{"id":8231,"date":"2023-04-04T21:06:52","date_gmt":"2023-04-04T13:06:52","guid":{"rendered":"https:\/\/igcse.infinity.edu.my\/2023\/07\/02\/resolving-employment-conundrum\/"},"modified":"2023-07-13T15:44:03","modified_gmt":"2023-07-13T07:44:03","slug":"resolving-employment-conundrum","status":"publish","type":"post","link":"https:\/\/igcse.infinity.edu.my\/?p=8231","title":{"rendered":"Resolving Employment Conundrum"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"8231\" class=\"elementor elementor-8231\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-20e42344 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"20e42344\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-3ea7f3d3\" data-id=\"3ea7f3d3\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3003c46d elementor-widget elementor-widget-text-editor\" data-id=\"3003c46d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p><span style=\"font-weight: 400;\">To recap from where we left off in <\/span><a href=\"https:\/\/igcse.infinity.edu.my\/insights-into-malaysias-pulsating-job-market\/\"><span style=\"font-weight: 400;\">Part 1<\/span><\/a><span style=\"font-weight: 400;\">, job profiles tend to be the same pre- and post-Covid-19 geographically. What that means is that Klang Valley\u2019s concentration of shared services like finance, HR, marketing and customer service are still some of the more popular jobs in the capital city and as such, it is where the talents tend to congregate the most.<\/span><\/p><p><span style=\"font-weight: 400;\">In Penang, the job market sees engineers of all genres residing there to fill the readily available roles in the manufacturing plants (like the semiconductor industry) and no different are the talents in Johor where they are also inclined towards manufacturing but with an extension to the heavy industries.<\/span><\/p><p><span style=\"font-weight: 400;\">But while the all-season job profiles may stand as somewhat stereotypical, hiring managers are now hard pressed to spot the right talents due the way jobs are looked at. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3db2e8a elementor-widget elementor-widget-heading\" data-id=\"3db2e8a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h2 class=\"elementor-heading-title elementor-size-default\">Jarvis, where are the talents?\n<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7889196a elementor-widget elementor-widget-text-editor\" data-id=\"7889196a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">To cite the tech sector as an example, it is normal for a techie to receive job opportunities on a daily basis, some receiving up to a whopping 45 phone calls a day. Such a high demand is nothing new because not all tech talents are easily lured by just Ringgit and cents. Parameters they scrutinise include the kind of technology they will be exposed to, the profile of the projects, the reputation of the company and the level of flexibility granted when hired. Interestingly, the conventionally more rigid finance-related candidates are also evaluating jobs this way as we speak.<\/span><\/p><p>\u00a0<\/p><p><span style=\"font-weight: 400;\">As a reference, a heavy industries client in Negeri Sembilan failed to secure a Business Analyst after more than months of searching. Then came this candidate who was willing to take on the challenge and relocate to the state. But what runs through the veins of the techies must have cut across the tech populace because after only two months, this foreign talent resigned and went looking for more \u201cfreedom\u201d ie. to work from wherever he pleases instead of clocking in daily at the office. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6c7d44a0 elementor-widget elementor-widget-spacer\" data-id=\"6c7d44a0\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-column .elementor-spacer-inner{height:var(--spacer-size)}.e-con{--container-widget-width:100%}.e-con-inner>.elementor-widget-spacer,.e-con>.elementor-widget-spacer{width:var(--container-widget-width,var(--spacer-size));--align-self:var(--container-widget-align-self,initial);--flex-shrink:0}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container,.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer,.e-con>.elementor-widget-spacer>.elementor-widget-container,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer{height:100%}.e-con-inner>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner,.e-con>.elementor-widget-spacer>.elementor-widget-container>.elementor-spacer>.elementor-spacer-inner{height:var(--container-widget-height,var(--spacer-size))}<\/style>\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5fdf7c02 elementor-widget elementor-widget-image\" data-id=\"5fdf7c02\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.12.2 - 23-04-2023 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"419\" src=\"https:\/\/igcse.infinity.edu.my\/wp-content\/uploads\/2023\/07\/Blog-Post-Images-3.png\" class=\"attachment-large size-large wp-image-8232\" alt=\"\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-35f84be8 elementor-widget elementor-widget-spacer\" data-id=\"35f84be8\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-33bc84e9 elementor-widget elementor-widget-heading\" data-id=\"33bc84e9\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">In what ways then can candidates prepare themselves so they can stay at a job longer and build an edge over other talents?\n<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6aed98fd elementor-widget elementor-widget-text-editor\" data-id=\"6aed98fd\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Firstly, they should be mindful that companies are looking at their hires in three broad categories:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Entry<\/b><span style=\"font-weight: 400;\"> &#8211; candidates are hired for their knowledge and attitude because everything else can be trained;<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Middle <\/b><span style=\"font-weight: 400;\">&#8211; the important thing here is skills or skills set because they are required to train the juniors; and<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Top<\/b><span style=\"font-weight: 400;\"> &#8211; this is about hiring the top management to drive the company\u2019s purpose, value and culture. Candidates in this category must already be a competent lot.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Secondly, they may choose to use social media platforms like LinkedIn to reach companies they aim to work for. It can be a good way to connect with the employers before the full scale of the recruitment process is underway.<\/span><\/p><p><span style=\"font-weight: 400;\">Candidates in Malaysia can also identify with the prevalent hot jobs that are available in their cities (see <\/span><a href=\"https:\/\/igcse.infinity.edu.my\/insights-into-malaysias-pulsating-job-market\/\"><span style=\"font-weight: 400;\">Insights into Malaysia\u2019s Pulsating Job Market<\/span><\/a><span style=\"font-weight: 400;\">). This could help reduce the gap in landing a job. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e1b131c elementor-widget elementor-widget-heading\" data-id=\"3e1b131c\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">But does that mean a marketing candidate would not be sought after in places like Penang and Johor? \n<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-63a8bbda elementor-widget elementor-widget-text-editor\" data-id=\"63a8bbda\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">No, such jobs do exist, the only requirement is for them to relocate.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">As fortune favours the bold, relocation may not be a bad thing because some companies are more eager to offer a better package to attract talents. In fact, Penang companies are at times willing to compensate shared services talents with a relocation allowance, not forgetting the competitive salaries rivalling those in Klang Valley.<\/span><\/p><p><span style=\"font-weight: 400;\">Further, because candidates have also begun altering their employment demands, companies must be sensitive to such changes and fine tune their search process.<\/span> <span style=\"font-weight: 400;\">The importance of identifying this early can save a company from long drawn ramifications because as the talents prefer to strive for \u201cbalance\u201d these days, so must the company\u2019s job specifications in adapting and this is where hiring managers must be adept to redesign jobs.<\/span><\/p><p><span style=\"font-weight: 400;\">For example, if a hiring manager finds no qualified candidates coming through after two or three months of advertising the vacancy, he or she must consult the hiring superior on whether the job scope can be dissected into smaller parts. Under such circumstances, it shouldn\u2019t surprise if the job is eventually split into \u201cJob A\u201d fitting a permanent hire and \u201cJob B\u201d contracted to a freelancer.\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Vacancies kept open too long may also warrant the question if the job is still presently required. This is how dynamic the hiring market has been in recent years and it is likely to continue this way into the near future. The role of HR as such is no longer confined to just recruitment but more as a strategic partner to the top management<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-46c02f89 elementor-widget elementor-widget-heading\" data-id=\"46c02f89\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">But some might say, isn\u2019t a talent with adequate experience and qualifications able to fill the role just like anybody else?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d76c491 elementor-widget elementor-widget-text-editor\" data-id=\"d76c491\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Well, an European company did just that when they opened an office in Malaysia. To them, it was a no-brainer to transfer someone from HQ to head the operations here, citing familiarity and culturally-fit as the reasons for the appointment. Unfortunately, this strategy fell flat, not just once but twice.<\/span><\/p><p><span style=\"font-weight: 400;\">By the time they terminated the third appointee (an Asean executive), 12 years had gone past and by then, they were more accepting to engage a search firm like CXL.<\/span><\/p><p><span style=\"font-weight: 400;\">It is heartening to note that the results from this fourth hire through us were more startling than a fairy tale. From drowning in the red for a dozen years, the company emerged into the black after onboarding this new chief, and while their competitors shrank in market capitalisation during the Covid-19 period, this local head honcho only in his 30\u2019s led a remarkable expansionary momentum. The secret? He was more ready to deploy digital marketing compared to his older predecessors.<\/span><\/p><p><span style=\"font-weight: 400;\">His success drove home an important point &#8211; unlike how qualifications and experience used to dictate a hire, converting analytics to tangible results has become a new set of barometers that one can measure a talent with. In other words, the job market has shifted, even at the top level of an international company. It is imperative hence that this will cascade down to every level of a company; that\u2019s if these companies are poised to remain relevant in a digitally powered post-pandemic world.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>To recap from where we left off in Part 1, job profiles tend to be the same pre- and post-Covid-19 geographically. What that means is that Klang Valley\u2019s concentration of shared services like finance, HR, marketing and customer service are still some of the more popular jobs in the capital city and as such, it [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":8235,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jet_sm_ready_style":"","_jet_sm_style":"","_jet_sm_controls_values":"","_jet_sm_fonts_collection":"","_jet_sm_fonts_links":"","_joinchat":[],"footnotes":""},"categories":[34,1],"tags":[],"class_list":["post-8231","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-executive-recruitment","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.13 (Yoast SEO v20.13) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Resolving Employment Conundrum - IGCSE Tutions Offered by Infinity Training Center<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Resolving Employment Conundrum\" \/>\n<meta property=\"og:description\" content=\"To recap from where we left off in Part 1, job profiles tend to be the same pre- and post-Covid-19 geographically. 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