Embracing the Coachable Mindset: Navigating the Malaysian Career Landscape​In today's fast-paced and competitive job market, especially in Malaysia, having the right mindset gives you the ultimate edge. One trait that’s often overlooked but extremely valuable is being coachable. In a world where lifelong learning is becoming the norm, coachability is like your secret career superpower. It allows you to grow faster, connect better, and adapt more smoothly to change, which are all crucial in our dynamic local landscape.​So, What Does It Mean to Be Coachable?​Let’s break it down. Being coachable means you're open to learning, receptive to feedback, and eager to improve. It's about recognizing that no one knows everything and being willing to learn from others. In the Malaysian workplace, this mindset shows that you're not just another employee, but instead you're someone who’s invested in growing.​A coachable person is open to constructive criticism, takes ownership of their mistakes, and actively seeks guidance. This approach not only improves performance but also builds a solid reputation among peers and leaders. In Malaysia, where hierarchy and respect for authority still play a big role in many companies, showing a willingness to learn from your seniors can go a long way.​Why Being Coachable Matters More Than Ever in Malaysia​The Malaysian workforce is experiencing significant transformations, driven by technological advancements and shifting economic landscapes.- In this context, employees who exhibit coachability are better positioned to navigate changes, acquire new skills, and contribute meaningfully to their organizations. Employers increasingly value staff who are open to guidance and can integrate constructive feedback into their professional development.​Malaysia’s workforce is rapidly evolving. From IR 4.0 initiatives to hybrid workplaces and tech-driven industries, adaptability is no longer optional. According to the National Human Capital Conference & Exhibition (NHCCE) 2023 hosted by HRD Corp, organizations that prioritized employee development and coaching see stronger business performance. In this environment, coachability is a clear advantage.​HRD Corp has consistently encouraged companies to foster learning environments and support upskilling through structured training and informal feedback loops. Coachability plays right into that. When you’re open to learning, you naturally align with what progressive employers want.​The Benefits of Being Coachable​1. Faster Learning & GrowthCoachable individuals soak up knowledge like sponges. Instead of learning by trial and error, they learn from the experiences of others. Whether from a mentor, a manager, or a peer, every bit of feedback becomes a building block. Why reinvent the wheel when someone can show you a shortcut?​2. Stronger Relationships at WorkBeing open to feedback builds trust. When your colleagues see you responding positively to advice, it creates a healthy feedback culture. In Malaysia's diverse and team-oriented workplaces, this kind of attitude fosters stronger collaborations and smoother communication.​3. Adapting with EaseIndustries in Malaysia are being reshaped by automation and AI. According to a report by the Khazanah Research Institute, more than half of all current jobs in Malaysia are at high risk of being affected by automation in the next one to two decades. Coachable professionals are better prepared to adapt because they're already used to learning new things and adjusting how they work.​​​4. Leadership PotentialBeing coachable isn’t just for junior staff. Great leaders stay open to learning, too. In Malaysia, where leadership is often associated with experience, blending that with coachability creates a powerful balance. Leaders who listen, adapt, and grow build stronger, more loyal teams.​What Happens When You're Not Coachable?​On the flip side, not being coachable can stunt your growth. You might miss valuable feedback, repeat the same mistakes, and struggle to build trust with your team. Worse, it can cost you opportunities. A recent discussion on LinkedIn Malaysia highlighted that many employers have passed over candidates during promotions simply because they refused to accept feedback constructively.​For instance, in a feature on The Star, a senior recruiter shared how a candidate with excellent technical skills lost out on a job because of a reputation for being difficult to work with and unreceptive to input. The team felt the candidate wouldn’t thrive in a collaborative environment. That’s the real-world cost of not being coachable.​How to Be More CoachableEmbrace feedback, even if it's uncomfortable.Ask questions and actively seek input from mentors and peers.Reflect on what you’ve learned and how you can apply it.Be willing to adjust your behavior and mindset.Recognize that growth takes time and effort.​Conclusion​In Malaysia’s fast-moving job market, being coachable isn’t optional—it’s essential. It keeps you relevant, strengthens relationships, and fuels career growth at every stage. Whether you’re starting out or stepping up, a willingness to learn is your ticket to lasting success.​ So next time feedback comes your way, embrace it. That advice could unlock your next big break.

Plan Your Career Growth While You're Employed – Here's How to Talk to Your Manager​​Don’t wait till you’re unemployed. Invest in career coaching while still employed to clarify your path, set goals, build skills, and position you for success, be it a promotion or transition.​Whether you’re considering a change in your career path or simply want to ensure you’re on the right track, career coaching and proactive planning can be your guide to a successful and fulfilling professional journey.​Career development conversations with a career coach or your manager can help you identify your strengths, values, and career goals, giving you greater clarity on the next steps to take. It can also aid in the development of realistic goals and a roadmap to achieve them, whether seeking a promotion, a career change, or skill development.​Greater clarity and proactive career management can give you the self-assurance needed to pursue your career aspirations, increase job fulfillment and overall well-being.​Many of us have the misconception that career planning and coaching are solely for the unemployed or those who are dissatisfied with their current role. However, these conversations can be helpful regardless of current employment status.The Best Time for Career PlanningIn fact, the best time for career planning is while you’re still employed, here's why.Financial stability:Having a job allows you to explore your options without immediate financial pressure.Leveraging on existing connections:It also allows you to leverage existing professional connections which you may no longer have access to after leaving your current role. These connections may help bring up opportunities you wouldn’t otherwise find.Immediate application of acquired skills:Planning the next step of your career while still in a job will also allow you to immediately use new skills in a professional setting.More leverage during negotiations for internal opportunities:With your manager’s support, such career conversations may open opportunities within your current company. In this case, being a valuable employee can also potentially mean more leverage when negotiating for a promotion or a change in direction.​Tips for bringing up career conversations with your manager​How should you bring such conversations up to your manager? Here are some tips you may find helpful:​Be prepared: To facilitate a productive discussion with your manager, before bringing up the conversation, take some time to think about your career goals and areas of interest as well as how they align with your company values. If you realize that switching paths may be the best option, try to anticipate questions about your reasons for wanting to switch paths.Schedule a dedicated meeting: Communicate your interest in professional development to your manager by scheduling a dedicated meeting. This will help display your seriousness towards taking the next step in your career and show that you value their guidance and time. Be sure to prepare your supervisor on the purpose of the meeting when bringing it up to ensure they are not caught by surprise.Focus on growth within the company: Show enthusiasm for your future with the company while demonstrating a desire to learn and grow by first exploring internal opportunities or skill development programs aligned with your aspirations. This can be in the form of internal job shadowing or mentorship. While doing so, remember to present potential ideas for how your career development can benefit the company.Maintain a positive and collaborative approach: During the conversation, be open to suggestions and collaborate on a growth plan that works for both you and your manager. Keep an open mind and be willing to explore options beyond your initial expectations. In the event your plan is rejected, express your understanding of their concerns and try to understand why. You can also ask for time to refine your plan based on your feedback and schedule a follow-up meeting to show your commitment and initiative.​In conclusion, taking charge of your career doesn't require a burning platform or a looming sense of dissatisfaction. Taking charge of your career, even while employed, can help you gain greater clarity on your goals and your future trajectory, build valuable skills, and position yourself for a promotion or a smooth transition to a new path. With a proactive approach and the right support, you can navigate career changes with confidence and unlock your full potential.​​Ready to take the first step towards a fulfilling career? Explore more resources or let our recruiters help you get a great job and succeed on the job.

How to Create a Positive Candidate Experience: Proven Strategies for Attracting Top Talent​In today’s competitive job market, attracting top talent is about more than just offering a good salary or benefits. It’s about creating a positive candidate experience that leaves a lasting impression. As recruiters, we know that a seamless, engaging, and respectful process can help set you apart from the competition. Recruitment experts agree that a great candidate's experience can make all the difference. So, how can you ensure that your candidates walk away with a positive impression, no matter what the outcome?​​Here are some tips to keep in mind when crafting a positive candidate experience, backed by insights from the experts.​1. Streamline Your Application Process​Let’s face it, no one likes a lengthy, complicated application process. And for good reason! A study from CareerBuilder found that 60% of candidates abandon applications that take more than 20 minutes to complete. So, how do you streamline?Simplify the steps: Keep the application process short and sweet. Use a user-friendly applicant tracking system (ATS) that makes it easy for candidates to apply quickly.Be clear and upfront: Let candidates know what to expect from the process. Providing a timeline or giving them a sense of next steps can help manage expectations.Skip the fluff: Only ask for information that is truly needed. You can always gather additional details once you’re ready to move forward.By making the application process easy, you show candidates that you value their time and make it more likely they will stay engaged.​2. Communicate Clearly and Consistently​One of the top complaints candidates have about the hiring process is a lack of communication. Imagine you’ve applied to a job and haven’t heard anything for weeks. It’s frustrating, right? Here’s how to avoid that:Acknowledge receipt: Send a quick confirmation when you receive a candidate’s application. Even if you’re not moving forward right away, it’s helpful to let them know you’ve seen it.Keep them updated: Regularly check in with candidates about where they stand in the process. Whether they’re in the running or not, keeping them informed shows respect.Personalize your messages: Rather than sending generic, automated responses, try to personalize your emails or phone calls to make candidates feel seen and valued.When communication is clear and consistent, it helps candidates feel more confident about the process and shows them you’re invested in their journey.​3. Create a Welcoming Interview Environment​Interviews should be a two-way street. It’s just as important for the candidate to assess whether they’d be a good fit for your company as it is for you to assess whether they’re a good fit for the role. So, how can you make sure your interview environment puts candidates at ease?​Be punctual: Show respect for their time by starting the interview on time. If delays happen, communicate them in advance.Set the tone: Whether the interview is in-person or virtual, make sure it’s warm, inviting, and professional. A friendly greeting goes a long way.Make it comfortable: Ensure the interview environment—whether online or offline—is conducive to open conversation. Test your technology beforehand if you’re conducting virtual interviews.A positive interview experience makes candidates feel comfortable and confident, allowing them to perform at their best.​4. Showcase Your Company Culture​One of the best ways to engage candidates is to give them a real sense of what it’s like to work at your company. Recruitment experts emphasize the importance of showcasing your culture throughout the hiring process.Introduce them to the team: If possible, give candidates the chance to meet team members or other employees who can offer a glimpse into the company culture.Share your values: Be clear about your company’s mission and values. Candidates want to know they’ll be aligned with the organization they’re joining.Provide testimonials: Share stories from current employees about their experiences with your company. Real-life testimonials can be a powerful way to connect with candidates.When candidates understand your company culture, they are better able to decide if they are a good fit—and it helps them get excited about the opportunity.​5. Offer Constructive Feedback​While giving feedback may seem intimidating, it is a key element of the candidate’s experience. Constructive feedback shows candidates that you care about their growth and can improve your brand’s reputation, even if they are not the right fit for the role.Be specific: If a candidate is not selected, provide clear, actionable feedback they can use in the future. Instead of vague statements like “not the right fit,” offer concrete reasons.Express gratitude: Thank candidates for their time, effort, and interest. Everyone appreciates feeling valued, even if the outcome is not what they hoped for.Extend an offer for future opportunities: If applicable, let candidates know that you will keep their information on file for future openings.Giving feedback does not just help candidates improve—it also leaves them with a positive impression of your company.​6. Follow Through on Your Promises​Trust is a key component of any successful relationship, and recruitment is no different. If you promise a candidate you will follow up by a certain date or send them feedback, make sure you do so. Recruitment experts agree that following through is essential to building trust and credibility.Stick to timelines: If you tell a candidate you will get back to them within a certain timeframe, do it. If there is a delay, communicate it as early as possible.Be transparent: If a decision takes longer than expected, let the candidate know. The worst thing you can do is leave them hanging without any updates.When you keep your promises, you build trust—and that trust can carry over even if a candidate is not hired this time around.​The Long-Term Value of a Positive Candidate Experience​In today’s competitive hiring landscape, creating a positive candidate experience is not just a nice-to-have but it is a must. Recruitment experts agree that it plays a critical role in attracting top talent, building a strong employer brand, and maintaining positive relationships with candidates, whether they’re hired. By streamlining your application process, communicating clearly, creating welcoming interviews, displaying your company culture, offering feedback, and following through on promises, you can ensure that every candidate has a great experience.​Remember: each interaction with a candidate reflects your company. A positive experience does not just help you fill a role but it can leave a lasting impact that contributes to your long-term recruitment success.​

​Essential Skills for Navigating the New World of Work​The modern workplace is evolving at an unprecedented pace, driven by technological advancements, shifting demographics, and global economic changes. In this dynamic environment, success is no longer about mastering a single skill but embracing continuous learning and adaptability. To thrive, individuals must equip themselves with essential skills that meet the demands of the new world of work. This article explores these critical skills, offers practical development tips, and highlights where Malaysians can access relevant training.​The Skills You Need to Thrive​1. Adaptability and FlexibilityChange is constant in the workplace, and those who adapt quickly are better positioned for success. Flexibility is a key, when transitioning to a new role, learning a new tool, or responding to market demands.​Tips to Develop:Volunteer for cross-departmental projects to experience different work dynamics.Cultivate a mindset that views challenges as opportunities for growth.Practice mindfulness to stay focused during times of uncertainty.​Training Options in Malaysia:HRD Corp: Offers workshops on adaptability.​2. Digital LiteracyAs technology becomes integral to nearly every job, digital literacy is no longer optional. Workers need to have some knowledge, engage in digital tools, and understand emerging technologies like AI and automation.​Tips to Develop:Learn basic data analysis and office tools like Excel or Google Sheets.Explore coding or digital platforms such as Python or SQL for foundational skills.Keep up with technological trends relevant to your industry.​Training Options in Malaysia:MDEC’s Digital Skills Training: Offers government-subsidized courses.Coursera & LinkedIn Learning: Provide flexible online learning options.​3. Critical Thinking and Problem-SolvingOrganizations value individuals who can analyze situations, evaluate options, and create effective solutions. Critical thinking is especially vital in tackling complex and unforeseen challenges.​Tips to Develop:Engage in puzzles, games, or simulations to improve analytical thinking.Practice breaking down complex problems into smaller, manageable steps.Use visualization tools like mind maps to brainstorm solutions.​Training Options in Malaysia:HRD Corp: Features courses on critical thinking.​4. Emotional Intelligence (EQ) and Interpersonal SkillsWorkplaces are becoming more collaborative, making emotional intelligence (EQ) and interpersonal skills vital. EQ encompasses self-awareness, empathy, and the ability to manage relationships effectively.​Tips to Develop:Practice active listening to understand colleagues’ perspectives better.Seek regular feedback to build self-awareness and improve interactions.Work on empathy by putting yourself in others’ shoes during decision-making.​Training Options in Malaysia:HRD Corp: Features courses on Emotional Intelligence.​5. Continuous Learning MindsetTo stay competitive in the new world of work demands lifelong learning. Employees must proactively seek opportunities to upgrade their skills and embrace personal growth.​Tips to Develop:Commit to completing one professional course or book each quarter.Attend industry webinars or conferences to gain insights and network.Join peer learning communities or professional organizations for shared knowledge.​Training Options in Malaysia:HRD Corp e-LATiH: Provides free online courses.​6. Agility and ResilienceWith constant disruptions in the workplace, agility and resilience help employees bounce back from setbacks and adapt to change effectively.​Tips to Develop:Reframe failures as opportunities to learn and grow.Stay active and prioritize wellness to build mental and physical strength.Set short-term, achievable goals to maintain motivation and adaptability.How ManpowerGroup Can Support Your Development​At ManpowerGroup, we believe that every worker deserves access to the tools and resources needed to thrive in their career. If your current employer doesn’t provide enough opportunities for development, we’re here to help.​Here’s what we offer:​1. Upskilling and Reskilling Programs: Our training programs cover a wide range of in-demand skills, from digital marketing to data analytics. Whether you’re looking to pivot to a new industry or grow in your current field, we’ve got you covered.2. Access to Purpose-Driven Roles: We partner with employers who prioritize employee development and meaningful work, ensuring you find a role where you can grow and make an impact.3. Personalized Career Guidance: Our career consultants work with you to identify your strengths, goals, and opportunities, helping you create a development plan tailored to your needs.4. Flexible Learning Options: From online courses to on-the-job training, we offer flexible learning solutions that fit your schedule and aspirations.​In today’s fast-changing work environment, mastering these essential skills is not just a strategy but a necessity. Adaptability, digital literacy, critical thinking, emotional intelligence, continuous learning, and resilience will future-proof your career and help you thrive in any industry.​Malaysia provides ample resources for skill development, from government-backed initiatives to private training providers. By taking challenge of these opportunities, you can stay ahead in the ever-evolving job market. Start investing in yourself today and embrace the future of work with confidence!

If you’ve been feeling like your career is in a bit of a stall, you’re not alone. Our Global Talent Barometer 2024 shows a significant 59% of workers report not having received any skills training in the past six months. Additionally, only 39% of workers say they have access to a mentor or coach, and over a third (34%) feel they lack enough opportunities to achieve their career goals at their current employer.​These stats tell us one thing: if you want to grow your skills and advance your career, you might have to take the lead. Training and development don’t always come knocking on your door—you may need to open the door yourself. Let’s explore strategies you can use to proactively initiate upskilling and reskilling opportunities at your current job.​Why Training and Development Matter​Before we dive into the “how,” let’s take a moment to reflect on the “why.” The world of work is changing rapidly, with new technologies and business practices redefining what it means to be competitive. By proactively seeking training opportunities, you’re not just advancing your career but you’re future-proofing it.​Upskilling and reskilling:Keep you relevant in a constantly evolving job market.Boost your confidence and job satisfaction.Make you a more valuable asset to your employer, increasing job security and growth opportunities.The key is to take ownership of your learning journey. Here’s how.​Strategies to Initiate Training and Development​If you’re waiting for your employer to offer training on a silver platter, you could be waiting a while. Instead, take the first step by implementing these strategies:​1. Start the Conversation​One of the most effective ways to kickstart your development is to ask for it. Your manager isn’t a mind reader, and they might not know you’re interested in additional training.​How to Approach This:Schedule a meeting with your manager to discuss your career goals and interests.Express your desire to take on more responsibilities or learn new skills.Be specific about the type of training you’re interested in (e.g., leadership workshops, technical certifications, etc.).​Example Script: "I’ve been reflecting on how I can add more value to the team, and I’d like to explore opportunities for skill development. Could we discuss any training programs or resources the company might offer that align with my goals?"​2. Tie Your Training to Business Goals​Employers are more likely to invest in training if it directly benefits the organization. Frame your request in a way that demonstrates how your development will support team or company objectives.​How to Approach This:Research your company’s priorities or challenges.Align your proposed training with these areas. For example, if the company is moving toward digital transformation, express interest in learning new tech tools.Show how the training will improve your performance and contribute to team success.​Example Script: "I’ve noticed that as we adopt more digital tools, there’s an opportunity for me to strengthen my skills in [specific area]. I believe this will help streamline our processes and enhance team productivity."​3. Seek Out Internal Resources​Sometimes, the training you need is already available within your company—you just have to find it. Many organizations offer internal learning programs, but employees don’t always take advantage of them.​How to Approach This:Check your company’s intranet or learning management system (LMS) for available courses. Ask HR about existing training programs, mentorship opportunities, or job rotation initiatives.Volunteer for cross-functional projects that allow you to learn on the job.​Pro Tip: Even informal resources, like shadowing a colleague or attending internal workshops, can be valuable learning experiences.​4. Build a Case for External Training​If the training you need isn’t offered internally, don’t be afraid to propose an external course or certification. Be prepared to justify the cost and time investment by showing how it will benefit the organization.​How to Approach This:Research credible training providers or certification programs relevant to your role.Highlight the return on investment (ROI) for your employer, such as increased efficiency, new capabilities, or reduced reliance on external consultants.Offer to share your knowledge with the team after completing the training.​Example Script: "I came across a certification program in [specific skill], which I believe could significantly enhance our capabilities in [area]. Would the company be open to supporting me in pursuing this training?"​5. Leverage Mentorship and Coaching​Having a mentor or coach can be one of the most effective ways to learn and grow. Unfortunately, as the Global Talent Barometer reveals, only 39% of workers currently have access to one. If you’re not among them, it’s time to take initiative.​How to Approach This:Identify someone in your organization who has the experience or skills you admire.Politely ask if they’d be willing to mentor you or provide guidance on specific areas.Come prepared with clear questions or goals to make the most of your time together.​Pro Tip: Many companies have formal mentorship programs—don’t hesitate to ask HR if one exists.​6. Take Advantage of Online Learning​Even if your employer doesn’t have a formal training budget, there’s a wealth of affordable (or even free) online resources available. Platforms like LinkedIn Learning, Coursera, and edX offer courses on everything from leadership to coding.​How to Approach This:Choose courses that are directly relevant to your role or career aspirations.Dedicate time outside of work hours to complete these courses.Share your certifications or new skills with your manager to demonstrate initiative.​7. Show Your Commitment​Employers are more likely to invest in employees who show they’re serious about their growth. Demonstrate your dedication by excelling in your current role and consistently seeking feedback.​How to Approach This:Be proactive in identifying areas where you can improve or contribute more.Regularly ask for feedback and incorporate it into your development plan.Take on stretch assignments or responsibilities outside your comfort zone.​How ManpowerGroup Can Support Your Development​At ManpowerGroup, we believe that every worker deserves access to the tools and resources needed to thrive in their career. If your current employer doesn’t provide enough opportunities for development, we’re here to help.​Here’s what we offer:​1. Upskilling and Reskilling Programs: Our training programs cover a wide range of in-demand skills, from digital marketing to data analytics. Whether you’re looking to pivot to a new industry or grow in your current field, we’ve got you covered.2. Access to Purpose-Driven Roles: We partner with employers who prioritize employee development and meaningful work, ensuring you find a role where you can grow and make an impact.3. Personalized Career Guidance: Our career consultants work with you to identify your strengths, goals, and opportunities, helping you create a development plan tailored to your needs.4. Flexible Learning Options: From online courses to on-the-job training, we offer flexible learning solutions that fit your schedule and aspirations.​Final Thoughts​Taking charge of your training and development isn’t just about advancing your career—it’s about empowering yourself to achieve your full potential. By being proactive and leveraging the strategies outlined above, you can turn your workplace into a hub for growth, regardless of the resources currently available.​We’re here to support you every step of the way. Let’s work together to build a future where your skills and ambitions align, creating a career you’re truly proud of.

​Mastering the Raise: How to Confidently Ask for a Pay Increase​In any job market, understanding your value and knowing when and how to ask for a raise can make a significant difference in your career. While conversations about money can be challenging, you can confidently navigate this important career milestone with the right strategy. Here are some tips to help you effectively advocate for a raise, showing your worth, while respecting cultural and professional norms.​Know Your Worth by Doing Market Research​Salary information is now more easily accessible through the internet – often for free. Before you initiate a raise conversation, research salary trends in your field and region. Platforms like JobStreet and Glassdoor provide a benchmark for salaries in similar roles within Malaysia, allowing you to present realistic, data-backed expectations.Pro Tip: Keep in mind that a bit of research will help you find what you need. We recommend using the “search job” feature: enter your current role (or a similar one) and compare your current salary with the results to get a clear sense of your position in the market.]Here’s a quick overview based on Glassdoor and Jobstreet salary checker, just to give you an idea of what’s the average salary for several jobs in the market:Job TitleAverage Salary (Per Year)Business Development ManagerRM78,000Business Development ExecutiveRM42,000Human Resources ManagerRM96,000Human Resources ExecutiveRM41,000Marketing ManagerRM90,000Marketing ExecutiveRM42,000Accounts ManagerRM60,000Accounting ExecutiveRM42,000Social Media ManagerRM57,000Digital Marketing SpecialistRM51,000​Highlight Your Accomplishments and Value​List your contributions, particularly those that have positively impacted your team or company. Show how you’ve added value through key achievements, such as surpassing performance targets, contributing to successful projects, or taking on additional responsibilities.Example: Rather than saying “I’ve been working hard,” specify: “As a Project Manager, I successfully led a project that reduced costs by 15% and improved efficiency, which directly benefited the company’s bottom line.”​Align Your Request with Company Goals​Linking your performance to the company’s objectives demonstrates that you understand the bigger picture and are invested in the organization’s success. Highlight how your efforts contribute to the company’s growth and explain how a raise would enable you to continue contributing at an even higher level.Example: “As an Account Manager, I managed to increase client retention and have directly contributed to the company’s goal of expanding market share in Southeast Asia.”​Timing Is Key​Timing your request can significantly impact its success. If your company conducts annual reviews, plan your discussion around this time. Additionally, consider the company’s current financial health—making your request when the company is doing well financially can improve your chances.Best Times to Ask: Performance review periods, after a successful project, or during a time of company growth.​Practice the Conversation​Being prepared can ease nerves and help you communicate confidently. Consider role-playing the conversation with a friend or practicing in front of a mirror. This way, you’ll be able to address potential objections smoothly and clearly.Suggested Phrase: “I’ve taken on additional responsibilities and consistently met key performance indicators, so I believe a raise reflects my contributions to the team.”​Be Ready for Different Outcomes​While we all hope for an immediate “yes,” be prepared for a range of responses, including requests for time to review, or even a “no.” If your manager needs time to consider your request, ask for a follow-up meeting. If the answer is “no,” ask for feedback on how you can position yourself for a future raise.Alternative Solutions: If a raise isn’t possible right now, consider asking for other benefits like professional development opportunities, flexible work arrangements, or a one-time bonus.​Final Thoughts: Advocate for Your Worth with Confidence and Respect​Asking for a raise is a bold step, but it’s also a necessary one to grow in your career. By doing your research, preparing your case, and approaching the conversation with respect and clarity, you’re setting yourself up for a constructive discussion. Remember, your value and contributions matter—take this opportunity to show that to your employer.

​Staying Motivated During Your Job Search​Job hunting can feel like a marathon, full of ups and downs, and maintaining motivation is often the toughest challenge. Whether you're seeking your first job, transitioning to a new role, or looking for growth opportunities, staying focused and positive is crucial to landing that dream job. At ManpowerGroup Malaysia, we understand the unique challenges of job seekers and are here to provide you with the tools and motivation to keep going.​Here are some practical tips to stay motivated throughout your job search journey:​1. Set Clear, Achievable Goals​Rather than setting vague goals like "find a job soon," break it down into smaller, manageable tasks. For example, aim to send out a specific number of applications each day, update your CV by the end of the week, or network with a set number of people by a certain date. Clear targets help maintain focus and give you a sense of accomplishment as you check off each task.​Tip: Use a tracking tool to monitor your progress and adjust your goals as necessary. Example: Trello​2. Stay Organized​A well-organized job search can prevent you from feeling overwhelmed. Keeping track of the jobs you've applied for, the stages of the application process, and upcoming interviews can help you stay on top of things and avoid missed opportunities.​Tip: Create a job search calendar or spreadsheet where you can log applications, deadlines, and follow-up dates. This structure can keep your efforts aligned with your ultimate goal. Example: Google Sheets​3. Celebrate Small Wins​Each small step you take in the job search process is worth celebrating. Whether it’s securing an interview or receiving positive feedback on your CV, acknowledging these wins will fuel your motivation to keep pushing forward.​Advice: Reward yourself when you hit a milestone – treat yourself to a coffee, or watch your favorite movie. It’s important to recognize your hard work!​4. Practice Self-Care​Job searching is a full-time job in itself, and it’s easy to feel burnt out. Make sure to take breaks, exercise, and keep a healthy work-life balance. Simple practices such as going for a walk or meditating can help you clear your mind, allowing you to come back to the search refreshed and recharged.​Tip: Schedule regular breaks into your day to maintain mental clarity and reduce stress.​5. Leverage Your Network​Networking can be a game changer in your job search. Attend industry events, join online forums, and connect with professionals on LinkedIn. Reaching out to people who are already in the industry can provide insider information on job openings and tips to succeed in your job search.​Tip: Reach out to our recruiter to connect with hiring managers and companies that actively seeking talent. Building relationships with recruiters can also provide an edge in a competitive job market. Make sure that your profile on LinkedIn is up to date.​6. Stay Adaptable and Keep Learning​Sometimes job hunting requires adjusting your approach. Be open to feedback and willing to refine your resume or interview techniques. Additionally, using this time to learn new skills, whether through online courses or workshops, can boost your confidence and make you more attractive to potential employers.​Tip: Check out free resources on skill-building courses that align with the evolving job market trends. Example: Coursera, Khan Academy, edX​7. Seek Professional Support​If you find yourself struggling, seeking professional support is always a good idea. At ManpowerGroup Malaysia, our experts are here to help you through every stage of your job search, from CV preparation to interview coaching. We provide personalized advice that’s tailored to your career goals.​What We Can Support: Our team of experienced recruiters can match you with opportunities suited to your skills, experience, and aspirations. We believe that every job seeker deserves personalized attention and guidance.​8. Remember Your 'Why'​The job search journey can be long, but keeping your end goal in sight will fuel your persistence. Remember why you started this process—whether it’s for personal growth, financial stability, or achieving a long-term dream. Keeping your ‘why’ at the forefront will help you push through the tough days and keep you focused.​At ManpowerGroup Malaysia, we understand that the job search process can feel daunting, but with the right mindset, tools, and support, it’s a journey that can lead to fulfilling opportunities. Stay motivated, stay organized, and remember: the right job is out there, and we’re here to help you find it.Let’s take that next step together!​Contact us today to explore the latest job opportunities and discover how we can assist you in finding a job that’s perfect for you.

​Unlocking Limitless Potential: Empowering the Next Generation of Women in TechBy Amanda AlwyManpowerGroup Senior Vice President, IT & Analytics – North America Step into any classroom where young girls are immersed in coding, and you'll immediately sense the vibrant energy of untapped potential. The sheer joy and creativity as they construct websites and design games from scratch are nothing short of inspiring. These brilliant young minds possess boundless talent, ready to dream up groundbreaking innovations if we nurture their passions early on. I still remember an exploratory course I took coding graphics (0’s & 1’s) on an Apple 2E in the 6th grade!​Tragically, many girls have experienced a gradual erosion of confidence due to outdated gender norms and subtle signals suggesting their skills aren't valued in technical fields. By the time they reach adulthood, these discouraging biases have often eroded their career aspirations, resulting in a loss of diverse ideas and perspectives for all of us.​But here's the good news: we're no longer accepting the status quo. Across the tech industry, a fervent conviction is sparking real action and investment to dismantle barriers for women. Flexible work arrangements, remote opportunities, mentoring programs – these innovations are swinging doors wide open. And the proof is in the new data from ManpowerGroup’s, “World of Work Outlook for Women in 2024” report:65% of employers acknowledge that technology has made them more flexible, paving the way for women's advancement. 62% observe IT hiring pools becoming more gender-diverse, thanks to emerging recruiting methods.​While celebrating this hard-won progress is crucial, we must recognize that statistics about inclusion only take us so far. To truly unleash potential for generations to come, we must transform technology cultures from the inside out.​This requires a brave, honest introspection. Identifying and addressing lingering biases. Engaging in uncomfortable yet crucial conversations. Tirelessly challenging the status quo. It's about walking the walk of inclusive values, not just talking the talk. I’m grateful (and lucky) I’ve had incredible mentorship throughout my career from male and female executives, who were invested enough to both challenge and support me. They helped me grow and learn from the tough lessons and failures along the way. And they helped me build confidence and continue to pursue my leadership goals to become a Chief Information Officer (CIO), in a time when there weren’t many female technology executives to seek out for advice.​As a woman in tech leadership, I am personally committed to being a catalyst for change by: Mentoring young women as they navigate STEM paths. Sponsoring employee resource groups and programs to empower women. Advocating for cultures of belonging (and watching out for unintended, yet outdated boys' clubs). Speaking out against discrimination at every turn. Ensuring diverse talent recruiting for technology positions ​Together, we can construct a vibrant reality where girls' love for technology is continually nurtured, not dismantled. A reality where they pursue their passions unbounded by gender stereotypes, and their voices confidently resonate in decision-making rooms. ​This International Women's Day, I extend an invitation to every leader to join me in accelerating equality through deliberate, daily choices: Leverage technology solutions to implement flexibility and open doors for women. Scrutinize cultures vigilantly and uproot any biases. Visibly champion women through sponsorship, mentoring, and unwavering vocal support. ​We stand at an exhilarating tipping point. The road ahead is still long and winding, but progress has unstoppable momentum. With purpose and innovation propelling us forward, there's no limit to how high we can elevate women and the technology world as a whole. So let's keep marching forward, empowering tomorrow's barrier-breakers with each step. Their futures have never looked brighter. ​

Green Careers Unveiled: A Guide for Job Seekers Ready to Make an Impact ​Are you ready to dive into a career that not only pays the bills but also makes a positive impact on the environment? You're not alone. With the green transition picking up speed, recruiters and hiring managers all over the planet Earth are starting to speed up their green talent acquisition and upskilling efforts. In our ManpowerGroup Global Talent Shortage survey, 70% of employers across various industries expressed their active plans to recruit individuals passionate about environmental sustainability. If you're fascinated but uncertain about where to start, we've got you covered. Here's your guide to navigating the world of green jobs. ​Discover Your Green Niche ​Based on our A People-First Green Business Transformation Global Insight White Paper, green jobs come in various shades, from roles that already contribute to environmental sustainability to new positions that require cutting-edge skills to accelerate positive change. The key is to identify where your skills align and where you can make the most impact. Examining the landscape of green jobs from the perspective of shifting skills is beneficial. There are well-known green jobs, such as solar panel installers and wind turbine technicians. They support environmental sustainability and call for green skills, but those don't change quickly.​Greening jobs are current positions that require more substantial skill modifications to have a greater environmental effect. Automotive mechanics and engineers are among the examples because of the continuous electrification of vehicles. Lastly, Green+ jobs are new positions that call for a wide range of new competencies. Emerging technologies like hydrogen technology and direct carbon capture, for instance, will provide Green+ jobs that do not exist today.​Definition of the Different Shades of Green Job​Where the Green Jobs Are ​The demand for green talent is booming. Based on our A People-First Green Business Transformation survey, industries like Energy & Utilities lead the charge with an impressive 81% actively seeking green professionals. Manufacturing & Production, Operations & Logistics, and Information Technology are also hotspots for green job opportunities, making up 36%, 31%, and 30% of the recruitment intentions, respectively. There is Green Jobs Malaysia Portal was developed by the Malaysian Green Technology and Climate Change Corporation (MGTC) in 2021. It embraces a unique feature as it offers vacancies that mainly focus on environmental sustainability. To support government initiatives and our announced ambition to train, upskill, or place as many as 10 million people for green jobs by 2030 we also offer green jobs on our website.​Bridging the Perception Gap: Your Green Story Matters ​Despite the demand, there's a gap in how workers perceive green industries. Green skill gaps are especially severe in highly technical fields like automotive and renewable energy. Over half of respondents prefer working in a green industry, but only 14% would consider a "dirty" industry, even if it holds more potential for positive impact. Your role in bridging this gap is crucial. Seek employers who effectively communicate their green initiatives and share their green journey. Your contribution to a sustainable future starts with aligning your values with your workplace. ​​Green jobs within the battery supply chain​Generational Perspectives: Yes, You Can Make an Impact ​According to research from ManpowerGroup's "Green Business Transformation" white paper, workers across all age groups are eager to contribute to environmental goals, showcasing a universal commitment to making a positive impact. Gen Z or Millennial employees believed that the shift towards a greener economy would have a positive effect on their daily work experiences. This perspective is widely shared, even among older generations; 44% of workers aged 55 to 74 also anticipate that the shift towards greener practices will positively influence their day-to-day tasks. ​Your Decision-Making Power ​What influences your career decisions the most? According to the People-First Green Business Transformation survey, clear actions to address environmental issues are the top positive influence, while a poor environmental reputation is the most significant negative factor. As you embark on your green career journey, prioritize authenticity. Look for employers with a proven track record of environmental stewardship to ensure your values align with your workplace.​Skills That Make You Green-Ready ​What skills will set you apart in the green job market? ​Addressing bias and social injustice (47%) Leadership and management skills (33%) Communication and collaboration skills (32%) Information and technology skills (26%) Problem-solving and analytical skills (25%) Creativity and innovation skills (22%) Awareness of the environmental impact of your role (20%) ​ Upskilling Made Easy ​If you're concerned about lacking specific green skills, worry not. Forward-thinking employers are investing in their workforce by offering upskilling opportunities. Seek out companies that provide training programs, workshops, and resources to help you acquire the skills needed for green roles. ​In conclusion, your journey into green careers is not just about finding a job; it's about joining a movement towards a sustainable future. Not only are green employment rewarding, but they are also essential to Malaysia's sustainable future development. Your impact is not only possible but necessary. Choose employers who share your values, embrace the green shift, and see your career flourish as you contribute to a better world. Your green career awaits, and the possibilities are endless.

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​​​​

​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​​

​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​​

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.