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

Press Release | Candidates Preferences in Malaysia, Add to Cart: Candidates are Consumers, Too ​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohammad.kashif@manpower.com.my Happy candidates make happy consumers: experience during the recruitment process directly impacts the bottom line, finds new research from ManpowerGroup solutionsThe experience people have through the application and interview process directly impacts purchasing behavior, irrespective of whether they secure the job.​​Kuala Lumpur (12 September 2018) – Employers have the opportunity to develop loyal consumers during the recruitment process finds new research from ManpowerGroup Solutions [NYSE:MAN]. Close to two thirds of Malaysian candidates (63%) say candidate experience directly influences whether they choose to buy a company’s products or services according to ManpowerGroup Solutions latest survey of nearly 18,000 candidates in 24 markets. "Job seekers are increasingly measuring their experiences against the same standards they use for buying products and services online,” said Sam Haggag Country Manager Malaysia and Indonesia. "Developing a robust strategy to ensure candidates have a great candidate experience at every touch point is critical to attracting the brightest and best and nurturing existing or future consumers. Transparent job descriptions, clear values and offering a good interview experience all contribute to the experience, and ultimately to both whether a candidate accepts an offered position or chooses your products and services.” Showcasing a clear mission, attractive company culture and demonstrating commitment to social responsibility are valued by candidates. Poor salary transparency or a lack of response to an application submission is cited at as the type of experience most likely to negatively impact consumer purchasing intent – more so than rejection after an interview.The report makes a number of practical recommendations on how companies can enhance the experience including assessing the end-to-end recruitment process from a candidate perspective, improving transparency and speed of response at every touch point and developing an attractive employer brand aligned to the consumer brand. ​To download the Malaysian Add to Cart: Candidates are Consumers Too Report, please fill this form:​​For information on global candidate preferences or to download the global report, Add to Cart: Candidates are Consumers, Too – The Impact of Candidate Experience on Buying Behaviors, visit https://www.manpowergroupsolutions.com/candidatepreferences About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune's Most Admired Companies for the seventeenth year and one of the World's Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.

Press Release | Candidates Preferences in Malaysia, Siri Find Me a New Job ​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohammad.kashif@manpower.com.my High-Tech Connections Combined with High-Touch Experiences are the Best Blend for Jobseekers, Finds New Report from ManpowerGroup Solutions in MalaysiaWorkers say social media ads, smartphone apps, virtual job fairs and employer webchats or skills assessments are key to finding opportunities online Yet despite growing confidence in tech-driven hiring tools, 26% of candidates globally and 30% of candidates in Malaysia still select in-person interviews as their number one choice to interact with a new employerKuala Lumpur (30 July 2018) – Technology can provide a better experience for today’s job-seekers, provided it is tailored to candidates and combined with an in-person approach, finds new research from ManpowerGroup Solutions [NYSE:MAN]. APAC talent shortages have reached a 12-year high, with 56% of employers struggling to fill open positions. Skilled workers are in the driver's seat and employers need to work hard to find and attract candidates. To understand the experience people want when applying for new roles, ManpowerGroup surveyed 18,000 individuals aged 18-65 from 24 countries."We asked what candidates want from their job search and they told us they expect to find a job in the same way they consume other services, with a personalized, yet tech-centered approach.” said Kate Donovan, Senior Vice President of ManpowerGroup Solutions and Global RPO President. Sam Haggag, Director MSP Malaysia and Indonesia added “Matching the technology to the candidate is key. The bulk of junior-to mid-level roles are almost exclusively advertised through online media. That rarely occurs for senior-level positions which are mostly referrals or third-party recruitment”The best organizations are using predictive algorithms to serve ads based on a user’s browsing history and articles read. Personalizing ads to fit an individual’s skills and interests leads to greater efficiency and accuracy. The report finds delivering a personalized and tailored message is key: 26% of candidates globally and 30% in Malaysia say in-person interviews are their number one choice of interaction with a new employer. When culture and purpose are key priorities for candidates in choosing their next role, the face-to-face meeting is as valuable as ever. For more details on candidates preferences around the world, visit https://www.manpowergroupsolutions.com/candidatepreferences/About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune's Most Admired Companies for the seventeenth year and one of the World's Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.​​

​Press Release | Talent Shortage Survey 2018​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohammad.kashif@manpower.com.my 45% employers globally report difficulty filling positions as employers struggle to find workers with the right balance of soft and hard skills. This is even higher in the APAC region where 56% of employers are having this challenge. ​56 percent of employers struggling to fill open positions in APAC. Lack of applicants, lack of experience, and lack of either hard skills or human strengths are key reasons employers struggle to fill vacancies.Sales representatives, are hardest to find in APAC followed by engineers and drivers. ​Kuala Lumpur (26 June 2018) – 56 percent of APAC employers report difficulty filling jobs, according to the ManpowerGroup (NYSE: MAN) 2018 Talent Shortage Survey of more than 39,000 employers in 43 countries and territories. At a time when there are more jobs than skilled workers in APAC, businesses are struggling to fill open positions with sales representatives engineers and drivers most in demand. Most of the jobs where demand is growing are mid-skilled roles that require post-secondary training, yet not always a full university degree. Globally more than half of the companies surveyed are investing in learning platforms and development tools to build their talent pipeline, an increase of 20 percent from 2016. In APAC the percentage is slightly lower, but relatively consistent through the last years with 42 percent of employers in 2016, and 41 percent in 2018 that are investing in learning platforms and development tools.Globally 30 percent of employers are also changing their existing work models, and 23 percent are offering flexible work arrangements. In contrast, 22 percent of APAC employers are changing their existing work models, and 19 percent are offering flexible or remote working options. Companies are reaching new talent pools to attract people from the sidelines – 33 percent are looking at different demographics, age ranges or geographies to tap talent including boomerang retirees, long-term unemployed or returning parents and part-timers. In APAC 29 percent of employers are reporting the same. “We continue to see increasing demand for skilled workers across all sectors of the Malaysian economy from manufacturing to business process outsourcing," said Sam Haggag – Country Manager Malaysia and Indonesia. "Employers cannot find the people they need with the right blend of technical skills and human strengths. It's time for a new approach to attract, recruit and retain talent. Employers need to buy skills where necessary, borrow from external sources and help people with adjacent skills bridge from one role to another. We need to value potential over performance. Above all, we need to be builders of talent, rather than consumers of work to create a workforce with the skills companies and individuals need to thrive today and tomorrow." ​Solutions to Build, Buy, Borrow, Bridge: BUILD. Invest in learning and development to grow the talent pipeline and upskill the existing and potential workforce. BUY. In a tight labor market, go to the external market to find the best talent that cannot be build in-house in the timeframe required to fill immediate openings.BORROW. Cultivate communities of talent inside and outside the organization including part-time, freelance, contract and temporary workers to complement existing workforce.BRIDGE. Help people move on and move up to new roles inside or outside the organization.For more details on the talent shortages around the world, including an interactive data explorer tool, visit www.manpowergroup.com/talentshortage.About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management® and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune's Most Admired Companies for the seventeenth year and one of the World's Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com.