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

Top 21 Trends for 2021 - Full Report​​Existing trends are accelerating, driving digital transformation at an unprecedented scale as a result of the global health, economic and social crisis. Coupled with uncertainty and the emergence of new trends organizations need to transform their workforces to ensure they have the skills and competencies needed to retain and retool for an uncertain future.​Organizations can better prepare for the coming 2021 trends impacting talent and the new global “work” order by:​Creating greater workforce flexibilityStrengthening talent sustainability and worker wellbeingPowering digital transformations​These 21 Trends in 2021 outline the major forces of demographic shifts, a rise of individual choice, growing client sophistication, technological revolution as well as emerging trends shaping the workplace and workforce of the future.​For more information, download ManpowerGroup's Top 21 Trends in 2021Top 21 Trends in 2021​Posted byNadhirah Afiqah- Marketing Assistant

​​​SituationThe client was looking for a partner to support ongoing hiring requirements for shared services operationsClient challenges revolved around finding suitable candidates while having a relatively lean talent Acquisition TeamThis company wanted to reduce risks of having a permanent workforceRoles included Admin, Customer Service Coordinators, Finance Executives, Analysts and Sales Representatives​SolutionsManpowerGroup proposed a staffing solutionConducted in depth conversations with stakeholders to understand Job DescriptionsProvided the client with market intel on salary benchmarks and overall compensation packagesSourced and Interviewed applicants and identified suitable talentPromoted client employer brand and positioning with all candidates​ResultsContinuously closed open positions with over 70% fill rateSuccessfully managed associates payrollDeveloped a ready talent pool for the client to convert suitable candidates to perm roles​​​34 - BFSI - Manpower - Perm Staffing from Mohammad Kashif​

​​​SituationThe client embarked on an ambitions project to sell new financial productsThis required a workforce of telemarketers to be quickly deployedTo leverage on the first mover advantages, execution timelines were critical because the sales had to happen before Bank’s competition began promoting similar productsThe client wanted to have a talent pool that can be utilized for future projects as well​SolutionsManpowerGroup proposed a permanent hiring modelIdentified suitable candidates from existing database, referrals and job portalsConducted thorough technical interviews to filter candidates with necessary communication skillsPrepared candidates for the role by explaining the corporate culture and the working environment in the bankCommunicated expected KPIs and ensured candidates’ readiness to commit​ResultsFilled 35 of 40 positions. The rest were filled by the Bank’s Talent Acquisition teamDeployed the talent on timeThis project allowed further collaborations with the client​​35 - BFSI - Manpower - Staffing Placements from Mohammad Kashif​

​Many have pondered when the world will return to "normal" since the coronavirus pandemic began. But it's uncertain whether things will ever return to the way they were: remote working, for example, appears to be here to stay, and going to the movies may never be as popular as it once was.​If you wonder what and how is the talent market is evolving for BFSI in Malaysia, we prepared a quick snapshot for you:​Download Whitepaper hereTalent Market Report BFSI Industry - Malaysia​Key Areas of Consideration​BFSI industry in Malaysia has a lot to improve concerning digitalization Managing information technology (IT) risk Emerging developments within the financial sector workforce ​Talent Demand Update​ManpowerGroup's recent Talent Shortage Survey found that 69% of employers globally – a 15-year high – are reporting difficulties hiring skilled workers. Competition for talent is heating up and companies increasingly need help in finding and reskilling talent for their fast-changing needs. ​As tech disruption accelerates employers are looking for the right blend of technical skills and human strengths. The top global roles in demand globally are Operations & Logistics, Manufacturing & Production, Sales & Marketing, IT & Data, and Administration. ​In Malaysia specifically, we are seeing a similar trend. We observe solid growth in demand across all positions in 2021. Although the strongest growth is seen in IT and Customer Service related roles, Finance, Accounting, Audit, and Tax specialists, when combined together, have consistently been among the highest roles in demand in volume. ​​​BFSI Dilemma​Arising from the pandemic, there was an accelerated shift towards online financial services. In 2020, online banking transactions grew by 49% while e-wallet transactions increased by 131% compared to 2019.​It is evident that this sector will continue to adapt to digital disruption. Customer retention is more and more dependent on Cyber and IT risk management that financial institutions can provide. ​​With that, paradoxically, there is an increased need for the human side of transformation and talent that can connect the dots between tech and business​​BFSI Talent Preferences​The top 3 preferences candidates in Malaysia look for when considering working in the Financial or Banking industries are Salary, Career Development, and Work-Life balance.​Interestingly, unlike average Malaysian candidates, in the Banking & Financial Services sector, Career Growth takes the second spot as the most important factor rather than Work-Life Balance.​​​​Download Whitepaper hereTalent Market Report BFSI Industry - Malaysia​Get the BFSI Market Snapshot to explore key questions that may help your company save costs and align with business strategies:​​

​How Does Recruitment Process Outsourcing (RPO) Work? ​​We are seeing that Recruitment Process Outsourcing (RPO) has risen in popularity in Malaysia. To help you understand this recruiting solution, we wanted to share a few thoughts.​RPO is one of Malaysia's fastest-growing service models due to its ability to manage high volumes of recruitment. With a more customized approach to hiring, sourcing, and screening, executive positions can be filled more easily and efficiently.​What is RPO?​RPO is the process of permanently outsourcing your hiring needs to an external company. It enables employers to outsource part or all of their internal recruitment operations to an RPO provider and they offer you with the requisite skillsets, technology, and process methodologies.​How does it work?​Sourcing – Experienced RPO firms have access to vast candidate databases that they have accumulated over time. Moreover, they understand how to leverage the power of social media by discovering and learning about candidates you are less likely to face.​In-depth screening – RPO providers will carefully screen each applicant they bring, making sure to cover any industry-specific specifications. An agency will determine if the applicant is a good match for the company's culture, and whether they uphold your ethics and principles, at this stage of the hiring process.​Hiring – Following that, an RPO provider will begin scheduling and facilitating interviews. They will be able to support you with any pay or benefit package negotiations once you've made your final call.​Besides, as a long-term partner, an RPO provider is able to provide continuous evaluation of the hiring process. This is likely to include the duration to hire, cost to hire and the retention rates. ​​How does RPO differ from conventional recruiting?​RPO differs from traditional recruitment due to the nature of the relationship between the provider and the client company. A typical staffing firm will collaborate with you to fill one or two open vacancies. ​An RPO provider, on the other hand, gets more involved and works with you over time, knowing all there is to understand about your business and what a candidate needs to fit in. So, RPO:Optimizes your recruitment processStreamlines your operationsFocuses on long-term business strategyRe-build talent pipelines with high-quality talent in a rapid, cost-efficient way while receiving a guaranteed 100% project fulfilment.​​Why should you consider engaging with a RPO provider?​​Today's hiring environment is very challenging. You must negotiate a tight employment market, become competent in a set of related technologies, and handle and nurture applicants and hiring managers in order to efficiently attract top talent.​​​Why Manpower Group?​​We at Manpower RPO Project provides an agile recruiting solution that is cost-efficient and rapidly scalable.  ​​Talent Mapping Insights​We provide deep insights on talent trends in your market to guide strategic planning and strengthen your employee value proposition (EVP). Through an in-depth understanding of local markets, we provide seamless, engaging hiring experiences. We leverage data for hiring decisions to improve job matching, leading to higher satisfaction and talent retention.​​Global Delivery Hubs​Accelerate the deployment of high-volume recruiting solutions via our shared RPO delivery locations strategically located worldwide. Multi-language capabilities enable us to source and qualify a strong network of diverse candidates, to provide you with a flexible and scalable sourcing option.​​PowerSuite / Technology​​By partnering with best-in-class technology providers, key capabilities are integrated directly into PowerSuite, which creates the flexibility to tailor our offerings to meet evolving client and candidate needs. Leveraging data and automation, our solutions increase your efficiency, improve candidate experience, reduce cost and risk, and improve hiring quality while reducing time-to-fill.​​Project RPO-Playbook from Mohammad Kashif​​Get in touch today and an experienced consultant from our Talent Solutions team will gladly provide you with needed advice.​​

The Future of Diversity for Organizations​The past year demonstrated that organizations need to deepen their understanding of diversity as well as how to make diversity and inclusion an institutional reality. Organizations that thrive in a fast-changing world will have a workforce with diversity of background, skills and perspectives. Here are ways organizations can approach and foster diversity.   Plan for the future​By 2050, the demographic make-up of the United States will look very different than it does today — diversity will be the norm. Talent in all its diversity is the most potent competitive differentiator. If you want your organization to be competitive 30 years from now, start by assessing hiring practices, creating mentorship programs and leveraging diverse talent pools. ​Use assessment to increase diversity ​The traditional ways of building and promoting a workforce based on gut instincts can be riddled with unconscious bias. A more equitable way to level the playing field and increase diversity is to assess candidates using data. Businesses have a long way to go on this front, with only 49% of workers globally have been assessed, according to ManpowerGroup research. Furthermore, 81% of those who have been assessed report higher job satisfaction versus 65% of those who have not. ​Neurodiversity: The need to think differently ​Creativity, imagination and intuition sets us apart from machines. That’s Dyslexic Thinking. Dyslexia is a different way of processing information, and with that different way of thinking comes a pattern of strengths, creativity, innovation, big picture thinking. For organizations, that means understanding and valuing how dyslexia and neurodiversity can be an opportunity to bridge the skills gap of the future.  ​Provide opportunities for women ​Women have been disproportionately affected by both social and economic crises due to the pandemic, and over-represented in job losses across industries including retail, leisure, and hospitality. At the same time, there is a clear opportunity for women to reskill and upskill in growth sectors including information technology, operations, and logistics. Women are an untapped talent pool that could be re-skilled or upskilled for many of the jobs of tomorrow. ​Ongoing measurement of your diversity and engagement efforts and involving employees in that process is essential to ensure you are moving the needle. Achieving diversity, inclusion and equity takes time but by taking proactive steps today your organization can achieve a series of wins along the way.

Many have pondered when the world will return to "normal" since the coronavirus pandemic began. But it's uncertain whether things will ever return to the way they were: remote working, for example, appears to be here to stay, and going to the movies may never be as popular as it once was.​As Business Process Outsourcing Services start to pick up in Malaysia, competition for BPO is intense in Asia-Pacific. While India and China have dominated the market for a long time, Malaysia ranked third on AT Kearney’s 2019Global Services Location Index (GSLI),an annual ranking of BPO and IT outsourcing destinations. If you wonder what and how is the talent market is evolving for BPO in Malaysia, we prepared a quick snapshot for you:Download Whitepaper here​Talent Market Report BPO Industry - Malaysia​Key Areas of Consideration​Increased skills deficits especially in Data Analytics, Automation, Innovative Thinking, Functional Expertise and Digital Competencies Productivity improvement challenges Limited availability of multilingual candidates with closed borders in Malaysia and Requirements for release letters from current employers. Longer timelines for foreign hiring with requirements such as advertising in MyFutureJobs​Talent Demand Update​ManpowerGroup's recent Talent Shortage Survey found that 69% of employers globally – a 15-year high – are reporting difficulties hiring skilled workers. Competition for talent is heating up and companies increasingly need help in finding and reskilling talent for their fast-changing needs. ​As tech disruption accelerates employers are looking for the right blend of technical skills and human strengths. The top global roles in demand globally are Operations & Logistics, Manufacturing & Production, Sales & Marketing, IT & Data and Administration. ​In Malaysia specifically we are seeing a similar trend. What is interesting for BPO sector is that one the highest roles in terms of demand growth in 2021 compared to 2020 is Content Moderation. In addition Call Centre and Tele Marketing roles also experienced significant demand increase in 2021. ​​​BPO Dilemma​Feedback from BPOs and Shared Service Centres in Malaysia communicate important skills gaps. These shortages are combined of hard skills such as Data Analytics, IT, and Functional expertise, and soft skills such as Innovative Thinking, Leadership, General Business Acumen and Communication. This reality combined with constant pressure to improve organizational productivity, poses a dilemma in how to drive productivity improvement methods.​​BPO Talent Preferences​The top 3 considerations candidates in Malaysia look for when considering working for a BPO are Salary, Career Development and Job Security. However, it is important to dive deeper into specific needs and expectations under each factor. ​Interestingly, unlike average Malaysian candidates, Work-Life Balance is not one of the top 3 priorities for BPO talent, but Job Security is. ​​​Download Whitepaper Here​Talent Market Report BPO Industry - Malaysia​Get the BPO Market Snapshot to explore key questions that may help your company save costs and align with business strategies:​​​​

​CONTACTS: Mohammad Kashif [email protected] +60 11 1438 2855 ​HIRING OUTLOOKS IMPROVE, TALENT SHORTAGES ESCALATE​Globally, employers in 42 of the 43 countries and territories surveyed expect to grow payrolls during the third quarter of 2021, including six of the seven Asia Pacific countries Strongest hiring prospects are reported in the U.S. (+25%), Taiwan (+24%) and Australia (+17%) for the Asia Pacific, the weakest in Argentina (+1%), Panama (+1%), and South Africa (+1%) The most difficult positions to fill include Operations and Logistics, Manufacturing & Production and IT ​KUALA LUMPUR (JUNE 08, 2021) – According to the latest ManpowerGroup (NYSE-MAN) Employment Outlook Survey of over 45,000 employers in 43 countries, a post-pandemic hiring boom is on the horizon; with intentions at the most optimistic level since the beginning of the pandemic, with outlooks improving in 31 out of 43 countries when compared with the previous quarter. Yet that optimism is being tempered by the highest levels of global talent shortages in 15 years with 69% of employers reporting difficulty-filling vacancies. As childcare challenges, health concerns, and unemployment support programs continue, employers report the most difficulty filling roles that cannot be done remotely. ​More than 10,000 employers in the seven Asia Pacific countries and territories took part in the ManpowerGroup survey on hiring prospects for the July to September time frame. Employers in six of the seven countries and territories expect to add to payrolls during the next three months, while a flat labor market is expected in one. In comparison with the prior quarter, hiring plans to strengthen in three countries (China, Japan, and Hong Kong) and weaken in three (Taiwan, Singapore, and India)​Compared with all other regions, 15% of APAC employers plan to have employees work remotely all of the time, compared with just 5% in EMEA and 3% in the Americas Half of employers in APAC are the most optimistic about a return to pre-pandemic hiring levels by the end of 2022 (49%) China reports one of its strongest outlooks in years. Its Finance, Insurance & Real Estate sector outlook of +19% is the strongest reported since 2013 ​​View the complete Q3 2021 ManpowerGroup Employment Survey results: MEOS​The Chinese labor market is forecast to make a strong recovery from the impact of the pandemic during the coming quarter, with employers reporting the strongest hiring intentions in six years. Workforce gains are expected in all six Chinese industry sectors, with the strongest hiring sentiment reported in the Finance, Insurance & Real Estate, Services, Manufacturing, and the Wholesale & Retail Trade sectors – Outlooks for these four sectors are also the strongest reported in at least six years. ​For the fourth consecutive quarter, the strongest hiring climate in the Asia Pacific region is expected in Taiwan, fueled in part by bright hiring plans for the Mining & Construction sector and a brisk hiring pace in the Manufacturing sector, where the Outlook for the coming quarter is the strongest in six years. ​However, Hong Kong employers expect the subdued labor market to continue during the next three months, forecasting flat hiring activity overall, although limited payroll growth is expected in the Finance, Insurance & Real Estate, and Services sectors. ​In India, employers expect a modest increase in payrolls during the upcoming quarter, although hiring sentiment is slightly weaker when compared with the prior quarter, reflecting the ongoing impact of COVID-19 in the country. While the Manufacturing sector labor market continues to be relatively stable, the Services sector is slightly weaker when compared to the prior quarter and the Outlook in the Finance, Insurance & Real Estate sector is the weakest since the survey began in 2005. ​The upbeat hiring pace in Australia is expected to continue during the July to September period. The strongest hiring prospects in 10 years are reported by employers in the Finance, Insurance & Real Estate sector while the Services sector forecast improves sharply year-over-year. Elsewhere, the Mining & Construction sector is the strongest in more than two years following four consecutive quarters of improvement. ​Steady payroll growth is anticipated in Singapore for a third consecutive quarter, driven in part by an active labor market in the Finance, Insurance & Real Estate sector where employers report the strongest Outlook in more than six years and a steep increase year-over-year in the Services sector, while the Manufacturing sector forecast is the strongest in nine years. ​Job seekers in Japan can expect a fair hiring pace in the next three months, according to employers who report a moderate increase in hiring prospects when compared with the previous quarter. Hiring sentiment strengthens in all seven Japanese industry sectors when compared with three months ago, most notably in the Manufacturing, Wholesale & Retail Trade and Services sectors. ​ “Sam’s line.” ​​Global Hiring Plans by other Region ​AMERICAS: All ten countries report positive employment outlooking for the forthcoming quarter The most positive hiring intentions are reported in the U.S. (+25%), - its strongest outlook in 21 years - followed by Costa Rica (+9%) and Guatemala (+9%) The weakest outlooks are reported in Panama (+1%), Argentina (+1%), and Peru (+2%) One quarter (24%) of employers in the Americas were concerned about the impact of remote work on the productivity of employees In the U.S., the strongest sector is anticipated in Leisure & Hospitality where the bullish outlook of +41% is the strongest since the sector was first analyzed separately in 2009​EMEA: Hiring plans strengthen in 22 countries, weaken in two (Czech Republic and Turkey) The strongest hiring intentions are reported in Ireland (+15%), Greece (+15%) and Croatia (+14%), with the weakest in Spain (+4%), the Czech Republic (+4%) and South Africa (+1%) Nearly half (45%) of EMEA employers expect hiring levels to return to pre-pandemic levels by the end of 2022 As lockdown restrictions lift, in the UK, the Hotels & Retail sector outlook is the strongest in two years, standing at +8% ​​To view complete results for the ManpowerGroup Employment Outlook Survey, visit MEOSThe next survey will be released on September 07 2021 and will report hiring expectations for Q4 2021. ​The Employment Outlook Survey – conducted April 2021 – is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity. ​*Talent Shortage – undertaken in January 2021 – is a survey of 42,000 global employers. It identifies the proportion of employers who report difficulty-filling positions in their organization. It reports on which jobs employers say are most difficult to fill, and identifies candidate shortcomings that are preventing employers from filling positions. Employers are also asked to gauge the degree of impact talent shortages have on their organizations and which strategies they are using to overcome the skills gap. ​ABOUT MANPOWERGROUP MALAYSIAManpowerGroup® is the world’s workforce expert, creating innovative workforce solutions for 23 years in Malaysia. As workforce experts, we connect more thousands of people to meaningful work by closing on average 6,000 vacancies every year across a wide range of skills and industries. Through our ManpowerGroup® family of brands – Manpower®, Experis® and Talent Solutions – we help more than 200 clients yearly in Malaysia to address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. See how ManpowerGroup Malaysia is powering the future of work: https://www.manpowergroup.com/contact-us/malaysia​ABOUT MANPOWERGROUP ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality and Disability and in 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year - all confirming our position as the brand of choice for in-demand talent.: www.manpowergroup.com​

​Is Your Company Ready for a More Diverse Workforce?​Malaysia is a unique nation that is multiracial, multi-religious and multicultural. This diversity translates to the Malaysian workforce, which is highly sought after for their multilingual talents and skill sets. ​If you’re an HR professional, you're undoubtedly well aware of the challenges surrounding diverse workforce. It's a contentious issue in the industry right now, and with good cause. ​It seems to sense that having people from various cultures and perspectives on your team will help you generate newer and more diversified ideas to solve challenges and create innovation. Also, companies with more diversity are more effective, economical, and provide superior returns to shareholders. ​What are your thoughts on this?​But, ensuring Diversity & Inclusion is not easy. There is no visible ‘silver bullet' in this adaptive obstacle, as there is in any other. Change is slow, and some of the barriers, such as communication channels, reluctance to change, and cultural stereotyping, are deeply ingrained.​Sit with your team and figure what you'd like to accomplish. Do you wish to employ more women in tech jobs? Great! Collect accurate figures on how many women you presently employ in those positions, and set a target for how much you want that number to rise.​The greatest approach to increase diversity in your candidate recruiting is to build a corporate image that values people and perspectives from all walks of life spontaneously. Talk to your employees about the advantages and importance of diversity, gain their buy-in, and embed those principles in your corporate culture.​We recognize that there is no ‘quick-fix’ response to getting this right. Attracting, advancing, developing, engaging and retaining a diversity of talent while fostering an inclusive culture – one where difference is valued and embraced – is not easy. ​Remember, when you look for new candidates, don't rely on the same sources again and again. Concentrating solely on the sources you are most familiar with can lead to a talent pool of identical applicants and a lack of diversity.​That’s why we are here!​Hiring managers or recruiters usually think of online job posts, newspaper advertisements, and sometimes even career fairs when they think of recruitment advertising. When we think about recruitment advertising, we think of reaching out to potential employees and interacting with them where they live and work. That is to say, we go above and beyond what has already been accomplished (and overdone).​​At ManpowerGroup, we believe in human potential and we advocate acceptance, respect and inclusion. We are committed to do all we can to fight racism and to strengthen diversity, equality and inclusion within our company, and in the communities in which we live and operate. ​We know that building a diverse workforce isn’t just the right thing to do. It also makes good business sense, as it helps instill a sense of belonging for employees, ultimately leading to increased productivity and greater profitability for companies.​​Ready to get diversified? Contact us today to learn how we can help your business staff up with Diversity Recruiting.​​​​

​Crucial Qualities to Look for When Hiring Talent​For companies, turnover and hiring new employees may be time-consuming and pricey. Companies must not only fight to keep as many diligent employees as possible, but they must also attempt to make excellent hiring decisions to prevent the need of re-investing on new hire training.​But, let’s take a step back for a moment, from the ‘how’ to the ‘what’. What are the attributes of a good employee and applicant that you should constantly look for, out of the dozens of soft skills and personality traits that exist? Knowing what to look for in a potential employee increases your chances of recruiting the best people and minimizing the awful expenses of a bad hire.​Key Qualities of a Good Employee​Before reading the items below, I would like to point that especially with talent, there is no one size that fits all. Different organizational circumstances dictate different parameters for what makes a good resource. However, I believe generally speaking organization will be looking at the following:​Long term potential for growth with the company​Recruiters should look for traits of dedication and longevity attributes in an interviewee’s resume. When new hires come in with a proven record of achieving excellent outcomes, sustaining a growth strategy in your company is significantly easier. ​Encourage new recruits to speak about their accomplishments in the past, and explore on how they achieved specific professional goals. Hiring managers should seek for applicants who are determined to push the boundaries and have a strong desire to succeed in the future.​​Enthusiasm and passion for work​​Look for people who are passionate and enthusiastic about their work. You can assess this by reviewing at their past employment history, professional affiliations, or educational path. People who enjoy what they do tend to remain at organizations longer than those who merely work for the pay check.​​Look for the right personality and skills​​When interviewing candidates, it's critical to assess their "fit" in two ways. To begin, assess their suitability for the job based on prior knowledge, skill capacity, and overall capabilities to perform the relevant tasks. ​Next, assess their overall fit for the company by envisioning how well they would personally "fit" into the culture. Because, an applicant’s work ethic, uprightness, keenness to learn, presence and the connection with the rest of the team are often far more crucial than learnable skills.​​Go-getter or self-starter​​Few things bother an employer more than having to repeatedly direct an employee over basic responsibility. Alternatively, you want someone who will not only complete the tasks assigned to them, but also identify the need for new projects. ​A suitable approach to assess this ability is to give the prospect some job role and ask them how they would tackle it. A self-starter will think outside the box about what to bring to the table.​​Constant improvement​​With the constant advancement of new technology, it is crucial to hire individuals who can rapidly adapt and enhance their skills. It's a significant plus when an employee is familiar with the ever-changing technology that is directly linked to your business and competitors. ​They can not only provide you with a fresh perspective, but they can also effortlessly teach those around them, saving you time and money on hiring an outside source.​​These traits are part of what makes a good employee, but they're not the whole story. That's why, if you want to hire the best people, it's important to work with experts who know how to recruit top talent.​​Ready to get started? Contact us today to learn how we can help your business staff up.​​​

​Getting Through Your First Job!​Few experiences in life are as nerve-wracking as starting a new job for the first time. First, I'd like to congratulate you on your first job! You've worked hard to get to this point, and you deserve to be celebrated.​What's next? With your  first  career comes a great deal of confusion. You'll meet new people, work in a new environment, and take on new responsibilities. ​​So, to set you up for success, we've compiled a list of guidelines to help you get into your first milestones.​​INTRODUCE YOURSELF​You may be the newcomer right now, but you will soon have your own team. So, when the time feels right, give a quick, vibrant introduction to anyone you haven't met yet.​​WORK ETHIC​Work life can be much more challenging than university life. Make sure you build the right first impression. You want to portray reliability, dependability and curiosity. ​If needed, arrive early, stay late, volunteer, and work super hard at learning. Go the "extra mile," and do whatever is asked of you.​​WELCOME CRITICISM​It barely matters if you graduate at the top of your class. In the corporate world, you are at the very base of the work chain. Accept constructive criticism and request feedback on a regular basis.​​ASK QUESTIONS (AT THE RIGHT TIME)​Your first week on the job is an ideal time to ask questions. Just think about what you're going to ask them. You may want to write down your questions in the middle of a clarification and wait to see if it is addressed.​​TAKE NOTES​The first week at work is an excellent opportunity to listen carefully and learn fresh stuff. Before you begin working at your new job, you must first learn the fundamentals of how the company works. ​Even if you'll have questions later, the more you write down and understand on your first week, the less questions you'll have to ask eventually.​​MANAGE YOUR TIME WISELY​You may not have the luxury of time or the luxury of slacking off. After all, if you manage your time well, you can have a successful career and often a vibrant social life. So, strategize and use your time wisely.​​LEARN TO LET GO​Learn to treat everything as business. Nothing is ever personal in the business world. They will condemn your work, but that does not mean they dislike you. ​Develop a strong personality because you will be subjected to a stream of criticisms later on. Remember, you will not to be able to please everyone in the corporate world.​​ALWAYS SAY “YES” FOR NETWORKING OPPORTUNITIES​The newbie will almost always be asked for lunch. What's our recommendation? Never, particularly in the first month, decline an invitation. ​This is your quick route to befriending your co-workers and learning about the pros and downs of your department, which are only shared at lunchtime.​​MAKE SOME FRIENDS​You'll probably spend plenty of time with your new colleagues, and surviving your first job will be much easier (and a lot more exciting) if you get along well with them. ​Although they don't have to be your best friends, forming a relationship with your co-workers is essential if you wouldn't want to be alone. ​You never know, you could perhaps find that you have a lot in common with these people than you assumed. It's essential to keep building new connections and allowing others to get to know you. ​You will learn a thing or two about the company and group culture while being with your new team and paying attention to how everyone performs and works collaboratively.​​​GOOD LUCK IN YOUR FIRST JOB!​

​The Most In-demand Digital Marketer Skills In 2021​The digital marketing industry in Malaysia is booming (and, to be honest, expanding rapidly), and brands are putting even more emphasis on digital advertising than ever. People all over the world are having to cope with a new way of life as COVID-19 spreads around the globe. Though traditional retailers were already losing favors with customers, stay-at-home orders have effectively disrupted the industry.​​Companies that have already begun to pivot to a digital marketplace are better positioned to thrive in this environment. However, having a functional website and an e-commerce store is just half the fight. Just as important is the ability to get customers to those product pages.​Thus, a digital marketer's role is continually evolving to keep up with the new technologies, tactics, and best - practices. It can be challenging for marketers to know which main skills they should work on during their careers because digital marketing now encompasses such a broad variety of core areas.​As brands recover and begin recruiting in the second half of 2021, digital marketing teams will prioritize candidates who can add the most value to a team. It's more crucial than ever for marketers to consider what key skills they already have and what additional training they require to become the most employable versions of themselves during this downturn.​​Content Marketing​It's no coincidence that the first key skill on my list is content marketing. Being a successful content developer, in my view, is one of the most important skills for any digital marketer. ​At the heart of any digital marketing strategy – whether it be social media marketing, search engine marketing, or email marketing – quality content fuels the performance for each of these mediums.​It's critical to be able to communicate high-quality content that engages, enlightens, and attracts the audience. One of the most important techniques for establishing a long-term partnership with your audience is to provide value through content.​Search Engine Optimization (SEO)​For digital marketers looking to advance their capabilities, it’s important to note that SEO is still a booming area to specialize in. From analyzing keywords, writing valuable content, properly structuring website schemas, creating backlinks, fixing site errors, and uncovering UX insights – the role plays a critical part in the success of any digital brand.​​Social Media Marketing​​With more social platforms available than ever, the role of social media marketing has become essential for brands looking to drive value from this medium. As the social media landscape constantly evolves with new channels, tools, strategies, and trends, the demand for highly skilled social media marketers has never been higher.​​Data Analytics​​This demand for data analysts extends beyond those who can easily handle a Google Analytics dashboard. Throughout each stage of the funnel, digital marketers must now consider how to better calculate conversion events across different channels, using various methods. ​With more data being collected than ever before, marketers must be able to extract the requisite information in order to make well-informed decisions. Regardless of whether you're in charge of SEO, paid procurement, or content marketing, you should know how to use the data you have to shape the foundation of future plans.​​UX Design​​Most of us have come across the term user experience design, but few understand how much it influences our purchasing preferences and decision-making processes. If your online platform is difficult to use or visually appealing. If you’re are looking for an area of interest to specialize in, UX design can provide you with a high-value skill set that helps businesses harness the power of their entire marketing team.​​​Developing your knowledge of some of the above in-demand, transferable digital marketing skills can help you achieve professional success, whether you're in the early stages of your digital marketing career or want to find a specific field to excel in.​​Once you’ve equipped yourself with these necessary skills, it’s time to prepare for the job-seeking process. There's no denying that finding a job in 2021 will be challenging, so if you’re looking to try a career in digital marketing, head over to ourjobs portalto see the latest jobs in the labor market today.​​​

Job Hunting on LinkedIn​Your LinkedIn profile is your chance to get your name and face in front of thousands of professionals in your industry. If you're looking for a job, that's essential. The good news? LinkedIn will actually measure the “completeness” of your profile as you work and offer suggestions on how to make it stronger. So, treat your profile like your resume.​Before we share our tips, here are steps from LinkedIn themselves on how to build a profile and develop a network:​Keywords are the key (no pun intended)Recruiters search for candidates using keywords. Specialized recruiters will purchase Recruiter Licences from LinkedIn to have more flexibility and options in their searching.The words you use to populate your profile, are the ones that will allow the system to display your profile to recruiters when they search for candidates.To cut the long story short, you might want to use the words in your profile that you want to be found for. So if you are looking for an accounting job, use words and skills that relate to accountancy in your profile. ​Pro tip: If you are not sure what keywords to use, look into the jobs that are being posted on the platform to see what type of requirements they have. Then use similar terms in your profile​Where to use keywords? Well, the main areas are in your profile “Headline”, “Current Position” and the “About” or “Summary” sections. More keywords can be added in describing the responsibilities and achievements you had in the “Experience” section as well as the “Skills” section.​How to Develop a Network?​Your connections can exponentially increase your exposure and access to other connections. The right connections can help you get inside information on a company, refer you for a job, or provide career advice. So, the more connections you have, the better your chances of finding someone to help with your job search. ​You can connect with almost anyoneThere is a common misconception that you can’t connect with some people because there is no “Connect” button on their profile. However, if you click on the “More” button on the left side, you can still connect.​​Always add a note to your connection requestWhenever you send a connection request, you are given the opportunity to add a note. Use that to your advantage. Highlight why you would like to connect to the person and how this can be beneficial for both of you. For example: “Hi Jonas, I have recently seen your post about [add the topic] and it was very interesting. It would be a pleasure to stay in touch”.​Use searchFilter your potential connections based on their companies, industries, and job functions. You can also see whether you have any connections who work at a specific company from a company’s page or job listing.​Use Advanced SearchYou can follow companies and people to receive regular updates on the news and trends that are pertinent to hiring. Besides, use the advanced search option to refine your search and to search by date posted, experience level, specific location, job function, company, and industry.​Look for alumni associated with your college or universityBecome a member of your university’s alumni group on LinkedIn. Virtually every college and university in the world has one or more alumni groups. Go to the Groups Directory and search for the name of the educational institutions you attended and join as many as an appeal to you. ​Join a discussionTo get noticed by someone, a good practice is to engage with their posts. Comment on an article someone has posted or you can also provide your opinion on the post or ask a question to start a conversation and have a start for a relationship.​LinkedIn GroupsBy joining groups relevant to your profession or industry and contributing to ongoing conversations in industry-aligned groups will help you learn about your colleagues and competition, build expertise, and position you as a passionate & engaged professional.​One interesting channel for LinkedIn tips comes from an unexpected source. TikTok! Search for this profile on TikTok as it has amazing advice on how to best leverage LinkedIn tools: https://www.tiktok.com/@wonsulting​Optimizing your LinkedIn profile means making a lot of major (and minor) tweaks. ​But you don’t have to do it all at once. If you start small and commit to doing a little every week, you’ll find yourself with a well-optimized profile in no time.​To read more tips to hunting jobs during this unprecedented time please download Post Pandemic Job Hunting Guide​Post Pandemic Job Hunting Guide​​​Posted byNadhirah Afiqah- Marketing Assistant

CVs To Stand Out - Tips For Career Changers​If you are looking to make a career change, then you need a CV that demonstrates how your skills can transition into a new industry. You need to attract recruiters’ attention with a clear CV structure that displays your transferable skills showcasing why you’d be ideal for the sector you’re pursuing. This comprehensive guide will give you the tools to write a CV that stands out from the crowd. Your CV should emphasise your key strengths, allowing recruiters to easily navigate your experience and pinpoint your relevancy for new opportunities. ​Explain your objectives​Highlight what type of job you're seeking. You can use this space to make it clear how your former career has provided you with the skills you need in your new field, and for this job in particular.​Position past experiences in a positive way​A successful career-change CV clearly shows how your career path to date is a consistent progression of your talents, emphasising how the experience you gained could support your career change. It would be fantastic if you can include qualitative data to support your claims. ​Transferable skills should be highlighted at the top​Don’t be tempted to list skills you are not truly adept at because recruiters see hundreds of resumes and they are not easily fooled. Identify your transferable skills. Start by getting to know your new industry. Read job descriptions and industry news to gain a sense of the skills that employers require. ​Courses and Training​Document qualifications or courses you have obtained, especially those most linked to your career change. Start with recent online courses, workshops, training sessions, or part-time studies you have undertaken to enhance your skills. ​Differentiate yourself​Your past experiences can give you a competitive edge! Most people applying for the job will have similar backgrounds. However since you are making a career change, you are different. Remember to show that you can bring new perspectives to the role and provide non-traditional points of view.​Find out more in our Post Pandemic Job Hunting Guide​To download the full report Post Pandemic Job Hunting GuidePost Pandemic Job Hunting Guide​​​Posted byNadhirah Afiqah- Marketing Assistant​​

​CVs To Stand Out - Tips For Mid-Career Professionals​You may be considering making a career move. Maybe you want a growth opportunity in your current field. Or maybe you're interested in an entirely new industry. But as someone who's been in the workforce for several years, how do you condense years' worth of continuous education, experience, certifications, and awards into one streamlined format that tells the story of your career and achievements? For those in need of a proper mid-career resume, it's important to understand the components that potential employers look for and appreciate.​Include a link to your LinkedIn profile​Help recruiters find the right information about you on social platforms & make sure they are regularly maintained, professional, and support your current job goals​Make your job goals are clear ​Highlight your job goals by including a professional title above your career summary that states your target job title so the reader knows exactly what type of role you’re are seeking. Explain in your career summary how you’ll be the perfect fit for the new role by tabulating relevant skillsets.​Core skills should be highlighted at the top ​Your goal is to give the reader a snapshot of your goals and qualifications within that first portion of your resume. By identifying the right keywords found in the job descriptions of your target role and incorporating them into your resume as you’ll have a better shot at getting past the gatekeepers.​Numbers, numbers, and numbers ​Quantify the scope of your roles, your notable contributions, and your accomplishments to give the reader a better sense of what your position entailed and how you were able to deliver results. Use numbers in the bulleted section of each job position to add context to your achievements. (Examples)​Focus on what matters to each specific employer​Instead of creating a laundry list of former employers, focus on your most relevant former jobs. At this point in your career, you can drop the part-time jobs you held as a college student and recent grad. Dedicate the space to positions that directly relate to the role you are applying for.​To download the full report Post Pandemic Job Hunting GuidePost Pandemic Job Hunting Guide​​Posted byNadhirah Afiqah- Marketing Assistant​

​Job Hunting With Agencies & Portals​The competition in the market is intense and finding a job has become tougher than ever especially in this pandemic time. Many people losing their job and it is also a hard time for job seekers and fresh graduates to look for jobs.​However, no matter which career stage you are in, having correct guidance and support through your job search can create a huge difference. It can help you land in a perfect role. Out of various accessible options, one of the best available is to take advantage of the reputed recruitment agencies.​Are you thinking about how it would be helpful? Here are a few insights to begin with.​What is A Recruitment Agency?​Recruitment agencies, also known as employment companies help match the job vacancies to suitable candidates. These firms work directly with other companies to offer the best fit for their vacant positions.​The recruitment consultants source new opportunities optimize CVs and shortlist the best suitable candidates. Once a candidate is shortlisted, they guide him and provide pointers to prepare for the interview.​They are mainly accountable to streamline the job-seeking process and provide the best fit for a vacant position.​How Do Recruitment Agencies Work?​While each recruitment agency may have its specialized process of working, the basis for all remains the same.​On the initial level, the agency receives a job description from the organization having an open position.After receiving the job requirement and going through it in detail the agency sources candidates. This is done by searching the resumes of the candidates that are the best fit for the job requirements. The searching includes various applications from their websites, social media, referrals, or maybe offline applications where they receive a hard-copy resume from career fairs or people that come to their office to submit the profiles.Upon collecting profiles, agencies will go through a rigorous process of shortlisting profiles that best fit client requirements. This could be done through phone interviews, online meetings, assessments, or a combination of all.After that agencies typically submit the best profiles to their client company and provides a brief of why this individual is suitable for the role. The client then asks the agency to arrange as well as coordinate an interview between the company and the candidate or the agencies will interview the candidates for the company. Once the client company selects the individuals, who according to them would be the best options for the job, the agency then facilitates the hiring process.​How To Reach Recruitment Agencies?​Although in many cases agencies come directly to the candidate, you don’t have to wait for them. Consider registering on their websites, connecting to their recruiters online and, calling them. You need to identify agencies that have a job opportunity that is ideal for you. ​Connect to their consultants on LinkedIn and develop rapport by explaining your career goals and exploring opportunities they share with you.​Recruitment consultants will act as an intermediary between employers and you. They will act on your behalf for free and help you with interview preparation by offering tips related to the particular opportunity.​Benefits of Recruitment Agencies​Agencies have in-depth knowledge of the field and can offer detailed information to you about the company, job profile, and other essential details. Reputable agencies will offer you all guidance and support to prepare for the interview. It would offer you tips to crack the interview in the best way. In addition, they would offer you details about the culture and history of the company.​They can offer you other benefits such as:​Connecting you with a network of employersAdvice on CVs and interviewsSharing constructive feedback from employers and each interviewUpdating you on the final resultSpecialist advice in a specific field. Offering you with more relevant job roles​Beware of Fraudulent Recruitment Agencies​If they are asking you for money or any front payment for you to get the job so that is, some people who are using you for their evil job scheme. Reputable recruitment agencies will never ask for your money for you to get into the job that you had been offered to​Download our Job Pandemic Hunting Guide HERE​Posted byNadhirah Afiqah- Marketing Assistant

Upskilling? Here Are The Resources To Tap In!​​There are many platforms for acquiring new skills. Here are some of our favourites:​PowerYou​​Developed by ManpowerGroup and offers thousands of skill development and training courses from fields such as IT, Business, Management, and certifications. It features a contemporary look and interface, and a refined catalogue of courses that can be accessed anytime, anywhere across mobile and desktop devices.​The system makes it easy to track training and monitor progress toward personal development goals. PowerYOU also provides advanced search capabilities to quickly find and rank courses that are relevant to the user.​It also offers certification preparation so users can stay current on what’s needed to succeed in the industry. Videos and book summaries are available for business skills, desktop skills, contact center, health and safety, information technology, and telecommunications training. Courses cover critical business skills and are broken down into niche topics, allowing users to focus on key areas for development.​Udemy​Udemy is an online learning platform featuring video courses taught by expert instructors. Udemy is a platform that allows instructors to build online courses on their preferred topics. Using Udemy's course development tools, they can upload videos, PowerPoint presentations, PDFs, audio, ZIP files, and live classes to create courses.​Udemy’s video player has functional features like closed captioning and note-taking functions. Courses cannot be downloaded for offline viewing; however, the Udemy mobile app allows users to view classes offline and to listen to lectures on the move in the app’s podcast mode. ​Coursera​An education platform that collaborates with 200+ top universities and organizations worldwide, to offer courses online for anyone to take, free. Coursera is offering universities around the world impacted by the coronavirus free access to their online courses to help students continue learning as seamlessly as possible. ​Pluralsight​An online learning and workforce development platform that helps businesses and individuals adjust to changing technology. Using a data-driven approach, the platform focuses on training for tech-based professions, such as IT operations, security, and software development, as well as leadership, including managers and product leaders.​They offer courses covering the major areas of Software Development, IT Ops, Data Professional, Architecture, Construction, Manufacturing & Design, Cloud Computing, Machine Learning/AI, Information & Cyber Security, and Creative Professional.​This e-learning platform is an excellent place for IT/ tech professionals to explore new skills. If you are looking for in-depth content and continuously updated courses relating to Python, CSS, or Oracle, PluralSight will meet your expectations.​edX​A credible platform for education and learning. It was actually founded by professors from Harvard and MIT and has more than 34+ million learners.​Offers interactive courses from the world’s best universities, colleges and, organizations. edX’s most popular subject areas are computer science, engineering, humanities, statistics and, data analysis. The majority of edX courses offer the opportunity to earn a verified certificate. ​It also offers the option to learn on its courses for free, it will mean though you won’t have access to the graded assignments and you won’t receive a verified certificate.​If you're searching for more tips for job hunting in pandemic time click HERE​Posted byNadhirah Afiqah- Marketing Assistant​

Getting Over Job Rejections​​No one enjoys getting turned down for a job, and if you’ve done a lot of preparation for a role that you really wanted, it can be harder still to accept rejection. But with the right mindset, you can turn the experience into a career development opportunity. ​Here’s how…​Change of mindset​Handling rejection is never easy but it offers valuable opportunities to discover more about yourself and enhance your search techniques. The more rejections you get, the closer you are to an offer. Good things are worth fighting for. With persistence, your dream job could be around the corner.​Stay positive and don't take it personally​Don’t regard a job rejection as a statement about you personally. Rather, focus on the next opportunity – it could take you one step closer to your dream role. Remember that you’re not the only candidate with the right education and skill set. ​Ask for detailed feedback​Follow up with the hiring manager to ask how you can improve for the future. If the feedback feels generic, don’t be afraid to ask for a more detailed assessment. Incorporating this learning into your job search process, you’ll be able to continuously improve and position yourself as a stronger candidate.​Stay connected with the company that turned you down​Send an email thanking the interviewer for the opportunity to have interviewed with the organization, even though you may not have been a fit for the position. This shows a high level of professionalism and leaves the door open to the chance of working with the company down the road.​Keep your job search momentum till you have accepted a position​Continue to stay in touch with your network of professional contacts and maintain contact with your recruitment professionals. Overcoming obstacles in your career path will increase your chances of landing the right role.​Read more tips here: Post Pandemic Job Hunting Guide​Posted byNadhirah Afiqah- Marketing Assistant​

​Is It Good to Be an Agreeable Employee? ​​Of course, the ability to communicate, socialize, and form meaningful relationships with others is always a bonus. And "agreeable" people are more likely to succeed in fields that require these abilities. ​Agreeablenessis a personality trait characterized by compassion, friendliness, politeness and empathy. People high in this personality trait can be described as "nice"; they tend to make good friends, are good listeners and good team players. ​While others may respect your good intentions, some may see you as someone who avoids conflict. It lacks negotiating skills when it comes to managing conflicts, and neither contributes to advancement. ​What nice people do not know is that they're being extra nice, and that being extra friendly can seriously stifle their professional development and success. You should continue to be a good colleague where possible, but you cannot put your own job on hold to support others. ​​“Niceness -- in the form of agreeableness -- does not appear to pay”, Beth Livingston, Timothy Judge and Charlice Hurst.​If the purpose of building and maintaining good relationships with others is the primary motivation for highly agreeable people, this may clash with other types of goals that encourage extrinsic career success.​​The Pay Check!​The earnings of agreeable individuals may be reduced by their lower drive to emerge as a leader, as well as their propensity to engage in lower levels of constructive task behaviors, such as coming up with ways to improve organizational effectiveness. ​In fact, men who are nice, in defiance of gender stereotypes, "do take a hit for being highly agreeable," suffering a "backlash" that shows up in their pay checks. Women, on the other hand, do not seem to profit from being disagreeable in the same way as men do. ​Men are referred to as the family's breadwinners, and they are often thought to be mentally strong. Women, on the other hand, are thought to be more social and caring than men. Men who are more agreeable earn less money, and the quality of life they provide for their families suffers as a result. Hence, society can doubt his masculinity and ability to carry out his responsibilities at times.​Thus, women can find themselves in a “no-win” situation in which, like men, they are vulnerable to exploitation and are less likely to be seen as competent if they are agreeable. However, if they are disagreeable, the financial benefits of disagreeability can be diluted because their behavior contradicts gender role norms.​A company full of people in agreement would have a hard time establishing or maintaining any kind of hierarchy. Someone has to differentiate themselves from the pack, and being 'disagreeable' seems like a way to accomplish that. If you prefer to be agreeable but want to advance in your career, the trick is to strike a balance between being true to yourself and recognizing that you may need to disagree at times. Keeping a sense of balance between agreeing and disagreeing necessitates going outside of your comfort zone.​While being agreeable certainly doesn’t appear to help one’s pay, it does provide other benefits. Agreeable individuals are better liked at work, are more likely to help others at work, and generally are happier at work and in life. Nice men—and women—may finish last in terms of earnings, but wages themselves do not define a happy life, and on that front, agreeable individuals have the advantage.​​So, are you an agreeable employee? Share with us your thoughts! ​​​Posted by:Yogakumari Sankar - Prospect & Content Development Executive​