​What Do Candidates Want From Employers? Insights from the Well-Being Index​In today’s competitive talent market, understanding what employees value most is essential for attracting and retaining top candidates. The Global Talent Barometer sheds light on these priorities, offering a clear picture of what individuals seek in their work environments. The Global Talent Barometer is a robust tool by ManpowerGroup that measures the well-being, job satisfaction, and confidence of the global workforce. It assesses twelve unique benchmarks to capture employee perspectives in today’s evolving world of work. The Well-Being Index focuses on four key areas: Meaning and Purpose, Minimal Daily Stress, Values Alignment, and Work-Life Balance. With the Well-Being Index as a guiding framework, here are the four key benchmarks that candidates consider when evaluating employers, explained below:​1. Meaning and PurposeWork is no longer just about earning a paycheck—it’s about making a difference. Candidates want roles where they can:Contribute to something larger than themselves. Whether it’s through corporate social responsibility initiatives or meaningful projects, employees crave purpose-driven work.See the impact of their efforts. Providing transparency about how individual contributions support company goals can increase engagement and job satisfaction.According to the Well-Being Index, 65% of employees feel their work has at least some meaning or purpose, highlighting the importance of purposeful roles in today’s workforce.What Employers Can Do: Share your company’s mission and values prominently, and align job roles with that purpose. Regularly communicate how employees’ work impacts the organization and the community.​2. Minimal Daily StressThe modern workforce prioritizes mental health and well-being. Overwhelming workloads and lack of support can drive talent away. Candidates value:Supportive environments: Workplaces that foster open communication and provide resources for mental health.Clear expectations: Minimizing ambiguity in roles and responsibilities to reduce unnecessary stress.The Well-Being Index reveals that 71% of employees report feeling little to no daily stress in supportive environments, emphasizing the value of stress management in attracting and retaining talent.What Employers Can Do: Offer flexible working arrangements, provide access to wellness programs, and regularly check in with employees to identify and address stressors.​3. Values AlignmentJob seekers are increasingly selective, choosing employers whose values align with their own. Key considerations include:Corporate ethics: Commitment to sustainability, diversity, and inclusion.Leadership transparency: Leaders who practice integrity and open communication.Alignment with company vision and values matters greatly, with 41% of employees feeling somewhat or closely aligned with their organization’s values, according to the Well-Being Index.What Employers Can Do: Foster a culture where values are not just written statements but lived practices. Share stories that demonstrate your commitment to ethical business practices and social responsibility.​4. Work-Life BalanceIn the era of hybrid work, achieving work-life harmony is a top priority for candidates. They want:Flexibility: The ability to choose when and where they work.Boundaries: Respect for personal time, with clear expectations about availability outside working hours.The Well-Being Index highlights that 80% of employees who feel well-supported in achieving work-life balance are more likely to remain engaged and productive in their roles.What Employers Can Do: Implement policies that support flexible schedules and encourage employees to disconnect after hours. Promote a results-driven culture over one focused on "face time."​Why This MattersAccording to the Global Talent Barometer, understanding and addressing these benchmarks is crucial for employers to stand out in the global talent market. Candidates are more empowered than ever, and they’re seeking workplaces that prioritize their well-being and align with their personal values. By meeting these expectations, employers can not only attract top talent but also foster loyalty and long-term engagement.​Closing ThoughtsThe workplace is evolving, and so are employee expectations. To succeed in this new landscape, employers must adopt a people-first approach, prioritizing the well-being, purpose, and values of their workforce. By doing so, organizations can build stronger, more resilient teams that drive sustained success. Are you ready to adapt to what today’s candidates want?

​How HR Can Bridge Skills Gaps in the Age of Adaptability​In today’s fast-evolving job market, businesses face an urgent challenge: bridging the widening skills gap. According to ManpowerGroup’s Talent Shortage report, 75% of employers report difficulty in filling roles. This growing gap isn’t just a talent issue; it’s a business-critical imperative. To stay competitive, organizations must adopt innovative and adaptable strategies to build the workforce they need. Here are key ways HR can play a pivotal role in bridging these gaps:​Conduct Comprehensive Skills Audits​The first step in addressing skills gaps is identifying them. HR teams should conduct regular assessments to evaluate employees’ current capabilities against the organization’s strategic goals. By leveraging workforce analytics, HR can pinpoint specific gaps in technical, digital, and soft skills—aligning hiring and training efforts with business objectives.​Invest in Upskilling and Reskilling Programs​In WEF’s 2023 Future of Jobs research, companies estimated that 41% of workers had completed training that bridged skills gaps. While most organizations recognize the need for workforce-wide upskilling and reskilling initiatives, the reality is that few have undertaken this mammoth task on their own. HR departments must design robust training programs to elevate employees’ skill sets. Reskilling prepares employees for entirely new roles, while upskilling deepens expertise in existing ones. Blended learning approaches—combining e-learning, on-the-job training, and workshops—can maximize effectiveness.​Leverage Technology to Drive Learning​Incorporating digital learning platforms and AI-driven tools can create personalized and flexible training experiences. Adaptive learning technologies tailor content to individual needs, making it easier for employees to build competencies in areas like data analysis, coding, or leadership—all critical in an increasingly digital world.​Focus on Soft Skills Development​The World Economic Forum estimates 60% of the workforce needs additional training, but only 41% of respondents had received training in the past six months. One in five blue-collar workers (22%) believe their employer does not offer adequate opportunities to learn new skills. As HR, you can integrate soft skills training into development programs to ensure employees are equipped to navigate complex, dynamic work environments.​Build a Culture of Lifelong Learning​Fostering a growth mindset within the organization encourages employees to continuously seek development opportunities. This culture starts with leadership, as managers play a crucial role in supporting ongoing learning and recognizing achievements. Cross-training programs can enable Gen Z and seasoned employees to transfer institutional knowledge. Offering mentorships, stretch assignments, and new learning opportunities helpsretain mature workers. Enabling mid-career talent to reskill for adjacent roles sustains organizational productivity.​Promote Internal Mobility​HR can bridge skills gaps by creating pathways for employees to transition into new roles within the organization. Talent mapping and career pathing help employees understand how they can grow while addressing the company’s evolving needs. In the Global Talent Barometer report, Millennial and Gen Z men were the most confident about career development opportunities.​Collaborate with External Partners​Strong partnerships with educational institutions and training providers can ensure that learning programs align with industry demands. HR can also work with government initiatives and apprenticeship programs to access a broader talent pool. HR can introduce employees to Upskill where they search and apply for skills development programmes offered by the Malaysian Government.​Recruit for Potential, Not Perfection​The traditional approach of hiring candidates who check every box on a job description is no longer sustainable. Instead, HR should focus on candidates with high potential and a willingness to learn. With the right training and development, these individuals can excel in their roles.​Utilize Workforce Analytics for Predictive Insights​Data-driven decision-making is a game-changer for HR. Workforce analytics can forecast future skills needs, identify at-risk roles, and track the effectiveness of training programs—allowing HR to stay ahead of workforce trends.​Align Strategies with Business Goals​Finally, HR must ensure that all efforts to bridge skills gaps are closely aligned with the company’s strategic vision. This requires collaboration with leadership to prioritize skills development initiatives that deliver measurable business impact. In the Age of Adaptability report, to fill gaps, organizations must leverage untapped talent pools, including: Seasoned Employees: Offer reskilling and flexible schedules to retain and re-engage mature workers Returners/Career Changers: Enable transition reskilling through rapid upskilling programs Employees with Less Traditional Experience: Consider candidates with high potential and transferable soft skillsConclusion​Bridging skills gaps isn’t just about solving today’s talent challenges; it’s about preparing for the future of work. By adopting these strategies, HR can create an adaptable, future-ready workforce that drives innovation and resilience. The Age of Adaptability is here, and HR’s role has never been more critical.​To learn more about talent strategies for the modern workforce, explore the latest insights from ManpowerGroup’s Talent Shortage, The Age of Adaptability, and Talent Barometer.

​Employee Expectations vs. Employer Needs: Finding Common Ground​The modern workplace is at a pivotal moment, as highlighted by ManpowerGroup’s Talent Barometer. The report underscores the widening gap between what employees expect—flexibility, purpose, and growth—and what employers need—productivity, collaboration, and results. These shifts demand organizations to rethink traditional approaches and find common ground to build a sustainable workforce that meets both needs. This alignment is necessary and will bring a competitive advantage in navigating today’s dynamic job market.​​Becky Frankiewicz, our Chief Commercial Officer and President, North America, ManpowerGroup, said, "People expect work to offer them more. More balance. More development. More options. More flexibility. More humanity." ManpowerGroup’s Global Talent Barometer offers workers the opportunity to share how they are feeling about the world of work today and in the future. It also offers employers the ability to understand employee needs and identify best practices to stand out in a competitive global talent market. These data-driven insights will help companies navigate the evolving relationship between employee expectations and employer needs. Let’s explore how businesses can find common ground and create win-win outcomes.​Download Global Talent Barometer​Flexibility: Meeting Employees Where They Are​The Employee Expectation: Employees increasingly value flexibility in when, where, and how they work. The demand for hybrid and remote work options has become a standard in many industries, with workers prioritizing autonomy over rigid schedules. According to the Talent Barometer, flexibility ranks among the top three priorities for today’s workforce.The Employer Need: While flexibility is desirable, businesses must ensure that productivity and collaboration remain intact. Teams need to stay connected, and deliverables must meet high standards regardless of location.​Finding Common Ground:Flexible Policies with Clear Expectations: Employers can offer remote or hybrid work arrangements while setting clear performance metrics and accountability frameworks.Technology Enablement: Invest in collaboration tools that facilitate seamless communication and project management.Individualized Approaches: Recognize that flexibility means different things to different employees. For example, some may prefer flexible hours, while others prioritize location flexibility.​Example: A global IT company introduced a “Work Your Way” policy, allowing employees to choose between remote, hybrid, or in-office setups. Productivity remained steady because the company implemented outcome-based performance evaluations, ensuring employees met goals regardless of where they worked. In the report, IT workers report the highest daily stress levels, but also the highest work-life balance.​Purpose: Aligning Work with Values​The Employee Expectation: Today’s workforce wants to feel that their work contributes to the greater good. Employees are seeking roles with organizations whose values align with their own, especially in areas like sustainability, diversity, and community impact. More than 4 out of 5 Millennial and Gen X men said their work is purposeful, and 7 in 10 or more feel aligned to their company’s vision and values.The Employer Need: Businesses require employees who are not only engaged but also aligned with the company’s mission and goals. Misalignment can lead to disengagement and high turnover.​Finding Common Ground:Communicate Purpose Clearly: Ensure employees understand how their roles contribute to broader organizational objectives.Invest in Corporate Social Responsibility (CSR): Highlight initiatives that reflect company values and involve employees in meaningful ways.Foster a Culture of Recognition: Celebrate contributions that align with organizational purpose to strengthen employee connection.​Example: A retail giant launched a sustainability campaign to reduce waste across its supply chain. Employees were encouraged to participate in green initiatives, fostering a sense of pride and purpose while improving operational efficiency.​Growth: Fostering Continuous Development​The Employee Expectation: Employees want opportunities for career advancement and skill development. According to the Talent Barometer, globally, 34% of workers feel their current employer lacks sufficient career opportunities for their goals.The Employer Need: Companies must offer opportunities to learn new skills to close skills gaps and to stay competitive in a rapidly changing market. Without upskilling programs, organizations risk falling behind in innovation and performance.​Finding Common Ground:Create Career Pathways: Offer transparent career progression plans to help employees visualize their growth within the company.Personalized Development Plans: Use workforce analytics to identify individual skill gaps and tailor training programs accordingly.Reward Continuous Learning: Recognize employees who actively pursue development opportunities, reinforcing a culture of growth.​Example: A healthcare provider partnered with an online learning platform to offer employees access to certifications and courses in emerging medical technologies. The initiative not only filled critical skills gaps but also boosted employee engagement and retention.​Productivity and Results: The Ultimate Goal​While meeting employee expectations is essential, businesses cannot lose sight of their ultimate goal: delivering results. This requires striking a balance between supporting employees and maintaining operational efficiency.​Finding Common Ground:Empower Managers: Equip leaders with tools and training to balance employee needs with performance objectives.Measure Impact: Use data-driven insights to evaluate the effectiveness of flexibility, purpose-driven initiatives, and growth programs on business outcomes.Iterate and Improve: Regularly assess employee satisfaction and productivity metrics, making adjustments as needed.​Example: A consulting firm implemented quarterly employee feedback surveys to monitor the impact of flexible work arrangements on productivity. Insights from these surveys allowed leadership to make data-informed adjustments, optimizing both employee satisfaction and business results.​Conclusion​The gap between employee expectations and employer needs is not an insurmountable challenge—it’s an opportunity for collaboration. By embracing flexibility, fostering purpose, and prioritizing growth, organizations can build a workforce that is not only engaged but also highly productive. The key lies in finding common ground where employees thrive and businesses succeed.​As the Talent Barometer suggests, adaptability is the cornerstone of success in today’s workplace. Employers who listen, innovate, and evolve will lead the way in shaping the future of work.​Download Our Global Talent Barometer

ManpowerGroup Malaysia at SG TVET Group’s 10th Convocation Ceremony​The 10th Convocation Ceremony of SG TVET Group was a celebration of achievements, innovation, and opportunity for Malaysia’s Technical and Vocational Education and Training (TVET) graduates. Held with great enthusiasm, the event marked a milestone for the graduates embarking on their professional journeys. Congratulations to all the graduates! 🥳🎓​ManpowerGroup Malaysia proudly participated in the event, represented by Farid and Tinesh, our dedicated recruitment consultants. They joined the ceremony as one of the employers offering promising TVET job opportunities to graduates. This initiative underscores ManpowerGroup Malaysia’s commitment to nurturing local talent and supporting the growth of Malaysia’s skilled workforce.​Adding to the significance of the event was the special appearance of YB Khairy Jamaluddin, former member of Parliament for Rembau and also former Minister of Malaysia. He graced the occasion to personally deliver certificates to employers like ManpowerGroup Malaysia, expressing gratitude for their invaluable contributions to the TVET industry. His presence and acknowledgment highlighted the collaborative efforts required to uplift TVET graduates and ensure their success in various industries.​The ceremony also provided an excellent networking platform, connecting graduates with potential employers and fostering meaningful collaborations. This event aligns perfectly with our mission at ManpowerGroup Malaysia to bridge the gap between talent and opportunities, driving the future of work forward.​Once again, congratulations to all the graduates! We look forward to working together to build a skilled and resilient workforce in Malaysia.​​​For more updates and job opportunities, click jobs.Check out SG TVET’s Facebook post for more details about the event and its highlights: SG TVET Facebook Post.​

​5 Key Lessons from the 2024 Promise of Integrity Conference: Why Training on Compliance is a Cornerstone of Ethical Business​The 2024 Promise of Integrity Conference, held on November 14 at the Ascott Gurney Hotel in Penang, brought together over 250 professionals, including leaders from 110 organizations. It was a compelling platform to address one of the most pressing challenges of our time: embedding ethics, ESG (Environmental, Social, and Governance) compliance, and responsible business practices into the DNA of companies worldwide.​As someone fortunate to participate in these powerful discussions, I walked away with five major lessons—lessons that reinforced the urgency for action, the necessity of training, and the importance of cultivating a culture of compliance. Here’s what stood out most: 1. Modern Slavery Is a Reality We Cannot Ignore​The numbers presented by the International Organization for Migration (IOM) were staggering. Globally, 50 million people live in slavery-like conditions, with 28 million of them forced into labor, the majority within the Asia Pacific region. Indicators of forced labor—such as debt bondage, isolation, retention of identification documents, and restriction of movement—paint a stark picture of exploitation.Businesses cannot afford to turn a blind eye. Compliance is no longer just a legal requirement; it is a moral imperative. Employers must adopt due diligence frameworks that are proactive and ongoing. This means continuously identifying risks, mitigating them, and ensuring that human rights violations do not occur within their operations or supply chains. Compliance is no longer optional—it is a must for any business operating responsibly. 2. Compliance Is More Than a Checklist—It Requires Leadership Commitment​One of the most impactful discussions at the conference was around greenwashing versus authentic ESG action. Far too often, ESG compliance risks becoming just another item on a corporate checklist, something companies do to “tick the box” for marketing purposes or procurement exercises rather than genuinely embedding it in their culture.​But genuine ESG compliance requires more than forms and audits—it requires true leadership involvement. A telling indicator of whether a company is serious about ESG is whether its board members and executives are personally invested in the initiatives. When leadership takes ownership, ESG becomes part of the company’s culture, not just its operations. Without this commitment, even the most well-intentioned ESG programs can fall flat. 3. RBA and ESG Training: A Critical Foundation for Success​The Responsible Business Alliance (RBA) presented a robust framework for businesses to start or advance their compliance journey. The Responsible Factory Initiative is particularly valuable for companies taking their first steps, offering accessible tools and resources to navigate the complexities of requirements. However, even the best tools will fall short without proper training.Training is the backbone of compliance—it is what transforms ESG and RBA standards from abstract principles into actionable practices. At the conference, it was repeatedly emphasized that training must happen across all levels and functions of an organization:​External Training: Workshops and certifications that educate teams on RBA and ESG principles.Internal Training: Formal onboarding programs, coaching, and mentoring to ensure every employee understands their role in compliance.Ongoing Education: Continuous learning opportunities to keep teams updated on evolving standards and practices.Without robust training programs, there is a real risk that RBA and ESG standards become superficial—a mere list of tasks to complete, rather than a transformative set of principles integrated into a company’s identity. 4. Supply Chain ESG Compliance Is an Opportunity for Creativity​In the panel I moderated on Supply Chain ESG Compliance, it became clear that large companies hold immense leverage in influencing their suppliers. This leverage comes with responsibility. Businesses must go beyond contractual obligations to actively empower and support their suppliers in meeting ESG standards.​Creative approaches are already emerging:​Financing ESG Initiatives: Larger firms can negotiate favourable terms with banks to help suppliers fund sustainability projects.Technology Support: Providing suppliers with access to advanced tools and systems to streamline ESG compliance.Risk Assessments: Using frameworks such as Six Sigma, lean manufacturing, and just-in-time supply practices to identify and mitigate ESG risks.This collaboration benefits both parties: suppliers become stronger and more compliant, while larger businesses gain the confidence that their supply chain aligns with their ESG goals. 5. Compliance Is the Foundation of Competitive Advantage​Far from being a burden, compliance can actually be a competitive advantage. Companies that prioritize ethical practices, sustainability, and governance will find themselves better positioned to attract investors, clients, and talent in an increasingly ESG-conscious market.​However, achieving this requires a clear ROI framework for ESG initiatives, something many businesses still struggle with ROI in ESG can take the form of:​Reduced regulatory risks.Improved reputation and brand equity.Long-term cost savings through energy efficiency and sustainable practices.The ability to measure and communicate these returns will set leaders apart from those who view compliance as merely a cost. Conclusion: Building a Culture of Compliance Through Training​The 2024 Promise of Integrity Conference underscored an essential truth: compliance is not a one-time task or a legal requirement—it is a commitment to building better businesses and a better world. However, this commitment will only succeed if it is backed by meaningful action, leadership ownership, and a strong foundation of training.​Companies must approach compliance as a cultural shift, embedding it into every level of their organization. With the right tools, training, and leadership, businesses can move beyond checklists and create meaningful, lasting change.​As I reflect on the conference, one thought remains clear: the future belongs to those who lead with integrity.​AuthorMohammad KashifPMP | Head of Marketing & Project Solutions

The Post-Pandemic Landscape: Why HR Professionals Are Struggling In today’s rapidly evolving workplace, HR professionals are facing burnout at alarming rates. Based on the report by Workvivo, 98% of HR professionals have reported feelings of burnout. Additionally, 88% experience work-related dread, 97% cite emotional fatigue linked to their job, and 78% are considering a career change. ​These troubling figures highlight a profession on the verge of crisis. This is no surprise given the multifaceted challenges they are navigating—from post-pandemic workforce shifts to intensifying talent competition and ever-changing employee expectations. As the backbone of workforce adaptability and well-being, the HR function must be supported to mitigate burnout effectively.​The pandemic redefined workplace norms, thrusting HR into the spotlight as organizations scrambled to pivot to remote work, prioritize employee well-being, and manage economic uncertainty. While some challenges have abated, new pressures have emerged:​Talent Shortages: ManpowerGroup’s Talent Shortage Survey highlights a growing global challenge: 77% of employers report difficulty finding skilled talent. This shortage stems from mismatched skills, demographic shifts, and the rapid pace of technological change. Despite a surge of Gen Z entering the workforce, aging demographics and retirements are creating widening skill gaps. HR must identify untapped talent pools, such as career returners, seasoned employees, and those with transferable skills while leading upskilling initiatives.Diversity and Inclusion Demands: Although women have reentered the workforce in record numbers post-pandemic, they continue to be underrepresented in leadership and technology roles. HR must prioritize fostering equitable opportunities and implementing inclusive hiring practices to bridge these gaps.Employee Expectations: Workers today seek flexibility, autonomy, and purpose, especially Millennials and Gen Z workers. This creates a disconnect as companies push for in-person office returns while employees demand hybrid or remote arrangements. ​These demands expand HR’s scope of responsibility, contributing to heightened stress and workload. Factors Driving HR Burnout​1. Emotional LaborHR professionals are often the first responders to employee challenges, such as mental health concerns, workplace conflicts, and sensitive terminations. Managing these situations empathetically without external support can take an emotional toll.​2. High Workload and Role ExpansionAs organizations adapt to new workplace norms, HR faces increased responsibilities. From managing remote work policies to spearheading diversity initiatives, their workload is often unmanageable.​3. Regulatory ChangesStaying updated on labor laws, compliance requirements, and ESG mandates adds complexity to HR’s role.​4. Lack of ControlHR often feels powerless to enact systemic changes, especially when faced with resistance from leadership. This lack of control exacerbates stress.​5. Misalignment of ValuesToday’s workforce expects employers to champion social, political, and environmental causes. HR is tasked with navigating these expectations while balancing organizational priorities.​6. ScapegoatingHR is frequently the target of employee frustrations, bearing blame for layoffs, salary freezes, or perceived policy failures. How Organizations Can Mitigate HR Burnouts​To safeguard the health of HR teams, organizations must adopt a proactive and people-first approach:​Redefine Leadership SupportRecognize HR contributions and provide public appreciation.Offer open channels for HR professionals to voice concerns and discuss workload challenges.Empower HR leaders with the authority to influence strategic decisions.​Promote Realistic Workload ExpectationsPrioritize high-impact initiatives and reduce unnecessary administrative tasks through technology.Ensure sufficient staffing levels in HR departments to prevent burnout caused by chronic overwork.​Invest in Skills DevelopmentProvide ongoing professional development opportunities tailored to HR roles.Equip HR teams with training on emerging topics such as green workforce transformation and AI integration.Leverage mentorship programs to support career growth within the HR function.​Foster Workplace FlexibilityAllow hybrid work arrangements for HR professionals to improve work-life balance.Introduce flexible scheduling to help HR staff manage personal commitments.​Enhance Mental Health ResourcesProvide access to counseling services specifically tailored for HR professionals.Offer regular well-being check-ins to address stress and emotional fatigue.​Adopt a Long-Term Talent Strategy​Emphasizes the need forsustainable approaches to managing human potential.​Organizations should:Reskill HR professionals to handle emerging challenges, such as green job transitions and multi-generational management.Create clear career pathways for HR roles to enhance job satisfaction and retention.​Conclusion​Addressing HR burnout isn’t just about alleviating stress—it’s about sustaining the core of an organization’s workforce strategy. By implementing meaningful support systems, realistic workloads, and growth opportunities, businesses can ensure their HR teams remain resilient, adaptable, and ready to guide the future of work. ​​​"You need to have a long-term view of talent and a more sustainable approach to managing human potential."​Tomas Chamorro-PremuzicManpowerGroup’s Chief Innovation Officer​By taking these steps, organizations can empower HR professionals to not only survive but thrive in an ever-changing work environment.

​Selecting the Right Executive Search Agency: A Step-by-Step Guide for Perm Hiring​Finding the right executive search agency can be a challenging task. Executive hiring isn’t just about filling a position; it’s about finding leaders who will shape the direction and culture of your organization. Given the stakes, selecting an agency that truly understands your needs, has a proven process, and delivers results is crucial.​This guide provides a step-by-step approach to help you evaluate both existing and new executive search or perm hiring vendors. By following these steps, you can optimize your vendor selection process and ensure that your executive search agency is a true partner in helping you secure top talent.​Step 1: Define Your Requirements and ExpectationsStart by identifying exactly what you need from an executive search agency. Different perm roles and organizational contexts may require different agency strengths, so it’s essential to be clear about your expectations upfront.Ask yourself questions like:What roles are we planning to fill with this agency? Are they specialized roles or senior leadership positions?Are we looking for candidates with niche skills or global experience?Do we need the agency to handle international searches, or are we focused on local talent?How involved do we expect the agency to be in terms of candidate assessment, onboarding, and cultural alignment?Answering these questions will help you develop a checklist of must-have criteria that the agency must meet.​Step 2: Evaluate the Agency’s Industry Expertise and Track RecordExperience matters, especially in executive search. Look for agencies that have a strong track record in your industry and understand the nuances of your market.Consider:Industry Specialization: Does the agency have experience in your sector (e.g., technology, finance, manufacturing)?Success Rate: What is their placement success rate? Do they provide data on previous executive placements?Client Testimonials and Case Studies: Ask for references or case studies where the agency successfully filled similar roles.An agency with relevant experience is more likely to understand the specific qualities you need in a leader, reducing the time and risk involved in the search process.​Step 3: Assess the Search Process and MethodologyA good executive search agency should have a structured and transparent search process. This not only increases your chances of finding the right candidate but also ensures alignment with your organization’s needs.Look for:Candidate Sourcing Strategy: Where and how does the agency source its candidates? Do they leverage a strong network, industry contacts, and online platforms?Screening and Assessment: What methods do they use to assess candidates? Look for agencies that use a combination of interviews, psychometric testing, and skill assessments.Communication and Reporting: Ensure they have a clear communication and reporting structure, with regular updates on the progress of the search.A well-defined process is a good indicator that the agency can deliver consistent and quality results.​Step 4: Evaluate Their Cultural Fit and Alignment with Your OrganizationBeyond qualifications and skills, a successful executive search is about finding candidates who align with your company’s culture and values. Assess whether the agency understands and values cultural fit.Consider:Understanding of Your Company’s Culture: Does the agency take the time to learn about your organizational values and culture?Candidate Vetting for Cultural Fit: Do they include cultural alignment in their candidate assessment?Post-Placement Support: Some agencies offer post-placement support to help candidates transition smoothly into their new roles. This can be especially valuable for cultural alignment.Selecting an agency that values cultural fit helps you avoid misalignments that can lead to costly turnover.​Step 5: Review Their Commitment to Confidentiality and ComplianceExecutive searches often involve sensitive information. It’s essential that your agency has a strong commitment to confidentiality and complies with relevant laws and regulations.Check for:Data Security Policies: How does the agency handle and protect your sensitive information?Compliance with Employment Laws: Are they compliant with relevant employment laws and regulations in your jurisdiction?References and Background Checks: Ensure that they perform thorough reference and background checks to verify candidate credibility.An agency with a commitment to confidentiality and compliance safeguards your reputation and minimizes legal risks.​Step 6: Compare Pricing Structures and TransparencyExecutive search fees can vary widely. It’s essential to understand the agency’s pricing model and ensure it aligns with your budget and expectations.Consider:Pricing Model: Does the agency charge a flat fee, retainer fee, or contingency fee? Each has its pros and cons.Cost Transparency: Look for agencies that are transparent about their costs. Avoid agencies with hidden fees or ambiguous pricing structures.Value for Money: Focus on the value you’re receiving, not just the price. Sometimes, paying a premium for a reputable agency can save you money in the long run by reducing the risk of turnover.​Example Table for Evaluation and Scoring MechanismTo make the selection process objective, use a scoring table to evaluate each agency. Here’s a sample format:Each criterion is rated on a scale of 1 to 5, with 5 being the highest score. The agency with the highest overall score is the one that most closely aligns with your requirements. This could be further refined by adding weightage to different items based on areas that are most important to you.​​CriteriaAgency 1 ScoreAgency 2 ScoreAgency 3 Score​Industry Expertise​4​53​​Track Record (Success Rate)​5​4​4​Search Process Transparency​3​5​4​Cultural Fit Assessment​5​4​3​Confidentiality and Compliance​4​5​3​Pricing and Transparency​4​3​5​Overall Total​2526​22​​​Sample Scoring ExplanationHere’s how you might assign points for each criterion:Industry Expertise: Score agencies based on their knowledge and experience in your specific industry.Track Record: Evaluate their success rate and the relevance of their past placements.Search Process Transparency: Score agencies based on how clearly they communicate their search process and methodology.Cultural Fit Assessment: Rate their ability to evaluate and ensure cultural fit.Confidentiality and Compliance: Consider their policies on data security and legal compliance.Pricing and Transparency: Score agencies based on cost-effectiveness and transparency in pricing.​Each of these items could be investigated through a number of qualifying questions and sub categories. If you are looking to develop such an evaluation, we will be happy to support you. So feel free to reachout.Using this scoring system allows you to objectively evaluate each agency, ensuring you select a partner that aligns with your goals and standards.​Conclusion: A Strategic Partner for Executive Hiring​Choosing the right executive search agency isn’t just about filling a position; it’s about selecting a strategic partner that understands your organization’s vision and culture. By following this structured evaluation process, you can ensure that you’re not just selecting a vendor but an ally that will help you secure leaders who drive long-term value.​Executive hiring is a critical investment, and taking the time to carefully evaluate your options will pay off in the quality of candidates and the strength of your leadership team. Armed with this step-by-step approach and evaluation framework, you’re ready to find an agency that will elevate your executive hiring to new heights.​Ready to begin your search? Visit our Permanent Recruitment Page

​Total Workforce Index 2024: Mapping the Currents of Global Talent​In today's rapidly evolving business landscape, understanding global workforce trends is more crucial than ever. Whether you're a business leader, HR professional, or simply interested in the future of work, the insights from ManpowerGroup Talent Solutions' 2024 Total Workforce Index™ (TWI) offer valuable guidance for navigating these choppy waters.​As we delve into the latest findings, we'll explore how technological advancements, geopolitical shifts, and changing workforce dynamics are reshaping the global employment market. The TWI serves as a compass, helping organizations make informed decisions in an increasingly unpredictable world.​What's New in 2024?​Planning a workforce strategy without the right insights is akin to setting sail without a map. The TWI aims to provide that map, and this year, it's been enhanced with several new features:​AI Readiness: Recognizing the transformative potential of artificial intelligence, the TWI now incorporates measures of countries' AI readiness.Sustainability Focus: With the growing importance of environmental, social, and governance (ESG) factors, we've added metrics to evaluate markets' capacity for a sustainable, low-carbon future.Geopolitical and Climate Risk Assessment: New factors address political stability, potential for conflict, and climate-related risks that could impact economies and businesses.Enhanced Economic Indicators: We've expanded our economic analysis to account for inflation, currency volatility, and the ease of moving funds across markets.Demographic Emphasis: The TWI now places greater emphasis on younger populations, recognizing their crucial role in creating sustainable talent pools.​Let's cast off and explore how these new features illuminate the currents shaping the future of work.​What's Trending?​This year's TWI highlights several key trends steering the course of the global labor market:​Technological Tides: The surge of AI and automation is reshaping the workforce landscape, requiring organizations to chart new courses in skill development and workforce planning.Weathering the Talent Shortage: As the global talent pool continues to shrink, organizations must deploy strategic measures to recruit,retain, and upskill their crew.Economic and Geopolitical Crosswinds: Turbulent factors like inflation, political instability, and currency fluctuations are creating choppy waters for workforce investments.Sustainability and AI as New North Stars: Forward-thinking countries are gaining the upper hand by setting their compasses towards environmental sustainability and AI readiness.​The Global Workforce Leaderboard​In the vast ocean of global talent, certain markets stand out as beacons, guiding organizations through the complex currents of workforce management. Here are the top 10 markets, each a strategic port in the journey of global business:​​United StatesSingaporeCanadaMalaysiaIreland​United Kingdom​United Arab Emirates​Switzerland​AustraliaChina​It's worth noting that the United States, Singapore, and Canada have maintained their leading positions for four consecutive years. Much like seasoned Fortune 500 companies consistently outperforming market expectations, these nations have demonstrated remarkable stability and strength across key workforce factors. Their continued dominance speaks to the robustness of their talent ecosystems, regulatory environments, and overall economic health.​Market Profile for Malaysia​Malaysia stands out in regional and global rankings as a dynamic, competitive market with a skilled and adaptable workforce. As a key player in Southeast Asia after Singapore regionally, Malaysia ranks highly for economic resilience and growth potential, bolstered by its strategic geographic position and a diverse economy that attracts global investors. On a global scale, Malaysia’s competitive edge is driven by robust infrastructure, a strong manufacturing base, and government initiatives supporting business innovation and digital transformation.​Malaysia’s competitive edge in the global and regional job market is shaped by key factors like availability of skilled talent, cost efficiency, supportive regulations, and high productivity. Here’s a breakdown based on these pillars:Availability of Skilled Talent: Malaysia’s workforce is known for its adaptability and skill, particularly in key sectors like electronics, oil and gas, and finance. Additionally, with growing emphasis on digital transformation, there is a strong pipeline of talent in IT, data analytics, and engineering. However, specialized skills remain in high demand, pushing companies to invest in upskilling programs to bridge talent gaps.Cost Efficiency: Malaysia is highly cost-efficient compared to other major markets in the region, offering competitive labor costs without compromising quality. This cost advantage makes it an attractive choice for companies seeking operational efficiency and return on investment in Southeast Asia.Regulation: Malaysia’s business-friendly regulatory environment supports foreign investment and fosters industry growth. Policies aimed at economic resilience, innovation, and ease of doing business encourage global and regional companies to establish and expand their operations. Additionally, initiatives to improve workforce standards and digital infrastructure further boost Malaysia’s attractiveness as a competitive talent hub.Productivity: Malaysia ranks well in terms of productivity, driven by a skilled workforce and investments in automation and digital technology. The government’s focus on enhancing digital infrastructure and incentivizing high-efficiency practices in various industries has helped increase productivity, particularly in manufacturing and services sectors.​In summary, Malaysia’s robust workforce availability, cost-effective labor, supportive regulatory landscape, and high productivity levels make it a prime location for companies aiming to succeed in both regional and global markets.​To download the market profile click here.​Wrapping It Up​In the dynamic world of global talent, informed decision-making isn't just an advantage –it's essential for staying competitive. Ready to chart your course? Explore further at www.mpgtalentsolutions.com/twi. There, you can access in-depth data, request a customized analysis, or consult with our experts to optimize your workforce strategy. Let the TWI be your guide to smoother sailing in the complex seas of workforce management.

​In today’s diverse business landscape, recognizing and addressing unconscious bias is crucial for fostering an inclusive workplace culture. Unconscious bias refers to the attitudes or stereotypes that unconsciously affect our understanding, actions, and decisions. Understanding and mitigating these biases is essential for nurturing a collaborative and productive environment, especially in Malaysia where we are known for our rich tapestry of cultures and ethnicities.​Understanding Unconscious Bias​Unconscious biases are ingrained in our subconscious minds, often influenced by societal norms, media representation, and personal experiences. They can manifest in various ways, including:​Recruitment Practices: Candidates may be evaluated based on factors unrelated to their skills or experience, such as gender, ethnicity, or educational background. For example, a hiring manager unconsciously favors candidates from their own ethnic group, believing they would fit better into the company culture. This bias can lead to a lack of diversity in hiring and the exclusion of qualified candidates from other backgrounds.Performance Evaluations: Employees may be assessed through the lens of bias, leading to favoritism and inequitable opportunities for growth. In a performance review, a male employee receives praise for being "decisive," while a female employee is criticized for being "too aggressive," despite similar behaviors.Workplace Interactions: Unconscious bias can influence team dynamics, affecting communication and collaboration among colleagues. In team meetings, certain team members from specific ethnic backgrounds may be interrupted more frequently, while others may dominate the conversation, creating an unbalanced dynamic that marginalizes some voices.​Recognizing these examples is the first step in addressing unconscious bias within organizations. ​The Importance of Addressing Unconscious Bias​Enhanced Diversity and Inclusion: By addressing unconscious bias, organizations can create a more inclusive workplace that values diverse perspectives, fostering innovation and creativity. Improved Employee Satisfaction: A fair and equitable workplace boosts morale and increases job satisfaction, leading to higher retention rates. Better Decision-Making: Diverse teams make more informed decisions by considering multiple viewpoints, which can enhance problem-solving and drive business success.​Strategies to Combat Unconscious Bias​To effectively combat unconscious bias, organizations in Malaysia can implement the following strategies:Awareness and Training: Conduct workshops and training sessions to help employees recognize their biases and understand their impact. These sessions can foster open discussions about diversity and inclusion, creating a culture of awareness.Diverse Recruitment Practices: Implement blind recruitment techniques to focus on candidates’ qualifications rather than their personal backgrounds. Encourage diverse hiring panels to reduce biases during the recruitment process.Structured Performance Evaluations: Utilize standardized evaluation criteria to ensure that all employees are assessed fairly and consistently. Regularly review performance metrics to identify and address any disparities.Encourage Feedback: Create a safe environment for employees to share their experiences regarding bias and discrimination. Encourage open dialogue and take actionable steps to address concerns raised.Promote Mentorship Programs: Establish mentorship initiatives that connect employees from different backgrounds, fostering collaboration and understanding across diverse groups.Celebrate Diversity: Organize events and activities that celebrate the various cultures and traditions within the workplace. This can help promote understanding and appreciation among employees.​Conclusion​Combating unconscious bias is not a one-time initiative but an ongoing commitment to creating a fair and inclusive workplace. As organizations in Malaysia strive for excellence, acknowledging and addressing these biases will play a vital role in shaping a positive corporate culture. By fostering an environment where every employee feels valued and respected, businesses can unlock the full potential of their diverse workforce and drive meaningful change within the industry.​Read more about unconscious bias here.

​Is Outsourcing the Right Solution for Your Technical Workforce Needs in Malaysia?​In Malaysia’s fast-evolving industrial landscape, companies seek innovative ways to stay competitive while optimizing costs and operational efficiency. One such approach is outsourcing, especially when filling technical roles like manufacturing technicians. ​This article delves into how outsourcing in Malaysia can help companies meet their workforce demands, particularly in the manufacturing industry, and whether it's the right solution for your business.​What is Outsourcing?Outsourcing is a strategic practice of delegating specific tasks, functions, or entire processes to external providers. These providers are often specialized companies or professionals with the skills and resources needed to perform the outsourced tasks effectively.​The Benefits of Outsourcing Technical Roles in Malaysia​Cost Savings​Outsourcing technical roles can be more cost-efficient than hiring full-time employees. In Malaysia, labor costs are generally lower compared to other regions, allowing businesses to access skilled labor without the financial burden that comes with long-term employment. Companies save on recruitment, training, and employee benefits such as healthcare and retirement contributions.​Additionally, outsourcing partners offer the flexibility to adjust the workforce according to production needs, helping you avoid unnecessary costs during slower periods.​Access to Specialized Skills​In the manufacturing industry, having access to skilled technicians is crucial. Outsourcing offers a solution by providing immediate access to specialized talent. Malaysia’s growing Technical and Vocational Education and Training (TVET) sector has significantly boosted the number of skilled professionals, particularly in technical fields like robotics, automation, electrical systems, and mechanical maintenance.​The TVET reform in Malaysia is aimed at improving the country's technical workforce by offering quality, industry-aligned training. These reforms focus on building a talent pipeline of technicians who are equipped with practical and in-demand skills that match the needs of the manufacturing sector. According to experts, Malaysia’s TVET programs are expected to play a critical role in addressing the talent shortage by producing highly capable technicians for various industries. This ensures that companies can tap into a talent pool that is both competent and prepared for real-world technical challenges.​Increased Focus on Core Business Functions​Outsourcing technical roles allows internal teams to focus on core business functions like product development and strategic initiatives. This is particularly beneficial for manufacturing companies, where the technical operations of production need to be managed efficiently.​By outsourcing workforce management, including recruitment, onboarding, and administrative tasks, companies can free up resources to concentrate on driving growth and improving productivity.​Flexibility and Scalability​Outsourcing offers the flexibility to quickly adjust the workforce in response to production demands. Whether you need extra technicians for a short-term project or need to downsize after completing a large order, outsourcing provides the ability to scale the workforce without the long-term commitments associated with hiring permanent staff.​This flexibility is crucial in the manufacturing industry, where project cycles, market demand, and production needs often fluctuate. Malaysia’s large pool of TVET-trained technicians further supports this flexibility, making it easier to match the right talent to the right job.​How TVET Is Shaping Malaysia's Workforce for Manufacturing​The Malaysian government’s focus on TVET reforms is enhancing the technical talent available to industries, particularly in manufacturing. These reforms are designed to boost productivity and improve the quality of the workforce by aligning training programs with the skills that industries need.​As noted in a New Straits Times article, TVET programme have been instrumental in raising the quality of technicians across industries, ensuring that graduates are well-equipped with the latest industry standards and technologies. The TVET initiative in Malaysia is expected to provide a steady stream of well-trained workers in areas like advanced manufacturing, precision engineering, and automation, which are critical to maintaining the competitiveness of Malaysia’s manufacturing sector.​With TVET programs producing a pipeline of skilled technicians, companies can confidently turn to outsourcing as a strategy for meeting their technical workforce needs.​Challenges of Outsourcing Technical Roles​While outsourcing provides several benefits, there are challenges that businesses should consider before deciding to outsource technical roles.​Quality Control​Precision and quality are crucial for technical roles and it's important that the outsourced workforce meets industry standards. To mitigate this risk, businesses should partner with a reputable outsourcing firm with a proven track record in the manufacturing sector. ​Communication and Coordination​Effective communication between in-house teams and outsourced technicians is essential even though we can get a highly skilled workforce from Malaysia's TVET programme. Miscommunication can lead to delays or errors in production. It’s important to have clear communication protocols in place, especially when coordinating between internal teams and the outsourced workforce.​Dependency on External Providers​Outsourcing inherently involves relying on third-party providers. If the outsourcing firm faces labor shortages or management issues, your business operations will be affected. Choosing an established outsourcing partner with a stable presence in Malaysia is essential for minimizing this risk. ​Is Outsourcing the Right Choice for Your Business?​To determine whether outsourcing your technical roles in manufacturing is the right choice, consider the following:Do you need access to specialized skills quickly? Outsourcing offers fast access to a pool of qualified technicians, especially with Malaysia’s focus on developing a technically trained workforce through TVET programme.Are you looking to control labor costs? Outsourcing allows you to manage labor costs effectively, particularly for non-core roles.Is flexibility important to you? If your business requires rapid scaling or downscaling of technical staff, outsourcing offers the flexibility you need.Do you want to focus on core business functions? Outsourcing technical roles allows internal teams to focus on strategic initiatives and growth.​If the answer to these questions is yes, outsourcing could be an ideal solution for your company.​Conclusion​Outsourcing technical roles in Malaysia’s manufacturing industry offers several advantages, from cost savings and access to specialized skills to increased flexibility and scalability. With the government's ongoing efforts to reform and improve the TVET sector, Malaysia is becoming a hub for skilled technical talent, making it an attractive destination for outsourcing.​By carefully considering your company's needs and selecting the right outsourcing partner, you can leverage Malaysia’s growing technical workforce to enhance your operations and stay competitive in today’s market.​Contact Manpower today for a free consultation and discover how our customized solutions can help your business thrive in the region and globally.​Have a Business Challenge? Let's Talk​​​

​Promoting Diversity, Equity, Inclusion, and Belonging (DEIB) in Malaysia ​Building a DEIB (Diversity, Equity, Inclusion, and Belonging) workplace in Malaysia is not just a corporate goal but a continuous journey that requires the commitment of both employers and employees. In a rapidly globalizing world, diverse teams are increasingly common, and creating a workplace where everyone feels valued is not only morally right but also a smart business decision. ​Why DEIB Matters in the Malaysian Workplace ​As globalization deepens, Malaysian companies are becoming more multicultural, reflecting the diversity of race, ethnicity, religion, gender, and age that defines the country. Implementing DEIB principles helps create a more inclusive environment where all employees feel a sense of belonging and respect. Diverse teams bring a wide range of perspectives, leading to better problem-solving, more innovative ideas, and increased productivity. ​In fact, a report by Jobs_that_makesense Asia and Manpower found that 77% of Southeast Asians consider a company’s reputation for social responsibility, including DEIB practices, when choosing their career paths. Additionally, 72% expect companies to promote DEIB actively to address social inequalities. These figures illustrate how DEIB initiatives are not only important for workplace harmony but also for talent acquisition and brand reputation.​4 Key Steps Employers Can Take to Foster DEIB​Develop and Enforce Non-Discrimination Policies Biases—whether based on gender, age, or other factors—are common in many workplaces, and Malaysia is no exception. Malaysian companies should establish and strictly enforce policies that prohibit discrimination based on race, gender, ethnicity, religion, or any other protected characteristic. This sends a clear message that all employees deserve respect, from recruitment to promotion. As example, in Malaysia, we have Generational Bias where employers may assume that younger workers are less dedicated or that older workers are resistant to change. This can limit career advancement opportunities and lower job satisfaction. ​Recruit and Promote Based on MeritRecruitment processes should focus on merit by reviewing job descriptions for hidden biases and implementing blind resume reviews. Similarly, promotions should be based on clear and objective criteria, such as skills and performance. These measures help reduce biases and ensure that talent is recognized and rewarded fairly. Gender Bias is often seen in leadership roles, where men are favored for promotions, or in pay disparity, where men receive higher compensation for the same roles. Overcoming these biases requires conscious effort, fair compensation practices, and promoting women into leadership roles. ​Provide DEIB TrainingDiscrimination often stems from unconscious biases and microaggressions. Training employees on how to identify and combat these issues can create a more inclusive workplace. Topics such as cross-cultural communication, bystander intervention, and the importance of inclusive language are crucial in fostering awareness and respect. ​Support Employee Resource Groups (ERGs)ERGs play a critical role in promoting DEIB by bringing together employees with shared experiences or interests. Employers can support these groups by providing resources for activities, meeting spaces, and communication channels. When senior leaders participate in ERG initiatives, it demonstrates a company’s genuine commitment to DEIB. ​3 Tips for Employees to Ensure DEIB at Work ​Communicate EffectivelyRespect for different identities and experiences is essential in a DEIB-friendly workplace. Employees should practice active listening, use inclusive language, and engage in open conversations to foster understanding among colleagues. ​Celebrate Diversity Acknowledging and celebrating diverse cultures, religions, and traditions in Malaysia helps create a more inclusive environment. Employees can organize or participate in cultural events to build appreciation for their colleagues' backgrounds. ​​​Be Visible and Authentic Authenticity helps build connection and trust among coworkers. Sharing your background, culture, and experiences allows others to appreciate diversity, helping to normalize inclusion and fostering a sense of belonging at work. ​The Impact of DEIB on Malaysian Businesses ​Fostering a culture of DEIB results in numerous benefits, including increased employee satisfaction, better teamwork, and higher productivity. Moreover, it strengthens a company’s brand image, helping to attract top talent and creating a positive work culture. Organizations that prioritize DEIB are more likely to thrive in Malaysia’s competitive business landscape, as they harness the full potential of their diverse workforce. ​In conclusion, the journey toward building a DEIB workplace in Malaysia requires continuous effort from both employers and employees. By working together to create an inclusive environment, businesses can reap the benefits of a happy, productive, and innovative workforce. For organizations looking to enhance their DEIB initiatives, consulting experts and leveraging available resources can pave the way for success. ​

​ManpowerGroup Malaysia Participates in MAHSA Avenue International College's 1st Mini Career Fair​ManpowerGroup Malaysia was invited to participate in the 1st Mini Career Fair hosted by MAHSA Avenue International College (MAIC) on June 1, 2024. This event was part of MAIC’s College Preview Day and Campus Open Day, which took place from May 31 to June 2, 2024.​The fair provided an excellent platform for us to connect with students and lecturers, offering a unique opportunity to showcase our company and scout potential interns and graduates. We set up our booth on the 4th floor of Block A, engaging with enthusiastic students and sharing insights about career opportunities at ManpowerGroup Malaysia.​The event was a great success, allowing us to interact with future talent, lecturers, and external guests while promoting our open positions and business. We appreciated the warm reception and the chance to make a positive impact on the students’ career paths.​​We extend our heartfelt thanks to MAIC for organizing this event and providing a space for us to connect with the academic community. Special thanks to Ms. Syqin and Ms. Shazanora for their support and coordination.​We look forward to participating in future events and continuing to support the career aspirations of students.​#CareerFair #ManpowerGroupMalaysia #TalentAcquisition #MAIC #FutureWorkforce #CommunityEngagement

​Closing the Gap: Assessing the State of Gender Equity and Women at Work​As we celebrate International Women's Day, it's a time for both reflection and action. We've made progress, but let's be real - the numbers still tell a story of inequality. Only 5.8% of Fortune 500 CEOs are women. Less than a third of executive committee members at major companies are female. And the equal pay? Well, currently women around the world earn 77 cents for every dollar earned by men.​But amidst these hard truths, there are glimmers of hope shining through. ManpowerGroup's new “World of Work Outlook for Women in 2024“ report shows that some industries are stepping up and making real strides towards gender equity. Consumer Goods & Services, Financials & Real Estate, Communications Services, Health Care & Life Sciences, and Information Technology are leading the charge and showing us what's possible.​As Becky Frankiewicz, ManpowerGroup's President, North America Region and Chief Commercial Officer, puts it, “In a world of talent shortages, we need everyone contributing to employment in a meaningful way. Bringing women into the workforce with an equal playing field is an economic imperative, not a nice-to-have. Knowing what women expect and need is the foundation for building equity. Actively upskilling, empowering allyship, leveraging technology to enable flexibility - this is how we unlock potential and growth, both for women and organizations.”​The Business Case for EquityMomentum towards gender equity isn't just a feel-good movement. It's backed by powerful economic forces. Research shows that achieving gender equity could inject a staggering $12 trillion into the global economy over the next decade. And studies prove that when leadership teams are diverse, innovation soars, driving up profits and resilience.​So, organizations have a choice to make - do they want to be at the forefront of this evolution, realizing the full potential of women? Or do they want to risk becoming irrelevant as their competitors reshape around inclusive talent strategies?​Tech as a CatalystThe new report highlights some promising changes on the horizon. Over a third of employers confirm that flexible working policies are the most effective way to retain and attract diverse talent. And that's not all - leadership development, inclusive culture, coaching and mentoring, and academic partnerships are also top initiatives.​And let's talk about technology - it's playing a huge role in advancing gender equality. 65% of employers say new tech has helped them be more flexible, 62% report that it's diversifying their IT talent pipelines, and 52% say AI-based tools are helping them recruit the best candidates, regardless of gender.​Systemic Barriers RemainBut let's be real - there are still significant disparities deeply embedded in our systems. Just over half of the companies surveyed report that their pay equity initiatives are on track, while the rest are lagging behind or have no initiatives at all. And when it comes to expanding the number of women candidates, it varies by role - administrative and operational positions are leading the way, but Science, Technology, Engineering, and Mathematics (STEM) and top-level management? There's still a long way to go.​The Path ForwardSo, how do we unlock the full potential of women in the workforce? The report lays out some key opportunities:​Empower Women’s Allyship – Guide young women’s career journeys early on. Facilitate mentorship and sponsorship programs for women led by senior executive female allies.Leverage An Internal Talent Marketplace – Implement AI-based talent marketplaces matching women’s skills and aspirations to projects, gigs, and leadership opportunities enabling professional growth.Focus On Upskilling and Reskilling – Offer AI-enabled and virtual upskilling and reskilling to suggest personalized courses. Host tech academies to ensure women develop high-demand digital fluencies.Keep Flexible Benefits – Survey staff to shape policies supporting work-life harmony. With growing return-to-office plans, maintain caregiving benefits and hybrid remote options to retain women.Support Diversity, Equity, Inclusion, and Belonging (DEIB) Adequately – Embed DEIB goals into operations with executive support, clear KPIs, tools, and training that build capabilities across all levels.​The Road AheadThis International Women's Day, as we celebrate progress made, let's also confront the hard truths head-on. The road to true equity remains long and winding, with stubborn barriers and biases continuing to block women's paths.​But here's the good news - we know what works. ManpowerGroup's “World of Work Outlook for Women in 2024“ offers a comprehensive blueprint for unlocking women's full potential in the workforce. By implementing the report's key recommendations - from progressive policies and allyship programs to skills-based hiring and diversity-driven technologies - organizations can take concrete steps towards creating cultures where women thrive.​So the question becomes, what role will each of us play?​The insights are clear, the tools are within reach, and the time for action is now. Change won't happen overnight - we know that. But every small step we take brings us closer to a future where women can thrive at work without barriers or bias.

​ManpowerGroup Malaysia celebrates International Women's Day 2024​More than 70% of employees in ManpowerGroup Malaysia are women including a mix of many ethnicities, cultures, and religions that we value. We know that it is essential to prioritize the recruitment, retention, and nurturing of women's skills in the workplace. As you all know, International Women's Day (IWD) on 8 March is an annual global event recognizing the social, economic, cultural, and political achievements of women. The global theme for #IWD24 is “Inspire Inclusion” and is a day that also marks a call to action for accelerating gender equality. ​In a world that is continually evolving, the empowerment of women stands as a beacon of progress, fostering positive change and breaking down barriers. To "Inspire Inclusion", it is also important to adapt company infrastructure to better serve their needs. Integrating women and girls into tech and advancing sustainability initiatives, such as providing educational opportunities in critical sectors like sustainable agriculture and food security, fosters a more inclusive environment.​Faces of #WoManpowerGroup​​The ManpowerGroup Employment Outlook Survey sheds light on the world’s progress toward gender equality, with the goal of closing gaps and increasing productivity and engagement of global workforces. The 2024 data illustrated that, across the globe, gender equality initiatives are on track for less than half of roles. One-third of respondent organizations said that while Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives have been set, slow or little progress toward goals has been achieved.​Our Country Manager, Sanjoy Ghose said it was great to take the time on International Women’s Day to celebrate the differences that make us all great together. He also shared about the Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives as it is very important to us, in ManpowerGroup Malaysia ,and also globally. He urged us to speed up the progress and also reminded us to reach toward gender equality. Gender equality in our definition includes aspects such as equal pay, equal promotion opportunities, and equal leadership development initiatives. ​Faces of #WoManpowerGroup​​​Not only is it a social requirement, but empowering women is also a basic human right. It is essential to acknowledge the work that remains to be done even as we appreciate the successes and advancements accomplished. Through education, equitable chances, and the demolition of stereotypes, we may establish a society in which each woman is enabled to realize her whole potential. To create a more fair and just future for all, let's unite to support women's empowerment.

Beware of Non-Compliant Recruitment Suppliers: A Crucial Alert for Businesses​In the complex world of business relationships, the choice of suppliers can significantly impact success. Unfortunately, not all suppliers uphold ethical standards. Some of the potential implications are violating human rights, as it may lead to legal action and punishment. Human rights risk affects the entire organization, including partners and suppliers in the value chain, newly acquired companies or operations in new international markets and geographic areas, project financing, loans, asset-management services, and more.​From warning signs to potential repercussions, this blog sheds light on the importance of vigilance in supplier relationships and how to navigate the ethical landscape for sustained business integrity​Cases in Malaysia​​First Solar Company​First Solar, a leading U.S. solar panel manufacturer, based on an audit that they had conducted, found that migrant workers in its operations in Malaysia were victims of forced labor. Four on-site service providers in Malaysia had subjected migrant workers to unethical recruitment practices, including “the payment of recruitment fees in their home countries, passport retention, and the unlawful retention of wages”.​​First Solar said it had taken steps to return passports, wages and recruitment fees to the affected workers.​​Top Glove Corp​​The company employed around 1,000 contract workers but because of the poor condition of the housing facilities, the virus infection spread across the neighborhood. Investigations showed that the housing options offered to its employees were the source of the infection. Investigators found the accommodations to be cramped, and uncomfortable. The dormitories also has poor ventilation, and to lack rest and kitchen areas.​Top Glove’s shares declined 17 percent with about RM11 billion in market capitalisation reportedly wiped out because of the allegations.​The danger of non-compliance supplier​Risk of not following governmental legislation:​Like anti-discrimination laws, data privacy regulations, and background check laws. Agencies invest in comprehensive training for their consultants and establish robust compliance protocols. They also rely on technology solutions that help automate compliance checks, ensuring that each step of the hiring process adheres to the relevant legal requirements.​​Reputation Damage:​Engaging with an unethical HR supplier can tarnish the reputation of the client's business. News of unfair labor practices, discrimination, or other unethical behavior can spread quickly, causing public backlash and negative perceptions among customers, employees, and stakeholders.​News agency Bernama stated that labour department in Malaysia has acted against 400 companies so far this year for breaking labor regulations. According to V. Sivakumar, the ex-minister of Ministry of Human Resources MOHR) fined 272 employers a total of RM2.17 million, and the courts punished 128 employers a total of RM242,000. Among the labor infractions were unauthorized wage deductions.​Employee Morale and Productivity:​Unethical HR practices, such as unfair treatment, harassment, or exploitation, can significantly impact employee morale and job satisfaction. Low morale can lead to decreased productivity, increased turnover, and difficulties in attracting and retaining top talent.​Recent accusations of mistreatment of migrant workers, who are mostly employed in the nation's industrial and plantation sectors, have resulted in US sanctions on Malaysian corporations. Among the accusations of forced labor are financial bondage, long work hours, passport retention, and filthy dorms.​Operational Disruptions:​Unreliable HR suppliers may not fulfill their contractual obligations, leading to operational disruptions for client businesses. Delays in payroll processing, benefits administration, or other HR functions can hinder the smooth operation of the business and affect employee satisfaction.​​Financial Risks​Non-compliant HR suppliers may engage in fraudulent activities, putting client businesses at risk of financial losses. This could involve embezzlement, inaccurate financial reporting, or other financial mismanagement that could negatively impact the client company's financial stability.​​Loss of Focus on Core Business Activities​Dealing with the fallout from unethical HR practices can divert the management's attention away from core business activities. Businesses should ideally be able to trust their HR suppliers to handle HR functions competently and ethically, allowing the company to focus on its primary goals and objectives.​​Attraction of Legal Liabilities​Engaging with an unethical HR supplier may expose the client business to legal liabilities arising from the supplier's actions.This can include lawsuits related to discrimination, wrongful termination, or other labor-related issues.​In summary, businesses in Malaysia, like anywhere else, should prioritise ethical HR practices to maintain legal compliance, protect their reputation, ensure employee satisfaction, and mitigate various risks associated with unethical behavior. Choosing reputable and ethical HR suppliers is crucial for the long-term success and sustainability of any business.​Contact us here if you want to know more about our recruitment compliance or any hiring needs.​

​Green Venture Unveiled: A Guide for Employer Transition to Green Industries​As the global transition to a greener economy evolves, sustainability goals alone are no longer enough. Growing demand for action to address climate change from consumers, investors, and government policymakers will accelerate the need for green business transformation. As a result, opportunities for a larger portion of the workforce to participate in the global green economy will grow.​According to IEA analysis, by 2030, the green transition is expected to create up to 30 million new jobs. The market is changing because of climate change. Demand for Green Talent and Green Skills Outpacing Supply. The World Economic Forum expects global green business transformation to become the largest driver of job creation in the coming years ​Learn more​Across industries, green skills are in short supply. 75% of employers around the world say they are struggling to find skilled talent. For employers seeking skilled green talent specifically, they say their greatest challenges are finding qualified workers (44%), creating relevant upskilling programs (39%), and identifying applicable existing skills (36%). Based on the LinkedIn Global Green Skills Report, today, only 1 in 8 workers has more than one green skill. Some worker are unaware that their current skills could be valuable in the emerging growth industries. Particularly in highly specialized areas like automotive and renewable energy, there is a severe shortage of green talents. The number of roles and skills needed in this industry will continue to grow, as global battery production scales up to meet growing demand.Bring workers along for the green transition ​Along with the implementation of generative AI, the transition to green will be the next great labour market revolution. From finance to manufacturing, roles will be transformed. As employers, we need to continue to bring people along during times of momentous change–showing workers what the future will look like, guiding them to upskill and reskill, and ensuring green jobs are attractive to all generations and collars. Now Green is the New Blue where employers around the world and across industries are the most interested in recruiting for green roles/skills within skilled technical functions such as Manufacturing & Production (36%) and Operations & Logistics (31%). But they are also seeking green skills for roles within IT & Data (30%), Sales & Marketing (27%), Engineering (26%), Administration & Office Support (25%), and Human Resources (25%) as per our ManpowerGroup Outlook Survey.​Know the recruiting challenge ​In our recent ManpowerGroup Outlook Survey, most employers (70%) said they are currently or actively planning to recruit green talent. When asked specifically, about the challenges of recruiting for green jobs and skills, employers report consistent hurdles across the talent acquisition process. Employers need to fully optimize their strategic workforce planning to attract, hire, and retain workers amid persistent talent scarcity and growing green jobs demand. Global upskilling and reskilling efforts must be scaled up to close green skills gaps. Deploying ESG best practices (e.g., diversity & inclusion) can help you improve your Employer Value Proposition and reach underutilized sources of talent. Workers around the world, particularly Gen Z, view sustainable employers more favorably.​How ManpowerGroup can assist Malaysia Green Client Success Stories ​The client has ambitious targets of becoming Net-Zero greenhouse gas emission by 2030 and has the biggest repair operations facility in Malaysia. They faced challenges in having a sustainable talent pipeline for their radio telecom repair unit and technicians, Engineers, and support staff required to oversee reducing scrap units and prolonging product life. They process on average 6,000 telecom0related units per month while, a total workforce size of over 300 resources including engineers and technicians ​So ManpowerGroup conducted path finder sessions with the client by providing the client with market insights on talent availability. We leveraged on existing MPG academy database and referrals and implemented rigorous screening techniques to identify quality talent We provided profiles for Mechanical, Mechatronic, Robotic, and E&E specialists and coordinated physical & online interviews with the client ​Conclusion​Since skilled human talent will become more scarce in the most developed nations due to an aging population, today's green business transformation is crucial. This suggests that to increase their organization's environmental efficiency, leaders must not only innovate but also practice the same considering how best they could use their human resources. In the future green economy, companies that can completely optimize their hiring, training, retention, and deployment processes will be at the forefront. ​Work doesn’t need to happen in the corporate building for people to be productive. Hybrid is emerging as the new normal, and remote vs. in-office is balancing out. White-collar employers see productivity gains as investments in tech, data quality and employee well-being pay off. The challenge now is for leaders to see the same harmony – balancing investments in tech with quality jobs, skills development and work-life balance to attract and retain.​Learn more about our ManpowerGroup Global Insights study, which explores the impact of the green transition on the future of work for employers and workers​​Download our Global Insights A People-First Green Business Transformation

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.​​​

#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​​​​

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

​​The Asia Pacific region is generally considered to be a low-cost option for offshoring human capital, and while that continues to be the case for the most part, consideration of regulations, skilled supply, and productivity influence which markets make sense for various employment strategies. ​​ManpowerGroup 2021 Total Workforce Index (TWI) has ranked Malaysia 31st out of 75 markets as the most favourable country for business based on skills availability, cost efficiency, regulation and productivity globally. At the same time, it ranked 32nd on the Remote Readiness Ranking and the informal workforce currently comprises 26% of the total workforce. ​​In the Asia Pacific, Malaysia ranked 9th out of 15 markets in the TWI. ​​TOTAL WORKFORCE INDEX MALAYSIA​The TWI analysed 75 markets for more than 200 unique factors, providing a comprehensive and comparative analysis of four categories: Workforce Supply, Cost Efficiency, Regulation and Productivity. The markets that rank highest in the Total Workforce Index™ are United States, Singapore and Canada with the highest relative performance across all four categories and have successfully responded to remote workforce readiness, automation, skills gaps and potential talent shortages, shifting regulations and the rapid pace of technology. ​Malaysia's scoring for each indicator is as follows: ​Workforce Supply ​​Malaysia's total workforce is 16.01 million. By generation in the total workforce, Baby Boomers (born between 1946 and 1965) make up 13%; Generation X (born between 1966 and 1975) make up 18%; Generation Y (born between 1976 and 1995) make up 35% and others make up 34%. The country comprises of 26.50% highly skilled workforce that is white collar. ​While this category is not solely dependent on the size of the market's workforce, larger markets have tended to have an advantage in past years. But today's focus on virtual employees tethered to centralized projects has increased the importance of language proficiency, border access, remote scalability of resources, and workforce demographics. With this remote readiness in mind, Malaysia captures 20.56% remote work suitability with 21% of the workforce with working English proficiency. ​​Workforce Cost Efficiency ​Cost efficiency is a factor that most organizations consider a deciding point in the market selection. This factor may remain a primary influencer driving new investments into these markets, however, ensuring that a market has an adequate supply of the right talent and legislation conducive to hiring strategies must be considered for successful hiring in foreign markets.​The reported cost of doing business in Malaysia is at 11.10% of the country's Gross National Income (GNI) per capita. Equal pay for equal work is currently not mandated, and the average monthly wage in the country is at US$779. ​Workforce Regulation ​Though labour regulations are rarely the primary focus of market selection, they are often a deciding factor among top contenders. The impact that the regulatory environment has on the overall investment opportunity in a particular market is critical, but too often overlooked when employers choose which markets to hire in. Evaluating markets that rank well in this category from the start can prove advantageous to organizations as they explore remote and onsite employment strategies. ​As with last year, sub-contracting (contingent staffing) is allowed in Malaysia, and there is no maximum tenure for a single-term contract. In terms of openness of visa policies, Malaysia ranks 89th (Ranking of countries based on the openness of its visa policies where 1 is most open globally). At the same time, the country ranks 12th (based on economics and regulation where 1 is easiest) for ease of doing business. ​Productivity ​With cost often leading the way in market evaluations, wages are always top of mind. Evaluating the potential workforce productivity can ensure the accuracy and relevance of that wage analysis by accounting for the overtime, holidays, and standard working hours in a given market. ​Countries with longer workdays or more hours in a workweek offer increased opportunities for higher levels of productivity without the additional cost associated with overtime premiums. ​However, these markets were not ranked highest in productivity based on working hours alone. Other workforce considerations include labour market stability, infrastructural and technical readiness, and other employment restrictions that could impact an organizations workforce strategy. ​The average workweek in Malaysia comprises 48 hours, versus an average of 41.7 hours in the region. However, the average workday is made up of eight hours, on par with the regional average. Further, labour market efficiency is at 70.20, slightly higher than the region's at 67.10. ​Thus, with the right combination of data and insight, companies can ensure their workforce strategy is aligned to their business strategy. ManpowerGroup has spent decades developing strategies and tools that organizations can leverage today to face change. The Total Workforce Index™ is a robust tool company can leverage to make decisions for a reimagined future. ​Read the summary and download the reportThe Total Workforce Index Summary Report​​

The Total Workforce Index Summary Report​For eight years, the Total Workforce Index™ (TWI) has measured the relative ease of sourcing, hiring and retaining contingent and permanent workers. It’s the only index of its kind to analyze over 200 factors across 75 competing labor markets, providing a comprehensive and comparative view of four key categories: WORKFORCE SUPPLY, COST EFFICIENCY, REGULATION and WORKFORCE PRODUCTIVITY.​This paper takes a closer look at the macro-level TWI data to identify market characteristics of Mature, Emerging and Incubator markets. It surfaces three important labor market opportunities while looking specifically at investment opportunities in key growth sectors of Digital Services, Advanced Manufacturing and Clean Energy.​Mature markets:  These  20  markets  are  home to the largest contingents of growth talent (average 40% skilled workers) and have infrastructures to support upskilling and reskilling; exposed to wage inflation.  ​In Mature markets, 40% of contingent work is among highly skilled.​Incubator markets:  There are 16 high-potential markets for Digital Services, Advanced Manufacturing and Clean Energy technologies and they  provide an opportunity to balance skilled labor with cost competitiveness.  ​Advanced Manufacturing Incubator Markets have a young (39% Gen Z/millennials), highly skilled workforce (33%) with an average monthly wage nearly half ($2,314) that of Mature markets.​Emerging markets:  These are 31 markets with a rising Gen Z/millennial workforce (50% or greater share of total labor pool) but a shortage of skilled talent due to low rates of tertiary education and they require long-term investments.   ​Emerging markets have half the number (20%) of highly skilled workers as  Mature markets (40%) with only 19% of workers aged 25+ having a tertiary education as compared to 39% in Mature markets.​ ​Market intelligence tools such as the Total Workforce Index™(TWI) have become a go-to intelligence source that has proven to be a difference-maker in a company’s ability to execute growth strategies.​Organizations can also conduct customized analyses with the weightings for data adjusted to factors that drive growth uniquely within a specific industry and market(s). The opportunities for customization are extensive. ​Download the full reportTWI 2021​or visit the TWI website to explore the data and rankings.​​​

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

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

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

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

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

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

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