​Remote work has become increasingly popular with both employees and employers for a variety of reasons: distributed teams reduce costs for businesses, help the environment because fewer people have to commute, and employees experience fewer workplace interruptions; these are all perks of working remotely. The following tips enable optimal productivity:Prepare for SuccessCreate your workspace: Establish a dedicated work environment that is free from distractions. Consider logging out of all social accounts during work (unless necessary for your job). If sharing a space with others, lay ground rules and expectations for noise levels and break times.Evaluate and upgrade your home technology: Consider increasing or boosting your Internet bandwidth especially if you have multiple people accessing your network at the same time. Those with spotty cell reception may consider a dedicated office line.Establish set working hours: Develop a routine where you “start (and end) your work day.” Potentially schedule a recurring meeting each morning to ensure you start your day on time. Similarly, log out and log off at the end of your work day.Stay ConnectedHold daily check-ins: Maintain open and frequent communication with your manager, colleagues and those who report to you. Managers should hold regular meetingswith team members. Establish expectations for response times to emails and phone calls while utilizing out of office reminders or notifications if you will be away from your desk for extended periods of time.Leverage multiple technology platforms: Phone, email and chat are likely standard in your work life. Using video conferencing may enable feeling more connected anddecrease isolation (Tip: video calls can also motivate users to “dress more for the office” which can also help shift mindset throughout the day).Be productive and proactive: Plan to deliver the same productivity that you do when you are in the office.Have your manager or colleagues hold you accountable. Alert colleagues if you anticipate delays in your work or if you are collaborating on a group project.Leverage technology support: Leverage your company’s IT support desk if you have questions or need support. Understand that they are likely receiving a largenumber of requests for similar support at this time.​Manage Your TimePractice effective time management: As you adjust to your new environment, you will establish peak performance times such as early morning before other familymembers are awake. Find the times that work best for you to maximize your productivity.Build in time for the unexpected: If you build in extra time for unanticipated work demands, you will be less stressed if and when this happens. Set aside time and you can always reallocate it to get ahead on a project if no emergencies pop up.Take breaks: Step away from your work area for 10-20 minute breaks every two hours. Take a short walk, read a quick article, check in with your family members or other friends working remotely. This shift in your focus will make you more productive when you return to work.Be flexible and patient: This is even more essential now that you are working from home.As your company is responding to properly equip the newly remote workforce, there may be delays in responses from colleagues or a lag in technology.​Posted byNadhirah Afiqah - Marketing Assistant

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

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

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

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

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

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

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

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

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

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

The Top Hiring Managers Checklist to Conduct Successful Remote Interviews​You must have noticed that with the lockdown in Malaysia, dynamic and forward looking companies are leveraging on the advantages of hiring talent right now. ​However, traditional recruitment or hiring activities are replaced with digital and virtual alternatives. Although nothing beats face to face interactions in an interview for example, hiring managers and recruitment professionals are getting used to remote interviewing practices. ​So, to help you conduct successful remote interviews, we came up with a checklist. Mind you that this checklist is not only particular to a lockdown, but rather for any remote interviewing situations.​Here is the checklist you can download for your easy reference:Download​​1. Keep necessary documents at your reach ​For your easy reference during the interview, keep important documents such as the candidate’s CV and application form easily available. ​You will be able to open these files on your screen and ask relevant questions to the candidate during the call. ​Easy access to these files will save you searching time and unnecessary anxiety during the conversation.​2. Check the functionalities of your hardware​We have all been there. A virtual meeting starts and we do not have either headphones, a working mic, a camera or stable internet connection.​To avoid this uncomfortable situation, try to conduct a mock call with your friend or colleague. ​Make sure your equipment is working as expected and that the person on the other end of the call can clearly see and hear you.​3. Check the functionalities of your software​With so many virtual conferencing applications available, Zoom, Teams, Webex, and Skype to name a few, it can quickly become confusing which tool to use. ​Simply pick the one that you are most comfortable with and familiarize yourself with its functionalities. ​Search for quick tutorials on YouTube to become more comfortable on the software usage and practice with your friends or colleagues. ​Regardless of what tool you choose, keep in mind the availability of functions such as video calls, file sharing and screen sharing. These functions are very important in remote interviews. ​Also, make sure you know how to share a link to people you want to join your call. Test the links with others and check if they are able to easily access the virtual meeting. ​It might be useful to share the links with people from outside your organization as sometimes certain applications only allow individuals from within your company to join the call. ​4. Consider Your Environment​To provide the right first impression, it is important to take into account your surroundings. ​Things like the room where you will conduct the interview, your background and your clothing. ​Depending on the image you want to convey about your company, your environment will play a crucial role in forming that first impression. ​5. Give candidates heads up on remote interview expectations​It goes without saying that candidates today expect transparency. So it is important to share information that will help them prepare for the interview.​The most basic is a detailed job description. Even if it was already communicated in the job ad, sharing a formal document with job details reaffirms what the role entails. ​To get better understanding of candidate’s skills, share with them exercises, case studies or problems for which they will have to prepare solutions or observations. ​Although the details of these exercises are very much role specific, candidate’s answers will give you a practical evaluation of their logical reasoning, problem solving, research and creativity skills. ​Share with them the problem statement and set expectations of how you would like to get their feedback during the interview. For example, it could be a presentation, a word document, a design file, or lines of code. ​Remember to send them a link to an online assessment if that is one of the requirements before the interview. ​6. Prepare questions to address during the remote interview​This point is a best practice for offline interviews too but it is even more important for remote interviews. ​Having a list of questions in front of you to address areas of candidate’s CV, presentation and specific role requirements will keep the conversation structured and on point. ​This will also help in evaluating other candidates in a consistent manner and make better hiring decisions. ​7. Share relevant links to join the remote interview​Before sending any links, check if they are working as expected.​Remember to share with the candidate the link to the call through email, a calendar invite and a messaging tool if possible. ​For a better candidate experience, send them a YouTube tutorial on how to use the conferencing tool. ​It will spare them and you the time having to figure out where the buttons are and what they do during the actual call.​Request the candidate to confirm that they have received the link and familiarized themselves with the application. ​8. Be ready for disruptions​No matter how much you prepare, it is always possible to have hiccups right before or during the interview. ​So be mentally and emotionally prepared for such disruptions and accept them as potential steps of the process. ​Be prepared to think on your toes for fixes and allocate time for such situations.​9. Have alternative channels ready​When your initial channel of communication for one reason or another didn’t work, always have an alternative mode of communication. It could be a different conferencing tool or, if everything fails, a standard phone call might be sufficient. ​Just ask the candidate to email you whatever materials they have prepared and walk you through the content over the phone. ​10. Get recording consent forms signed​If you are planning on recording the interview, remember to inform the candidate on this procedure and work with your legal advisor to prepare a consent form for the candidates to sign. ​11. Keep candidates updated on the outcome ​Although not particular to remote interviews, this is nevertheless a very important step for a good candidate experience. ​Remember that candidates talk to each other and even if you did not select them for a particular role, update them. ​They will appreciate your feedback and will hopefully spread positive word of mouth about your employment process. ​If you are finding it challenging to hire people now, we have a fantastic track record with candidates’ selection, onboarding and pipelining. ​Get in touch today and our consultants will reach out to you with a free consultation within 24 hours. ​​2 April 2020Posted by:Mohammad Kashif - Senior Marketing ExecutiveFeroz Ghafoor - Talent Acquisition Lead

8 Reasons for Boosting Your Recruitment & Hiring Activities During Lockdown in Malaysia​With current the lockdown in Malaysia, some might think that it is the wrong time to recruit and hire new staff.​Yet talent scarcity is not going to stop just because of Covid-19 and companies who are delaying interviews because they can’t meet candidates face to face will be missing out!​Our Country Manager Sam Haggag shares this view:"Forward looking companies are not letting the lockdown get in the way of selecting talent, they’re using Skype / Teams & Zoom to conduct interviews and making hiring decisions. Some of them are even hiring despite the fact that staff cannot be physically in the office.  There’s a new era of looking at attracting and retaining talent and companies that are not moving with the times are going to miss out.”​Here is a list of 8 advantages you could get from boosting your talent acquisition activities right now:​1. Faster candidates’ turnaround​Since everyone in Malaysia is required to stay at home, many people are no longer required to deliver on certain commitments. We generally have more free time now. ​Therefore, candidates are likely to be available for interviews and recruitment procedures quicker than usual. ​2. Higher candidates’ commitment​Candidates understand that companies right now might be selective. Therefore, they are likely to treat every opportunity more seriously. ​They will keep in mind that available vacancies could be strategic in nature and consequently showcase higher commitment to the recruitment process. ​3. Streamlined processes​Because many of us are working from home, organizations had to put in place policies to facilitate operations despite this condition. ​In most cases decisions are made faster, with less reliance on paper work and with speed that technology enables us to have. ​As a result, your recruitment process and hiring decisions are likely to be streamlined and provide a better experience for candidates and hiring managers.​4. Lower competition for in-demand talent​Since some companies might reconsider their hiring plans, you can on the other hand use this to your advantage. With the temporary reduced competition for in demand talent, your organization could use this time to get the crème talent from the market. ​5. Strong employer branding opportunity​If you see a company hiring during these difficult times, chances are you will develop a positive image of their employer branding. ​Combine that with lower competition for in demand talent, and your organization will have a very good foothold to attract candidates now and also post COVID-19. ​You want to outpace competition for building you recruitment pipeline because once things settle down, other employers might go for a hiring spree. ​6. Internal morale booster ​In the times when many articles are painting a gloomy picture, showcasing to your staff that the future is bright and that you are building for consistent growth, can be a very strong morale booster.​Demonstrating that your company is recruiting talent in these challenging times is a sign of stability and growth. This fact could serve as a strong morale booster for your existing team.​7. Back fill vacant positions​Some people in your company have undoubtedly been assigned with higher responsibilities due to the COVID outbreak. They might be deserving promotions at this point but what about the responsibilities they were handling prior to the outbreak? ​Who will be executing on those operations now that the role has evolved?​Recruiting new joiners might be the right approach to address this issue. That will also showcase strong leadership and appreciation for existing staff who have gone beyond their preassigned responsibilities to support the organization in these unprecedented times. ​8. Competitive price for recruitment services​As an active member of the community, we understand the challenges that employers are going through right now.​To support you we are open for free consultations on your workforce needs and for developing custom workforce solutions at a competitive rate. ​Fill up the form below and our experts will be in touch with you in 24 hours:​​27 March 2020Posted by: Nitin Anthony - Head of Delivery & Experis Mohammad Kashif - Senior Marketing Executive​

​7 Tips to Collaborate Effectively When Your Team Is Remote [COVID-19 Outbreak]​The COVID-19 outbreak has triggered an accelerated trial run for remote work at a previously unthinkable scale. ​What we learn in the next few months could help shape the future of work and drive innovation across a range of business functions and industries. ​However, while much of the focus has been on whether technology and infrastructure can handle the surge in demand, what’s often not considered are the communication nuances crucial to productivity. ​The digital era has ushered in a revolution in communication that’s equivalent to the one surrounding the invention of the printing press. ​It’s changing how we speak — often in bullet points. And it’s affecting what we hear, as the jumble of information coming at us can lead to frequent misunderstandings and confusion.​People who work on remote teams face these challenges consistently. Today with the Movement Restriction Order in Malaysia, the large majority of employees are working remotely. ​​​This continuing shift calls for a new range of behaviors and skills.​Why do remote teams demand new collaboration skills? What’s missing from our texts, emails, conference calls, and other digital communications? Body language.​Even when we’re co-located, the tone of a text or the formality of an email is left wide open to interpretation, to the point that even our closest friends get confused. ​These misinterpretations create an anxiety that can become costly, affecting morale, engagement, productivity, and innovation.​Remote communication can distort the normal pace of our conversations. The delay between our messages can often postpone or hide emotional reactions to our comments. ​How many times have you written an email and, immediately after hitting send, felt concerned about how it would land? ​Would your boss see your late-night email and consider it to be an intrusion on their private time? Would they tell you if it was? ​While we may have become used to these types of asynchronous interactions, they can still conflict with our normal rules for social interaction. Lacking an immediate response, we can become distracted, second-guess ourselves, or even grow frustrated with our teams.​To perform at the highest levels, remote teams have to find new and better ways to operate. Here are our 7 tips to collaborate effectively when your team is remote:​1. Consider the three kinds of distance in remote collaboration​There are three kinds of remote collaboration: physical (place and time), operational (team size, bandwidth and skill levels) and affinity (values, trust, and interdependency). The best way for managers to drive team performance is by focusing on reducing affinity distance. Try switching most remote communication to regular video calls, which are a much better vehicle for establishing rapport and creating empathy than either e-mails or voice calls. And design virtual team-building rituals that give people the opportunity to interact regularly and experience their collaboration skills in action.​2. Don’t conflate brief communications and clear communications​In our efforts to be efficient, we sometimes use fewer words to communicate. But such brevity can mean that the rest of the team wastes time trying to interpret your messages (and then misinterpret them anyway). Don’t assume that others understand your cues and shorthand. Spend the time to communicate with the intention of being ultra clear, no matter the medium. Indeed, you can never be too clear, but it is too easy to be less clear than you should.3. Don’t bombard your team with messages​Do you follow up on a task by email, text and phone? Do you tend to ask people if they got your previous message?Abusing those access points can be a form of digital dominance, a relentless and uncomfortable form of harassment. The medium you choose creates different demands on the time of the receiver. Using all of them for the same message is ineffective (as well as annoying). Choose your digital volume wisely.4. Establish communication norms​Remote teams need to create new norms that establish clarity in communication.Companies such as Merck have created acronyms for their digital communications like “Four Hour Response (4HR)” and “No Need to Respond (NNTR)” that bring predictability and certainty to virtual conversations. Individual teams can also establish their own norms — e.g., to use or not use Teams, Slack, Google Docs, or WhatsApp groups.And norms can also exist on an individual level, such as people’s preferred response time, writing style and tone. For example, some individuals prefer short and quick messages, while others favor lengthy and detailed responses; people also differ in their preference and tolerance for humor and informality.5. Leverage on human predictability ​While we often tend to regard human predictability as a defect, few qualities are more sought-after at work, especially in virtual collaborations. We are all unique, but our consistent behaviors help others predict what we do and, in turn, help them to understand us — we all benefit from being understood. You can make that easier for others by establishing a clear personal etiquette and sticking to it consistently.​6. See the hidden opportunities in written communications​Being behind a screen can create new opportunities for certain team members, making space for those who might be less inclined to speak out in groups. Text-based communication places less importance on interpersonal skills and physical appearance, offering an effective way to share power and decision-making. Research shows that introverted individuals are less inhibited in online versus offline interactions. However, you need to watch out for virtual unconscious bias, where punctuation, grammar and word choice might reveal prejudiced attitudes towards certain groups.7. Create intentional space for celebration​Old school birthday cakes are still important for remote teams. Creating virtual spaces and rituals for celebrations and socializing can strengthen relationships and lay the foundation for future collaboration. Find ways to shorten the affinity distance. One company we worked with celebrated new talent by creating a personal emoji for each employee who had been there for six months. You can find your own unique way to create team spaces for social connection. How you do it is less important than whether you do.​As more and more of our interactions happen digitally, we will continue to experience new forms of miscommunication and misunderstanding. The solution will not come from new technologies (although, no doubt, developers will keep trying to bridge that gap). Instead, the solution is in understanding the new rules of engagement; in building a communication skill set that reflects the demands of our digitally-driven age.​If you are looking for consultations on setting up remote teams, drop us a message here and we will be delighted to provide a free consultation: ​​​​​

​It’s Flexibility, If You Want To Attract and Retain Gen Y In The Workforce​Most of the generations are driven by pay, especially Gen Z that hungry for cash. Gen Y are also driven by pay but they place more priority on flexibility. For women and men in Gen Y, they want flexibility and challenging work. ​In the 2018 Malaysian Labour Force Survey shows that 60.2% of women are not seeking for work because of housework, which includes family responsibilities that include child and elderly care. It’s a common problem raised by women as it’s the reason why they can’t take heavier responsibilities or leadership roles in the workforce. ​To retain and attract Gen Y in the workforce, flexibility is a very important criterion for women and men in Gen Y.For Gen Y, they understand that they have a career ultra marathon ahead of them and want to achieve One Life balance for the long run. As for women though, for them to participate in the workforce and pursue challenging work, it must come with flexibility. ​So what are the factors that contributing to the lower rate of women participation in the workforce compared to men?​I asked my colleague, she's married and she said "as a millennial women that married and have children to take care of, lack of day care facilities are one of the factors". A lot of women can’t return to the workforce after a career break because of absence of support or training.​The other factors that are frequently addressed are no options for flexible working hours and also lack of gender diversity policies in the workplace. Flexibility Can Be a Win-Win Situation for Both​Flexible work environment benefits everyone. A new father might want to spend quality time with his children. A new mother might want to have time with her new-born. A son and daughter might want to help to take care of their aging parents. ​Dean of Harvard Kennedy School said that “millennial men's interest in having a fuller life out of work than their predecessors may accelerate gender equality, but only if they are also interested in caring for children”.​We need to move away from a perception where we cannot be productive when we out from our desk. We can work flexibly as today’s workforce allows us to plug-in and work from anywhere. Employers Should Support Workplace Flexibility​63% of enrollment in public university are women, and it shows that Malaysia has done well in achieving gender parity in education. However, large number of them tend to leave workforce due to personal or family commitments.​Employers should foster a more flexible work culture throughout the organization. Employers can leverage on Talent Corporation’s (TalentCorp) Future of Work initiative, to consider flexible working arrangements to retain talents especially millennial or Gen Y.​Managers should understand the importance of family as being able to recognize that working Gen Y have the same needs to take care of their children and provide support for each other for the development of the children. For her, to be a good mother to children and also good daughter to the aging parents, the access to flexibility for parenting and care-giving is very important. ​Nowadays, in the current workforce, we can see that women as a leader as employers now realized the important of work flexibility to attract and retain talent. ​Although it seems that flexibility is critical for millennial women than millennial men, we still need to give opportunities for men to find out what it would feel like to be a more available dad or care-giver and they can also share in the burden of the work at home. So, flexibility is critical for her and still a nice to have for him.​Read more on specific generational needs here​

​What Workers Around The World Want? [Malaysian Trends Included]​If you are a Talent Leader, you must have come across articles titled something like “War for Talent Is Raging”, or “How to Survive in a Tight Talent Market”. With talent shortages around the world, and in APAC region specifically, it is becoming more and more difficult for you to attract and retain the right talent.​What Workers Want?Pay Always MattersPersonalizationVariety is the Spice of Work LifeFlexibility and Well-being CombinedGet The Full Report Here​In our Talent Shortage Survey 2018, 56% of companies in APAC say they can’t find the skills they need. ​Automation and digitization are increasingly creating new jobs and it is becoming ever more important for employers to know what workers need to attract and retain top talent.​To find out What Workers Want, we surveyed 14,000 individuals across 15 countries to understand what attracts them to an organization, what keeps them there and how that varies by geography, gender and at different stages of their career.​The findings helped us realize that workers have their own hierarchy of needs.​​1. No Spoiler Alert Necessary: Pay Always Matters – But How It’s Delivered Matters More​Pay is the top attraction and retention factor for all workers regardless of gender and age. ​Globally wages are growing half as quickly as they were 10 years ago especially for lower earners. In Malaysia for example the average salary is around RM3,000 and average salary increase for 2020 is predicted to be 2.9% after inflation.​Averages can of course be deceiving. Globally skills matter: workers with in-demand skills – cybersecurity, cloud computing, front end developers, solutions architects, healthcare and more – have seen salary increases of over 10% in the same time period.​Companies have to get creative to enhance compensation beyond cash to differentiate and attract talent. Popcorn and ping pong are not the answer.​Think personalization: autonomous working and flexibility, parental leave and unlimited time-off/unplug policies to cultivate sought after well-being and improved lifestyle. ​Add attractive financial incentives and goodwill gestures that reward loyalty, learning and development like tuition reimbursement and student loan repayments – companies will be more likely to attract and retain the best talent.​2. Workers Want Personalization: People Strategy Must Be Both a Science and an Art​In an increasingly data driven world where algorithms in fridges know what items are missing and AI is suggesting you buy them, people expect the same from work. ​They want assignments that test their abilities, projects that demand the best from them and recommendations on the next role. ​They want insight and advice on fit today and potential tomorrow. This is where assessment comes in – critical for understanding human potential. ​It allow you to better match and motivate people while helping individuals to get to know even more about themselves. Assessment can remove bias and over-reliance on Applicant Tracking Systems (ATS) that automatically filter suitable candidates out.​You will be able to fish from a more diverse talent pool, selecting people not on past experience but on the basis of future potential.​Like all consumers, workers also want a great user experience. They want personalized insight to understand their strengths and potential – as personalized as their Amazon Prime. ​For this they need assessment short, gamified and scientifically validated and they expect something in exchange for their data. They want career conversations and coaching to set goals, manage their development and control their career.​Ask yourself, when was the last time you had a career conversation with your employees?​When only 49% of workers globally have been assessed, it really is time to let the data do the talking – 81% of those who have been assessed report higher job satisfaction versus 65% of those who have not.​So if you are considering an assessment tool, here is useful article from SHRM that will get you started with the basics of pre-employment testing.​3. Variety is the Spice of Work Life: Workers Want Education, Experience, Exposure​Challenge is a top five priority for workers of all ages and means a multitude of things. ​Education and training, yes, but more than that: stretch opportunities; rotational assignments; on-the-job learning and apprenticeships; stimulating projects and agile work across various teams and functions; applying fresh skills in new roles; thinking harder; feeling more tested; being on a clear career pathway from this job to next.​In Malaysia, it was reported that 1 out 3 job seekers are looking to switch their career due to lack of growth opportunities in their current industry. ​Your people want portfolio work that offers variety, broadens their experience and builds knowledge and skills. They want the opportunity to develop and to earn more. They are realizing they need a long shelf life in this fast-changing, career-marathon world of work.​To deliver challenge and opportunities so people succeed and stick around, you got to understand skills, potential and desires. With assessment, insight and a culture of learnability you can coach individuals so they thrive in a supportive environment. ​A sink-or-swim approach, without support, can result in procrastination paralysis or even burnout. The eager entry-level graduate seeking stretch will need different support compared to the mid-career emerging leader. ​As a leader, seek coaching skills. They will help you guide people to choreograph career conversations that pace their own career mobility, embrace new experiences and welcome the exposure that drives personal and business success.​4. Flexibility and Well-being Combined Are Priceless: Productivity Beats Presenteeism​Workers are prioritizing balance and choice and it’s non-negotiable. Your people want to choose where, when and how they work, and that doesn’t mean millennials logging on in coffee shops. ​They want the social aspect of work with the flexibility to accommodate the demands of One Life, the sharing of caring and the desire to boost their well-being.​It was found that 75% of Malaysian mothers quit their jobs due to a lack of flexibility. ​People want flexibility — and that means all things to all women and men so you might want to consider loosen up. Nontraditional work hours with flexible start and end times that counter the rush hour and control the commute.​Work from Home (WFH) and Work from Wherever (WFW). Time to hustle and enjoy side gigs to nurture entrepreneurialism and boost pensions. ​Condensed four-day work weeks or five-hour workdays that peak productivity and preserve the weekend, and parental leave that balance family and care and can be worth more than pay.​To tap the whole talent pool and retain a well workforce, employers must strike the balance of flexibility and reward productivity over presenteeism. ​Your company culture must promote it and leaders must model it and the consequence of workplace equality may well kick in too as a result. Happiness off the job can be key to happiness on the job.​You can certainly see that skills needs and job roles are changing faster than ever. The defining challenge of our time continues to be the “Skills Revolution”. ​Even though our world is enabled by technology, people are in demand. You need to know what workers want if you want to find, build and sustain the best talent while others are trying to do the same.​Shift your workforce demands closer to match the needs and desires of in-demand talent and expand the pool from which you source that talent.​Read more on specific generational needs here:​​What Workers Want 2020 [Generational Perspective] from Mohammad Kashif​​​To get the full whitepaper on workers needs, fill the form below:​​​​​​

How To Write a Proper Job Application Email? [With templates] Applying for a job can be a difficult and a daunting task for anybody especially for those who are young and have just graduated. Some say the most daunting thing about applying for a job is actually sending in the resume. ​You probably can relate to the little panic attack that you got after hitting the ‘send’ button when you’ve already emailed your resume to a potential employer.​Nowadays, in this era of digital transformation, nobody uses traditional mail anymore to send in their job applications (although sometimes it might be a good differentiator form other candidates). ​The rise of new technologies has changed the way how candidates communicate with employers. Social media, job hunting websites, and not to forget the use of email as a standard of sending job applications. ​So, because on a daily basis we receive many applications, we decided to share a few tips to help you with your next application email.​What is job application email?​It’s an email that provides complete information about your experience and skills to a recruiter or a hiring manager in a quick or simplified manner. It is a unique way to convey your interest in a particular job in an organisation. ​How to make your email stand out from the crowd?​​Hiring managers receive a ton of emails every day. Many job application emails are so terribly written that hiring managers do not even bother opening any attachments. So here are a few suggestions to improve your next application email:​1.   Proper email subject line​To make your email appeal to the eyes of the hiring manager, include your name and the job title you are applying for in the email subject line. They receive so many emails and by doing this, you make their work easier.​2.   Correct salutation​Address your email to the specific person who can be determined by reviewing the company’s website, LinkedIn pages or calling the front office to ask whom should you address in the email. ​If for some reason you cannot determine the ideal receiver of your application you may generalize the salutation by saying, “Dear Hiring Manager” or “Dear Recruiting Manager” or “Dear Human Resources Manager”.​3.   Keep it short and simple​Keep it brief and just write relevant content about you and why the job is suitable for you. Nobody wants to read a lengthy email with irrelevant content.​4.   Correct format​Neat and organised job application email significantly increases the chances of it being read by the employer. Do not forget to leave proper space between paragraphs and make sure it’s free from grammatical errors.​A job application email might be the first thing for an employer to build an image of you and proceed to look at your resume. It explains to the hiring manager what makes you a potential candidate for the job vacancy. It also gives an insight into why are you interested in the job vacancy, your career summary and how you are keen for the job.​Template 1 - For Experienced Professionals​Subject: Name of Applicant – Name of Position​Dear Mr./Ms. Last Name,​After more than 10 years of continuous progression and achievement, including 5 years in leadership position providing R&D, Engineering & Manufacturing operation, I am ready to take the next step in my career.  As such, I am writing to introduce myself as a strong contender for Japanese based automotive manufacturing engineering manager positions that you may be seeking to fill for your manufacturing-engineering-clients. While I have enclosed my resume, I realize you are busy, so please allow me just a moment to summarize the qualifications that should make an easy match for your search assignments; Transferable manufacturing industries qualifications combined with extensive experience interfacing with giant automotive players; Honda, Isuzu, Nissan, Toyota, Hyundai, Mitsubishi and Ford, among others.Clear history of progression in roles that include manufacturing engineering management (heading 16 engineers and technician), R&D management in multi-million-ringgit product development initiative.Extensively accomplished transforming traditional manufacturing operation to lean processes continuously driving out cost and inefficiencies to deliver optimal productivity and profitability.Expert background in quality systems including ISO9000 and the automotive-sector specific TS16949Documented history of quantified contribution that include millions of ringgits in cost saving in addition to improve process efficiencies, workplace safety and quality.​As a leader, I am particularly valued for my ability to come into ambiguous and unprecedented situations, serving as both a trailblazer and a change agent to bring teams together, set new standards, and achieve seemingly impossible goals.​Now my goal is to expand my horizons in other company in a similar position. I prefer to be based in Klang Valley or Perak. However, I am available for travel and have strong experience traveling for business purpose. In recent years, my monthly salary range has been in the RM7000 - RM8000 and I hope to meet or exceed that. Thank you! Please don’t hesitate to contact me if I can answer your questions. Sincerely,Your NameYour AddressYour Phone NumberYour Email AddressTemplate 2 – For Fresh Graduates​Subject: Name of Applicant – Name of Position​Dear Mr./Ms. Last Name,​With all my respect, I wish to apply for the above position. I came across a very exciting position on your job portal that I believe fits me perfectly. I am interested in applying for the position of Software Developer at Shopee. After reading the job description and requirements and matching it with my own experiences, I know that I would be a valuable asset to your organization.​I am currently graduated in Information Technology with Majored in Diploma in Information Technology at University Kuala Lumpur Malaysian Institutes of Information Technology (UniKL MIIT). My current CGPA is3.51.I now want to apply my skills in an e-commerce company like Shopee. As a software developer, I can implement engineering concepts to design innovative and ingenious applications for consumers.​I have gone through a four-month industrial training in IT support at theme park company, Sunway Lagoon Sdn Bhd where I was given tasks to support all the software and hardware problem in the park andalso troubleshoot the problem.​I have attached a cover letter, resume, and certificates for your consideration. Please take a moment to go through them to get a better picture of who I am.I would love to talk to you in more detail regarding this amazing opportunity at your company. It would give me great pleasure to hear back from you regarding my application. Sincerely,Your NameYour AddressYour Phone NumberYour Email Address

​How To Stay Sane In a Toxic Work Environment? In one huge study published in Harvard Business Review, analysts gathered information from meetings and studies of around 14,000 individuals to understand how common is incivility at work. Research has shown that it is almost impossible to be untouched by incivility during one’s career. ​Common examples of incivility include taking credit for other’s efforts, passing blame for our own mistakes, talking down to others, belittling others and many more. Bad behaving employees promote bad work culture. Some people like their job but their co-workers or managers drive them crazy! It’s a sign to leave if you cannot endure such an environment but it might be worth hanging a little longer in certain circumstances. Here are the few tips to stay sane in a toxic workplace.  Create a Positive Workspace for Yourself​Hang posters that are relaxing to you. Put up pictures of your loved ones at your working station. If that is not your thing, you can consider motivational quotes instead of photos. You got to surround yourself with things that will create a positive aura around you. After all, positivity is a mental state which can be motivated with certain cues.  Communicate and Clear Up Any Misunderstandings​Do not allow issues to rot. On the off chance that something should be talked about, address it promptly at that point of time. Avoid sweeping concerns under the carpet as they may transform into something you never expected to. Communication is of the utmost importance just like in any relationship. Sometimes it all it takes is a few minutes conversation to address a long term grudge.  Stay Away From Drama​Don’t get caught up in gossip or drama. Do you want to be drama free? Don’t mingle with the gossiping co-workers. Of course, you still want to be friendly with your colleagues, but you can do that by talking to them one-on-one or chatting with them during the course of your workday without joining a gossip group. You also need to differentiate which conversations are part of the job and which are only opportunities to gripe. In any toxic workplace, there will be employees behaving badly toward one another. It will be harmful to the work culture when people start talking bad about each other. "Drama" is also bound to happen in any workplace. Everyone will get caught up in it at some point. Stay positive, focus on work, productivity and results.

​How Do I Make My Mark When I’m New at Work?​“First impressions make long-term lasting impression,” as said by Brandi Britton, district president for Office Team in an article by FairyGodBoss. She also explained "If you make a great first impression and you make mistakes down the road, people are more likely to forgive you. It is harder to overcome when you start off on the wrong foot and then make yourself look better later on.”​You got the job after going through rounds of interviews. You’ve signed the papers and yay! As you’re a new employee, all eyes will be set on you. But how do you want to make your mark when you’re the new guy/gal at work? 1. Meet People You Wouldn’t Normally Meet Getting to know co-workers outside of your department will help you understand the organisation more and its culture clearly. Introduce yourself to colleagues you haven’t officially met. Be respectful and friendly. Your goal is not only to gain knowledge about the firm but also make progress in building your personal network. If you run across someone in the pantry or hallway, start a small talk. The pantry is a particularly good place to socialize, since it's a rather casual environment where people probably will be more open for a chat because they're not focused on work. 2. Become an Expert on Company Processes The absence of real work means you have time to learn systems, get your inbox in order and prepare for what surely to come. See if there is research and reading you can do for the first assignment that lands on your desk. Your ability to do your work effectively will come down to how well you understand the processes and how organised you are.It is also important to understand how different the new environment is from the ones that you experienced before. Be attentive and listen carefully to what the current company challenges and objectives are. Remember, not everything that worked well in your previous job will fit into new frameworks. ​3. Be Proactive ​Challenge yourself and get involved in project that can highlight your skills on the field. After all onw of the best ways to learn is by doing. Whether you can help your manager or a member of your team can position you as an expert in a certain area. Set aspiring objectives for yourself, move in the direction of achieving those objectives by taking initiative upon consulting key stakeholders. You do not want to make certain actions prior to talking to your boss since he or she will probably have a more holistic view of the project at hand.​It is a new journey! You need to get a feel for your new organisation and its culture to fit in the new workplace. In the first month, you can allocate your time to learn about company's systems, processes by reading collateral and building connections with as many people as possible. Getting to know people and making friends with colleagues will help you understand more about "how the things get done around here". Start getting your hands dirty by taking the initiative of contributing to certain projects. That will help you build your image and will have a big role on the first impression you make on all project stakeholders.

How To Write A Cover Letter? A Good Cover Letter​You might be overwhelmed to write one killer cover letter when you had to browse hundreds of samples online. You night start considering, why do you need to write these? Does anyone really read them? Wouldn’t it be so much easier if hiring managers just read my resume?​A cover letter is a single-page letter that you include with your job application. Actually, a cover letter will add advantage to a resume. This is because, a resume is of a limited value to the hiring managers without a cover letter for context. Cover letters are significant because they tell hiring managers or future employers the sort of position you’re chasing – and precisely how you’re qualified for it. Your cover letter can likewise clarify things that your resume can’t. Each cover letter ought to be custom-made to the individual job application. You don't need to begin from scratch every time, yet you got to modify the content of the cover letter to best reflect what makes you a perfect contender for the current situation where you are in a wrestling ring with many other contenders that want to win the title.​Fresh cover letter for each job that you apply for​Creating a custom letter for each job position would make your cover letter more interesting to the employer as it shows your excitement towards the specific position and company that you've applied for. It’s okay to recycle a few strong sentences and phrases from one cover letter or next but please don’t send a 100% generic letter. It is a red flag for hiring managers that you’re resume-bombing every job listing in town. If possible, include the hiring manager's name​Salutations like “To Whom It May Concern” or “Dear Sir or Madam” are too generic. The cover letter need to customized and if you can’t figure out the specific hiring managers’ name, try addressing the cover letter to the head of department for the role you’re applying for.Spend some time on LinkedIn to find out who might be your hiring manager or the HR manager of the company you are applying for. You could consider sending them a connection request and tailor make the cover letter to fir their interests or past experiences. Don’t repeat the points on the resume​Don’t simply copy and paste what's already available in your CV. As example: “I was in charge of documentation and filing of invoices.” Rather, develop those visual cues to portray your encounters and achievements, and hotshot for what reason you'd be ideal for the job and the company.Cover letters do get read. To some employers, it is one of the key parts of your job application. It serves as a hook to get prospect employers read your CV. Use cover letters to tell prospective employers what your key skills are, feature why they should procure you, and stand apart over the various candidates.