the webcam to make sure that your outfit looks professional on the camera.  5.  Making good eye contact​Eye contact is very important in every interviews. If you want to have good eye contact while in video interview, you should try looking straight to the camera when speaking as often as possible. ​It would show that you’re engaging with the interviewer more than being distracted by what’s happening on your screen.​It might be weird if you’re looking straight to the camera while talking but if you’re looking on the screen, you’re not actually making eye contact as you’re focusing on the interviewer’s face instead of the eyes.​This will give your interviewer the sense that you’re engaged and not distracted by what’s happening on your screen. 6.  Listen attentively and maintain good posture​It’s important to listen to the interviewer even though it’s an online interview. In fact, listen carefully to the interviewer and pause before speaking to avoid cutting in. Pay close attention to what interviewer is saying. Keep your mind from drifting off.​Body language is crucial as it can convey a lot of things about you. Sitting up straight in your chair gives an automatic signal of positivity. Your feet should be on the ground, hands in your lap at a time, avoid slouching and fiddling. ​You can move your fingers while you speak such as touching your fingertips, clasping palm to show the sign of honesty and openness. Remember to be respectful and remain professional personal attitude towards the interviewer. Don’t forget to nod your head as you’re listening, maintain the eye contact, use hand gestures to express yourself and no slouching. Best of luck for your interview.​Don’t let Covid-19 get in the way of your career progression. ManpowerGroup offers online learning platform that provide a vast resource pool across industries and skill sets. Time spent working remotely can provide an opportunity to explore and develop your skills. ​17 April 2020Posted by Nadhirah Afiqah - Marketing Assistant