So you’ve polished your resume, nailed your interview, and now the employer asks for… references. Easy, right? Not always. Choosing the right references can make or break your chances—especially in a close-knit job market where connections and reputation go a long way.Selecting references is a critical part of job search success. Here are a few suggestions on choosing and using references to your greatest advantage.​Think Beyond Just “Bosses”It’s tempting to list your former manager and call it a day, but you have options. Good references can also include:Team leaders or project supervisorsSenior colleagues, you worked closely withClients or vendors (especially if you're in sales, marketing, or service roles)Professors or internship supervisors (for fresh grads)Pick people who actually saw your work in action, not just those with fancy titles.​Relevance Is KeyTailor your references to the type of job you’re applying for. Going for a customer service role? Ask someone who can vouch for your people skills. Applying for an analyst position? Choose someone who’s seen you handle data and solve problems.Tip: Try to match your reference to the skills listed in the job ad.​Always Ask for PermissionIn Malaysia, it’s common courtesy to get consent first, don’t just list someone’s name without checking in. Send them a message or quick call explaining:What job you’re applying forWhy you’d like them to be a referenceWhat skills or experiences you hope they can highlightIt’s a small step that shows respect, and it gives them time to prepare a thoughtful response.​Prep Your ReferencesHelp them help you. Share your updated resume, the job description, and even a few bullet points about what you did together. The better they understand your goals, the more specific (and helpful) their recommendation will be. ​Questions Your Reference Might Be AskedBefore you list someone as a reference, it's helpful to know what they might be asked during the hiring process. Here are some common questions employers often ask:How would you describe [candidate’s] professional style? What was [candidate’s] major contribution to the organization? Why did [candidate] leave your company? What are [candidate’s] strengths? Weaknesses? What transferable skills can [candidate] bring to this position? What type of management style would best fit with [candidate’s] approach?Keep Your List UpdatedPeople change jobs, phone numbers, or even countries! Review your references regularly and keep their contact info up to date. If someone’s no longer reachable or you haven’t spoken in years, it’s probably time to refresh your list.​Final Tip: Quality Over QuantityYou don’t need a long list—2 to 3 strong references are enough. What matters is that they can speak clearly and confidently about your value as a candidate.​In SummaryThe right reference can give you that final push across the hiring finish line. Choose wisely, be respectful, and keep those professional relationships warm—it could be what lands you the job.

​As the world of work continues to evolve, so do the expectations, stressors, and aspirations of job seekers. The Global Talent Barometer 2025 offers rare insights into how workers in Malaysia feel about their work, what they value most, and where opportunities and risks lie. ​If you’re navigating your career in Malaysia today, here are key takeaways and tips from the report that can help you grow with confidence and clarity.​You’re Not Alone in Feeling Stressed. Even If You Find Purpose in Your Work ​More than 8 in 10 workers in Malaysia say their work feels meaningful, but 1 in 2 still report experiencing moderate to high daily stress. Gen Z workers in particular show the highest levels of stress, even when support is present. ​What this means for you: ​Burnout is real, even if you’re passionate about your work. Don’t confuse stress with productivity. Set boundaries early. Learn to say “no” or renegotiate deadlines when workload becomes overwhelming. Prioritize companies that support mental well-being, flexible work options, and clear expectations. Middle Managers Are Struggling. But You Can Learn From Their Position ​Interestingly, workers in Malaysia report higher trust in their managers than global averages. However, middle managers themselves feel squeezed, balancing senior demands and team pressures. W​How does this help your career? ​If you’re moving into a leadership role, understand that emotional intelligence is just as important as technical skills. Build relationships with your managers; they often advocate for your growth when opportunities arise. Consider a career path in middle management only if you're ready to handle complexity, and seek employers who support their leaders, not just demand results. Confidence Is High. But Career Mobility Feels Limited ​While 80% of workers in Malaysia feel confident in their skills and ability to do their job, only 68% believe they have opportunities for promotions or career movement. ​What you can do: ​Ask about internal mobility early in your interview session. Are there structured pathways for growth? Don’t wait to be noticed; document your achievements and share them with your manager during performance reviews. Upskill strategically; focus on skills that are both in-demand and transferable, especially in digital, green, or multilingual sectors. Align Yourself With the Right Values and the Right Employer ​While 76% of workers feel aligned with their employer’s values, there’s a noticeable gap between executive-level alignment (86%) and frontline workers (65%). ​Career tip: ​Research a company’s values, but more importantly, ask how they live them out. If you feel disconnected from your organization’s purpose, speak up or consider moving to one that resonates more with your principles. When choosing between two offers, culture fit can impact your long-term satisfaction more than a higher salary. The Future Is Uncertain. But You Can Stay Ahead ​One in 3 managers in Malaysia are worried about losing their jobs, primarily not because of AI, but due to concerns of economic instability and restructuring. ​Your move:​Stay agile. Build a safety net by diversifying your skills and maintaining a strong professional network. Don’t fear AI; learn it. Few managers here see it as a threat. Instead, embrace it as a tool to improve your performance and stand out. Conclusion ​The workforce in Malaysia is evolving. While we outperform global averages in some areas, like confidence and well-being, stress and career satisfaction remain areas of concern, especially for young talent and frontline workers. ​The best way forward? Be proactive. Be curious. Be intentional. ​Whether you’re just starting out or ready for your next leap, understanding what’s happening in the broader workforce can help you make smarter, more fulfilling career choices. ​How can a recruitment agency help you? ​Navigating today’s job market can be overwhelming, especially when you're unsure where to start, how to stand out, or which companies are really hiring. That’s where a recruitment agency can make a difference: ​Access to Hidden Opportunities: Many top employers don’t advertise all their roles publicly. Recruitment agencies often fill roles through direct outreach, giving you access to exclusive opportunities. Personalized Guidance: A good recruiter will take time to understand your career goals and match you with roles that fit not just your skills, but your aspirations. Resume and Interview Support: From improving your resume to preparing for interviews, agencies help you show your best self. Industry Insight: We’ll let you know what employers are looking for and where your profile fits best, especially in fast-growing sectors. Faster Job Search: When a recruiter represents you, your application is championed directly to hiring managers, giving you a competitive edge. Ready for your next move? A recruitment agency can be your guide, helping you move forward with confidence and clarity.

As a Gen Z professional in Malaysia, you’re stepping into the workforce at a time of massive transformation. From shifting work cultures to AI disruption and rising job uncertainty, it’s easy to feel overwhelmed. But the good news? You’re not alone, and you’re more empowered than you think.​The Global Talent Barometer 2025 highlights both the challenges and the opportunities ahead for Gen Z workers. Here's what you need to know, and how to take control of your career.​You’re Finding Purpose. But Stress Is Still Real83% of Malaysian workers say their work is meaningful and purposeful. That includes you. You want work that matters, not just a paycheck, but a career that aligns with your values and passions.But the same report also reveals a critical red flag:47% of Gen Z workers report moderate to high daily stress levels, the highest among all age groups.​Despite meaningful work and employer support, stress is rising. Why?Uncertainty about the futureLack of clear career progressionUnrealistic workloads or constant change​What You Can Do:Talk to your manager about what success looks like long term, not just in the next 3 months.Create clear career goals and identify the skills you need to level up.Prioritize your wellbeing. Taking breaks, setting boundaries, and protecting your personal time is not optional, it’s essential.​You’re Focused on Growth. But Feeling StuckThe report shows that 80% of Malaysian workers feel they are gaining skills and experience in their current job. That’s great news.But here’s the catch:Only 68% believe they have strong chances for promotion or internal movement.Translation? You’re learning, but you don’t see where it leads. That can quickly turn into frustration.​What You Can Do:Ask about career mapping. Sit down with your manager and ask: “Where can this role take me in the next 2 years?”Upskill proactively. Don’t wait for your company to train you. Invest time in learning relevant tools, certifications, or digital skills on your own.Speak up. Let your team know you’re interested in more responsibility, or new projects that stretch your strengths.​You Want Alignment. But See a DisconnectThe Global Barometer uncovered a values gap between senior leaders and essential workers. Only 65% of front-line workers feel their values match leadership, compared to 86% among senior management.You may feel this gap more acutely as a Gen Z professional, especially if you care deeply about purpose, fairness, or sustainability. You’re not wrong to notice, but you shouldn’t stay silent either.​What You Can Do:Be an advocate for transparency. Ask how your company makes decisions and how values show up in action.Look for employers whose real actions match their promises. Check what they do around ESG, mental health, or equity, not just what they say.Be the change. You have more influence than you think. Suggest ideas. Join projects. Lead from wherever you are.​Final WordYou are not just the next generation of talent, you’re already shaping the future of work. The challenges Gen Z faces are real, but so is your potential. With the right support, clarity, and action, you can thrive in today’s workforce.You deserve a career that grows with you, not just one that drains you. Let’s make that happen, together.​How Can a Recruitment Agency Help You?Being young in the workforce doesn’t mean you have to figure it all out alone. A recruitment agency can be your partner, whether you’re just starting or looking to grow fast.​Here’s how we can help:·Tailored job matches: We don’t just connect you to openings—we connect you to opportunities that align with your skills, interests, and career vision.Career coaching: We help you improve your resume, prepare for interviews, and define your professional brand.\Insider access: We work directly with employers who don’t always post publicly. You’ll get access to opportunities you wouldn’t find on your own.A growth partner: As you evolve, we help you move into new roles, industries, or even leadership tracks.​Check out our job opportunities and connect if you have any questions!

​As Baby Boomers approach or delay retirement, the workforce is undergoing a significant demographic shift, and Malaysia is no exception. The country is fast becoming an ageing society, with one in five Malaysians projected to be over the age of 60 by 2040 (DOSM). But the question remains will this generation strain or strengthen the future of work in Malaysia.​The Malaysian Ageing RealityMalaysia officially became an ageing nation in 2020, with 7.3% of the population aged 65 and above. This is projected to hit 14.5% by 2040. While many Baby Boomers are choosing to retire later due to financial needs or a desire to stay active, others are leaving the workforce earlier due to health concerns, caregiving responsibilities, or lack of support at work.​What Happens When Experience Walks Out the Door?The departure of older workers can trigger a “knowledge drain”, especially in sectors like manufacturing, engineering, healthcare, and public service, areas where experience takes years to build. In Malaysia, many SMEs and government-linked companies still rely heavily on Boomers to train younger staff and manage complex systems. Without proper succession planning, that wisdom could be lost.​Why Some Are Staying And Others Are NotA 2023 EPF report revealed that only 3% of EPF members have enough savings to retire comfortably, pushing many Boomers to extend their working years. However, ageism, outdated training models, and rigid work policies often push older workers out of employment.On the flip side, some organisations—particularly in finance, education, and healthcare—are beginning to see the value in retaining and reskilling older workers, tapping into their reliability and institutional memory.​Multigenerational Workplaces Need a RethinkWith up to five generations now working side-by-side, Malaysian companies are under pressure to design work environments that are inclusive for all ages. That means:Flexible hours or part-time roles for older workersTraining that accommodates different learning speedsMentorship programmes that encourage cross-generational knowledge sharingWhen managed well, this diversity can lead to stronger innovation, team dynamics, and employee loyalty.​What Employers Should Do NowTo prepare for the Baby Boomer shift, Malaysian employers should:Audit their workforce age profile to understand upcoming gapsInvest in age-inclusive policies, not just youth-focused hiringOffer phased retirement and contract-based consultancy optionsSupport lifelong learning, especially digital skills for older employeesCapture institutional knowledge through documentation and mentoring​ConclusionBoomers won’t break the workforce if employers act now. Malaysia’s path to a resilient, inclusive labour market depends on how well we integrate experienced talent with the rising generations. Instead of sidelining older workers, it’s time to redefine how we value them.

Absenteeism is a persistent challenge for Malaysian employers, particularly in hybrid or on-site work models. While occasional leave is expected, chronic absenteeism—when an employee is regularly absent without valid reasons - can hurt productivity, morale, and business continuity. Understanding the root causes can help HR leaders take proactive steps.​Here are the top 5 drivers of absenteeism among workers in Malaysia:​Health-Related Issues (Physical & Mental)In Malaysia, medical leave (MC) remains one of the most common reasons for absenteeism. But beneath the surface, chronic conditions, poor access to healthcare (especially in rural areas), and rising cases of mental health concerns (like burnout and anxiety) are contributing to longer or more frequent absences. According to Malaysia’s 12th Plan Mid-Term Review, mental health issues now affect nearly 1 in 3 people in Malaysia, especially post-pandemic.​Work-Life Imbalance and Care ResponsibilitiesA significant portion of Malaysia’s workforce—especially women and sandwich generation workers—report conflicts between work demands and family responsibilities. Caring for young children, elderly parents, or ill family members often leads to unplanned absences. The Global Talent Barometer 2025 shows that 58% of workers feel that their workload affects their work-life balance, making it harder to stay consistently present at work.​Low Engagement and Job DissatisfactionWhen employees feel disconnected from their roles or lack a sense of purpose, absenteeism can become a form of silent protest or disengagement. In Malaysia, while 83% of workers say their work feels meaningful, less than half are satisfied with their jobs. Disengaged workers are less motivated to show up regularly, especially in environments where they feel undervalued.​Workplace Stress and BurnoutIn high-pressure sectors like finance, customer service, and logistics, chronic stress and burnout have emerged as serious causes of absenteeism. Gen Z workers in Malaysia report the highest stress levels, and many struggle with emotional exhaustion. Employers who fail to address toxic workloads or lack wellness initiatives risk more frequent absences from burned-out employees.​Lack of Flexibility or Supportive PoliciesRigid workplace policies can backfire, especially in a workforce that increasingly values flexibility and autonomy. Malaysian employees—particularly younger generations—are more likely to call in sick or take unapproved leave if they feel their employer lacks empathy or does not offer flexible arrangements. This is especially relevant post-pandemic, as expectations for hybrid and remote options remain high.​ConclusionReducing absenteeism in Malaysia requires more than strict leave policies—it demands empathetic leadership, wellbeing-focused strategies, and engagement-driven HR practices. Employers who listen and adapt to their workers’ evolving needs will not only see lower absenteeism but also higher retention and morale.

Malaysian Employees Trust Their Managers, but Half May Change Jobs in the Next Six Months: ManpowerGroup's Global Talent Barometer Malaysia Report​​MALAYSIA (24 JUNE 2025) – ManpowerGroup today released its Global Talent Barometer, a robust new tool offering unparalleled insights into workforce sentiment across 19 countries. This year marks Malaysia’s debut in the Global Talent Barometer, participating for the first time in its second installment.​The overall Global Talent Barometer score in Malaysia of 70% was derived from three key indices: Well-Being (69%), Job Satisfaction (61%), and Confidence (81%). The report, which gathered data from 500 workers in Malaysia between March 14 and April 11, 2025, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work.​In Malaysia, the workforce exhibits a unique perspective. Employees trust their managers (75%), feel confident in their skills and experience (90%) to perform their jobs, and 85% are confident in using the latest tech. Yet almost half of the workforce feels dissatisfied with their jobs and is likely to change jobs in the next six months.​“It’s encouraging to see that employees in Malaysia feel confident in their skills, supported by the right tools and opportunities to grow. They trust their managers and find real purpose in their work. Yet, many still report job dissatisfaction, high stress levels, and even plans to explore new opportunities in the coming months,” comments Ms Shi Noon Lai, Country Manager of ManpowerGroup Malaysia. “This disconnect highlights a critical need for employers to go beyond the basics—by deepening engagement, strengthening career pathways, and fostering a more fulfilling and sustainable work environment.”​KEY MALAYSIA FINDINGS​Well-BeingDespite 83% of workers in Malaysia finding their work meaningful and purposeful, 1 in 2 continue to experience moderate to high daily stress.Gen Z experiences the highest daily stress levels compared to other generations (47%), despite being supported in work-life balance. While stress levels are similar between all roles, blue-collar workers (44%) and middle managers (46%) in Malaysia report the most stress.More than half (58%) of workers in Malaysia are concerned about their workload impacting work-life balance.Job SatisfactionLess than half of Gen Z (42%) and Millennials (44%) report being satisfied with their jobs—highlighting a significant gap compared to Gen X (54%) and Baby Boomers (65%).A third of managers in Malaysia are bracing for possible job loss in the coming 6 months. AI is reported as a career threat by 29% of managers in Malaysia. However, they perceive economic instability (52%), mass layoffs (37%), and restructuring (36%) as the greatest threats. While 78% of Gen X trust their manager has their best interests in mind for career development, more than half (54%) report they are likely to voluntarily leave in the next six months, indicating a potential disconnect between employees and leadership.ConfidenceEmployees feel capable in their roles, with 90% expressing confidence in their skills. However, essential front-line workers, those who are onsite without choice, as well as those in the Healthcare and Life Sciences industry, feel they lack career opportunities.One in five Gen X and Millennial workers (20%) feel they lack opportunities to reach their career goals in their current organization.Workers who are on-site without choice (76%) are the least confident in using the latest technology, while those in hybrid arrangements (90%) were the most confident.“Malaysian employers have a clear opportunity: by actively listening to their people and responding with agility, they can bridge the values gap, strengthen culture, and drive lasting trust, retention, and performance. What this report underscores is the need for a dual commitment: prioritizing both employee well-being and meaningful career growth. Achieving sustainable success will also require a deeper focus on building inclusive, purpose-driven workplaces where every level of the organization feels connected and valued.” Ms Shi Noon says. Global Workforce Snapshot: Confidence Up, But So Is StressNow at 68% overall, up 1 point from 67% last year, the Barometer reflects responses from more than 13,700 workers across 19 countries. The findings reveal a global workforce in flux:​82% say their work is meaningful (up 2% from 2024)Overall confidence rose to 76% (up 2 points)Job satisfaction dropped to 62% (down 1 point), highlighting the growing divide between workers' skills and their workplace experienceOnly 65% feel secure in their jobs over the next six months (down 6 percentage points from 71%)49% report moderate to high daily stress, with middle managers reporting the highest levels (82%) followed by Gen Z (56%)​The Global Talent Barometer introduces new metrics, including the Well-Being Index, Job Satisfaction Index, and Confidence Index, providing a holistic view of workforce sentiment globally. These innovative indices offer employers unprecedented tools to measure and understand employee sentiment, enabling more effective strategies for talent management and workplace improvement.​To view the complete results of the June 2025 Barometer, visit: https://manpower.com.my/global-talent-barometer-malaysia​For media queries, please contact: Mohammad Kashif, Head of Marketing & Project Solutions, ManpowerGroup Malaysia (D: +601114382855, E: [email protected])# # #​​ABOUT THE GLOBAL TALENT BAROMETER​The ManpowerGroup Global Talent Barometer measures worker well-being, job satisfaction, and confidence around the world. The Talent Barometer leverages independent survey best-practices and statistically significant samples to create a powerful tool to better understand what workers want globally. The research aims to improve the future of work through a deeper understanding of key drivers of workforce sentiment today. ​METHODOLOGY​Survey responses were collected from 13,771 workers across 19 countries from March 14 to April 11, 2025. All the data is weighted to match the worker population in each country by gender, age and region, and all countries are weighted to be equal.​COUNTRIES SURVEYED​Australia, Canada, France, Germany, India, Israel, Italy, Japan, Malaysia, Mexico, The Netherlands, Norway, Poland, Singapore, Spain, Sweden, Switzerland, United Kingdom (U.K.), and the United States (U.S.).​FORWARD-LOOKING STATEMENTSThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries and industries, economic uncertainty, and the use and impact of AI. Actual events or results may differ materially from those contained in the forward-looking statements, due to risk, uncertainties and assumptions. These factors include those found in the Company’s reports filed with the U.S. Securities and Exchange Commission (SEC), including the information under the heading “Risk Factors” in its Annual Report on Form10-K for the year ended December 31, 2024, whose information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.​ABOUT MANPOWERGROUP MALAYSIA​Established in 1997 in Malaysia, ManpowerGroup works with a range of manufacturing, semiconductor, transport and logistics, government, financial institutions, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Malaysia, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Malaysia is available at: www.manpower.com.my​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 more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent.​

​Supporting Future Talent: Career Talk & Advisory Session at MAHSA Avenue International College​In support of empowering future graduates, ManpowerGroup Malaysia was honoured to participate in a career development event hosted by MAHSA Avenue International College (MAIC) on 19th June 2025. The session, attended by final-year students and recent graduates, focused on preparing young talents for success as they enter the workforce.Alex Teoh, our Recruitment Manager from the Permanent Recruitment team, delivered a valuable talk titled “Career Advice for the Next Chapter: How to Secure Opportunities After Graduation”.​Equipping Students for the Real WorldAlex shared practical and strategic insights with students from various academic backgrounds, including healthcare, business, and IT. The session focused on key areas such as:How to be job-ready after graduationBuilding a career mindset beyond academic achievementsUnderstanding what employers look for in fresh graduatesAdapting to workplace expectations and professional conductThe talk resonated strongly with students who are preparing for internships or actively seeking their first full-time job.​​Mastering the Job Hunt: CV & LinkedIn TipsA highlight of the session was the deep dive into crafting ATS (Applicant Tracking System)-friendly CVs, where Alex explained how to format and tailor resumes to meet modern hiring standards. He also emphasized the importance of customizing CVs to job descriptions, using clear structure and industry keywords to improve visibility in digital hiring systems.In addition, students were guided through practical steps to optimize their LinkedIn profiles — from showcasing their skills and achievements, to increasing discoverability by recruiters and hiring managers.“Your LinkedIn profile is your digital handshake. Make sure it speaks to your strengths, skills, and aspirations,” Alex advised during the session.​Personalised Career GuidanceAfter the main talk, our team hosted one-on-one advisory sessions with students — both those preparing for internships and others who had already graduated. These individual discussions focused on:CV critiques and improvementsCareer path guidance based on student interests and industry trendsHow to approach job searching effectivelyTips for a professional online presenceMany students expressed appreciation for the tailored feedback and actionable tips, helping them feel more confident and prepared as they enter the next phase of their professional journey.One of our recruiters Vincent shared, "It was a very productive session as the students got an idea on how to be visible in the market and also attract many job opportunities by fully utilizing the use of social media, especially LinkedIn."​​A Step Toward Building the Workforce of TomorrowManpowerGroup Malaysia is proud to collaborate with institutions like MAIC in bridging the gap between education and employment. By equipping students with the right tools, mindset, and confidence, we’re helping shape the future of Malaysia’s workforce — one student at a time.​Are you an employer looking for internship-ready or entry-level talent?Let us help you connect with capable, motivated graduates prepared to make an impact from day one.Contact usto find the right talent for your organization.​

Shaping Future Careers at SDCKL’s Internship Career Readiness Week​On 11th June 2025, Sentral Digital College Kuala Lumpur (SDCKL) hosted a dynamic and purposeful Internship Career Readiness Week (ICRW) event, bringing together academia and industry to prepare final-semester students for their upcoming internship journey.​Organized by the Internship and Industrial Engagement Department, the half-day event welcomed over 70 students from the Business, IT, and Supply Chain faculties — all of whom will begin their internships in July. The goal: to equip students with insights, expectations, and practical guidance as they transition from classroom to corporate.​Inspiring Session on Industrial Readiness​Pn. Anita Binti Hamzah, Director of Staffing, spoke about the importance of industrial engagement and workplace culture. Her session focused on what students can expect in today’s evolving professional landscape, from communication norms to adapting to diverse work environments.​​​Her insights helped students understand not just how to perform in their internships, but how to thrive, adapt, and begin shaping their long-term career paths. It was an engaging, informative talk that sparked thoughtful questions and reflection among attendees.​Career Readiness in Action: Industry Consultation Sessions​Following the seminar, students had the opportunity to join a dedicated interview session coordinated by SDCKL. This was not just a casual interaction; it was a structured engagement platform where students from logistics, IT, and business streams could participate in mock interviews, receive personalised resume advice, and learn real-world tips on how to stand out to employers.​Our recruitment consultants conducted one-on-one sessions designed to mirror actual internship interview settings. They offered tailored guidance on resume structure, interview etiquette, and industry-specific expectations, ensuring each student walked away with both confidence and a clear action plan for their career readiness.​“Many students came in uncertain but left with clarity and motivation. "That's the power of direct engagement,” shared one of our consultants.​​A Meaningful Step Forward​The event was not only a success in terms of turnout but also in creating tangible value for students who are about to take their first step into the workforce. It reflected SDCKL’s commitment to student development and the strength of partnerships between education and industry.​Looking for Internship Talent?​If you're an employer seeking bright, motivated interns in logistics, IT, or business, we’d be glad to connect you with students who are ready to contribute and grow. Let’s work together to build tomorrow’s workforce. Connect with us here.​

​Understanding Temporary Worker Turnover​In Malaysia’s dynamic job market, managing employee turnover is essential. Temporary and contract staff often leave before contracts end, and understanding why can save your organisation time and money.Reasons Temporary Workers Leave Early​1. Job Insecurity Temporary contracts inherently carry uncertainty, workers often leave once they find permanent roles elsewhere.​2. Low EngagementContract staff may feel undervalued if they don’t receive the same induction, feedback, or support as permanent employees.​3. No Career Path⁣Temporary roles rarely come with clear progression, leaving workers unsure if long-term growth is possible.​4. Pay & BenefitsContract workers are often paid less and miss out on benefits like EPF, SOCSO, or job protection, making better offers hard to resist.​The Ripple Effect of High TurnoverDisrupted Operations: Constant onboarding interrupts workflow and strains your team.Rising Costs: Recruitment fees, training resources, and inefficiencies add up quickly.Knowledge Loss: Each departure takes away institutional memory that’s hard to replace.Poor Team Morale: High turnover undermines cohesion and productivity.How to Reduce Temporary Turnover​Provide Job Security & EngagementBe transparent about contract duration and any potential for permanent roles.Include temp staff in team meetings and social activities.Schedule regular check-ins to address concerns and share feedback.Offer Competitive RewardsAlign contract pay more closely with permanent roles; consider small benefits like training allowances.Introduce flexible scheduling—many contract workers value autonomy and work-life balance.Improve Hiring & OnboardingWrite clear job descriptions to match expectations accurately.Use a thorough onboarding process that includes training, systems access, and team introductions. A strong first month can reduce early departures by up to 70%. Effective onboarding fosters belonging, boosts morale, and enhances productivity, key to long-term retention in Malaysian firms Success Story​Reducing Temp Turnover for a Leading E-Commerce Brand​A major e-commerce player in Malaysia faced a big challenge: high turnover and no-shows among their temporary warehouse staff, especially during peak sales periods.​How We Helped:​We built a faster, more efficient recruitment process. Candidates were screened using clear criteria based on real job demands. We introduced pre-job briefings so workers knew what to expect. Our team provided close support throughout the assignment.​The result?Faster hiringBetter job fitMajor drop in no-shows and early dropoutsWith Manpower’s support, the client got a reliable, ready-to-work temp workforce, just in time for their busiest seasons.​The Takeaway​Temporary workers are a growing part of Malaysia’s labour force, and managing their turnover effectively is more important than ever. By addressing engagement, compensation, and integration, companies can build a more stable and efficient contingent workforce.Need help stabilising your temp workforce? Reach out to Manpower Malaysia for solutions tailored to your needs.​​ 

​ManpowerGroup ContactMohammad KashifHead of Marketing & Project SolutionsManpowerGroup [email protected]​APME Maintains Stable Hiring Outlook Amid Global Uncertainty in Q3 2025 ​​The Net Employment Outlook for Q3 2025 in Asia Pacific and the Middle East (APME) is +28%, remaining the same as Q2 2025 and up 7 points from Q3 2024. Employers in U.A.E. (+48%), India (+42%), and China (+28%) report the strongest Outlooks in the region, with U.A.E. also ranking first globally, beating the global average by 24 points. The Information Technology sector leads hiring intentions (+38%), followed by Financials and Real Estate (+31%) and Industrials and Materials (+29%). Larger organizations demonstrate the strongest hiring intentions, with companies of 5,000+ employees reporting the strongest Outlook (+39%). More than 6 in 10 (63%) companies in APME report increasing their investment in task or process automation.​​​MALAYSIA (10 JUNE, 2025) – The latest ManpowerGroup Employment Outlook Survey reveals a strengthened hiring Outlook across APME for Q3 2025, with a Net Employment Outlook (NEO) of +28%. This remained the same compared to the previous quarter and represents an increase of 7 points year-over-year. ​The Survey, which gathered data from over 12,434 employers across 10 APME countries and territories, indicates a stable and resilient labor market, where businesses remain committed to talent investment even amid global economic headwinds. ​“Despite global trade headwinds, hiring sentiment across Asia Pacific and the Middle East remains firm. This consistency reflects employers’ cautious confidence in navigating a complex global landscape and underscores the region’s resilience, adaptability, and strategic focus on long-term growth. Notably, the U.A.E. leads the world in employment Outlook, exceeding the global average by 24 points—a testament to its economic agility, policy stability, and sustained investment in innovation and infrastructure,” said François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup.​Besides employment Outlooks, the APME report also shed light on the main reasons for staffing increases and decreases. 40% of employers in the region cite company expansion as the top reason for staffing increases, followed by new ventures requiring new roles (30%), and tech advancements needing more expertise (30%). On the flip side, economic challenges (36%) and the need to adapt to market changes (30%) are the top reasons for workforce reductions.​The report also explores how an aging workforce, uncertainty, and automation are influencing HR strategies. ​Hiring in the Face of Trade Uncertainty: Global trade uncertainty is shaping hiring decisions for 59% of companies in APME, with the impact particularly pronounced among employers within the Communication Services sector (65%), and the Transport, Logistics, and Automotive sector (65%). Bracing for the Silver Shift: 54% of companies in APME report that workforce aging and the retirement of experienced talent are shaping their HR strategies—most notably in the Communication Services sector, where 65% report an impact, followed by the Transport, Logistics, and Automotive sector (61%). APME Employers Gear Up for a Tech-Driven Future: More than 6 in 10 (63%) companies in APME report increasing their investment in task or process automation, with the IT sector (75%) leading the way. At the same time, 74% of employers expecting automation to bring the biggest changes to IT and data-focused roles over the next five years. ​Used internationally as a bellwether of labor market trends, the NEO is calculated by subtracting the percentage of employers who anticipate reductions in staffing levels from those who plan to hire.​​HIRING INTENTIONS BY REGION ​Asia Pacific and the Middle East (APME): U.A.E. leads global hiring confidence with an Outlook of +48%, followed by India (+42%). The strongest Outlook globally for the Transport, Logistics, and Automotive (+64%), Energy and Utilities (+57%), Consumer Goods and Services (+50%) industry verticals were reported by employers in the U.A.E. Highest hiring intentions in the Financials and Real Estate industry vertical was reported by employers in India (+43%). The Americas: Employers in the Costa Rica (+41%), Brazil (+33%), and U.S. (+30%) reported the strongest hiring intentions across the regions for Q3. However, Argentina reports the lowest global Outlook at +3%. The strongest Outlooks globally for both the Healthcare and Life Sciences and Industrials and Materials industry verticals were reported by employers in Costa Rica (+62% and +47%, respectively). Europe: The Netherlands (+30%), Ireland (+29%), and Norway (+26%) report the strongest hiring intentions in the region. The strongest Outlook globally for the IT industry are reported by employers in Norway (+60%), and Communication Services in the Czech Republic (+57%). ​To view the complete results for the Q3 2025 ManpowerGroup Employment Outlook Survey, including regional and country data, visit: www.manpowergroup.com.sg/meos-apme. The next survey will be released in September 2025 and will report hiring expectations for the fourth quarter of the year. ​# # #​​About the SurveyThe ManpowerGroup Employment Outlook Survey is the most comprehensive, forward-looking employment survey of its kind, used globally as a key labor market indicator. The Net Employment Outlook (NEO) 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.​Survey MethodologyThe methodology used to collect the data for the Employment Outlook has been digitized in 42 markets for the Q3 2025 report. Survey responses were collected in April 2025. The question asked and the respondent profile remains unchanged. Size of organization and sector are standardized across all countries and territories to allow international comparisons.​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 70 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent.For more information, visit www.manpowergroup.com, or follow us on LinkedIn, Facebook, and Bluesky.​Forward-Looking StatementsThis press release contains forward-looking statements, including statements regarding labor demand in certain regions, countries, and industries, economic uncertainty, and workforce trends. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties, and assumptions. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.

Interview Follow-Up: Moving Closer to the Job Offer​You've wrapped up our interview; now what? Here's how to solidify a positive impression and increase your chances of success.Today’s interview follow-up is more than a thank you note. Think of it as a process that keeps you in contact with your potential employer. Through this ongoing contact, you have additional opportunities to demonstrate your strengths and your value to the company. The Follow-Up Email The first step after your interview is to send a follow-up email within 24-48 hours. Make sure to send a personalized email to each interviewer individually. While you can use a similar structure for each message, tailor it by addressing the interviewer by name and title, and referencing specific points from your conversation. Use email as your primary medium unless the company prefers regular mail. Here are some tips to make your follow-up email impactful:Begin by sincerely thanking the interviewer for their time and the opportunity to speak.Briefly recap key points from your discussion to remind them of your conversation and show your attentiveness.Highlight your strengths, skills, and how you can add value to the company based on the role.Convey genuine enthusiasm for the company and express your strong interest in the position.If appropriate, clearly indicate your desire to move forward and join the team.Keep the email concise, positive, and professional, ensuring it is free of spelling and grammatical errors. ​Below are three tailored email templates for follow-up letters after interviews, customized for Fresh Graduates, Career Changers, and Mid-Career Professionals. Each includes the tips you mentioned and adapts the tone and focus to the audience. Follow-up Email for Fresh Graduates​​Subject: Thank You for the Interview Opportunity Dear [Interviewer’s Name], Thank you for taking the time to meet with me on [date] regarding the [Job Title] position at [Company Name]. I truly appreciated learning more about the role and your team. Our discussion about [specific topic discussed] was especially insightful and reinforced my enthusiasm for joining [Company Name]. I am confident that my skills in [mention relevant skills or experiences], along with my eagerness to learn, would allow me to contribute positively to your team. I am excited about the possibility of starting my career with [Company Name] and am eager to bring my dedication and fresh perspective to the role. Please let me know if you need any additional information from me. Thank you once again for your time and consideration. Best regards,[Your Full Name][Your Contact Information]​Follow-up Email for Career Changers​Subject: Appreciation for the Interview and Continued Interest Dear [Interviewer’s Name], Thank you for the opportunity to discuss the [Job Title] role with you on [date]. It was a pleasure learning more about how my background in [previous industry or role] can translate to success at [Company Name]. I appreciated our conversation about [specific topic], which gave me greater insight into the challenges and goals of your team. I believe my transferable skills and passion for this new career path position me well to add value to [Company Name]. I remain enthusiastic about the prospect of contributing to your team and am excited to bring my diverse experience and dedication to this role. Please feel free to reach out if I can provide any further details. Warm regards,[Your Full Name][Your Contact Information]​Follow-up Email for Mid-Career Professionals​Subject: Thank You for the Interview and Next Steps Dear [Interviewer’s Name], I want to sincerely thank you for meeting with me on [date] to discuss the [Job Title] opportunity at [Company Name]. It was a rewarding conversation that deepened my understanding of the position and your company’s strategic priorities. I am confident that my extensive experience in [your field/industry], combined with my skills in [specific skills], align well with the needs of your team. Our discussion about [specific topic] underscored how I can contribute to your continued success. I remain very interested in joining [Company Name] and am eager to leverage my background to drive positive outcomes. Thank you again for your time and consideration. Please let me know if there is anything further you need. Best regards,[Your Full Name][Your Contact Information]​Next Steps​If you provided references to your interviewer, make a point of contacting each person to alert them to a potential call from the company. After 10 days, follow up with a phone call to ask where the interviewer is in the process, and if you can provide any additional information. Take this opportunity to remind the interviewer of some unique quality or strength you can bring to the job. Finally, continue your job search. If You Don’t Get the Offer​If you are not offered the position, turn a negative into a positive by asking the interviewer if you can bring him/her into your network. Ask for referrals to other contacts. Your proactive steps demonstrate your networking skills and may earn you some insight into another job opening.​

​How to Rise to the Top as a Top Performer​Are you energetic at work? Do you motivate and inspire co-workers? Can you achieve results? Here's what you need to know about becoming a top performer.​Top performers share these core competencies. They rely on them to consistently exceed expectations at work. And they’ve probably developed these capabilities through on-the-job experience. With a little effort, you can rise to the top, too. Here are a few tips:​Master time management.Knowing how to prioritize and meet deadlines is critical to any career. Manage your time by making to-do lists and keeping your schedule updated.​Create value in everything you do.While everything you do is important, the key is to find—and sometimes create—value. Strive to make a difference to the bottom line with every task.​Be resourceful.You can be part detective, part researcher, and part negotiator at work. Find out what you need to do, where you need to go, and who you need to talk to in order to complete assignments.​Stay informed.Keep track of office policies, department memos, company news, and industry trends. The more you know, the more relevant information you can bring to the table.​Be a team player.Get to know your team members so you can better engage them in achieving team goals. Your team’s success is your success too.​Conduct effective meetings.Send agendas in advance so participants can come prepared. Start on time and stick to the task at hand. Leverage the strengths and input of each meeting participant. End on time, and for unfinished agenda items, assign action items with due dates. Bottom line: People will appreciate your efforts to use their time productively.​Be a leader.You don’t need to be a manager to show leadership skills. Take initiative. Be persuasive. Be responsible. Take ownership. Get people on board. Know people’s strengths and weaknesses.​Make a name for yourself.To be recognized as a top performer, you have to stand out. Look for opportunities to be part of a team, take on a challenging assignment, seek projects that will involve other departments or executives, and volunteer for the “hot” projects. Make sure your hard work gets noticed.

​Top 5 Tips to Negotiate Salary and Benefits with Confidence​Master salary negotiations with flair! Dive into proven strategies to recognize your worth, articulate achievements, and negotiate with confidence.​Ready to master salary negotiation with confidence and flair? Unravel the challenging puzzle of job offers and compensation as we guide you through salary discussions and benefits. So, let's piece this puzzle together and equip you with strategies to secure the rewards you deserve!​Uncover Your ValueBegin the journey to your desired compensation by recognizing your worth. You're more than an applicant; you're a star in your field. It's time to acknowledge and celebrate your unparalleled qualities:Research:Go beyond the job details. Explore salary insights via friends, Glassdoor, and industry trends. It's not snooping; it's aligning yourself with the job market's reality.Highlight your achievements:Reflect on your triumphs, your efforts, and your professional leaps. Document these skill badges; they represent your achievements.Compose your victory speech: Express your unique mix of knowledge, expertise, and passion. Practice presenting your accomplishments, even to your houseplants. You're crafting a self-tribute, not just an argument.​Highlight Your QualificationsYour resume got you here; now support it with your achievements. Each skill and experience – a star in your galaxy. Let's connect the dots into a captivating story:Share your stories: Every conquered challenge is a spellbinding chapter. Share it and show your problem-solving process.Link skills to tangible gains:Your competencies are tools that boost company success. Paint a vivid picture of how your qualifications can add value to their world.Channel your passion:Let your enthusiasm for your craft shine and ripple through the room. It's an energizing spark that can redefine negotiations.​Master NegotiationReplace the negative connotation around "negotiation" with a graceful and cooperative dialogue. It's a collaboration, not a clash.Initiate a friendly conversation:It's a duet, not a duel. Approach it with empathy and unity.Hold a cheery tone:Your receptive, warm demeanor creates an atmosphere of openness.Utilize open-ended questions:Use them as guideposts, gently directing towards common ground, and showcase your collaborative spirit.​Unveil the Complete OfferOffers are gems sparkling with benefits, chances, prospects, and figures. Ready for an adventurous exploration?Discuss your benefits:Health coverage, leisure days, work-life harmony—The benefits package is integral to your life. Evaluate it.Assess your position:How does the offer align with your life’s journey? It's more than employment; it's a milestone.Communicate with trusted ones:Involve your friends, your family, and your mentors. Their viewpoints can offer fresh perspectives.​Pause, Reflect, ChooseThis isn't a race; it's a contemplative trek to your dream destiny. Let's stroll through your decision-making landscape:Respect your journey:It's not just ticking a box; it's molding your future. Allow reflection; let it echo with your soul.Seek reflection:You're weighing a life-changing proposal. Express your need for contemplation gracefully.Ponder with calmness:Find the right place, go through your thoughts, and align your choice with your true calling.​Your journey towards mastering salary negotiation awaits! You now have all the pieces of the puzzle and are equipped with strategies to claim the rightful rewards that await your skill and experience. Your path to prosperity begins now, and we're here to champion your success every step of the way!​

Empowering Youth Through Career Readiness and Meaningful Development​​Manpower Malaysia has consistently been dedicated to strengthening Malaysia’s workforce through upskilling, reskilling, and impactful career development. We proudly participated with Khazanah Nasional Berhad in the GRADUAN® Aspire Career Fair 2025 on 1 June at the Kuala Lumpur Convention Centre. As part of this mission, we proudly launched the K-Youth Development Programme 2025 in partnership with Khazanah Nasional Berhad, which aims to develop Malaysia’s future talents. This programme is focused on equipping Malaysian youth with in-demand skills, boosting employability, and strengthening Malaysia’s future workforce.​​K-Youth Development Programme 2025: Bridging Youth and Employers Through Real-World Career Engagement​Winning Over Employers in Interviews​Interviews are often make-or-break moments for job seekers. Yet, many fresh graduates lack the exposure to perform confidently and effectively in real interview settings.​We have dedicated trainers that can give comprehensive expert advice on tackling tough interview questions, showcasing one’s value clearly, and leaving a lasting impression with potential employers when they join our programme.​"I’m truly grateful for the opportunity to manage and represent this impactful programme. The energy, ambition, and conversations we shared with the youth were incredibly inspiring," shared Fadzli, the Team Lead - Academy (Talent Acquisition).​Joining him at the GRADUAN® Aspire Career Fair 2025 were Lai Shi Noon, our Country Manager, Ms. Leem, Director of Talent Solutions, Norizah Ramli, Programme Manager, and Dalvin Kaur, Director of Perm. Their presence not only helped draw more visitors to our booth, but also reflected their strong commitment to the success and long-term impact of the K-Youth Development Programme.​​​Empowering Youth Through Personalized Career Guidance​In today’s ever-evolving job market, including the rise of green jobs, gig roles, and remote opportunities, young Malaysians often find themselves unsure of where to begin. The training sessions offered under the programme were designed to tackle this challenge.​Participants had the opportunity to speak directly with an experienced Manpower Malaysia consultant who helped them identify their strengths, explore future career options, and create action plans aligned with their goals. With guidance tailored to each individual, the programme aims to build a confident, resilient, and career-ready generation.​Lai Shi Noon, Country Manager of Manpower Malaysia, shared:"I was pleased to see such a great turnout. It wasn’t just fresh graduates, many soon-to-graduate students were also present, exploring the job market and showing genuine interest in their future careers. It’s encouraging to see the younger generation actively preparing for their next steps and wanting to contribute to the growth of our country."​Building a Sustainable Workforce for Malaysia’s Future​According to ManpowerGroup’s 2025 Global Insights Report, Gen Z workers globally are both ambitious and uncertain—they are the most likely to leave their current roles within six months, yet the least confident in finding the right opportunity.​Through initiatives like the K-Youth Development Programme, Manpower Malaysia is committed to helping young talent navigate these uncertainties. By equipping them with skills, clarity, and employer connections, we are shaping a sustainable, future-ready workforce for Malaysia.​Because when youth thrive, the nation moves forward.​If you're interested in the K-Youth Development Programme, where we focus on semiconductor and machinery & equipment, click here.

​How to Procrastinate Productively​Let’s be honest. If you’re reading this, there’s probably something else you were supposed to be doing. Whether you’re trying to power through your work-from-home routine in Kuala Lumpur or juggling multiple roles in your hybrid job in Penang, you might be procrastinating a little. But don’t worry, you’re not alone, and it’s not always a bad thing. ​In Malaysia’s fast-paced work culture, especially in urban hubs like Klang Valley or Johor Bahru, burnout is becoming increasingly common, particularly with hybrid and remote work setups. So instead of pushing through mindlessly, try “strategic procrastination.” Here’s the smart way to procrastinate with purpose and still feel good at the end of the day.​Take a Break with a Brain Boost Your brain wasn’t designed to operate non-stop from 9 to 6 (or beyond, for many of us). Instead of mindlessly scrolling TikTok or doomscrolling news updates, use your breaks to recharge productively. ​Try: ​• Duolingo or Ling App to pick up a new language. Mandarin, Japanese, or even Bahasa Melayu if you're brushing up. • Word games, puzzles, or crosswords like Wordle or Sudoku • Reading one chapter from your favourite local or international author. ​These "smart breaks" can reset your mental energy and help you return to work sharper.​Schedule Your Procrastination Structure your downtime with time-boxing or the Pomodoro technique. Apps like Forest (which is popular in Malaysia) or Focus To-Do let you work in focused sprints and schedule guilt-free breaks. ​Why it works: Malaysian work culture, especially in urban centres like KL, often expects long hours. Using a structured break system helps protect your mental space while still keeping your boss (or yourself) happy. ​Bonus: Apps like Forest also donate to tree planting efforts when you stay focused which a nice way to support sustainability while you work.​Disconnect Fully A half-break isn't a real break. If you’re still checking WhatsApp or Teams messages “just in case,” your brain doesn’t get the rest it needs. ​In Malaysia’s always-on work culture (especially in industries like finance, tech, or customer service), this is a common trap. But here’s the trick: set boundaries. ​• Turn off notifications on apps like WhatsApp Business or Microsoft Teams during break windows. • Go for a teh tarik or kopi break at a mamak stall—no screens allowed. •I f working from home, step out for a 10-minute walk around the neighborhood.​These real breaks allow your brain to reset so you return focused and energized.​Conclusion​Instead of fighting procrastination like it’s your enemy, acknowledge it. The goal isn’t to eliminate it, but to manage it wisely. Our minds function in cycles of focus and rest, and learning to lean into those rhythms is especially important in Malaysia’s high-context, multitasking work culture. ​Procrastination doesn’t have to derail your productivity. With intention, even your delays can move you forward. ​​Explore more career tips and job opportunities from Manpower Malaysia.​

Hiring might be on the Rise: Here’s What That Means for Your Career in Malaysia​If you’ve been thinking about taking the next step in your career, now might be the perfect time. According to the latest ManpowerGroup Employment Outlook Survey for Q2 2025, hiring across Asia Pacific (APAC) is gaining momentum, and Malaysia is very much part of that trend.So what’s really going on? Let’s break it down in simple terms so you know what to expect and how to make your move. What’s the Outlook for Jobs Right Now?​In APAC, 44% of employers plan to hire in Q2. Only 14% are planning cutbacks. That gives us a Net Employment Outlook of +30%, which is a clear sign of confidence in the job market.Even better? This is part of a consistent upward trend that’s been growing since Q3 2024. So if you’ve been hesitant about job hunting or switching roles, this is your nudge to go for it. Which Countries Are Leading the Way?​While the entire region is growing, countries like India, China, and Singapore are leading with the strongest hiring intentions. On the more cautious side, we see Hong Kong and Japan slowing down a bit, but that’s expected with shifting economic priorities.Although Malaysia was not specifically targeted in this research, it sits in the middle of the APAC region. Meaning there might be real opportunities on the horizon, especially if you know where to look. What Industries Are Hot Right Now?​If you’re in tech, or thinking about moving into it, good news: the Information Technology sector is absolutely booming.That’s being driven by:Companies are growing and need more people.New business ventures are creating brand-new roles.Advances in technology call for fresh expertise.Even if you’re not a techie, understanding digital tools or adding tech skills to your resume can make you more marketable, no matter your field.​Our IT job openings are here. Size Matters. When It Comes to Companies Hiring​Here’s an interesting insight: the bigger the company, the more likely they are to be hiring. So if you’re a job seeker, consider targeting larger organizations, they tend to have more resources and growth momentum. What Can You Do Next?​Whether you're actively job hunting or just curious about your options, here’s how to make the most of the current hiring landscape:Polish Your Resume. Update your achievements, highlight your tech skills, and tailor it to the roles you're aiming for.Start Networking. Reach out to past colleagues, attend industry events, and be active on LinkedIn.Think Bigger. Apply to roles at larger organizations or in industries that are growing fast, like IT or logistics.Keep Learning. Stay current with tools and certifications that align with where your industry is heading. How Can a Recruitment Agency Help You?​With so many opportunities emerging, especially in growing sectors like IT and with large, expanding companies, it can be overwhelming to know where to start. That’s where a recruitment agency like Manpower comes in. We don’t just match you with jobs; we connect you with the right opportunities based on your skills, goals, and where the market is heading.​Whether you're looking to join a fast-growing tech firm, break into a larger organization, or pivot into a new industry, Manpower can give you an edge. Our insight into hiring trends (like those shared in this blog) allows us to guide you toward roles that align with your potential. Plus, we can help you sharpen your resume, prepare for interviews, and build the confidence you need to make your next move a successful one.If you like this one, you might be interested​6 Ways to Give Your Resume a MakeoverHow to Answer 7 Common Interview Questions​How to Use AI to Tailor Your CV for Every Job Application: A Guide to Effective Prompt Sequences with ChatGPT​​

​Fresh Talent? Here's Why Q2 2025 Might Be Your Time to Shine​If you’re a recent graduate or someone just stepping into the job market in Malaysia, you're probably wondering, “Is this a good time to start my career?”The short answer? Yes.According to the ManpowerGroup Employment Outlook Survey for Q2 2025, there’s plenty of reason to be optimistic. Here’s what you need to know and how to make the most of the moment. Companies Are Hiring And Growing FastIn Asia Pacific, almost half of employers (44%) are planning to hire more staff in the second quarter of 2025. It’s a clear signal that the market is full of opportunity.Even better? This trend has been climbing steadily since mid-2024. So while there’s still some economic uncertainty, companies are betting on growth, and that’s where you come in. What’s Driving All This Hiring?Employers in the region say they’re hiring for three main reasons:They’re growing.They’re starting new ventures.They need new tech skills.This is important: employers are not just looking for experience, they’re looking for potential, fresh ideas, and up-to-date tech know-how. That’s where you can stand out. Which Sectors Should You Watch?If you’re exploring industries, look closely at IT and tech. With a staggering +42% employment outlook, it’s the strongest across all sectors in APAC right now.But that’s not the only space with promise. Logistics, finance, and green energy are also growing fast. The key is to look for industries that are being reshaped by innovation, that’s where the job growth is happening. What About Company Size?Here’s something you might not know: big companies are hiring more than small ones right now. Businesses with 5,000+ employees are at +38% Outlook, while those with under 50 staff sit at +19%.So if you're just starting out, don't be intimidated by big names. Many of them are investing in graduate programmes, onboarding, and training, and they want fresh talent like you. How Can You Stand Out?You don’t need decades of experience to land a great role. Here’s what you do need:A growth mindset. Be ready to learn and adapt quickly.Digital literacy. Even basic tech skills (Excel, collaboration tools, data literacy) give you an edge.A polished online presence. Keep your LinkedIn profile sharp and aligned with your resume.Confidence. Believe that you bring something valuable to the table, because you do. In summary:The job market is shifting, and it’s opening doors for fresh talent like never before. Whether you’re entering the workforce or scaling your team, Q2 2025 is packed with possibility. So take that first step. Start applying, start interviewing, and start building something new. How Can a Recruitment Agency Help You?If you're new to the job market, finding your first role can feel overwhelming. That’s where a recruitment agency like Manpower becomes a powerful partner. We work closely with companies across fast-growing sectors like IT, logistics, and finance, many of which are actively looking for fresh talent just like you. Right now, we are partnering with Khazanah Nasional in Malaysia with the K-Youth Development Programme. We are targeting young talent for the Semiconductors and Machinery & Equipment industries. Here is a link to know more: https://manpower.com.my/k-youth-development-programme-2025​Manpower can help you identify the right entry points into large organizations that are hiring, guide you in polishing your resume and LinkedIn profile, and even prep you for interviews so you can make the best impression. With deep insights into current hiring trends (like the ones from this Q2 2025 report), we’re here to make sure you’re not just job searching, you’re job landing.​You might likeShould You Still Apply For A Job If You Don't Meet The Requirements?Standing Out Beyond The Resume with Soft Skills

​Why Companies in APAC Are Hiring in Q2 2025 and What It Means for You Hiring intentions in APAC are showing signs of consistent growthBut here’s the more important question: why?In the latest ManpowerGroup Employment Outlook Survey Q2 2025 (MEOS), 44% of employers in APAC said they plan to increase their headcount this quarter. In contrast, only 14% anticipate a reduction.That’s a confident signal in a region where markets are cautiously optimistic and opportunities are ripe, especially for companies based in this region, including Malaysia.But here’s where it gets more interesting.​Download our MEOS report here​When we asked employers why they’re hiring, the top 3 reasons were:Company growth is creating more jobsNew ventures are requiring new rolesTech advancements are driving demand for new expertiseLet’s zoom in on that last one, because it’s reshaping what the workforce looks like today. Tech Advancements = Talent EvolutionAcross every industry, from manufacturing to marketing, employers are realizing that tech isn’t just “nice to have”; it’s central to growth.Cloud migration, automation, AI tools, data analytics, cybersecurity, and even robotics are no longer limited to tech companies. They’re now mission-critical in logistics, banking, healthcare, retail, and more.In our 2025 Workforce Trends report, this shift is captured under Trend 10: Workforce Career Durability, the idea that technical skills are now the foundation of long-term employability. Not just for tech roles, but for everyone. For employers in Malaysia, this trend shows up as:A surge in demand for multi-skilled digital professionalsGreater emphasis on project-based hiring for rapid implementation of tech toolsAn urgent need to reskill existing teams rather than always relying on external hiringThis demand isn’t going anywhere. 76% of IT employers globally say they are struggling to find the skilled talent they need. And What About the 14% Cutting Back?While the majority of employers are hiring, there are still some that are pulling back. Their top reasons?Economic uncertaintyAdapting to market changesRestructuring or downsizingIf you’re in this group, here’s what we’d advise:Don’t freeze hiring; pivot it. You may not need full-time hires, but project-based or contract workers can help you meet short-term needs while reducing long-term cost commitments.Invest in upskilling, not just headcount. If the budget is tight, consider building internal capabilities instead of expanding externally. It’s slower, but the ROI on reskilling is much stronger in the long run.Stay flexible. The trends report emphasized the importance of rapid talent assembly, the ability to shift your team composition quickly as your business evolves. It’s a future-proof strategy in an unpredictable world. What You Should Be Doing NowWhether you’re hiring aggressively or cautiously evaluating each new role, here are 4 action points for Q2 2025:​1. Reassess Your Workforce StrategyAre your current roles aligned to where your business is headed, or where it’s been? Identify skill gaps, especially in tech-related functions.​2. Build a Hybrid Talent ModelDon’t rely solely on permanent hires. Combine full-timers with contract staff, outsourced teams, or freelance specialists, especially for tech-driven projects.​3. Develop Career Durability InternallyStart building a roadmap for how your employees will evolve with your business. This includes training in digital tools, data literacy, AI basics, and communication.​4. Watch Your CompetitorsIf others in your industry are hiring while you’re not, ask why. Are they preparing for a shift you’ve overlooked? How can a recruitment agency help you?A recruitment agency like Manpower can be your strategic partner in navigating the evolving talent landscape across APAC. With hiring demand surging due to company growth, tech-driven transformation, and the launch of new ventures, it’s essential to move fast and smart. Manpower connects you to skilled professionals across permanent, contract, and project-based roles – helping you build hybrid teams that match your business needs and budget. Whether you’re hiring aggressively or pivoting cautiously, we provide access to hard-to-find digital and tech talent, so you don’t miss out on critical opportunities.​Moreover, Manpower supports employers beyond just filling roles. We help you identify emerging skill gaps, implement upskilling programmes, and build internal workforce agility, all aligned with long-term career durability and the trends shaping tomorrow’s workplace. In uncertain times, we offer flexible workforce solutions like Talent-as-a-Service, enabling you to stay competitive without overcommitting resources. No matter your hiring position this quarter, we’re here to help you build a future-ready workforce.​Hiring? Contact us here.

​The Talent Outlook in Malaysia: What You Need to Know from the Latest ManpowerGroup Employment Outlook Survey​The job market in Asia Pacific is heating up, and if you're an HR leader or business owner in Malaysia, it’s time to sharpen your hiring strategy.According to the Q2 2025 ManpowerGroup Employment Outlook Survey, the APAC region reports the strongest hiring outlook globally, with a Net Employment Outlook (NEO) of 30%. This means employers expecting to hire outweigh those planning to downsize, a promising sign for growth-oriented businesses like yours.But what does this mean for Malaysia, and more importantly, what actions should you take now? Let’s break it down.​Download the MEOS Q2 report here A Region on the Rise, but What About Malaysia?While Malaysia's specific NEO was not listed in this quarter’s summary, we are part of a region where countries like India (43%), China (32%), and Singapore (27%) are driving strong hiring momentum. The tech sector alone reports a 42% hiring outlook, the highest among industries in APAC.In Malaysia, our ICT sector is growing, and this aligns well with the tech hiring trend across APAC. What’s Driving Hiring?If you’re planning to hire soon, you’re not alone. The top reasons APAC employers are expanding their teams include:Company growth (42%)New ventures requiring new roles (33%)Tech advancements needing more expertise (31%)This aligns with what we’re seeing on the ground in Malaysia: companies expanding post-pandemic, embracing digitalization, and launching new products or services that require fresh talent. What Should You Be Doing Now?Here are 4 action points to consider for your Q2-Q3 hiring plans:​1. Don’t Delay Hiring DecisionsIn a high-demand market, top talent doesn’t stay available for long. Streamline your recruitment process. Partner with a workforce solutions provider (like us!) who can quickly tap into active and passive talent pools.​2. Consider Contract & Project-Based TalentIf economic uncertainty is causing hesitation, contract hiring can offer flexibility without long-term commitments. It’s also a great way to evaluate talent before full-time conversion.​3. Upskill & Reskill InternallyIf you're struggling to find external talent, especially in IT, engineering, or digital, your best bet might be internal. Launch internal mobility or training programmes. Remember, only 27% of workers globally say they have a career plan. Show them one.​4. Optimize for Gen Z ExpectationsAccording to our Gen Z white paper, 47% of Gen Z plan to leave their roles within 6 months. To retain young talent, offer purpose-driven roles, hybrid work options, and continuous learning opportunities. What’s Holding Others Back?For employers who anticipate staffing cuts this quarter, economic uncertainty is the main reason (37%), followed by market changes and organizational restructuring.If you’re in this group, consider workforce agility strategies, such as a Build-Operate-Transfer model, Managed Services, or Talent-as-a-Service to help reduce costs while keeping critical operations running. How can a recruitment agency help you?A recruitment agency like Manpower can play a pivotal role in helping your business navigate today’s competitive and fast-moving job market. With top talent in high demand across Malaysia, especially in tech, digital, and engineering roles, speed and access to quality candidates are critical. Manpower connects you with both active and passive job seekers through an extensive talent network, helping you fill roles faster and more efficiently. Whether you’re scaling up quickly or managing growth cautiously, we tailor solutions that match your hiring pace and strategic goals.​Beyond recruitment, Manpower supports workforce agility through flexible staffing models such as contract hiring, project-based placements, and Talent-as-a-Service, which are ideal for companies facing economic uncertainty or undergoing restructuring. We also partner with clients on internal upskilling and reskilling initiatives, helping you build capabilities from within when external talent is scarce. Whether you’re preparing for Gen Z workforce expectations or transforming your operations, we’re here to help you stay future-ready.Email us at [email protected] if you need further information regarding hiring.

Going back to the Office? Make It Worth the Trip​A Malaysian take on getting your team back to the office in 2025.So, your team’s been working from home, maybe doing hybrid, maybe fully remote. And now you’re thinking, it might be time to bring people back into the office. You're not alone. Across Malaysia, more employers are starting to push for in-person work again.But here's the truth: you can’t just flip a switch and expect everyone to be excited about traffic jams and long commutes. If you want people to show up, not just physically but mentally, you’ve got to make the office worth coming back to.Let’s break down how.​Make the Office Feel Like a Place People Want to Be​Think about it: if the workspace still looks like a 90s cubicle farm, no one’s rushing to return. People need spaces that help them focus, connect, and feel comfortable.For admin teams? Quieter zones with good lighting. For contact centres? Better acoustic setups for calls and spaces to chill in between. For everyone? A space that doesn’t feel like punishment.Offices don’t need to be fancy, but they do need to feel human.​Talk About What They’ll Gain, Not What They’ll Lose​Saying “You have to come back” doesn’t inspire much. Instead, talk about what they’ll actually get out of being in the office.Need quick support? Easier when your teammates’s just across the table. Got a problem? Solve it in five minutes instead of a Teams meeting that drags on for hours. Want to grow? In-person coaching and career chats hit differently.For admin and contact centre staff, especially, the right in-office setup can help with speed, confidence, and support.​Flexibility’s No Longer a Bonus. It’s the Bare Minimum​Let’s be real. Most Malaysians now expect some form of hybrid. Studies show over half of local employees prefer a mix of home and office days, and nearly 40% say they’d quit if forced back full time. So even if you want more people in the office, try to meet them halfway:Maybe 3 days in, 2 days out.Or team-specific plans that reflect how they actually work.The goal? Structure with breathing room.​Bring Back the Buzz with the Little Things​You don’t need a massive budget to make people feel good about coming in. Just… make it a bit fun again.Surprise lunches (who says no to free nasi lemak?)Free fruits every MondayFestive potlucksCoffee that doesn’t taste like regret.Small wins celebrated with teh tarik and laughter.People miss the connection. Bring it back.​Help Managers Lead the Way​Some team leads were promoted during the remote era and may have never managed an in-office team before.Others are still figuring out how to juggle hybrid dynamics.Train them. Coach them. Give them tools to lead with empathy and not just attendance trackers. And most importantly? Teach them that micromanaging kills morale. Trust builds performance. No one thrives under a manager who’s always breathing down their neck.Because no one quits a company, but they quit a manager who doesn’t get it. ​Final Wrap​Returning to the office doesn’t have to feel like a step backward. Done right, it can feel like a reset. A fresh start. A better way to work together.Don’t push people back, but pull them in with purpose.To find out about the services Manpower provides for employers, click here.