​Contact: Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohammad.kashif@manpower.com.my​​KUALA LUMPUR, Mar. 4, 2021 – The Covid-19 health crisis and continued lockdown in many markets is posing unparalleled challenges to people and businesses around the world. ​“We can, yet, see the job market recovering and presenting many opportunities across various sectors even though Malaysia’s GDP is expected to have shrunken by between 3.5% to 5.5% in 2020”. ​On a monthly basis, ManpowerGroup monitors several job boards in Malaysia to examine market developments. Though with varying degrees of volume, talent is needed across all skillsets.​But, applying for a job can be a difficult and daunting task for many especially in a pandemic. With that in mind and decades of expertise in the Malaysian job market, ManpowerGroup Malaysia developed Post Pandemic Job Hunting Guide to help job seekers land successful careers. ​The Post Pandemic Job Hunting Guide is a valuable resource for job seekers right now. It provides: Tips for Cover E-mails. A strong cover e-mail can be the key to getting a foot in the door. If job seekers don’t get the cover e-mail right, they may never get the opportunity to attract the attention of employers with information about the candidate’s suitability for the new role.​Tips for Resumes. Whether a fresh grad, a professional looking for growth, or someone who wants to have a career switch, how job seekers can get resumes to stand out from the competition? In many ways, a resume is the first step toward a future career, as it’s usually the first thing a hiring manager sees. It’s important to make a good impression by presenting a clean and concise resume that details your qualifications for the open role. ​LinkedIn Techniques. LinkedIn profiles allow presenting of professional skills to millions of hiring managers. Not only is it a great way of networking with professionals in a chosen industry, but it can also be used to promote achievements and build up a professional online presence. The key to using LinkedIn effectively is to make sure the profile is 'discoverable' to employers and agencies.​Recruitment Agencies. The competition in the market is intense and finding a job has become tougher than ever especially in this pandemic. So, having correct guidance and support through a job search can create a huge difference. This is the advantage of reputed recruitment agencies because they are accountable to facilitate the hiring process for candidates and provide the best fit for a vacant position. ​Upskilling. Perhaps one of the most dramatic impacts of the pandemic has been the unprecedented numbers of laid-off employees and high unemployment rates. It accelerated the need for re-skilling and upskilling. The guide shares several useful portals to gain knowledge and stay up to date with developments.​Handling Rejections. Being turned down for a role in many cases has an emotional impact on individuals. The guide shares tips on how to handle such situations and turn them into an advantage for future opportunities. To download the full report Post Pandemic Job Hunting Guide Post Pandemic Job Hunting Guide  About ManpowerGroup® ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management®, and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune's Most Admired Companies for the seventeenth year and one of the World's Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com. ​​

Press Release | Renew, Reskill, Redeploy: ManpowerGroup Releases New Research on the Impact of COVID-19 on Digitization and Skills at the Virtual #DavosAgenda ​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohammad.kashif@manpower.com.my ​​Reinforcing its Commitment to Innovative Solutions to Enable People and Companies Adapt for the New Reality ​KUALA LUMPUR, Jan. 25, 2020 – The COVID-19 pandemic has led companies to rapidly accelerate digitization plans, according to new ManpowerGroup (NYSE: MAN) research released this week at World Economic Forum’s #DavosAgenda. ​The survey of 26,000+ employers in more than 25 countries finds those companies that are digitizing most are creating the most jobs. ​Organizations are accelerating their digitization as a result of the pandemic – 38% are speeding up, while just 17% have put plans on hold. At the same time, more jobs are being created than destroyed – 86% of employers that are digitizing plan to increase or maintain their headcount, compared to just 11% of employers who plan to reduce or hold their automation plans. ​​“Our research reinforces that digital transformation is occurring at an unprecedented pace – creating jobs and driving sweeping change with the potential to improve people’s lives and create a more connected world.” Said Jonas Prising, ManpowerGroup Chairman & CEO. ​“Today tech breakthroughs are driving mass vaccination programs, workforce transformation and flexibility, plus a call for a better work-life blend, more upskilling and greater autonomy over how, when, and where work gets done. One year into the pandemic though, we are seeing the emergence of a K-shaped recovery. Some industries and people are bouncing back faster and better – those in growth sectors and those with high demand skills – while others are at risk of falling further behind. Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade. At the #DavosAgenda this week we look forward to identifying shared solutions and accelerating action to enable everyone to unleash their full human potential and have a more equitable share of the prosperity.”​In mid-March, the Movement Control Order (MCO) are imposed in Malaysia to flatten the Covid-19 curve forced SMEs to embrace digitalization and go online, to cope with office closures, restricted movement, and supply interruption.​Looking to survive in the challenging business environment many SMEs discarded any apprehensions they had about digital by swiftly applying e-Commerce, O2O (online to offline), food delivery, and e-wallets into their business. ​Malaysia Digital Economy Corporation (MDEC) had put a system in place to enhance the digital skills of Malaysians to empower local businesses to go digital. ​Raymond Siva, the chief marketing officer in MDEC said the #SayaDigital initiative is about getting various sectors ready to embrace the new normal and overcome the challenges it has created.​He said there are no requirements to join #SayaDigital, just the desire to learn more about going digital.​“Our capacity-building measures are aimed at all Malaysians, whether they are small business owners or part of the workforce looking to upskill themselves, even young people who are just entering the workforce.​ ​Key Findings:  The impact of the pandemic on digitization differs significantly around the world: Employers in Germany, Austria, Japan, and Italy report automation has accelerated most as the result of COVID-19 while those in the U.S., France and the U.K. are least likely to have sped up digitization. ​Larger organizations are digitizing and hiring most: Conversely, smaller organizations have been most impacted by the pandemic and are more likely to have put digitization plans on hold and reduced hiring plans.​HR bucks its own trend as it accelerates as a business priority: Companies are realizing HR is critical in helping people reskill and redeploy as digitization accelerates. Organizations that are automating most are also planning significant increases in HR headcount (net increase of +15%). ​Soft skill training needs to play catch up: Soft skills including resilience, collaboration, creativity, and leadership are in increasing demand yet only one in five employers (19%) are investing in upskilling programs focusing on soft skills. Training is trending shorter too. Employers know people want more applicable, bite-size, curated content that is relevant to specific roles and functions.​COVID-19 has shifted in HR priorities for the long-term: HR leaders see employee health and wellbeing as the most important priority, with 63% set to put it top of their agenda for 2021 and beyond. ​When skills needs are changing faster than ever, organizations need refreshed talent and workforce development strategies to attract, develop, engage and retain the best talent. Skills Revolution Reboot provides innovative solutions for the Skills Revolution and highlights ManpowerGroup’s offerings: SkillsInSight™:ManpowerGroup’s proprietary assessment to help people identify their strengths and work preferences and help organizations to predict an individual’s likely fit for the role. ​MyPath: helps progress talent from one role to the next, from declining industries to growth sectors, closing the skills gap, improving people’s employability, and helping to address the economic and social impact of the pandemic.​Experis Tech Academies: work with a broad range of clients, technical schools, and universities to design curriculum for learners that can be applied on the job even before the learning is complete. ManpowerGroup executives Jonas Prising, Michelle Nettles, Tomas Chamorro-Premuzic, Francois Lancon, Harld Peters, and Becky Frankiewicz were leading and participating in discussions at virtual #DavosAgenda. Jonas had joined Angel Gurria, Secretary-General OECD in a virtual session on Skilling The Global Workforce, moderated by the BBC on January 28, 2021.​To download the Renew, Reskill, Redeploy: ManpowerGroup Releases New Research on the Impact of COVID-19 on Digitization and Skills​Renew, Reskill, Redeploy: ManpowerGroup Releases New Research on the Impact of COVID-19 on Digitization and Skills​​ About ManpowerGroup® ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis ad Talent Solutions – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality, and Disability, and in 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year - all confirming our position as the brand of choice for in-demand talent. See how ManpowerGroup is powering the future of work: www.manpowergroup.com. ​ 

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

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

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

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