#Malaysia Recruitment

[peopleville]

Leadership Hiring Strategies - Need to Know

Although creating a hiring strategy may seem extreme, it is a useful tool when getting ready to hire a new employee. When a position becomes available that needs to be filled, there are typically several steps that can be taken and followed to find stylish employees. Many businesses create a standard hiring process for their open positions. Still, it's always a good idea to adapt your method to your business and its needs for manpower supply in Malaysia.

Examine your hiring metrics.

Before analyzing your hiring approach, you must ascertain what is already effective and pinpoint areas that want improvement. You must examine the recruitment metrics to accomplish this. You can then decide on ways to help you achieve and set realistic goals.

Be aware of what you're missing.

Finding the ideal candidate for the position is crucial, and you should also consider the gaps in your current leadership group. Are the members of your leadership excellent at what they do but need to be more approachable or flexible? Pay someone to make it up to you. Consider what your team lacks, then request it from the incoming manager.

Create an ongoing network strategy.

You can be proactive in developing your leadership team by continuously looking for potential business leaders at industry events. When networking with other businesspeople, consider if a possible contact might become a good leader for the organization. Please note their contact details, essential skills, and why they are considering you as a potential manager.

Even if there aren't any open positions right now, you can still compile a list of potential hires for when the time comes. This makes it simple for you to get in touch with network contacts and express your admiration for their credentials and your want in discussing your potential employment with the organization. Reduce the amount of time it takes to find a replacement for a leader.

Clearly state what your job entails.

Use essential words that precisely express your position and set forth your objectives.

Include both the main duties and any other obligations.

Determine the essential qualities of leadership you seek in candidates.

Mention the qualifications needed.

Inquire about your training and work history.

Consider your company's most urgent requirements, knowledge gaps, and success-related expertise before recruiting. Then the quest follows.

Consider a skilled expert who is well-versed in the issue and the remedy. Find experts who can take charge of a certain company sector, and ensure they are aware of and supportive of your goal. This approach can benefit your company the best.

Do excellent interviews

It's critical to keep in mind that interviews are interactive. Candidates are interviewing you as well as you are interviewing them.

Whether you are assembling in person or remotely, make sure it is convenient and hassle-free.

We interview candidates for positions in which they are interested. Would you prefer to work collaboratively? Try group discussions. Remember to discuss the corporate culture in your interview as well. For instance, if your workplace is full of humor, mention that in your interview. Thanks to our recruitment method, we can locate candidates with the proper culture and talents.

Always examine the references of candidates.

Invest time in reference and background checks, even if they take some time. Look for additional sources of information to supplement references to assess a new manager's suitability. Has the candidate written or published any articles? Was it mentioned someplace or featured in a podcast or webinar? Check to see if there is something similar.

Making a choice

It can be tough for employers to commit an individual to work because it is a large commitment, and the costs can be high. Even though it's best to avoid it, there are a few things to consider if you decide to change your mind.

Keep in touch regularly with factory workers in Malaysia, and be mindful that prolonged delays significantly raise the likelihood of abandonment (losing candidates). Please take steps to prevent unconscious bias by being aware of it. Always create requests subject to the outcome of background checks. Overall, handling the hiring process successfully is more art than science, but segmenting it into stages like this can ease the process. However, always remember to believe in your gut. In recruiting, intuition is very important since it directs you past the finish line.

[brain-hunters]

Business Success with HR Consulting in Malaysia

In the present competitive marketplace companies in Malaysia have many challenges managing their workforce efficiently. From recruiting talent to retention, these issues typically require specialist expertise as well as strategic thinking. This is why consultants in HR Malaysia Services, offered by renowned firms like Brain Hunters Malaysia help change businesses by taking care of their specific workforce requirements.

As a reliable recruitment firm that is reputedly reputable in Malaysia, Brain Hunters Malaysia provides extensive HR-related consulting solutions that are designed to streamline the operation and increase employee engagement and make sure that employees are in that employees are in compliance with Malaysian law on labor.

Why HR Consulting is Essential for Malaysian Businesses

Addressing Talent Shortages The changing job market in Malaysia has resulted in a growing demand for highly skilled workers. Many companies struggle to find and recruit the best talent. Human Resources consulting Malaysia services provided by firms such as Brain Hunters Malaysia offer specific strategies to close the gap between skills.

Conformity to Labor Laws Understanding Malaysia's complicated labor regulations is a daunting task for businesses. Recruitment firms in Malaysia which specialize in HR-related consulting, such as Brain Hunters Malaysia make sure that companies stay in compliance while avoiding expensive legal problems.

Enhancing Employee Retention It is vital to retain top talent for continued growth. Through analyzing the workplace environment and providing tailored strategies, consultants in HR can help companies create an environment in which people feel respected and energized.

Optimizing Recruitment Processes A well-designed recruitment strategy is the foundation of the success of a workforce. As a top recruiting company within Malaysia, Brain Hunters Malaysia utilizes cutting-edge methods and tools to simplify the process of hiring, making sure that employers hire the best candidates.

l How Brain Hunters Malaysia Redefines HR Consulting

1. Tailored Workforce Solutions Every company has its own unique requirements A one-size-fits-all solution is rarely effective. Brain Hunters Malaysia has specific HR strategies tailored to align with the objectives and needs of every client.

2. Expertise in Talent Acquisition As a leading job seeker in Malaysia is a company that specialises in sourcing top talent across a variety of sectors. Their extensive network and vast market expertise makes them the most sought-after recruiting agency in Malaysia for companies seeking the best talent.

3. Comprehensive HR Services For everything from employee management and payroll to employee involvement strategies, Brain Hunters Malaysia provides HR consultancy from start to finish services. This comprehensive approach allows companies to concentrate on their core tasks while delegating the management of their workforce to experts.

4. Focus on Technology Utilizing the most recent HR technology, Brain Hunters Malaysia assists businesses in streamlining the HR process. From tracking applications to tools for managing performance, they provide solutions to increase efficiency and ease administrative workloads.

Key Services Offered by Brain Hunters Malaysia

Recruitment and Acquisition of Talent Making sure that businesses have access to the top talent available in Malaysia.

Payroll and Compliance Management: Providing seamless payroll services that comply to Malaysian labour laws.

Workforce Planning and Strategy helping companies to align their goals for workforce to their business goals.

Training and Development Training and Development: Providing employees with the skills to meet the needs of a constantly changing market.

l Why Choose Brain Hunters Malaysia for HR Consulting?

With a long-standing reputation as an industry-leading hiring company within Malaysia, Brain Hunters Malaysia is dedicated to providing top-quality HR consultancy services. Their expertise in the field of workforce management combined with their deep knowledge of the Malaysian market for jobs, makes an ideal company for all businesses of any size.

By selecting Brain Hunters Malaysia Companies have access to:

An extensive network of experienced professionals.

Personalized HR strategies to boost growth.

Modern tools and technology for effective workforce management.

Conclusion

The Malaysian business environment is changing quickly, and keeping up requires new HR strategies that are innovative. Working with a reliable hiring agency within Malaysia such as Brain Hunters Malaysia helps businesses overcome issues with their workforce and meet their goals.

Find out the ways Brain Hunters Malaysia can help you transform how you approach your HR strategy. Visit their Overview page of solutions for more details on their solutions.

[smarttrend]

Why do many start up companies recruit freshers?

In all types of industries, the entrepreneurs, businessmen and industrialists are eager to break all the stereotypical rules of business management operations. It is important to note that hiring is not an exception amongst them. As a fresher, you can easily get a job and it is good to join a startup company. This is true up to a certain extent that generally experienced people are generally preferred for job roles. However, the recruitment trends are changing. Many people are opening new businesses and the new business prefers to hire a start up and it is important to learn more.

The startup have limited funds and hiring freshers is a suitable decision for them

This is true that the start up companies generally have limited funds (unless and until they are not established by a big business tycoon). Hence, they do not pay large paychecks to the employees and the freshers with limited experience do not expect a very big hike. Hence, many companies prefer hiring freshers because they want to save money. The freshers do not have heavy experience and they are ready to work on a limited salary. It is because most freshers want practical work experience and a certificate. Hence, you will find freshers happy to work in startups. If you are a fresher, you must take the assistance of the Malaysia job consultancy to find your dream job. Some startups are started by big companies and brands. Hence, there is a lot of scope for working for a brand.

The freshers are inexpensive because they want to have a chance that can show their talent, skills and willingness. The freshers want to grow and learn quickly. This enthusiasm also makes them special.

The freshers are more energetic and excited

The freshers are youngsters and they are very excited to work. Many freshers even work after their shift has completed and this helps in the growth of the company. The startups need energetic and excited employees who can help them to grow. The excited and happy employees of the company are ready to share experiences. Many employees even share their experience on social media. If positive words are spread about a startup company then it can help it to establish the business. If a startup company is searching for freshers, it must take the help from the recruitment agency Malaysia. The recruitment agencies have contact with the freshers because they have a very good database.

The freshers stay for a long period and they are more committed

One key reason for which startup companies hire freshers is that freshers stay for a longer period because they are more interested in collecting practical experience and want to get rid of the tag “ freshers.” There is more demand for experienced candidates in the market.

More productivity

When the freshers get the right guidance and help, they become more productive. This productivity is very necessary for the business. With the help of the staffing solutions Malaysia, a startup company can easily get the fresher and highly productive employees. The freshers are more passionate and they complete all tasks entrusted to them in the best possible way.

[alliance00]

Top Trends in Recruitment Agencies in Malaysia: What Employers Need to Know in 2024

As the workforce market keeps growing in Malaysia, by 2023, the recruiting firms are at the forefront of matching employers with right talents. In a setting characterized by swift changes in technology, evolving employee characteristics and transformation of candidates’ aspirations, employers must stay abreast of what’s current so as to enhance their recruitment techniques. Here are some key trends among recruitment agencies that every employer needs to know this year.

1. Emphasis on Employer Branding

To attract quality talents in this tough job market, a company needs to have an employer branding. Therefore, recruitment agencies in Malaysia are emphasizing on building and promoting employer brands for their clients. Employer branding is all about making visible what objects such as company culture, values, and distinctive advantages differentiate one organization from the rest. Moreover, strong employer branding does not only attract applicants but also retains them since job seekers would go for organizations whose prevailing value systems are akin to their own.

2. Data-Driven Recruitment

Data analysis in hiring has gained immense recognition. Recruitment agencies through using data are transforming their hiring systems in Malaysia. By assessing such recruitment measurements as time taken to fill a vacancy, candidate quality or turnover rates, agencies can provide employers with actionable advice. Consequently, organizations can manipulate their whole recruitment process using data driven decision making which will assist them make timely and informed choices concerning it thus speeding up the acquisition of suitable job candidates.

3. Integration of AI and Automation

Recruitment scenarios are being changed by both artificial intelligence and automation. Starting from 2024, a number of Malaysian recruitment agencies will employ AI-based technology in their recruitment processes that include candidate sourcing, screening and interview scheduling. Therefore, these technologies will shorten the time spent in recruitment hence hiring better quality people as they do not consider factors like race or gender hence focusing on individuals with the specific qualifications requested by employers at that particular moment. Thereby, it is important for organizations to collaborate with agencies that utilize artificial intelligence in order to make their hiring processes more effective.

4. Remote Work and Hybrid Models

The patterns of working have permanently been altered after COVID-19 pandemic. Since remote and hybrid working models have become the main trend, Malaysian recruitment agencies are adjusting their methods to suit this new normal. In order to entice and keep up with the talents, employers must focus on giving them flexible working conditions. Some recruiting agencies are able to inform these companies about employees who work well away from office or careers that benefit both from family life and professional development. Therefore, flexibility becomes an essential component of recruitment strategies.

5. Focus on Diversity and Inclusion

By the year of 2023, employers have made diversity and inclusion (D&I) their major focus areas. It is observed that recruitment agencies in Malaysia are advocating for D&I intending to encourage companies to widen their talent pools as well as create inclusive workplace cultures. Acknowledging that diverse teams lead to innovation and increase performance levels has led to an improved understanding by the employers concerning this fact. To assist them on this front, recruitment agencies provide training on unconscious bias, implement diverse sourcing strategies and promote roles in underrepresented areas.

 6. Soft Skills Assessment

Technical prowess is important, but interpersonal abilities are becoming more and more acknowledged for having key role in accomplishing success at work in the long run. In Malaysia, recruitment agencies are starting to emphasize on soft skills when selecting candidates as from 2023 – examples of these include communication, teamwork and adaptability. Employers should appreciate that cultural fit and interpersonal skills can have great consequences on team building and efficiency. There are new ways that agencies are using to evaluate these traits such as situational judgment tests and behavioral interviews.

7. Gig Economy and Freelancing

Presently the gig economy is being redefined by the sources of companies’ talents. In Malaysia, several employees prefer freelance jobs or contracts due to flexibility and independence. As a result, recruitment agencies are providing services that include both traditional employment and gig roles. To do this successfully, employers need to think about integrating gig workers into their workforce while putting up appropriate structures for a diversified talent pool.

8. Upskilling and Reskilling

The first point is that demand for new skills is increasing as the industries grow. That is why Malaysian recruitment agencies have known that enhancing existing skills and acquiring new ones are important. Thus, employers need to invest in training programs so that their employees can build on existing capacities and get ready for new work requirements. Recruitment agencies can help this by searching for people with movable set of skills as well as future openings, ensuring that companies keep up with the competition in a shifting environment.

Conclusion

By March 2025, potential employers should be aware of the latest trends in recruitment agencies in Malaysia, so as to attract and retain top talents within their organizations. Among them are employer branding improvements, data usage, integration of AI into operations, fostering workplace diversity and incorporation of new work models. In this fast-changing environment, long-term success greatly relies on the collaboration between companies and innovative recruiting agencies. Employers need to be agile and receptive to different ways of attracting the best candidates as the workforce keeps changing. If you need recruitment services here in Malaysia, do not hesitate to contact the Alliance Recruitment Agency which provides staffing solutions for both on-board as well as remote workers in various industries worldwide.

[kazifatagar]

Teacher Shortage in Sarawak Addressed by Special Recruitment

A special recruitment exercise will be conducted to address the shortage of primary and secondary teachers in Sarawak, said state Minister of Education, Innovation and Talent Development Datuk Seri Roland Sagah Wee Inn. Teacher shortage in Sarawak He said the special recruitment is open to all Bachelor Degree graduates and application can be made through Education Services Commission…

[jordacheweecj]

BUSINESS CARDS: STILL RELEVANT TODAY?

In the 1990s, the differences between Western and Asian culture in business cards were quite pronounced. Here's a comparison of how business card culture differed back then and how it has evolved to today:

1. Business Cards in the 1990s:

Western Culture:

Image Source: Patrick Bateman’s Business Card from the movie, American Psycho (2000)

In Western countries, business cards were used primarily as a formality and a means of exchanging contact information.

There was less emphasis on the design and presentation of business cards compared to Asian cultures.

Business cards were often exchanged casually during meetings or networking events.

In Western countries, business cards were used primarily as a formality and a means of exchanging contact information.

There was less emphasis on the design and presentation of business cards compared to Asian cultures.

Business cards were often exchanged casually during meetings or networking events.

Asian Culture:

In Asian cultures such as Japan, China, and Korea, exchanging business cards was a formal ritual known as "meishi koukan" (名刺交換) or "business card exchange."

Business cards were considered extensions of one's identity and status, reflecting the individual's position within the company.

There were specific etiquette regarding the exchange of business cards, including offering and receiving cards with both hands, reading the card carefully, and storing it respectfully.

2. Business Cards Today:

Western Culture:

Business cards are still used in Western countries, but their significance has somewhat diminished with the rise of digital communication.

The emphasis is more on networking platforms like LinkedIn and exchanging digital contact information.

However, high-quality, well-designed business cards can still make a positive impression, especially in certain industries or during face-to-face interactions.

Asian Culture:

The tradition of exchanging business cards remains strong in many Asian cultures, although there's also a growing acceptance of digital alternatives.

While digital communication is becoming more prevalent, particularly in urban areas, business cards are still widely used, especially in formal settings and among older generations.

The quality and design of business cards continue to be important, reflecting the individual's professionalism and status.

Significance of Digital Business Cards with NFC Function:

In today's digital age, the significance of having a business card versus a digital alternative with NFC (Near Field Communication) function varies depending on the context and cultural norms:

Left: LinkedIn QR Code / Right: Hendshake's NFC & QR Code Digital Business Card

Pros of Digital Business Cards with NFC Function:

Convenience: NFC-enabled digital business cards allow for seamless exchange of contact information with a simple tap of smartphones.

Sustainability: They eliminate the need for paper-based business cards, reducing environmental impact.

Multimedia Integration: Digital cards can include multimedia elements such as links to portfolios, videos, or social media profiles, providing a more comprehensive overview of the individual's professional background.

Cons of Digital Business Cards with NFC Function:

Cultural Sensitivity: In certain cultures, particularly in Asia, the tradition and formality associated with physical business cards still hold significant value. Digital alternatives may not be as well-received in these contexts.

Accessibility: While NFC technology is becoming more widespread, not all smartphones support this feature, potentially limiting the effectiveness of digital business cards in certain situations.

Personal Touch: Physical business cards allow for a tactile and personal exchange during face-to-face interactions, which may not be replicated with digital alternatives.

While the significance of business cards has evolved with advances in technology and changes in cultural norms, they still hold value in both Western and Asian business contexts. The choice between traditional paper-based cards and digital alternatives with NFC function depends on factors such as cultural preferences, convenience, and individual preferences. Ultimately, a well-executed business card, whether physical or digital, can still make a lasting impression in professional settings.

🔍 Stay ahead of industry trends and insightful information, where proactive sourcing meets strategic foresight. Connect with Jordache Wee today to elevate your organization’s talent acquisition strategies and drive success in the dynamic landscape. Email: jordache.wee@reeracoen.com.my or WhatsApp/call: +601-2502-9720

[briohrsoftware]

What is the minimum compensation for retrenchment in Malaysia?

Retrenchment is an unfortunate reality in the employment landscape, impacting both employees and employers. In Malaysia, it is essential to understand the minimum compensation that employees are entitled to when faced with retrenchment. This article aims to shed light on the legal framework, calculation methods, statutory provisions, and practical implications of minimum compensation for retrenchment in Malaysia.

Legal Framework for Retrenchment in Malaysia

Malaysia boasts a robust set of employment laws that provide guidelines for retrenchment situations. Retrenchment is defined under Malaysian law as the termination of an employee's service by an employer for reasons that are not related to the employee's conduct. To carry out a lawful retrenchment, employers must adhere to the Employment Act 1955, which sets out the minimum standards for employment.

Determining Minimum Compensation

The minimum compensation for retrenchment in Malaysia can be calculated in two primary ways. Firstly, it can be based on the employee's years of service with the company, with a set formula. Alternatively, the law may stipulate a fixed amount as the minimum compensation, depending on the circumstances of the retrenchment. Factors such as the type of employment contract (permanent or fixed-term) and the reason for retrenchment (economic reasons, redundancy, etc.) can influence the compensation amount.

Statutory Provisions for Minimum Compensation

The Employment Act 1955 provides specific provisions for minimum compensation in cases of retrenchment. Section 12 of the Act states that employees should be given notice of termination or pay in lieu of notice. Section 13 of the Act pertains to lay-off and short-time work, ensuring that employees are compensated during periods of reduced workload.

Minimum compensation also comes into play in cases of wrongful dismissal, where an employer terminates an employee's service without valid cause. In such cases, the affected employees may be entitled to compensation for unfair dismissal. The level of compensation may vary, and judicial interpretation plays a significant role in determining the specific amount.

The Role of Social Security Programs

The Employment Insurance System (EIS) is a crucial element of Malaysia's social security net. EIS complements minimum compensation during retrenchment by providing financial support to affected employees. This system assists individuals in securing a portion of their previous salary for a limited period. Eligibility criteria and benefits under the EIS are essential aspects for employees to consider during retrenchment.

Challenges and Issues

While the legal framework provides a structure for minimum compensation, challenges and issues can arise. Potential difficulties faced by employees and employers, disputes, and their resolutions will be discussed in this section. Any recent developments or changes in legislation will also be addressed to ensure readers have an up-to-date perspective.

Conclusion

In Malaysia, it's important to know the minimum compensation for retrenchment. By understanding the legal framework, calculation methods, and statutory provisions, individuals can prepare for these situations. Compliance with labor laws is essential to ensure fair compensation and protect the rights of everyone involved.

[empowerittrainings]

SAP SuccessFactors ONB Online training in UAE - empowerittrainings

SAP SuccessFactors Recruiting Management and Onboarding Online Training in UAE Empower IT Trainings is the Best Online Training Institute for SAP SuccessFactors Recruiting Management and Onboarding 2.0 in UAE, which provides best SF RCM and ONB 2.0 Online Training with real-time project-oriented training in UAE.

SAP SuccessFactors Recruiting : Recruiter Experience (SF RCM) SuccessFactors Recruiter Experience module helps an organization to source, engage and hire world’s best talent. It helps in attracting and engaging top talent and hire best candidates that meet the company’s requirement. The benefits include hiring the right candidate at the right time, evaluating the candidate and speed up the hiring process ensuring that it is fast and fair, allows to access resources in social network and helps recruiting strategy to drive the business results.

[ultraglobalsteelbuildings]

Find your dream career or your next organizations movers & shakers with HCR. HCR has more than 10 years of experience and success in providing personalized HR consulting ranging from talent & recruitment for SMEs, GLCs and MNCs . Our performance management and rewards solutions are catered to the highly regulated and ever evolving marketplace trends. Google HCRMALAYSIA to book an appointment, or email us at info@hcrmalaysia.com. You may also reach us via our IG and FB @hcrmalaysia

[utah1me]

Masterlist

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[peopleville]

What Is HR? Consulting Definition, Skills, and Career Guide

The market need for human resource consulting is rising. It can be both professionally and financially gratifying to work as an HR consultant if you have a passion for human resources and a background in it. This career path can be a suitable fit if you have the necessary degree and skill set. We cover what HR consulting is, what an HR consultant performs, their abilities, the services they offer, and how to become an HR consultant in manpower supply Malaysia in this post.

HR consulting: What is it?

In human resources consulting, consultants offer the company one or more HR-related services. These could involve coordinating the employment process and hiring new employees, managing the recruitment process, suggesting reorganizations, or serving as a mediator between management and employees to help resolve employee issues.

You can work for a firm or as an HR consultant. You can either specialize in a certain area of HR, like benefits or labor relations, or you can be a generalist who offers assistance with various HR-related activities. You can either promote your services to businesses with that particular need, or a consulting firm may leverage your professional experience as part of a team approach to working with a business.

What does a human resources advisor do?

Depending on the customer's demands, an HR consultant's specific work duties change. However, there are several tasks that most HR consultants might carry out, including:

meeting with clients to ascertain any HR issues or demands

collaborating with clients to create, modify, and execute suitable HR policies

evaluating the client's present HR services and programs to make sure they adhere to applicable state and federal laws and standards

analyzing information and producing management reports on particular HR projects

checking to see if the client's HR practices are legal

providing each client with training in HR

HR consultants offer services.

One of the following services may be a specialization for HR consultants:

A human resources strategy

There are numerous strategic human resource services that HR consultants can offer. They establish organizational frameworks, define business culture, or build human resource management plans. They also focus on personnel management, recruitment, and integrating diversity within the organization.

Benefits and Compensation

HR consultants may help businesses with employee perks and remuneration. The organization's employees plan the remuneration structure, including base pay, variable pay, bonuses, and other benefits. This consulting branch also strives to offer pension or retirement advising and consulting services.

Management of talent

This HR service category includes various hiring, retaining, and maintaining talent-related operations. For instance, they might design exams or interview questions to assist businesses in hiring the best candidates for their objectives. They might also create procedures to ensure workers perform well in a new role.

Growing and learning

This service area focuses on developing strategies to improve an employee's performance, either individually or collectively. They strive to enhance leadership, functional, and departmental capability. Additionally, they might assist with the needs of the people in terms of training and education.

HR Consultancy

HR consultancy frequently includes a separate section for HR analytics. HR analytics focuses on applying analytical methods to manage the organization's human capital. Adding value to HR activities is their main objective or goal.

HR consultants' Skills

HR consultants may use the following abilities to be successful in this position:

Talents in communication

Regular communication between many different parties is common for HR consultants. They can use their effective communication abilities to comprehend the goals of an organization or the problems, worries, and needs of an employee. Additionally, effective communication abilities might aid candidates in landing jobs in the labor supply in Malaysia.

Talents with time management

Time management techniques are frequently used by HR consultants to perform their varied tasks. They often have time-sensitive responsibilities, such as informing job candidates of the progress of their applications, disseminating information about promotions, and handling employee grievances. They can improve their time management skills to complete these duties quickly and effectively.

Mentoring and motivating abilities

HR advisors can serve as a mentor, encouraging staff members to pick up new skills. They might also maintain staff motivation by encouraging them to meet their yearly goals. Additionally, they can use their motivational abilities to comprehend each employee's unique goals and assist them in advancing their careers.

[brain-hunters]

Recruitment Company in Malaysia: Finding the Right Fit for Your Business

In the crowded landscape of Malaysia's workforce, locating the best talent is an overwhelming task for companies regardless of size. No matter if you're a young business or a well-established one, working with an recruitment firm in Malaysia such as Glob Pro brainhunters Sdn Bhd will make a huge contribution to your recruitment strategy.

Through their industry knowledge and specialized solutions, hiring agencies play an important part in identifying candidates that are not just able to meet technical requirements but also are in line with the company's culture and long-term objectives. Find out how selecting the right company for your recruitment needs will help your business grow.

Understanding the Role of Recruitment Companies

A recruitment firm in Malaysia is an intermediary between employers as well as job applicants. Through their network with industry insight, sophisticated sourcing strategies to ensure a smooth hiring process. Companies such as Glob Pro Brainhunters Sdn Bhd have experts who are skilled at finding top talent that matches the specific requirements of your company.

From determining the most suitable candidates, to streamlining the process of interviewing and negotiations hiring firms ease the burden from the process of hiring. This is particularly beneficial in Malaysia's ever-changing and fast-paced job market.

Why Choose Glob Pro Brainhunters Sdn Bhd?

In the selection of an honest company, Glob Pro Brainhunters Sdn Bhd is the top job agency recruitment specialist in Malaysia. Here's why:

Extensive Industry Expertise With a thorough knowledge of various industries they provide services to various industries that range from finance and IT to healthcare and engineering. The specialized approach they employ ensures that you get candidates who are experts in their specific specializations.

Personalized Recruitment Solutions A company that is focused on the needs of its clients, Glob Pro Brainhunters Sdn Bhd can tailor their services to meet the requirements of your company, providing both contract and permanent staffing options.

Proven Track Record With decades of experience and expertise, this headhunter in Malaysia has earned reputations for providing high-quality results, assisting enterprises of all sizes find outstanding talent.

The Impact of Job Agency Recruitment

Employing an job agency recruitment service can provide businesses with a number of advantages, including:

Speed and Efficiency Recruitment agencies do all the work, thus saving your HR team time.

Access to the best Talent Through their extensive network, organizations such as Glob Pro Brainhunters Sdn Bhd will connect you to highly skilled professionals who might not be actively searching for work.

Market Insights Their experience provides you with invaluable insights on salary benchmarks in Malaysia, the talent pool, and trends in the industry in Malaysia.

How Head Hunter Malaysia Services Enhance Recruitment

Executive searches usually require specific skills to locate individuals who will drive organizational performance. An executive hunter Malaysia is focused on finding and attracting top-level professionals.

Glob Pro Brainhunters Bhd provides headhunting services that are specifically tailored to your company's specific requirements, so that you receive people who can provide the most strategic value as well as a fresh view.

Tailored Solutions for Malaysian Businesses

The Malaysian market is a unique one with its own challenges and opportunities for hiring. It doesn't matter if it's dealing with cultural differences or ensuring compliance with local laws regarding employment hiring a company with local expertise is crucial.

When you choose Glob Pro Brainhunters Sdn Bhd as your partner, you will have a partner who is knowledgeable of Malaysia's work environment and dynamics. Their ability to accommodate to a variety of needs of their clients is what makes them a top business for recruiting in Malaysia.

Elevate Your Hiring Process with Glob Pro Brainhunters Sdn Bhd

Finding the right recruitment firm will go beyond filling positions; it's about finding the right fit that will propel your business ahead.

Whether you're seeking temporary employees or contract workers, or executives at the top, Glob Pro Brainhunters Sdn Bhd offers end-to-end solutions for recruitment that match your business's goals.

Go to the Solutions Overview webpage to find out more about how their experience can assist you in transforming your workforce.

Final Thoughts

Finding the right candidate in Malaysia's highly competitive job market need not be difficult. If you partner with a reputable recruitment agency in Malaysia such as Glob Pro Brainhunters Sdn Bhd and you will be able to ensure an efficient and seamless hiring process.

Start by creating a team that propels your company forward. Call Glob Pro Brainhunters Sdn Bhd today to experience the difference that their custom-designed hiring solutions will make.

[smarttrend]

The key soft skills that indicate to professional excellence

With the passage of the time, the recruitment patterns are changing. Now, companies are becoming more open-minded and such candidates are getting opportunities who have skills. It is good to have some experience, but skills carry a lot of value. An employee is very valuable for the company if he or she has a certain skill set. Even the social media profiles of the candidates are analyzed in order to learn more about them. In the current era, it is not possible to find a job easily and you have to pass a lot of rounds. You should also take help from the agensi pekerjaan Smarttrend Sdn Bhd.

Many soft skills are required for professional excellence and you must learn about them. You must know how to talk with the people and it is important to maintain professional dignity. Most people who manage to get the jobs are highly educated and experienced but at the same time, it is important to have technical skills as well. You must prove that you have the necessary soft skills while appearing for an interview.

Employers search candidates with soft skills

This is true that the employers search for candidates who have soft skills because in this highly-competitive business world, it is important to show that you are skilled and competent. The employers search for such candidates who have problem-solving capacity. Competent employees help the company to grow and also create a peaceful environment. The soft skills make the employee useful for the organization and the soft skills also help the candidates to proceed forward in the career. You can also show your soft skills in the resume.

Show that you have time management skills

There are many jobs in which there are demanding deadlines that cannot be easily met. So, you must show that you have time management skills. You must show that you are highly productive and it is easy for you to overcome all the obstacles and hurdles. Even if obstacles and hurdles are present in your path, you must show that you can easily overcome them. There are many tight deadlines that have to be met. You must demonstrate that you can easily manage the duties while managing the time. It is good to find a job that can match your skills, knowledge and capabilities. With the help of the smarttrend recruitment & consultancy, you can find the best jobs.

The skill of the adaptability

The corporate world is changing very quickly and there is demand for open-minded people who have necessary soft skills. If you want a stable and good job, it is necessary to adopt. You must always be ready to adapt to new opportunities. Use the service of the best IT recruitment agency Malaysia if you are planning to get the job in the world of information technology.

Collaborating with everyone

In the corporate world, you have to collaborate with your team members because only then can you work as a team and achieve a goal. You have to communicate with different types of people.  So, you must show that you have collaboration skills.

[alliance00]

Guide to Working with Recruitment Agencies in Malaysia

Exploring the Malaysian work market can be a complex and tedious cycle for organizations, especially for those hoping to fill particular jobs or extend their groups rapidly. Recruitment agencies in Malaysia offer an important asset to smooth out this cycle, giving organizations admittance to a wide pool of abilities and master direction in recruiting rehearsals. This guide plans to help organizations understand how to actually function with enrollment offices in Malaysia to improve their employing techniques and accomplish their staffing objectives.

Understanding Recruitment Agencies in Malaysia

Recruitment agencies in Malaysia  are specific firms that help organizations secure appropriate possibilities for position openings. These offices are outfitted with broad organizations, industry information, and ability in enlistment processes. They offer administrations going from applicant obtaining and screening to directing meetings and giving business sector bits of knowledge. For organizations, collaborating with an enlistment organization can improve the recruiting system, saving time and assets while guaranteeing a better up-and-comer fit.

Choosing the Right Recruitment Agency

The most important phase in working with recruitment agencies in Malaysia is choosing the correct office that lines up with your business needs. Organizations differ in their specialization, industry concentration, and enlistment approach. Consider organizations that have insight in your industry or those that work in the kind of jobs you are recruiting for. Assess their history, client tributes, and the scope of administrations they offer. A very much picked organization will have a profound comprehension of your industry and the particular abilities expected for the jobs you are hoping to fill.

Establishing Clear Communication

Effective communication is crucial when working with recruitment agencies in Malaysia. Clearly outline your hiring needs, job requirements, and organizational culture to the agency. Give definite sets of expectations, including fundamental abilities, capabilities, and experience required. This lucidity helps enlistment offices to all the more likely figure out your assumptions and to source competitors who are a decent counterpart for your organization. Standard updates and input on up-and-comers introduced will likewise assist with refining the enrollment cycle and further developing results.

Leveraging Industry Expertise

One of the vital advantages of working with enlistment organizations in Malaysia is their industry aptitude. Organizations frequently have inside and out information on market patterns, compensation benchmarks, and business regulations, which can be priceless while settling on recruiting choices.   They can give bits of knowledge into the ability market, assisting you with understanding the accessibility of applicants, serious compensation reaches, and possible difficulties in tracking down the right ability. This skill permits you to settle on informed choices and change your enlistment methodologies on a case by case basis.

Evaluating candidates efficiently

Enrollment organizations in Malaysia can fundamentally improve the productivity of your competitor assessment process. They regularly lead introductory screenings, meetings, and evaluations to guarantee that the most appropriate competitors are introduced to you. This pre-determination process saves you time and guarantees that the competitors you meet have proactively been checked for their abilities, experience, and social fit. Offices frequently utilize different appraisal devices and approaches to assess competitors, furnishing you with exhaustive profiles and proposals.

Building a Long-Term Partnership

For organizations, fostering a drawn out relationship with an enrollment office can be profoundly beneficial. A predictable organization permits offices to acquire a more profound comprehension of your organization's way of life, esteems, and recruiting inclinations. Over the long haul, this relationship can prompt more customized and powerful enlistment systems. A drawn out organization likewise encourages trust and joint effort, which can prompt better up-and-comer situations and a more productive employing process.

Managing costs and expectations

While working with enlistment organizations in Malaysia, it is critical to have an unmistakable comprehension of the expense design and what's in store concerning administration conveyance. Enrollment offices commonly charge expenses in light of a level of the competitor's first-year compensation or a decent expense. Guarantee that you talk about and settle on the charge structure forthright to stay away from any shocks. Also, set reasonable assumptions about the course of events for filling positions, as this can differ contingent upon the job and economic situations.

Ensuring compliance and ethical practices

At last, while teaming up with enrollment organizations in Malaysia, guarantee that they stick to lawful and moral guidelines. Enrollment offices ought to follow nearby work regulations and guidelines, guaranteeing fair and straightforward enlistment rehearses. This incorporates shielding applicant information and staying away from biased rehearsals. Working with legitimate offices that focus on consistency and morals will assist with keeping up with your organization's standing and guarantee a smooth enlistment process.

In Conclusion:

Recruitment agencies in Malaysia offer significant help to organizations hoping to smooth out their hiring cycles and access top talent. By picking the correct organization, laying out clear correspondence, utilizing their industry mastery, and building a drawn out organization, organizations can upgrade their enlistment endeavors and accomplish fruitful results. Grasping the expenses, overseeing assumptions, and guaranteeing consistency will additionally add to a useful and positive involvement in enrollment organizations in Malaysia.

For exceptional staffing solutions, contact Alliance Recruitment Agency. We specialize in both on-board and remote staffing for various industries globally. Partner with us to find the right talent and streamline your recruitment process. Contact us now.

[cicidarkarts]

Hello, if I'm not mistaken, there's one canon description of Idrees I've been apparently looking for? You don't know anything about it? Also, I've been told by someone that Idrees' 14, and it seemed like they got the info from canon sources which I CAN'T find

So I've been mulling this over for a few days, because this is a rumor I've also heard. And just looking at Idrees, it feels viscerally wrong to call him 14 (not just because I wanna smash). When I first saw the movie, before any of this Idrees Redemption shit I've been doing, I thought he was probably 17-18. He looked it, acted it, sounded it. He's about as tall as or even taller than most of the other adult characters.

That's the tallest 14 year old I've ever seen in my life, bro. The median worldwide height for 14.5 year old boys is 165 cm or 5'4" according to the WHO; 175-176 cm or 5'7"-5'8" for the entire age range of 17-18; in Afghanistan the men tend toward being a bit shorter, but averaging for that, Idrees is still quite tall compared to the much older men around him, both of whom in the above scene may be in their 40s here given they fought in the Soviet-Afghan wars.

Most 14 year olds don't have facial hair (some do, most don't), but most 18 year olds definitely do. His voice actor was also a 19 or 20 year old man at the time of recording.

I looked into it as much as one possibly can while juggling being sick and having to do Adult Bullshit. And I have no idea where this number came from "canonically"; HOWEVER, I did see some interesting things online about Taliban recruitment and the general age that Muslim men in South Asia start looking for wives.

Some of the information is pretty sexist and gross. So if any of that is going to trigger you, keep scrolling boo and don't look below the cut/divider <3

So the Taliban claims that they accept a minimum age of approximately 13-15. I think this is where people are getting the 14 age from. Of course, as we know, the Taliban will also forcibly recruit children even younger than that. The general age that young boys and men join the Taliban is 13-17 years old, typically. They began their iron-fist ruling over Afghanistan during 1996. So there is at least a 5 year time gap between the beginning of their regime until the end of the movie.

Nurullah was Idrees' teacher, who we can presume he's not seen for 5 years due to the banning of his subjects in schools. We do not know which grades he taught, just that he enjoyed teaching children how to read and write. It's possibly safe to assume that he was teaching very young children in primary school, the typical ages in which children learn to read and write. In Afghanistan, this consists of Grades 1-6; or 6 years old to 12.

We're not given information on Idrees' schooling outside of him being "a good student". This is very difficult to interpret, but we can assume that Nurullah knew this from at least a year or two of working with him. This estimate can put him at a minimum age of 11 or 13, but it's possible given the time frame that he could be anywhere from 11-17.

Next thing I want to look at is the infamous scene of Idrees asking how old Parvana is, and that he "will be looking for a wife soon". This was the most interesting part to me in my research, because I found that it's common for Muslim men to seek out wives in their late teens and early 20s, approximately 18-24, in this particular area (with places like Indonesia and Malaysia typically having the men older in their mid-20s and Africa having them younger in their mid-teens).

"Looking for a wife soon" can be interpreted in many ways. Certainly the most outlandish is several years down the line if we're to believe he's 14. But more realistically, it would be within a few months, maybe a year. Which would make sense if he was 17 or 18.

The Quran does not specify ages when it comes to marriage. The Quran simply states that men need to be of sound and developed mind and body, financially able to take care of his wife, able to bear the responsibilities of starting a family. "When they reach physical and mental maturity". It's all very vague (on purpose).

With all of that in mind, let's retread schooling and Taliban recruitment. If children as young as 12 are recruited by the Taliban (typically through unrealistic incentives, like money or "being better than a family"; or threats of violence, I might add), and it's been 5 years since Nurullah has seen Idrees, that could mean he was recruited immediately at 12 and is now 17. If we're to believe he was only 7-8 and Nurullah only got one year to educate him (thus coming to the conclusion that he's "a good student"), that would mean he'd be 12-13. idk about you, but Idrees looks like no 12-13 year old I've ever seen.

Okay, what if he was 9? Then 5 years later would make him 14. It's possible that they only just recruited him maybe a year prior. But then we have the general age Muslim men seek wives in South/Southeast Asian countries, which is still much older than 14.

Let's bear in mind that all of this is extremely speculative. We're just not given enough information in the movie or the character bios to say one way or another how old any of these characters are unless explicitly stated (Shauzia is 12, for instance). I think the minimum Taliban recruitment of 13-15 colored this rumor and things weren't looked at deeper than that. But laying out of all the rest of the information makes me very heavily doubt that he's 14.

The last piece of information is toward the end of his arc, where we see him calling Parvana and Shauzia over. Parvana remarks "I know that boy". Could this be her referring to him being 14? 15? 16? 17? 69? It's yet more information that is hard to surmise.

I'd also like to address those who still think he's 14 after all of this. If Idrees is 14, why do you hate him? He's a child. A child with nothing, promised everything by the Taliban, possibly forced into it with coercive threats of violence. Is he a misunderstood, abused child within in a similar age range to Parvana? Or is he an indoctrinated full-on adult perving on a child; a despicable monster with no redeemable qualities? You can hate Idrees all you want, I really don't care. I just ask that you choose one. You can't have both.

I believe Idrees was supposed to be a minimum of 17 or had just turned 18, crossing the threshold into manhood with nothing but war and broken promises to greet him. Failed by a system that promised him everything he could ever want: family, power, education, acceptance, something greater than himself. Only to deliver nothing but blood and death.

I tried to keep track of my sources but I am by no means an academic researcher; also bear in mind that the fact that child marriages still happen in Islamic cultures is VERY buried (naturally so, yikes), making ages extremely difficult to ascertain. https://worldpopulationreview.com/country-rankings/average-height-by-country https://www.who.int/tools/growth-reference-data-for-5to19-years/indicators/height-for-age https://reliefweb.int/report/afghanistan/history-education-afghanistan https://gchumanrights.org/preparedness-children/article-detail/the-taliban-rule-and-the-radicalisation-of-education-in-afghanistan-4945.html Fucking Google https://www.hrw.org/news/2016/02/18/afghanistan-taliban-child-soldier-recruitment-surges https://www.scholaro.com/db/Countries/Afghanistan/Education-System Literally the Quran https://aboutislam.net/counseling/ask-about-islam/am-i-too-young-to-marry/ https://www.al-islam.org/religion-al-islam-and-marriage/age-marriage#:~:text=If%20boys%20aren't%20allowed,the%20legal%20age%20of%20marriage (warning: this one is EXTREMELY sexist and misogynistic; good luck, soldier) https://44del.tumblr.com/post/671680841272967168/haha-hey-guys-just-a-reminder-to-read-the And of course the most reliable source of information: https://en.wikipedia.org/wiki/The_Breadwinner_(film)

Unfortunately, most of the age ranges I could find were AI overviews, as a lot of this information is very hush-hush. I wonder why /s But here are those as well: