​CONTACT:Mohammad Ali Kashif [email protected] EMBARGOED UNTIL SEPTEMBER 13, 2022, AT 12:01AM ET  Global Employment Outlook for Q4 Remains Strong Amid Cooling in Hiring  Despite concerns of a recession, employers globally are poised to continue hiring much-needed talent reporting a Net Employment Outlook of +30%.Optimism is strongest among organizations in Brazil (+56%) and India (+54%); weakest in Hungary (-5%) and Greece (-5%).The greatest hiring demand is in Information Technology (IT). KUALA LUMPUR (SEPTEMBER 13, 2022) – The global labor market remains strong with steady hiring expected for the remainder of 2022, according to the Q4 ManpowerGroup Employment Outlook Survey (NYSE: MAN) of 40,700 employers published today. Used internationally as a bellwether of economic and labor market trends, the Net Employment Outlook – calculated by subtracting the percentage of employers who anticipate reductions to staffing levels from those who plan to hire – now stands at +30%, down slightly (-3%) from Q3, yet 6% higher than this time last year. Of the 41 countries and territories, only hiring managers in Greece and Hungary report negative Outlooks for the quarter. Findings also reveal uneven economic growth across markets responding differently to disruptions from the conflict in Ukraine, looming concerns over a possible recession, rising inflation, and higher costs of living. Regardless of those challenges, demand for skilled workers remains at record highs. “Despite economic and geopolitical clouds on the horizon, employer hiring intentions remain strong. Organizations continue to focus on attracting and retaining people as competition for employees remains fierce, even two years after the pandemic first began. That means holding onto — and developing — the talent they have,” said ManpowerGroup Chairman & CEO Jonas Prising. “Digital roles continue to drive most of the demand globally with the greatest need for talent with technology skills. The rotation of consumer spending from goods to services continues to create more employment opportunities across hospitality sectors while employers in finance, banking, and insurance compete for skilled workers to fill in-demand roles.” KEY FINDINGS Organizations in the IT industry report the most optimistic Outlook (+42%); followed closely by Banking, Real Estate, and Insurance (+37%).The brightest hiring intentions for next quarter are in the Asia Pacific (+40%) and South and Central Americas (+39%), with the greatest expectations in Brazil (+56%) and India (+54%).Employers in Europe, the Middle East, and Africa (EMEA) anticipate relatively stable hiring (+21%), yet Outlooks for countries near Ukraine fall by as much as -17% since last quarter. Global Hiring Plans by Region  North America: Employers in the region remain optimistic in the final quarter of 2022 (+32%).Employers in Canada (+30%) and the U.S. (+33%) report moderate decreases in their Outlooks compared to last quarter, -8% and -5%, respectively, while Puerto Rico reports an overall Outlook of +32%.Both Canada and the U.S. expect hiring to be weaker compared to intentions year-over-year, -6% in Canada and -13% in the U.S.In the U.S., the strongest hiring outlook is seen in IT (+42%). Central and South America: Organizations in all nine countries share strong Outlooks.Hiring managers in Brazil report bullish intentions (+56%), followed by Costa Rica (+52%), and Colombia (+46%); The lowest confidence is seen in Argentina (+9%).Intentions decline versus the previous quarter (-3%) but improve based on the same time last year (+21%).Only two sectors report quarterly improvements: Restaurant and Hotels (+10%) and Primary Production (+2%). Europe, Middle East, and Africa: EMEA employers reveal confidence softening in their Outlook (+21%).Intentions remain the same when compared with Q4 2021 while easing -3% since the last quarter.Outlooks vary across the region with employers most keen to hire in Sweden (+34%), France (+34%), Norway (+33%), and Belgium (+33%), and the most cautious in Hungary (-5%), Greece (-3%), and Poland (+1%).Countries closest to Ukraine are taking a frugal approach in hiring intentions; for example, Hungary dropped 17% since last quarter, and now report an Outlook of -5%. Asia Pacific: Hiring managers across APAC anticipate the most vigorous hiring intentions globally (+40%).India (+54%), China (+46%), and Australia (+38%) report the most positive Outlooks.APAC is the only region where hiring intentions improve from last quarter (+6%) and shows a 20% increase from Q4 2021.China and Hong Kong continue to bounce back from COVID-19 lockdowns prevalent last quarter, both growing 15% since Q3. To view complete results for the ManpowerGroup Employment Outlook Survey, visit https://go.manpowergroup.com/meos. The next survey will be released in January 2023 and will report hiring expectations for the first quarter of the year. ### ABOUT THE SURVEY The ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.  ABOUT MANPOWERGROUP   ManpowerGroup® (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 and has done so for over 70 years. We are recognized consistently for our diversity – as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the 13th year – all confirming our position as the brand of choice for in-demand talent.

​CONTACT: Mohammad-Ali Kashif [email protected]​ManpowerGroup Releases 2021-2022 Working to Change the World Report, Citing a 39% Reduction in Operational Emissions,and Calls on the Global Community for Collective Action for the “S” in ESG​KUALA LUMPUR, MY (September 12, 2022) -- Today, ManpowerGroup (NYSE: MAN) released its 2021-2022 Environmental, Social, and Governance (ESG) report — Working to Change the World — citing its reduction of operational emissions by 39%, and marking significant progress toward its 2030 goal of reducing direct emissions (Scope 1 and 2) by 60%, and its value chain emissions by 30%. ManpowerGroup was the first company in its industry to have its climate goals validated by the Science Based Target initiative (SBTi). ​The company is also actively driving its social mission where it can have the most impact by addressing the growing structural skills shortage by calling on the global community to work together to accelerate impact in the areas of skills development, employability, diversity, equity, inclusion, and belonging (DEIB). This will help workers prepare for a future of work that is more digital, global, and fast-paced than ever.​An inaugural member of the World Economic Forum’s Alliance for CEO Climate Leaders and a founding member of the World Employment Confederation and many others, ManpowerGroup is an active contributor and believer in collective partnership. It's Working to Change the World plan reinforces its values around people and purpose – that meaningful work has the power to change the world – and highlights the many ways the company is making progress within its main pillars:​​EXPLORE REPORT​Planet (the E in ESG) - by reducing emissions within the company and its value chainPeople & Prosperity (the S in ESG) - by creating talent at scale and providing meaningful, sustainable work for allPrinciples of Governance - by being consistently recognized for its ethical and responsible business practices​“I am proud of the dedication of the ManpowerGroup team to be first in our industry to have our 2030 climate goals validated by SBTi, identifying the levers to reach Net-Zero by 2045 or sooner,” says ManpowerGroup Chairman and CEO Jonas Prising. “What is increasingly urgent, however, is the need to make the same kind of global collective progress to address the S - and decades faster than we did on climate action. When you’re dealing with people and talent, you’re intimately involved in one of the most important decisions in someone’s lifetime - the choice of a job, career, and income. We know that global economics, current geopolitics, and other accelerating trends are exacerbating the divide between knowledge workers, and skilled and unskilled workers. Unless we act now, we will see a further bifurcation of opportunity and wealth creation by gender, race, education, and skill set, which is not good for economic growth and societal well-being.”​“We believe in shared ambitions to achieve Net Positive on the S and, therefore, we must take a more science-based approach,” says Ruth Harper, chief sustainability and communications officer of ManpowerGroup. “For us, People and Prosperity are core to our business and foundational to our purpose. That’s why we believe in Net Positive employment – so that people are better off whether they stay with us or leave. It means being people first by broadening diversity, equity, inclusion, and belonging in the workplace, increasing people’s individual employability, and providing them with greater control of their prosperity and earning potential so they know more about themselves, understand their potential, and can be confident they have the skills for today and tomorrow.”​Key highlights from the ManpowerGroup 2021-2022 ESG Report:​Planet Reduced operational emissions (Scope 1 and 2) by 39% - significant progress towards its goal of 60% reduction by 2030. Reported on climate to the Carbon Disclosure Project (CDP) for the 11th year, with scores higher than industry averages. Activated Planet teams in its 15 largest markets to align globally and deliver locally on its Climate Action Plan. People & Prosperity Focused on closing the skills gap, improving employability and income prosperity, and building a more resilient, future-ready workforce. Transformed 182,000 lives to date through the Manpower MyPath program, providing personalized coaching and upskilling opportunities mapped to in-demand career pathways -- most notably in skilled technical, transportation, and logistics as well as business professionals like those in marketing and sales roles.Committed to championing diversity, equity, inclusion, and belonging (DEIB) in the workplace and to setting an ambitious goal to reach 50% gender diversity at a global leadership level by 2025. For the past 10 years, ManpowerGroup has exceeded 30% gender diversity in its board of directors and its global workforce in 2021 was 60% female.  ​Principles of Governance Named as one of the World’s Most Ethical Companies by Ethisphere for the 13th year in 2022 – the only company in the industry to be awarded this accolade for more than a decade. Included on the Dow Jones Sustainability Index for the 12th year. To date, achieved platinum, gold, and silver EcoVadis rankings in 24 countries and at the global level.​DOWNLOAD PDF​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 and has done so for over 70 years. We are recognized consistently for our diversity – as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the 13th year – all confirming our position as the brand of choice for in-demand talent.

​Top 7 Ways to Boost Call Center Agent Performance in 2022​Recent times have been challenging for call center agents. Businesses were forced to run their operations virtually, which made it quite difficult to monitor the agents' performance. Meanwhile, they also had to ensure that customers got the best resolution to their questions and grievances.Despite the uncertainty caused by the pandemic, call centers had to deliver exceptional customer service with concern, care, and empathy. There was only one way to achieve this – by improving the performance of agents. Most of them did so by investing in technology as well as employee training and development.Customer service is the backbone of every business. Whether you’re still operating virtually or have adopted a hybrid route, you still need an exceptional call center to provide a seamless customer experience. And it’s only possible by upgrading the agents’ performance.This article, therefore, introduces you to the top seven ways of boosting call center agent performance in 2022.​Here's what you can do:​1. Leverage Real-Time Call Monitoring​With our first strategy, you can water two plants with one hose. How?Not only does real-time call monitoring help you analyze agent performance but it also lets you gain customer feedback. There’s no better way to obtain valuable insights than listening in on live customer service calls.By hearing your agents and customers talk in real-time, you can also refine your training and development strategy as well as improve performance appraisals. Employees are more likely to retain their learnings if examples are cited from their own experience.This strategy does incur a workforce management cost. But the benefits associated with it far outweigh the costs. ​2. Invest in Technology​[Image Source]​Empowering your call center agents with technology is a way of enhancing their performance. Take time tracking software, for example. Some users of Time Doctor’s time tracking toolsuggest to us that the software helps employees gather insights related to their productivity.Using automated time tracking, they can make every second of their office hours count. Moreover, agents can identify specific time durations when they feel most overwhelmed with work, as well as other times when they are idle.The time tracking tool makes call center agents self-accountable, self-directed, and productive. On the other hand, their managers can assess their strengths and weaknesses. Using the findings, they can further improve their training strategy.Moreover, they can build morale and offer encouragement to agents when needed. Such accountability and transparency ultimately result in an efficient call center overall.Research suggests that an average employee only utilizes 60% of their workday in a productive manner. That translates to nearly 4.8 hours of productivity every day.No employee is ever 100% productive every single day. The goal here is to help call center agents achieve their best without compromising work and health. And it’s possible to do so by installing a time tracking tool.​3. Reward Your Agent​​​Every human being yearns to be recognized for their hard work, which in turn boosts their morale and productivity. Research indicates that 82% of employees consider recognition an important factor in achieving happiness at work. Why should call center agents then remain elusive to it?When agents achieve short-term and long-term goals, you can reward them with bonuses, incentives, time off, a trip, etc. Consider it an investment for their productivity and thus your call center’s success. Besides, you can always offer them a word of encouragement in team meetings.This way, other agents will be motivated to perform their best as well.​4. Embrace Skill-Based Routing​Every call center agent has unique skill sets that, when utilized effectively, can improve their productivity. For example, if an agent has the ability to stay calm under intense pressure and has impressive communication skills, route the calls from your angriest customers to them.It’s much better than letting someone else handle the call who easily crumbles under pressure. Take another example. If a call center agent is known for speedy resolutions, route them to customers who have basic queries about a product or service.Similarly, if an agent has great attention to detail, let them address potential cases of fraud, often conducted by some customers. This is exactly what Amazon does. They have separate people for fraud investigation, refunds, returns, general customer inquiries, and more.Moreover, they have both chat and calling options for customers. Let’s say, some of your call center agents are better at typing than talking (or vice versa). You should then assign them to the right team or department.It makes perfect sense given the fact that 76% of customers prefer phone calls to contact agents, 14% use live chat, and 20% send emails. Therefore, you have to play to individual strengths to improve agents' performance.If you haven’t yet, you can invest in a call center routing system offered by Talkdesk, Genesys, and Avoxi. Your agents will need some training in order to utilize the system effectively. ​5. Schedule Daily Meetings​You might be thinking, “A meeting every single day? Isn’t it too much?” Your concerns are valid and time is the most important asset. That said, the meeting doesn’t have to be longer than five to ten minutes unless you have an agenda that might take longer.Call it a team huddle. Starting your day with a brief meeting where you can share a few encouraging words and reflect on things that can be improved will lead to a significant improvement in agents’ performance. Use this time to also gather agent feedback.Address their concerns if any, and recommend ways to overcome issues they might be facing. As a result, your employees will feel noticed and motivated to begin their daily duties. Moreover, they will feel as if they belong to a strong group as opposed to being on their own.​6. Track KPIs​Tracking key performance indicators (KPIs) is vital to evaluate the current performance of your agents as well as to improve it.Most call centers use the following metrics to analyze the performance​●      Average Time in Queue●      Calls Handled●      Average Speed of Answer●      Average Handle Time●      Net Promoter Score (NPS)●      Percentage of Calls Blocked●      First Call Resolution●      Average Abandonment Rate●      Agent Turnover Rate●      Cost Per Call (CPC)●      Customer Effort Score​Now obviously, it’s not possible to track so many metrics for each agent manually. That’s where technology makes a big difference again. You’ll benefit greatly from investing in call center CRM software likeLeadSquared, Zoho’s Call Center Management System, and Voicent.Such systems keep track of the above-mentioned KPIs for you. No wonder, nearly66% of call centers expressed their interest to leverage advanced analytics, research suggests.​7. Prioritize Training & Development​​Even though 55% of call centers use the first 6-12 weeks for training their agents as part of their onboarding process, less than 10% of new hires gain desired proficiency in the next two months.Training is the bedrock of upgrading call center agent performance. And it’s a continuous process, not just for onboarding new agents. In the training sessions, it’s important to use real-life examples of effectively handling customer grievances and queries. The examples must also include how not to address customer inquiries.Your investment in real-time call monitoring solutions or call center CRMs will pay off during these training sessions. Use the recorded calls and KPIs to assess the performance and hit your quality assurance (QA) goals. It’s important to mention that the training should never be delivered through one-way communication.Always keep employees in the loop and seek their feedback before, during, and after the training. Use their input to further enhance your training program.That ends our list of the top seven ways to refine call center agent performance in 2022!​Final Note​There's no doubt that the customer service provided by a call center can make or break any business. And the type of service offered depends entirely upon the productivity and performance of your call center agents.Now that more businesses are expected to go either fully remote or embrace the hybrid route, focusing on call center agent performance will become all the more important. Leverage real-time call monitoring, call center CRM software, training & development, key performance indicators, daily meetings, skill-based routing, rewards & incentives, and most important of all, the time tracking software by Time Doctor to upgrade their performance. Written by:Guest: Sarah Schumer ([email protected])

CONTACT: Mohammad-Ali Kashif [email protected]​THE NEW AGE OF TECH TALENT: EXPERIS RELEASES NEW REPORT SHOWING ‘SOFT SKILLS ARE THE NEW POWER SKILLS’​Research demonstrates employers need to be more creative and innovative in their talent strategy approachKUALA LUMPUR, June 15, 2022 -- While IT skills needs are evolving faster than ever, and specialized technology talent is at a premium, soft critical skills, aka ‘power skills’ are being neglected in the recruitment and resourcing process. Despite continued talk of the crucial nature of upskilling and reskilling, the latent potential remains untapped among workers in the middle of the tech talent pyramid.‘The New Age of Tech Talent,’ a report from Experis, a global leader in IT professional resourcing and managed services and part of ManpowerGroup (NYSE: MAN), finds that employers need to be more creative and agile in their talent strategy – both inside and outside their organizations. The research suggests that HR leaders should be guided by workforce data, a clear talent philosophy, and a willingness to experiment. “The IT sector is growing quickly," said Jonas Prising, Chairman and CEO of ManpowerGroup. “While there is an acute demand for highly technical candidates, great potential lies within adaptable generalists' candidates that is frequently untapped. This can be detrimental as the soft skills these individuals possess are often the most challenging to find. Companies can look within to fully explore workforce potential and reskill employees to fill gaps and meet their talent needs.” When asked why they were having difficulty filling tech roles, 34% of hiring managers said candidates did not have the right technical skills, 32% said they didn’t have the right relevant experience, and 27% said they didn’t have the right soft skills. The research also cites that 22% of hiring managers have the greatest difficulty finding IT project managers, followed by cybersecurity analysts, software developers, and AI/machine learning specialists (all 20%). The top soft skills employers report are in demand for tech roles include Critical Thinking & Analysis, Creativity & Originality, Reasoning & Problem-Solving, Reliability & Self Discipline, and Resilience & Adaptability.* Ger Doyle, Head of Experis, Digital & Business Innovation adds, “Regardless of sector, the conversation about the technology skills gap often focuses on the most senior and junior roles and ignores existing talent who have strong technical skills and an intuitive sense of the business but may lack exposure to emerging technologies and a roadmap for their future career development.”With so many organizations competing to recruit IT, workers, from the same talent pool, there is a golden opportunity for employers to look further afield. Often, candidates are overlooked because they lack traditional qualifications. Further, recruiting strategies that embrace greater gender and ethnic diversity are also significant in the search for the right IT talent.Findings published in ‘The New Age of Tech Talent’ are based on a survey of 40,000 employers in 40 countries and reveal organizations are accelerating investment in technology and prioritizing Cyber Security (46%), Internet of Things (IoT), (44%) E-Commerce platforms (43%) and Cloud Computing (41%).*The report underscores four ways organizations can bring new thinking to life:​Open the Middle: One in five organizations globally is having trouble finding skilled tech talent, and IT/data skills are the most difficult to find for 30% of organizations. Companies need to increasingly look inward to fill the roles they need, taping workforce potential and reskilling employees to fill gaps and meet the challenges ahead. ​Find the Hidden Talent: The reality of the technology sector is that employers need to be more adaptable, unlock new sources of talent, and recruit based on potential, not necessarily past experience. Traditional approaches focused on filtering candidates according to qualifications. and experiences may not identify those recruits who have the raw qualities that employers require. ​Trust the Data Strategy: To get better results from recruitment, retention, and HR strategies companies can leverage data-analytics tools to make better decisions and reduce attrition. As one in three organizations globally plans to invest more in AI technology including machine learning, over the next year, aptitude and personality assessment tools will enable more effective hiring decisions.​Lead with Confidence: Companies guided by culture and values will be those that best adapt to the new workforce reality and win the war on talent. Significantly, 7 in 10 workers say having leaders that they can trust, and follow is essential to them, and 2 in 3 want to work for organizations that share their values. ​As part of ManpowerGroup’s commitment to be a creator of talent at scale and improving employability and prosperity for all, Experis Academy helps companies to preskill, upskill, and reskill in-demand tech workers and many others at speed and scale – matching them to meaningful, sustainable jobs while helping them grow their skillsets for the future.​​ABOUT MANPOWERGROUP  ManpowerGroup® (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 and has done so for over 70 years. We are recognized consistently for our diversity – as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the 13th year – all confirming our position as the brand of choice for in-demand talent.

ManpowerGroup's research reveals what flexibility means for workers and partners with Thriveto explore how they can thrive at work. ​CONTACT: Mohammad-Ali Kashif [email protected]​FROM SURVIVING A GLOBAL PANDEMIC TO THRIVING AT WORK: MANPOWERGROUP RESEARCH EXPLORES WHAT FLEXIBILITY MEANS FOR WORKERS; PARTNERS WITH THRIVE TO IDENTIFY WAYS EMPLOYERS CAN SUPPORT EMPLOYEE WELL-BEING​45% of workers want to choose their own work start and end timesAlmost one-fifth of workers (18%) would work a four-day work week for less payA culture of trust is important; 71% of workers need trust in leadership to thriveWell-being now an essential strategy for hiring and business successKUALA LUMPUR, KUL (JUNE 9, 2022) - Workers are calling for more from their employers to help them shift from surviving to thriving, prioritizing flexibility along with factors such as trust, purpose, and well-being, according to new research from ManpowerGroup (NYSE: MAN), and Thrive, the leading behavior change technology company founded by Arianna Huffington. ​The research “What Workers Want: From Surviving to Thriving at Work,” part of ManpowerGroup’s What Workers Want series, is based on a survey of more than 5,000 workers across five countries and reveals that almost all workers (93%) now view flexibility as important. However, the nature of that flexibility varies. Workers from all backgrounds are now asking for flexibility on their own terms, with 45% wanting to choose their own start and end times, and 18% willing to reduce pay to work a four-day week to achieve better balance. The results also point to a changing role for leaders as trust and shared values are increasingly significant – with workers willing to vote with their feet if they do not feel adequately supported. ​“A lasting legacy of the pandemic will be flexibility, but it’s not one-size-fits-all. Workers want more choice, autonomy, and consideration for their well-being,” said Jonas Prising, ManpowerGroup Chairman & CEO. “We’re seeing the highest talent shortages in 16 years, giving workers at almost every level and in every sector the upper hand. Employers have no choice but to pay attention. The challenge for leaders will be to listen, adapt, and think differently about how to approach flexibility, not just flexible working.” ​ManpowerGroup partnered with Thrive to identify immediate actions that employers can take to support employee well-being. By adopting practices like Entry Interviews, creating a culture of compassionate directness, and encouraging employees to practice Microsteps, companies can create long-lasting cultural change.​​“The disruptions of the past two years have forced us to consider what we really value, and we have a once-in-generation opportunity to rethink the way we work and live,” said Arianna Huffington, Founder, and CEO of Thrive. “We were in the middle of a global epidemic of stress and burnout even before COVID. Then the pandemic hit, and employee well-being and resilience shot to the top of the agenda for companies all over the world. At Thrive, we work with companies who realize that their most important resource is their people. They’re seeing the direct connection between the long-term health of their bottom line and the health and well-being of their employees.” ​Trust is important for a thriving workforce, according to the survey. Trust in colleagues was rated second only to fair pay and safe working conditions by workers (79%), while trust in leaders was rated highly by more than two-thirds (71%). Additionally, people want to work for companies that share their values and beliefs, with 70% seeking meaning in their daily work. ​The pandemic put mental health firmly at the top of public and corporate agendas and workers now see well-being as a shared responsibility with employers. Stress levels have dropped since the peak of the pandemic (42% to 38%) but are still higher than pre-March 2020. Increasingly, employers will be called on to address burnout, build resilience, and boost mental fitness.​The What Workers Want: From Surviving to Thriving at Work data provides clear insight and practical recommendations for organizations to understand what workers want to thrive at work, and what employers need to do now to ensure both organizations and individuals are primed to succeed.​Explore the new research: What Workers Want: From Surviving to Thriving at Work here. ​​​​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 and has done so for over 70 years. We are recognized consistently for our diversity - as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the thirteenth year - all confirming our position as the brand of choice for in-demand talent. ​About ThriveThrive is a leading behavior change technology company founded by Arianna Huffington in 2016 with the mission to end the stress and burnout epidemic. Thrive helps individuals and organizations improve well-being, performance, and mental resilience with its AI-powered behavior change technology platform. Thrive’s Microsteps – small, science-backed steps to improve health and productivity – have been adopted by employees at more than 125 organizations in over 140 countries, from frontline and call center workers to executives at multinational companies. Thrive Global is headquartered in New York City and has offices in San Francisco, Dublin, Athens, Bucharest, and Melbourne. For more information, visit www.thriveglobal.com.​*About the Research: ManpowerGroup researched and analyzed responses from over 5,000 frontline, corporate, and call center workers, as well as job seekers, across five countries (Australia, France, Italy, United Kingdom, and United States) to learn what it means to thrive at work. And we’ve partnered with leading behavior change technology company Thrive to help turn those insights into action to ensure both organizations and individuals alike are resilient and primed to succeed. The Research was carried out by Reputation Leaders surveying workers aged 18 and over, balanced by age, and gender in 5 countries, across five countries, Australia, France, Italy, United Kingdom, and United States. ​SOURCE ManpowerGroup ​​

Great Online Courses for Career Development in 2022​​It's definitely more competitive and challenging in the career world today than it used to be in the past. Because of this, you will need advanced training to succeed without stumbling into career pitfalls. The competition is fierce, and here you will discover some valuable resources to give a significant advantage in any career aspiration. Of course, you'll need to do the work and really apply these principles to succeed so keep this in mind!​Social Media College for personal brand development​​This is an online course that has the resources to keep you engaged with useful knowledge for your development. We have received recommendations for social media courses online at Social Media College and although have not tried them ourselves, they are worth exploring for those who are interested to grow and augment their skillsets further. According to Social Media College, "They want to continue delivering excellent outcomes for its students and the organizations they work for." It's a step up from conventional methods with advanced training for real-world situations. ​Social media has never been more relevant than now and it takes skill to understand the depths and subtleties of these tools. There are courses that expound upon the social media giants like Twitter, Facebook, Youtube, and many more. Not only that, but they place emphasis on personal brand development and having a vision of your future success. These courses have been expertly developed with leading experts in social media on a global scale for a well-rounded and thorough educational experience! ​Photo by George Milton from Pexels​Udemy is a Good Option for Career Development ​The platform known as Udemy is also in the business of helping you develop your career and it will hone your focus through a comprehensive and detailed course. Most people aren't fully aware of their strengths and weaknesses so this is an enlightening experience. Once you discover these then the course will help you devise a strategy to improve for the long term without making the same mistakes twice.​In fact, Udemy will effectively turn your weak points into strengths through a shorter process instead of investing loads of personal time. Exploring the benefits of career development will give you encouragement on the path to immense success. There are some very useful skills to learn here for more effective communication in the workplace. You will learn about using the appropriate words and holding your tongue when necessary. Another element is developing your ability to predict major interview questions to respond quicker and leave a lasting impression. ​edX Will Help You Unlock Your Employment Potential​Employability is a major concern for those seeking to advance in a big company. You need to know what they're looking for and tailor your resume according to that standard. Each company is different, but the general rules still apply to help you advance significantly. Discerning between good and less ideal opportunities is also an important skill you'll learn here and this takes practice. Communication is highly stressed and many people are self-conscious in this area. You might have all the intelligence and skills in the world, but if you can't communicate them then it leaves your potential employer with limited options.​edX will help you to explore ways to improve your professionalism and adapt to any workplace with ease. Another topic of discussion is making a more efficient transition from college life to a working environment. Increasing your chances of getting hired is a very relevant topic for students and even older people seeking to switch careers. This online course will help you realize your goals more efficiently with less frustration overall! ​Google Analytics Academy for more Insights on Google's Measurement Tools​Photo by Lukas from Pexels​If you like to delve more into Google Analytics, Analytics Academy is the best choice. Analytics Academy helps you learn about Google's measurement tools so that you can grow your business through intelligent data collection and analysis. You can find out how the latest generation of Google Analytics can take your measurement strategy to the next level. ​If you’re into business and love digital marketing, you can learn the basic to advanced features of Google Analytics and become the Power Users. You will learn and practice actionable analyses to track business performance and identify areas for business improvement. ​Hubspot Academy for new Business Owners​HubSpot is a Customer Relationship Management (CRM) platform where marketing, sales CRM, customer service, CMS, and operations software are on one platform. As HubSpot’s official learning resource, HubSpot Academy aims to educate users on the HubSpot software, so they can market, sell, and grow an inbound business. It’s completely free and online. ​HubSpot Academy specializes in comprehensive certifications, singular topic courses, and bite-sized lessons for professionals looking to grow their careers and business. You can get free online training for inbound marketing, sales, and customer service professionals. Its mission is to transform the way people and companies grow by offering free online training for the digital age. From quick, practical courses to comprehensive certifications, you’ll learn everything you need to know about cutting-edge business topics. ​Meta Blueprint to build your Marketing Skills​There are many courses for Marketing and Meta Blueprint is one of them. Set yourself apart in digital marketing by becoming a Meta Certified Professional. You can explore fast, free, self-guided courses to help build your marketing skills across Facebook, Instagram, Messenger, and WhatsApp. You can also discover online learning courses, training programmes, and certifications that can help you get the most out of Facebook marketing platforms. ​In partnership with LinkedIn Learning, Meta Blueprint is offering learners a unique opportunity to grow new skill sets and find career opportunities in growing fields. The new skill sets can help you with the jobs that you dreamed of. ​P.S. If you want to learn about our guide on finding jobs in this post-pandemic era. Click here. ​Photo by fauxels from Pexels​powerYOU, an easy-access training platform for ManpowerGroup​​Developed by ManpowerGroup and offers thousands of online courses covering a range of topics from software applications like Word or Excel, to business skills courses on topics such as communication or problem solving, to the most in-demand programming languages like SQL, JAVA and C#. Certification prep courses like project management, human resources, or data management to name a few. ​ManpowerGroup's powerYOU training platform provides actively assigned associates, consultants, and employees with free desktop and mobile access to thousands of online training courses. It features a contemporary look and interface, and a refined catalogue of courses that can be accessed anytime, anywhere across mobile and desktop devices. Mobile-friendly functionality so you can explore and learn on the go. The system makes it easy to track training and monitor progress toward personal development goals. ​All of these Courses are Viable ​These are just a few of the courses offered online to begin your journey to career excellence and it starts with taking action. Expanding beyond these is also very useful and it's important to continue your advancement as the career path evolves. You will find that it's impossible to prepare for every little detail, but taking note of areas that need improvement is key. That way you can search for a viable course that fits that particular weak point and start improving immediately. It’s well worth your time and energy to maximize your career potential! ​Get started updating existing skills or exploring new ones to develop for future job opportunities today.​Written by:Guest Author: Tracie Johnson ([email protected])Co-author: Nadhirah Afiqah - Marketing Assistant

​8 Technical Skills that Will Help You Stand Out from the Rest​With the continued competition in job searching, individuals need to develop skills that would make them stand out when applying for job positions. To help your resume stand out, candidates are forced into gaining knowledge and expertise in technical skills.​Some of the fields that require technical experience include IT, STEM, Finance, analysis of complex data, and even programming. To be recognized with technical skills, individuals are expected to have experience and knowledge of the required field. Technical graduates can save training costs and resources for employers as they do not require much training to help develop specific qualifications. With specialized experience, individuals are able to help provide outstanding customer requirements. Without a doubt having technical experience would help you stand out while applying for job positions with much extra pay compared to a normal graduate. Below are some of the most common technical skills that graduates need to have knowledge of in order to stand out in the competition. 1. Programming​Programming is not for developers alone. Graduates entering the IT field need to have the basic knowledge of coding to help support clients and coordinate ongoing projects. There are several online programming boot camps to help you get started on courses such as intro to python, r for data science, java course, etc. With programming skills, graduates are able to stand out in their job applications. 2. Project Management​In most industries, coordinating resources, workers, and project is a skill that almost all companies need. This is what most companies associates to project management, and it’s used in the companies departments. Having project management skills allows you to deliver resources appropriately and deploy required workers to specific fields under the appropriate budgets. With project management skills, individuals can save company resources and come up with future resolutions helping upscale the general work environment of an organization. 3. Business Intelligence and Data Analysis​​Business intelligence is one of the vital skills that organizations look for. With data analysis, businesses are able to predict market trends and help realize what their competitors do differently. Big data analysis allows companies to segment data it manageable sectors.​With business intelligence skills and data analysis, individuals are able to make sense of market development requirements allowing companies to operate efficiently, bringing in revenues and more opportunities. 4. Data Information Security​The demand for IT security specialists is in high demand due to the development of technology and digital solutions. In case of a data breach, organizations are at a high risk of losing customers and even the company reputation. Information security involves gaining knowledge to identify IT and data loopholes vulnerabilities and come up with ways to manage them. Having these skills helps add value to your CV. 5. Social Media Marketing​Marketing covers a wide range of technicalities with the improvisation of soft skills and digital use, focusing on increasing a company's market sales and reaching out to more clients. Having the opportunity to have both social media and online marketing skills allows your resume to stand out while applying for sales positions. 6. Accounting and Financing​Acquiring accounting skills puts you in a position that most companies need. Accounting skills requirements depend on the kind of company. An international organization's accounting expertise differs from those of a local organization, but having accounting experience puts you in a better position when applying for a finance or accounting job role. Skills such as Microsoft dynamic or auditing are applicable in almost all niches of the organization's accounts department. 7. Business Analysis​In every business, decision-making matters almost up to 100% of the continuation of the company. Business analysts are the key decision-makers in every organization, and having business analysis skills puts you at the top of the market. Some of the most used business analyst skills that have a wide application today include AWS services and software, Microsoft access, data analysis, and modeling. 8. Technical Writing​In all organizations, there is a need for a technical writer to explain complex things in a manner that is understandable to everyone. Being in a position to put out technical information so that it can be presented to media press, clients, or manufacturers puts you in a better position while applying for a job position. Having the technical knowledge to perform specific task puts you in a top position anytime you apply for a role.​Written by:Guest Author: Tracie Johnson ([email protected])

#BreakTheBias Gender Equity At Work​​New research from ManpowerGroup reveals that while 86% of companies are measuring gender parity, most are looking purely at pay equity (often driven by regulation), with far fewer measuring the number of women in traditionally male-dominated roles and the number of women in senior leadership positions.​To learn more about the research click HERE

What Women Want (at Work)​​​To #BreakTheBias ManpowerGroup is calling for more companies to respond to What Women Want at Work – new data shows autonomy, career progression, and feeling motivated/ passionate about the work they do matters most.​​​Find out more about the research here:Download now​​​​

​What A First-Time Job Seeker or A Fresh Graduate Should Do Before Applying For A Job?​If you're a recent graduate, you're basically getting your feet wet in the job-hunting planet. There's a lot to learn—resumes, cover letters, application forms, etcetera. It can be both daunting and exciting at the same time.​One place to consider would be to take a loop at our Post Pandemic Job Hunting Guide here!​But where and how do you begin with your job search?​​Discover your career interests​When looking for a job, it is critical to first understand yourself and your career aspirations. Being self-aware allows you to make more insightful and wise decisions during your job search. This allows you to play to your areas of strength and outline the key skill sets that you believe will benefit the organizations to which you apply.​Create a robust LinkedIn profile​Establishing a cohesive, captivating personal brand for yourself on LinkedIn is the key to enhancing your visibility among your classmates and have a standout profile. Your summary is the place to express yourself – your attributes, professionalism, and 'personal brand. It's your opportunity to explain why they should want you as an employee or in their professional network. This allows recruiters to determine if you'd be a great fit for their team.​Discover who is actively recruiting​Next, make sure to be aware of organizations that are employing and the types of roles and expertise they demand. One approach is to attend job fairs. Visit job fairs (even virtual ones) prior to actually beginning the job-search process to obtain knowledge and exposure about the hiring market. Seize the opportunity to communicate with individuals staffing the booths and request their name cards at the job fair.​Talk to them about the workplace culture and what they do in their sector. Also, inquire about career growth and the sorts of paper qualifications and experience required. Send them an email expressing your eagerness to join them; this demonstrates initiative and desire to engage in the profession. ​Conversely, to gauge demand, browse social media pages and job sites for hiring ads. Applying to industry segments with a high demand for labor will significantly raise your chances of getting hired.​Approach recruitment agencies​When you're a graduate, it can be tricky to access the employment market. Figuring a company who will offer you an opportunity to shine with newly-acquired educational qualification but with little or no real-world experience is a challenging task! Recruitment firms connect competent job seekers with employers. ​The great news is that you can use their services for free! When you sign up with a recruitment company, you'll usually be introduced to one of their recruiters, who will then act as a mediator between you and any potential employers. ​Click on the link to know more about Job Hunting with Recruitment Agencies; it’s time to upskill and reskill to face the actuality!​Networking is extremely important​Prior to graduation, start making as many connections as possible in your desired field. Not only will this increase your chances of securing a job, but those who know someone in the marketplace frequently land more highly desired positions than others who simply apply to job advertisements. ​Recent graduates with no connections who really are uncertain of their path will still do well, but they will need to spend those extra hours to look for their ideal role. LinkedIn is among the best spots for graduates to network, and for recruiters to identify you.​Explore Options Apart from Your Degree​Graduates believe they are restricted to the profession in which they earned their degree. While their degree will undoubtedly help them gain employment in that sector, they must not constrain themselves if they are interested in exploring other career paths. Many entry-level jobs require a general bachelor's degree, and your experience helps you progress more than your degree. Don't be worried to take a different route.​​Find your first job on ManpowerGroup Job Portal today. Click here to check out our job listings for fresh graduates and start applying!​​Posted by:Yoga Kumari Sankar- Marketing & Commercial Executive​​

​Should You Still Apply For A Job If You Don't Meet The Requirements? ​No one fits  job requirements 100% all the time, and there is no such thing as a perfect candidate. Keep in mind that many organizations employ for cultural fit instead of hard skills, and that many "requirements" in a specified job posting are actually nice-to-haves. ​If you only look for a job where you are a great fit, you might have a long journey to the top. If you thoroughly examine a job advertisement, you will be amazed at how many aspects you are likely to align with. ​How will you grow when you only look for jobs that are a great fit for your current skills?​​Please note that it's not always about what you've done, but about what you've indicated you're competent of doing and willingness to acquire new skills​Apply for jobs that you desire!​When you see a profession that you are eligible for but are not a better match for, and it is in your desired area, apply for it! If there are significant gaps, assess and prepare to demonstrate how other core competencies compensate or supplement for the lacking expertise. What's the harm in applying?  If you don't get it, you may still potentially gain some interview experiences.​​Be results-oriented!​Focus your CV and, subsequently, the interview on the profound contribution you have had with former employers. If the prospective employer believes you are capable of achieving results consistently, he or she may be more willing to forego the absence criteria. Prepare to demonstrate specific achievements in your employment record that correspond with what the company is searching for, and use quantifiable data to show those achievements.​​Explore the depths!​Go beyond your noticeable professional responsibilities and achievements as you reconfigure your resume and cover letter. Your first point of emphasis should be on transferable skills. Consider your overall expertise and skill, from project planning to collaborate with tricky personalities, and bundle it all in a way that emphasizes your competence.​Start interacting with your networks!​Don’t only look for jobs on the open market that others get to see. Your chances of finding a job in this manner are slim. Majority of people seek employment through their network. Hence, develop a personal branding plan that details the sort of position you want as well as companies in which you have a desire to participate and believe there is a fit. Engage with people who may be able to make introductions at prospective employers.​Show your willingness to learn!​An eagerness to learn is an excellent way to demonstrate your dedication to an organization or position. Employers will indeed notice that you have the desire, self-discipline, and enthusiasm to improve your knowledge and competencies. ​If you're keen in jobs that require or prefer specific skills or experience that you don't have, do some research to see if you can attend courses or obtain certifications to develop these skill sets. Communicating these newly gained qualifications in the interview can help you stand out from the rest and demonstrate your commitment to developing on your positive aspects.​​LOOKING FOR YOUR DREAM JOB?​​Just don’t wait there! The professionals at ManpowerGroup Malaysia can help you land your dream job. Contact us to chat with one of our recruitment specialists today to kick-start your career search!​​​​Posted by:Yoga Kumari Sankar- Marketing & Commercial Executive​​

​Why Being A Recruiter Is An Awesome Idea? ​The recruitment industry can be extremely competitive, which is not for the faint - hearted! But isn't that part of its glamour? You may have heard that some recruiters get a bad rap, but if you know how to position yourself, it's certainly a much rewarding career.​Some people enter the profession right after graduating from university. Others come across the career while searching for a position that allows them to work collaboratively with others.​So, whether you're thinking about getting a job in recruitment or you've been at it for years, it's always a good idea to backtrack and consider why being a recruiter is such a brilliant thing.​Here are the top reasons why working as a recruiter is phenomenal!​​You are truly making an impact​While it may seem a little challenging, you are truly making a difference in someone's life. As a recruiter, the destiny of a candidate's future often rests in your hands; you get to say to the person on the other side of the phone, "We'd like to make an offer." It's an exceptional feeling. Very often if you developed the right relationship  candidates will get back to you as soon as they're willing to make their next career move.​Recruitment keeps you on your toes​The recruitment industry is often fast-paced, and not all days are remarkably similar. Each day, you'll be facing new people, new positions, and new due dates. But this is what makes it such an exciting industry to work in.​The world of work is changing rapidly, new skills emerge, old roles evolve and with that, your expertise as a recruiter. This is incredibly beneficial if you're the sort of person who gets bored easily with ordinary daily tasks. Working as a recruiter will certainly keep you on your toes.​You acquire a wide range of marketable skills​Every business in every sector requires recruiters, so possibilities are you'll be engaged in recruiting for more than one sector throughout your profession. This allows you to continuously discover the pros and cons of other industry segments, which is hugely beneficial.​The skills you learn will be useful should you ever decide to make a career move, as you will have obtained in-depth industry knowledge and skills necessary, as well as a vast network of valuable contacts!​It is a measurable achievement​You work in recruitment to accomplish your goals. This means you can instantly see how well you're performing. Though that's not for everyone, if you enjoy competition, this really is the sector for you. Plus, hitting and exceeding your monthly targets can indeed enhance your self-esteem. It also helps to evaluate your growth as you progress in your profession.​Recruiting is sales​It doesn’t matter if you’re an internal recruiter, a contract recruiter, part of an agency, or independent – you’re selling. However, instead of selling products or services, it is your responsibility to sell the company, its culture, the role, candidates and more.​Apart from ‘usual’ selling, recruiting prompts “dual sales”: first, the candidate to the company; then the company and the position to the job applicant. ​Consequently, your selling competencies will become enhanced - potentially faster than if you originated in a sales position directly. As an outcome, when you make the leap, you will be ahead of your colleagues.​​Are you curious to learn more about working for ManpowerGroup Malaysia as a recruitment consultant? Please reach out to us to get an update on the Recruiter roles that we’re currently hiring. You can also visit our Job Portal to kick-start your search.​​​Posted by:Yoga Kumari Sankar- Marketing & Commercial Executive​​

The Great Realization Report: Accelerating Trends, Renewed Urgency 2022 has the potential to be one of the most transformative years in recent history. From workers taking more control of their professional lives to the seemingly never-ending struggle of employers to recruit and retain talent to the rapid acceleration of digital adoption to businesses realizing they need to become more sophisticated; several trends have emerged that will impact organizations of every size and the people who work for them.  It’s those transformative emerging trends that are the focus of ManpowerGroup’s latest report and look at the 2022 labor landscape, The Great Realization: Accelerating Trends, Renewed Urgency identifies the top 20 trends that will shape the world of work throughout the course of the year and beyond.  ​While these topic areas and the respective trends within each are not new, they have taken on a renewed urgency as we continue to transition to the next phase of what the new normal looks like. These 20 trends, and what they mean for the future of work and workers, represent the tipping point for what we see on the horizon in terms of how businesses around the world will need to evolve and adapt in order to operate in this new era of normal. Change is constant, and no organization is immune to the way the current playbook is being rewritten.  ​For more information about the top 20 trends for the 2022 labor landscape, download Full Report​The Great Realization: Accelerating Trends, Renewed Urgency

​Fresher? Consider Kick-Starting Your Career in Customer Service! ​You may have made assumptions about customer service based on your own conversations as a customer that lead you to believe the job is not for you. But I'm here to reveal that it can be an excellent first step toward a successful career. ​Customer service is an interesting profession to start with, particularly now, that it is more significant for businesses to adopt a customer-centric mind-set. Also, customer service is one of those roles which never misses its sparkle, irrespective of age or period.​We will have customer support so long as there are companies providing goods and services. This role offers not only various learning opportunities, but also allows you to be a better version of yourself.​What is the role about?​Customer service involves being a kind, courteous, and professional face for the company. It also encompasses paying close attention to the wants and concerns of the customer. ​Beyond listening, customer service involves doing everything in one's strength to satisfy each customer rapidly and efficiently.​There are a variety of customer service jobs, ranging from entry-level to manager. Here are the most common entry-level positions:​Customer Service AssociateCustomer Service RepresentativeCustomer Service ExecutiveCustomer Support ExecutiveCall Centre Representative​Why work in customer service?​Have you ever applied for, or been interested in, a role in Customer Service? If not, here are some perks that may interest you to consider the role:​Flexi-hours​Customer service professions generally have different time schedule than a standard 9-5 job. You may be given the option of selecting the working time that are most convenient for you. ​You also have the option of longer hours, and as we all understand, the more you work, the more income you earn at the end of every month.​Learning and Upskilling​​Working in Customer Service provides you with learning opportunities and skills that can be transferred later in almost any position in your career. ​Customer service prepares you for a wide range of functions, from operating under stress to effective communication, to problem solving, selling and marketing. ​After all, customer service representatives are the subject-matter experts of any brand because they are the first point of interaction. ​Among the most apparent - but is one of the most favorable - benefits of this type of profession is communication skills. Since you're constantly interacting with others, you're consistently honing your interpersonal skills and verbal ability.​​Networking​What happens when you spend a full day chatting with others? ​Of course, you develop strong bonds with them. It not only provides you with a variety of experiences and, but also, the opportunity to form a networking circle around yourself. ​It will be beneficial to your career growth. They say “your network is your net worth”.​A job with a future​​Aside from the features listed, we must emphasize the future of customer service as a profession that is ever-expanding. ​Although some people still believe of customer service reps as individuals who are shouted at on the headset, this industry has grown so large that the range of responsibilities that need to be developed has grown significantly.​​Having all that in mind, whether you aspire to a long career in the customer support space, or you’re simply eager to get your foot in the door at an innovative company, please reach out to ManpowerGroup Malaysia to get an update on the Customer Service roles that we’re currently hiring. ​You can also visit our Job Portal to kick-start your search.​​​Posted by:Yoga Kumari Sankar- Marketing & Commercial Executive​

How To Assure Long-Term Employability in Marketing? ​As a marketer, you know how difficult it is to retain your own position in today’s digital environment. This is becoming a major issue since leaders are constantly in search of talented individuals with innovative ideas. In other words, they're looking for the marketer of the future right now.​What does the merging of technology mean for marketers?​Over the past few years, a rich variety of digital marketing tools emerged to help organizations in communicating with their targeted audiences and improving customer experience. ​With all these tools available, companies need marketers who can continuously identify new tools, explain how they can fit into their current ecosystem, and demonstrate ROI on such investments.​So how, then, do you stand out in an ocean of marketing professionals?​​Here's your checklist:​​Marketing yourself​Why? Because you want to get noticed!​But, you might be wondering, "How do I develop a personal brand when I'm trying to get my organization more visibility?" The solution is right in front of you. You work as a marketer. You are indeed a specialist at marketing.​So how do you do it? As a marketer, your social presence is significant - what professional blogs have you written, what articles have you promoted, and how frequently do you voice your opinion on interesting facts? ​​The more you can get your work noticed heard, the better, because it will allow you to obtain a much larger audience, allowing you to strengthen your own brand and stand out in the crowd.​Rediscover your LinkedIn bio and explain how your background has helped you become the Marketer you are today. When you portray yourself, you become more approachable, and being approachable is the place to begin if you want to be a true strategic Marketer.​Be an eternal student​​The world’s greatest professionals devote a substantial amount of their leisure time to career development. They do not work from 9 a.m. to 5 p.m. ​Professional marketers are no exception; they devote endless hours to exploring, studying, networking, and enhancing their skills. ​They understand that there is someone who knows extra, and that there is always room for growth. From one-day training courses to full-fledged MBA programs (with a specialization in Marketing Management), can help you stay on top of your game.​Build your network​Among the most crucial aspects of working in marketing is knowing how to develop relationships with others. Having good connectivity helps marketers to get great offers, along with other potential advantages. If marketers want to embark on this career, they must get on well with both clients and co-workers.​Soft skills are becoming increasingly important​Marketing has indeed needed a diverse set of soft skills, but according to CIM's research, this has become far more significant in the last five years. The pandemic spotlighted some of these, such as adaptability and resilience. ​Others, such as communication, teamwork, and social competence, have been and will remain to be top priorities for marketers of all ages and industries.​Visit our Job Portal to kick-start your job journey in marketing.​Posted by:Yoga Kumari Sankar- Marketing & Commercial Executive

​​The Asia Pacific region is generally considered to be a low-cost option for offshoring human capital, and while that continues to be the case for the most part, consideration of regulations, skilled supply, and productivity influence which markets make sense for various employment strategies. ​​ManpowerGroup 2021 Total Workforce Index (TWI) has ranked Malaysia 31st out of 75 markets as the most favourable country for business based on skills availability, cost efficiency, regulation and productivity globally. At the same time, it ranked 32nd on the Remote Readiness Ranking and the informal workforce currently comprises 26% of the total workforce. ​​In the Asia Pacific, Malaysia ranked 9th out of 15 markets in the TWI. ​​TOTAL WORKFORCE INDEX MALAYSIA​The TWI analysed 75 markets for more than 200 unique factors, providing a comprehensive and comparative analysis of four categories: Workforce Supply, Cost Efficiency, Regulation and Productivity. The markets that rank highest in the Total Workforce Index™ are United States, Singapore and Canada with the highest relative performance across all four categories and have successfully responded to remote workforce readiness, automation, skills gaps and potential talent shortages, shifting regulations and the rapid pace of technology. ​Malaysia's scoring for each indicator is as follows: ​Workforce Supply ​​Malaysia's total workforce is 16.01 million. By generation in the total workforce, Baby Boomers (born between 1946 and 1965) make up 13%; Generation X (born between 1966 and 1975) make up 18%; Generation Y (born between 1976 and 1995) make up 35% and others make up 34%. The country comprises of 26.50% highly skilled workforce that is white collar. ​While this category is not solely dependent on the size of the market's workforce, larger markets have tended to have an advantage in past years. But today's focus on virtual employees tethered to centralized projects has increased the importance of language proficiency, border access, remote scalability of resources, and workforce demographics. With this remote readiness in mind, Malaysia captures 20.56% remote work suitability with 21% of the workforce with working English proficiency. ​​Workforce Cost Efficiency ​Cost efficiency is a factor that most organizations consider a deciding point in the market selection. This factor may remain a primary influencer driving new investments into these markets, however, ensuring that a market has an adequate supply of the right talent and legislation conducive to hiring strategies must be considered for successful hiring in foreign markets.​The reported cost of doing business in Malaysia is at 11.10% of the country's Gross National Income (GNI) per capita. Equal pay for equal work is currently not mandated, and the average monthly wage in the country is at US$779. ​Workforce Regulation ​Though labour regulations are rarely the primary focus of market selection, they are often a deciding factor among top contenders. The impact that the regulatory environment has on the overall investment opportunity in a particular market is critical, but too often overlooked when employers choose which markets to hire in. Evaluating markets that rank well in this category from the start can prove advantageous to organizations as they explore remote and onsite employment strategies. ​As with last year, sub-contracting (contingent staffing) is allowed in Malaysia, and there is no maximum tenure for a single-term contract. In terms of openness of visa policies, Malaysia ranks 89th (Ranking of countries based on the openness of its visa policies where 1 is most open globally). At the same time, the country ranks 12th (based on economics and regulation where 1 is easiest) for ease of doing business. ​Productivity ​With cost often leading the way in market evaluations, wages are always top of mind. Evaluating the potential workforce productivity can ensure the accuracy and relevance of that wage analysis by accounting for the overtime, holidays, and standard working hours in a given market. ​Countries with longer workdays or more hours in a workweek offer increased opportunities for higher levels of productivity without the additional cost associated with overtime premiums. ​However, these markets were not ranked highest in productivity based on working hours alone. Other workforce considerations include labour market stability, infrastructural and technical readiness, and other employment restrictions that could impact an organizations workforce strategy. ​The average workweek in Malaysia comprises 48 hours, versus an average of 41.7 hours in the region. However, the average workday is made up of eight hours, on par with the regional average. Further, labour market efficiency is at 70.20, slightly higher than the region's at 67.10. ​Thus, with the right combination of data and insight, companies can ensure their workforce strategy is aligned to their business strategy. ManpowerGroup has spent decades developing strategies and tools that organizations can leverage today to face change. The Total Workforce Index™ is a robust tool company can leverage to make decisions for a reimagined future. ​Read the summary and download the reportThe Total Workforce Index Summary Report​​

The Total Workforce Index Summary Report​For eight years, the Total Workforce Index™ (TWI) has measured the relative ease of sourcing, hiring and retaining contingent and permanent workers. It’s the only index of its kind to analyze over 200 factors across 75 competing labor markets, providing a comprehensive and comparative view of four key categories: WORKFORCE SUPPLY, COST EFFICIENCY, REGULATION and WORKFORCE PRODUCTIVITY.​This paper takes a closer look at the macro-level TWI data to identify market characteristics of Mature, Emerging and Incubator markets. It surfaces three important labor market opportunities while looking specifically at investment opportunities in key growth sectors of Digital Services, Advanced Manufacturing and Clean Energy.​Mature markets:  These  20  markets  are  home to the largest contingents of growth talent (average 40% skilled workers) and have infrastructures to support upskilling and reskilling; exposed to wage inflation.  ​In Mature markets, 40% of contingent work is among highly skilled.​Incubator markets:  There are 16 high-potential markets for Digital Services, Advanced Manufacturing and Clean Energy technologies and they  provide an opportunity to balance skilled labor with cost competitiveness.  ​Advanced Manufacturing Incubator Markets have a young (39% Gen Z/millennials), highly skilled workforce (33%) with an average monthly wage nearly half ($2,314) that of Mature markets.​Emerging markets:  These are 31 markets with a rising Gen Z/millennial workforce (50% or greater share of total labor pool) but a shortage of skilled talent due to low rates of tertiary education and they require long-term investments.   ​Emerging markets have half the number (20%) of highly skilled workers as  Mature markets (40%) with only 19% of workers aged 25+ having a tertiary education as compared to 39% in Mature markets.​ ​Market intelligence tools such as the Total Workforce Index™(TWI) have become a go-to intelligence source that has proven to be a difference-maker in a company’s ability to execute growth strategies.​Organizations can also conduct customized analyses with the weightings for data adjusted to factors that drive growth uniquely within a specific industry and market(s). The opportunities for customization are extensive. ​Download the full reportTWI 2021​or visit the TWI website to explore the data and rankings.​​​

​CONTACTS: Mohammad Kashif [email protected] +60 11 1438 2855 ​ManpowerGroup is the leader in its industry to have climate action targets validated by the Science Based Targets initiative.​​KUALA LUMPUR, Nov. 3, 2021/PRNewswire/ --ManpowerGroup(NYSE: MAN) announced today that the Science Based Targets initiative (SBTi), the leading authority driving corporate climate action, has validated its ambitious targets to cut greenhouse gas emissions and drive positive climate action. ManpowerGroup's commitments are to reduce operational emissions (Scope 1 & 2) by 60% and supply chain emissions (Scope 3) by 30% by 2030. These validated science-based targets are a key part of ManpowerGroup's ambition to reach net zero by 2045 or sooner.​"With all eyes on COP26 this week there has never been more urgency for business, government and, consumers to accelerate climate action," said Jonas Prising, ManpowerGroup Chairman & CEO. "We believe what matters is measured, and what is prioritized and communicated gets done. Validation of these targets by SBTi gives our stakeholders – our employees, clients and candidates, supply chain, investors, and community partners – reassurance in our renewed commitment to People and Planet, and to advancing towards net zero."​This commitment is the latest milestone inManpowerGroup's Climate Action Plan to measure and reduce full value-chain impact, as outlined in the 2021 ESG Report, Working to Change the World. ManpowerGroup has long been committed to transparency on climate, disclosing to the Carbon Disclosure Project(CDP) for a decade and most recently moving towards aligning with the Task Force of Climate-Related Financial Disclosures guidelines. ManpowerGroup is actively engaged in theWorld Economic Forum Alliance of CEO Climate Leaders and recently co-signed an Open Letter pushing world leaders atCOP26to pursue ambitious public-private collaboration for climate action.​"We believe the future is one built on partnerships to be able to scale impact at speed," said Ruth Harper, ManpowerGroup Chief Communications & Sustainability Officer. "Setting and meeting science-based targets is how we can act faster and more collectively to slow the catastrophic climate events playing out in so many parts of the world right now.  And it's how we will accelerate job creation and demand for new skills, to reshape a more sustainable, resilient future with more opportunities for all."​SBTi provides independent, scientifically-validated confirmation thatManpowerGroup'semissions targets are consistent with reductions required to limit warming to 1.5°C, making a critical contribution to combat the effects of climate change with over 1,000 of the world's leading organizations.  Of the more than 4,200 companies in the G20 that have set climate targets, only 20% are science-based.​Explore the ManpowerGroup 2021 ESG Report ESG Report​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 and has 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 2021ManpowerGroupwas named one of the World's Most Ethical Companies for the 12thyear - all confirming our position as the brand of choice for in-demand talent.​About ManpowerGroup MalaysiaManpowerGroup® is the world’s workforce expert, creating innovative workforce solutions for 23 years in Malaysia. As workforce experts, we connect more thousands of people to meaningful work by closing on average 6,000 vacancies every year across a wide range of skills and industries. Through our ManpowerGroup® family of brands – Manpower®, Experis® and Talent Solutions – we help more than 200 clients yearly in Malaysia to address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. See how ManpowerGroup Malaysia is powering the future of work: https://www.manpowergroup.com/contact-us/malaysia​View original content to download multimedia: https://www.prnewswire.com/news-releases/manpowergroup-announces-validated-science-based-targets-and-commits-to-achieve-net-zero-by-2045-or-sooner-301414986.htmlSOURCE ManpowerGroup​

​Amid the ongoing pandemic, workers have shown they are no longer content with simply being cogs in the machine. The renewed focus on a true work-life balance, health, wellness and well-being, and working with a sense of purpose have joined the ranks of salary and benefits as necessary components for what people are looking for from their employers.  ​And with a global talent shortage creating recruiting challenges for every industry, employers need to confront these challenges head on if they hope to not only recruit the people they need, but retain those they have.  ​How employers go about taking those practical steps to ensure a better future for work and for workers was the focus of the recent Human Age event, “Working to Change the World: A Sustainable Future for Workers After the Pandemic."  ​​​COVID Changed the GameWhen COVID-19 burst onto the scene towards the end of 2019, few people could have predicted the profound impact it has had on all facets of life. For the majority of people accustomed to working in an office, their daily routine was shattered when they found themselves joining the ranks of the sudden remote workforce with little time to prepare or adjust to that new reality. And according to ManpowerGroup’s President, Asia Pacific Middle East (APME) François Lancon, it wasn’t just workers who struggled.  ​“Managing people from home is very different from managing people in the office. People who were good leaders in normal times, some of them stepped up, some of them did not,” Lancon says. “Fundamentally, we needed a completely different leadership.” ​It’s that change in leadership and the need for new leadership styles that could be a silver lining coming out of the pandemic. ​“What COVID has done is accelerated the evolution of business practices. Along with glass ceilings that companies had on work that gets done in a certain way is broken. Now work can get done in very different ways, which actually opens up the market for not a role-based employment market, but a skill-based employment market,” says Akhilesh Nair, Senior Vice President Human Resources at Genpact. “That means people can actually share their skills at the time that they want to share and get paid for that. It's not about the traditional outlook of 9-5 jobs.” ​Meaningful and Sustainable Employment Has the Power to Change the WorldWhat the pandemic exposed in what workers want, need, and frankly demand, is to balance work and home for the long term (ManpowerGroup research shows the biggest fear, after losing a job, is going back to the way things were) while also working for organizations that give them a strong sense of purpose. ​According to ManpowerGroup’s “What Workers Want” survey, workers want to be proud of who they work for and what they do. Strong brands, solid reputation, great place to work and an opportunity to make an impact are in the top ten reasons people cited for their desire to accept a role with an employer.​Workforces are paying more attention to the values and mission of a company and it’s impacting the recruiting game as well. Nearly 86% of millennials would consider taking a pay cut to work at a company whose mission and values align with their own. ​“We need to have a purpose. That's what attracts employees. We need to have values, we need an inclusive culture, and we need to set that as leaders of the company. That's becoming more and more important for us to attract people. Meaningful and sustainable employment has the power to change the world,” Lancon says. “Meaningful employment means people have a purpose in their job. ​Sustainable employment means people stay employable and upskilled. And I think that's what we need to try to take people and give them meaningful employment or sustainable employment. Whatever their gender, their race, their preferences. After the pandemic, the big change is we have much more responsibilities than we had two years ago.” ​As we move forward with the new mindset towards recruiting and giving people what they need, companies will have to adapt their practices or be left behind. ​“It's a no brainer. If you don't do that, you're not in the market. You have to be transparent, you have to over communicate about who you are. Today, the market is very hard, every skill is in high demand. You have to be out there thinking about candidate experience, employment experience, and what's in it for them beyond the salary and wages,” says Nair. “A lot of the generation now wants companies with a purpose who actually are giving back to communities and building communities and building future workforce. If you're not representing any of those characteristics that employees want to see in employers, then you are not there in the market in the next 10 years.” ​“No Point in Giving People Flexibility and Then Becoming Inflexible on that Flexibility” With remote work becoming the norm after having been a necessity during the pandemic, workers have discovered they like the flexibility of working remotely or adhering to some version of a hybrid-working model. While more people will be working remotely at least some of the time, companies must avoid the temptation to treat that schedule with the previous “clock in, clock out” mentality. “Organizations need to accept that employees will need flexibility. The majority of the workforce want the possibility to alternate between different places of work. People want to come to work, but they also want to remote in,“ Susheel Koul, Division President - Work Dynamics, Asia Pacific at JLL says. “More work needs to be done on not policing this flexibility too much. There’s no point in giving people flexibility and then becoming inflexible on that flexibility. So, trust is a key point here.”​Flexibility Benefits Women and Organizations AlikeBy truely flexibility, and remaining flexible, employers will not only build trust within their teams, but they can broaden their talent base by keeping women in the workforce.  ​“We know that women, in many cases, have this biggest challenge of managing a job with motherhood. Now it's a question of getting more flexibility to remain in the workplace and flexibility in terms of place, hours. The remote and the hybrid model of working is the answer to this challenge,” says Iwona Janas, Regional Managing Director for ManpowerGroup Poland and Russia. “It will really help women not only to come back to a workplace, but also to remain and to retain the job in the future.” ​While work, and how, where, and the way it gets done continues to evolve, what is here to stay is a workforce that is more agile, flexible, and consciousness. Employers will have to adapt to accommodate the realigned expectations of their people, or risk losing them to other organizations capable of changing with the times.  ​Access the “Working to Change the World: A Sustainable Future for Workers After the Pandemic” webinar on-demand for more of the conversation, including discussions on what future skills employers will be looking for, diversity in the workplace, the impact of digitalization, and more.

The global economy, Malaysia included, continues to endure the severe challenges of the COVID-19 pandemic. This black swan event has affected Malaysians of every ethnicity and social strata as well as workers in both the public and private sectors. Whole industries faced upheavals, and many of our day-to-day interactions are now conducted virtually.​Some sectors experienced growth. The Financial and Insurance, Wholesale and retail trade, repair of motor vehicles and motorcycles, Electricity, gas, steam and air conditioning supply, Human health and social work activities & Information and communication sectors grew by 11%, 7% and 6% and 4% respectively in 2020. More recently, the highest growth of filled jobs in Services was in ICT Sub Sector of 4% in Q1 2021 VS Q4 2020.​If you wonder what and how the talent market is evolving for Telco in Malaysia, we prepared a quick snapshot for you:​​Talent Market Report Telco Industry - Malaysia​Key Areas of Consideration​Commoditised offerings from industry players with differentiation mainly in areas such as pricing and customer service. The market has reached near full saturation in terms of individual users rendering business growth ever more challenging. Increased requirements of capital expenditure for 5G infrastructure deployment along with compliance burdens. Opportunities for introducing new services that are enabled by 5G technologies especially in the B2B sector to monetise investments. Larger focus on users’ data management, analysis and security. Talent shortage in areas that are crucial for future growth. ​​Talent Demand Update​In Malaysia the Critical Occupations List highlights several positions that are needed by the Telco industry. They were mainly in IT & Networks, Data Security & Analysis, Business Development & Content Creation.​We are observing solid demand growth across these positions in Malaysia. Key skills that are needed by Telco’s to introduce new services such as Network Engineers, Developers, Sales & Marketing professionals have all grown since 2020 by an average of 240% and in 2021 by an average of 30% ​​Telco's Dilemma​The Malaysian mobile subscriber base is saturated with 137% of population being cellular subscribers. ​Moreover, user experience across 5 major providers is relatively same. In fact the difference in experience between top and bottom Telco companies on a 100 points scale is negligible. For example, in video experience, Maxis scored 58/100 as a top performer. Celcom scored 52.2/100 as a bottom performer.​With the increased reliance on networks as a direct result of the pandemic, Telco providers have a great opportunity to leverage new technologies and introduce 5G enabled services especially in the B2B market. For this, finding the right talent will be a key differentiator that enables business growth.​​Telco Talent Preferences​The top 3 preferences candidates in Malaysia look for when considering working in the Telco Industry are Salary, Career Development and Work-life balance.​Interestingly, unlike average Malaysian candidates, in the Telco sector Career Growth takes the second spot as the most important factor rather than Work Life Balance.​​Download Whitepaper here​Talent Market Report Telco Industry - Malaysia​Get the Telco Market Snapshot to explore key questions that may help your company save costs and align with business strategies:​​​