Three things companies need to do before growing their own talent​​Demand for tech skills outpacing the supply, and many companies are finding it difficult to hire the talent they need​76% of global companies struggle to fill IT and tech workers' vacancies. While employers have their plates full to attract and retain top candidates in the industry, it is consuming their time and energy to address the specific wants and needs of the pool. There are new issues that they need to engage in. For some companies, it has arrived early, causing staffing issues and dislocations in business operations. Reskilling the pool to fit business requirements is the coming big thing that will consume business leaders. With the demand for tech skills outpacing the supply, many companies are finding it difficult to hire the talent they need. ​To address this shortage, they are investing in programmes to develop and train their own employees, as well as initiatives to attract and retain top talent. This includes offering continuous learning opportunities, flexible work arrangements, and competitive compensation packages. Companies that focus on developing their own talent are better equipped to stay ahead in a rapidly changing industry.​​Download infographic here​Evaluate the employees' current abilities and capabilities​Companies must have a clear understanding of their employee's skills and competencies in order to effectively develop their own talent. Companies are able to make educated decisions regarding which skills they need to focus on developing by comprehending the strengths and weaknesses of their current workforce. This can involve conducting regular performance reviews, seeking feedback from employees and managers, and tracking employee engagement and satisfaction. Employers that focus on supporting their people in career advancement will attract, retain, create, and curate the next generation of talent at scale. Based on the World Economic Forum’sFuture of Jobs Report, 50% of all employees will need reskilling by 2025 as the adoption of technology increases. 40% of employees will require reskilling of six months or less.​Reskill digital skills learning from the Tech Academy programme​By 2025 there will be 149 million new digital jobs, in areas such as Privacy and Trust, Cybersecurity, Data Analysis, Machine Learning, AI, Cloud, Data, and Software Development. Companies can provide access to training programs, mentorship opportunities, and regular performance feedback to support employee development. As one of the recruitment agencies in Malaysia, ManpowerGroup Malaysia has developed a Tech Academy programme to reskill IT employees based on the skills needed by their future employers before they start working. Demand will continue to grow for specialized skills — of more than 140,000 tech workers laid off since March 2022, 72% found new jobs within three months.By investing in the growth and development of their employees, companies can create a culture that values learning, and help employees feel valued and motivated to continue to grow and develop.​​Create a talent development strategy​After evaluating their skills and competencies, companies need to create a talent development strategy. Setting goals and criteria to gauge progress as well as specifying the training and development programs they must build are all aspects of this process. For instance, a business may wish to raise the proportion of staff members who hold a specific certification or have successfully completed a particular training course. The talent development strategy should be constantly monitored and revised and should be in line with the whole business strategy.​Now is the time for business leaders to identify and understand the skills needed for their employees to retain good talent for the future of the company. Identifying skill gaps and finding a good training programme to ensure top performance and the grow the company.​​​

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

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

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

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

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

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

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

​The 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 our jobs portal to 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​​

​How To Nail Your First Impression With HR/Hiring Managers?​“Interviews are all about making a good first impression”. First impression is the initial factor to consider or judgment a HR/Hiring Manager makes about who you are after their first interaction with you. ​There are few factors that can affect the employers’ first impression of you, such as:how you look, what you wear, how you speak and your overall emotional state. ​When you are looking for a new role, how you present yourself on your application or a CV and during an interview can all influence the recruiter and hiring managers' first impression of who you are.​So, check out these few suggestions before you step into your interview to ensure you're presenting yourself in the proper perspective and setting up for the most successful interview possible.​​DRESS & GROOM PROFESSIONALLY (even if the interview is online)​Appearance is incredibly important when making a first impression. Turning up dressed appropriately is an indication of your professionalism which proves that you are taking this job application sincerely. ​Don’t overdress; don’t underdress either. ​👨‍💼 👩‍💼 Wear business attire if you’re looking for an office-based job. E.g.: office clerk, customer service representative, executive assistant, accounts payable clerk, office manager. Meanwhile for other professions, the outfit must be appropriate for the role you’re applying for. ​Whatever outfits you plan to wear, make sure that it looks neat and presentable. The clothes are not supposed to be too tight or too exposing. It is also crucial to ensure you are well-groomed with good hygiene, a professional hairdo, and good breath (brushed teeth). ​Note that chances are your hiring manager will not only be evaluating your answers but also if you'd be a good representative of the company when meeting their business clients.​✖️ Avoid unnecessary distractions - disruptive jewelries (for females), overwhelming fragrance, too many hand gestures or having your meat caught between your teeth can be distracting for interviewers and may make it difficult for them to concentrate on what you are saying.  ​ARRIVE ON TIME​Your goal should be about 🕔 10-15 minutes early of your scheduled time for the interview. This time is needed for you to use the restroom before heading into the interview and also required for completing any necessary documentation/preparation BEFORE the interview.​Running late? Call as quickly as possible to let your interviewers know. They’ll appreciate it than you providing a lame excuse after they've already been waiting for 30 minutes.​​WATCH YOUR BODY LANGUANGE​Even though a job hunter might feel confident on the inside, their body language could tell a completely different story.​THE HANDSHAKE 🤝 - Aim for a firm handshake(but not bone-crushing), and as you shake, make eye contact and smile confidently.​BE MINDFUL OF YOUR POSTURE - Good posture gives an impression of confidence and professionalism. You should also be sure to maintain eye contact with the interviewer throughout the interview.​​GO PREPARED​Prior to your interview;research the company and know what they do, what your responsibility would be in the position you are applying for, what the company’s core values are and how you can add value to the company​Showing you have done your homework can leave the hiring manager with the impression that you are serious about the position you have applied to.​​RESUMES & CERTS SHOULD BE NEATLY ORGANIZED AND READILY ACCESSIBLE​You can be assured that, the recruiter/hiring manager will request for a copy of your updated resume & other supporting documents within the first few minutes of your interview. You’re going to look a little chaotic if you have to drill through your bag searching for it. ​​Thus, you should be able to pull out your CV & other important documents on prompt to make the best first impression. The best way is to carry a binder to hold your resume copies.​​With so many to choose from, employers can be very selective in hiring the talents they need. These hints on how to make a good first impression at a job interview cannot promise you a job, but they can certainly get you a little closer. ​​Don’t you think it is time to try? Good luck, then!​​​Posted by:Yogakumari Sankar- Prospect & Content Development Executive​

​How to Make Your Job Application Stand Out Among the Rest [Recruitment Agency Perspective] ​You may be wondering how you can stand out among the crowd of job applicants & stack of resumes. It's time to buckle up and understand how to distinguish yourself during the selection process, whether you are applying for an entry level position or your first employment after graduation or looking for a career change.​This may require cutting back a week or a month on the amount of resumes you have sent out. But a few carefully constructed resumes and cover letters linking the dots can do more than sending out dozens of CVs to open doors.​Remember, generic cover letters and CVs that do not highlight the required skill set will be quickly overlooked! Instead of sending many employers the same version of a resume, accommodate to the role with your application.​​So, customize your resume to the job you’re applying!​Keep your personal information short​Skip your family details, marital status and current address; it’s taking up space and time. Just stick to your name, current place of residence (optional), objective, and the link to your LinkedIn profile.​​​Make sure to highlight your skills & proficiencies​What skills have you acquired?  What are your strengths? ​10 general skills to include in your resume:Active listeningCommunicationComputer skillsCustomer serviceInterpersonal skillsLeadershipManagement skillsProblem-solvingTime managementTransferable skills​​However,it is important to give the recruiter a good overview of your specific technical skill sets and sort the list by relevance to the job.Roselin Francis, Recruitment Consultant @ ManpowerGroup Malaysia.​If you’re not sure where to start, pick out your main skills and qualifications from the job description that apply to you. ​E.g.: Specific skills adopted by a Digital Marketing Manager will be...SEOGoogle AnalyticsFacebook InsightsHootsuiteData AnalysisPaid Social Advertising​Try to demonstrate that you have these skills by providing actual examples or cases to get the employers’ attention on your resume.​​Tailor your relevant work experience to the industry & the job you’re applying for​The entire point of your CV is to focus on the most important pieces that show why you’re a perfect fit for a particular role. Resist the urge to list every single minor duty or project you can think of and narrow your focus to only the most impressive or the most relevant for career change to focus on transferable skills.​​A good resume should match the job requirement, e.g., responsibilities (achievements & targets accomplished in the past) of candidate should be meeting the job descriptions. Feroz Ghafoor, Talent Acquisition Lead @ ManpowerGroup Malaysia.​So, focus on your accomplishments in each position. If you can quantify (in numbers) any of your achievements, it will give the hiring manager a much clearer image of your skills and abilities. E.g.:​​​Keep your resume concise​​While a resume can be two pages, most should be just one. You should only include the information that will help you land an interview.​​Clarity without missing the important information at first look is what really makes a good CV.​Rajive Kathiresan, Practice Head, Language Hiring @ ManpowerGroup Malaysia​Avoid redundancy and fluff!Avoid listing hobbies/outdated technical or business skillsAvoid listing long job duties ​Instead, showcase your key qualifications in the career summary statement at the top of the first page. E.g.:​"Accomplished marketing professional with 4 years of corporate experience in social media management and advertising campaigns. Looking to leverage industry skills and abilities of raising awareness and sales through low or no budget marketing options for local NGO".​​Keep your resume highly organized & well-designed​Make sure your creativity is professional& must be in an easy-to-read format.Font style-Use a professional font like, Times New Roman, Calibri or Arial.Font size-Size12 font should suffice for the recruiters to read the content of your resumeKeep your template designs minimal & aesthetically appealing- make sure the visual elements don’t distract from the content of your resumeBold the heading or subsections to increase standabilityUse reverse-chronological order- List your most recent job experience to the older ones​​Get review from the experts​Still asking yourself what should a resume include to impress hiring managers? Get a free resume evaluation today from the experts at ManpowerGroupMalaysia.​Or fill in the form below & we will keep in touch with you!​​​​2 Dec 2020Posted by:Yogakumari 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: ​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. ​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.​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. ​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. ​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. Or fill in the form below for us to keep in touch with you!​​

​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