#Malaysia Recruitment

[brain-hunters]

Leveraging Social Media For Recruitment Firm In Malaysia

Boost hiring with social media! Learn how recruitment firms in Malaysia use LinkedIn, Facebook & Instagram to attract top talent. Discover key strategies today!

[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.

[utah1me]

Masterlist

Satoru Gojo - Classmate Suguru Geto - Roommate Toji Fushiguro - Husband Suguru Geto - Playboy Satoru Gojo - Arranged Marriage Utahime Iori - Classmate Yuta Okkotsu - Clingy Boyfriend Megumi Fushiguro - Jealous BF Yuji Itadori / Sukuna Satoru Gojo - Adult Film Costar Toji Fushiguro - Adult Film Costar Sanemi Shinazugawa - Mission Suguru Geto - Adult Film Costar Satoru Gojo - Comfort Akaza - Protector Satoru Gojo - Parents Together Tengen Uzui - Oiran Nanami Kento - HS Sweetheart Choso Kamo - Tattoo Artist Satoru Gojo - Actor AU Eren Jaeger - Prisoner Yuta Okkotsu - OnlyFans Megumi Fushiguro - Caring for You Kento Nanami - Malaysia Suguru Geto - Dad Toji Fushiguro - Dad Satoru Gojo - Dad Yuki Tsukumo - Mission Partner Suguru + Satoru - Frat Party Toji Zen'in - Shibuya Satoru Gojo - Frat Boy Ex Kirara Hoshi - Fight Club Invite Choso Kamo - Shibuya Suguru Geto - Frat Boy Ex Suguru Geto - Trainer Toji Fushiguro - Sugar Baby Hiromi Higuruma - Law Partner Satoru Gojo - Prison Realm Kinji Hakari - Ex Boyfriend Kakashi Hatake - Icha Icha Editor Takuma Ino - Boyfriend Osamu Dazai - Ex Boyfriend Choso Kamo - Babysit Yuji Choso Kamo - Aphrodisiac Suguru Geto - Needs You Shoko Ieiri - Fixing You Noritoshi Kamo - Betrothed Toji Zen'in - Betrothed to Brother Satoru Gojo - Alpha Satoru Gojo - Celebrating Birthday Kento Nanami - Professor Kento Nanami - Shibuya Link - Your Sworn Knight Choso Kamo - Vampire Satoru Gojo - Yandere Kento Nanami - Pregnant w/ His Baby Hajime Kashimo - Culling Games Eren Jaeger - Band Satoru + Suguru - Truth or Dare Angel Devil - Roommate Satoru Gojo - Cheating Boyfriend Suguru Geto - Nurse Satoru Gojo - Doctor

Choso Kamo - Phone Sex Yuta Okkotsu - Reunion Denji - New Recruit Nagito Komaeda - Funhouse Satoru Gojo - Bar Hookup Suguru Geto - Talking Him Down Nobara Kugisaki - Shopping Loid Forger - Daddy-cember Shinjuro Rengoku - Daddy-cember Toji Zen'in - Daddy-cember Erwin Smith - Daddy-cember Takuma Ino - Daddy-cember Minato Namikaze - Daddy-cember Levi Ackerman - Daddy-cember Ichigo Kurosaki - Daddy-cember Aoi Todo - Daddy-cember Jean Kirstein - Daddy-cember Eren Jaeger - Daddy-cember Chrollo Lucilfer - Daddy-cember Kokushibo - Daddy-cember Satoru Gojo - Daddy-cember Suguru Geto - Daddy-cember Shilah Hatahle - Daddy-cember

Mikasa Ackerman - Daddy-cember Choso Kamo - Daddy-cember Aspen Rhodes - Daddy-cember Satoru and Suguru - Daddy-cember Yuki Tsukumo - Daddy-cember Toji Fushiguro - Daddy-cember Neji Hyuga - Daddy-cember Jasper Riven - Daddy-cember Zeppelin Everly - Daddy-cember Utahime Iori - Actress AU Reza Azimi - Persian Commander

[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:

[ray-elgatodormido]

Proper Rot3k OC introduction.

Hey! So if you’ve been scuttling around in my den for a while you’d know I love making characters and releasing them into the wilds to inevitably cause havoc. I was given a character creator in Wo Long and here I am making stories for my creations. So let me briefly introduce them with older doodles of their classic Dynasty Warriors designs. Their stories vary on the game so consider this a general summary that leaves me room to adapt their lore into the games for example. (There may be some retconning down the line)

Xiao Sheng (Faction: Wei)

Xiao Sheng is a young man whose origins and name have been lost. (His father’s surname was Sheng and he is the youngest among his siblings hence the nickname, kinda like Xiao Qiao) All that is known from his early life was that he was conscripted into the fight against the Yellow Turbans when he was barely a teenager. Impressed by his deadly prowess at such a young age, Cao Cao recruited Xiao Sheng as a personal bodyguard and assassin. He is the one to deal the killing blow on Sun Ce. Circumstances vary, sometimes he’s mind controlled and sometimes he’s simply ordered, sometimes he goes with arrows and sometimes he’s up close. Regardless, his guilt over the kill eventually lead to his death after the battle of Chibi. He surrenders to Sun Quan, confessed to the murder and is either executed, killed on the spot or he takes his own life.

Despite being an assassin, Xiao Sheng has a rather gentle nature. Always looking to only kill the strict minimum and doing so in the most quick manner available. He prefers to remain out of sight and doesn’t like to speak much, he’s shy, lacks confidence and is very obedient (mostly due to him having a hard time standing up for himself). He is hopeful, always looking to find the best in everyone. He has a particular attachment to small animals and always feels safe around them. He sees Cao Cao as a father figure and is always striving to make him proud. Even if he silently doubts him at times, his loyalty remained.

Lady Yan/Merah (Faction: Other-Lü Bu’s forces)

Merah is a woman hailing from a land far down South (Malaysia to be precise) and has always been fond of battle since childhood. Due to unknown reasons, she found herself in China as a child and was adopted by a rich family and became known as Lady Yan. She’s somewhat related to Guo Jia, being either his cousin or his half sister. She was sent to Cao Cao as a concubine so her family gets to be on his good side and she quickly started hating the man. At the battle of Hulao gate, she disobeyed Cao Cao’s orders to stay put and ran into the battlefield to fight. There she came across Lü Bu, circumstances vary, but essentially she gets captured after a swift defeat. She is then married to Lü Bu shortly after and participates in the plot against Dong Zhuo. She follows Lü Bu around in his campaigns as his terrifying wife and displays formidable prowess. She mets her end at Xiapi, refusing to bow down to Cao Cao and remaining loyal to Lü Bu until the bitter end.

Merah is self assured and confident, but often to the point of cockiness. She often charges in weapon at the ready, eager to fight. She’s known for having a bit of a short fuse and isn’t afraid to speak her mind. Despite her intimidating exterior, she has a noticeable soft side around those she allows to see it. She highly values skill, honesty and style. She got along incredibly well with Lü Bu (matching his freak), submitted to him and ONLY to him and was either at odds with Diao Chan or also had a liking to her (aka they kiss, and Lü Bu is perfectly fine with that)

And that’s that I guess. Things may not exactly line up timeline wise but hey, it happens, timelines hard. There’s a lot I want to ramble about but I think it’s best I just gave the TLDR and hope I get the pictures across.

[brain-hunters]

Effective Networking Strategies for Job Seekers

If you are looking for expert recruitment assistance, partnering with a Recruitment Firm Malaysia can provide the guidance and support you need to navigate your job search successfully.

[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.

[zante-selachi]

Haunted items AU! Shadow Company

So the SC brainrot server talked about an AU of KIA Shadows being attached to items they liked a lot and I wrote one with Orion :3 (copied from dc so pardon the mistakes)

Not usually what I would write but I hope it flowed well enough!

-

There was a rumour in the base to never go into the room of a Shadow formerly known as Shadow 2-15 but with how more new Shadows have been recruited now, there was no other choice but to assign the room to some of them.

The room looked fine, some dust and perfectly fine furniture as if it was never used. One thing caught their eyes though, the box under the bed used by Shadow 2-15.

It gave off bad vibes even from the get-go but they all agreed to not disturb it and nothing happened the first weeks of their stay other than the knocks from the box.

However the longer they stayed in the room, it seemed that whatever was in that box got bolder. Every night, desperate fists hit the beds one by one with a voice accompanying it.

"Le t me out" It said.

It went on to the point where the rookies felt frustrated and finally opened the damned box. In it was a pristine keris, evidently well taken care of but the yellow cloth that was wrapped around it was unraveled which gave them a foreboding feeling.

"Let's put it away, yeah" One of them nervously said, not liking the sight of the traditional Javanese weapon in an American PMC base. Shadow 2-15 was a Malaysian with a Javanese lineage too...

"No, I'm burning this cursed thing!" The one in front of the box exclaimed as he snatched the keris up alongside the cloth.

And burned it, he did.

Their nights were calm since then, no more knocking or ghastly voice asking to be let out... until it came back. The dagger was back but how? It was burned! Handle turned to ash and blade blackened with ashes! Yet it laid on the table and untouched like the day they opened the box.

"I am nOT tHAT eASiLY DISpoSed OF..." A disembodied voice growled from behind them, the dagger suddenly bled until the red liquid pooled with a stench that they would only smell on missions.

-

[Image of what a keris would look like]

So yeah, Orion would totally haunt his favourite keris and unknowingly activate his family's pact with a jinn or sumn (common in malaysia during the past)

[jordacheweecj]

TOP 4 BEST PRACTICES FOR EMPLOYERS DURING RAMADAN

🌙Ramadan provides a timely opportunity to underscore the significance of accommodating Muslim employees who are observing this sacred period within the Islamic calendar. There are 4 key considerations for employers to bear in mind during Ramadan.

1. Promote an environment where employees feel comfortable expressing their religious practices.

While fasting employees typically maintain regular attendance at work, they should feel empowered to inform their employer about their fasting practice. It's essential to approach this matter sensitively, ensuring that employers and employees refrain from prying, as some individuals may feel uneasy divulging details about their religious beliefs.

It's crucial for employers to avoid assuming that all fasting employees desire special treatment. Notably, not all individuals observing Ramadan will necessarily be fasting. Certain exemptions exist, such as for individuals with health conditions or those who are pregnant or breastfeeding.

Striking a delicate balance, employers can disseminate information about the fasting period via their intranet, inviting employees to communicate their needs during Ramadan. This approach fosters an environment where employees feel supported and accommodated.

Furthermore, employers may consider consulting with employee faith networks and external religious organizations before implementing any modifications to working practices. This proactive step ensures that any adjustments made are respectful and inclusive of diverse religious perspectives.

2. Employers can enhance awareness of significant religious occasions.

For instance, disseminating Ramadan dates and providing insight into fasting practices enables employees to exhibit sensitivity towards employees observing the fast. This proactive approach aids managers in anticipating potential requests for annual leave.

Supporting individuals during Ramadan involves simple yet impactful actions:

🌙 Refraining from imposing additional tasks during fasting periods, such as overtime.

🌙 Demonstrating consideration by abstaining from offering food or beverages.

🌙 Avoiding work events centered around food, like working lunches or meetings with food spreads.

🌙 Steering clear of scheduling crucial meetings, such as performance appraisals, late in the day when energy levels may be diminished.

3. Offer Flexibility in Work Schedules

An invaluable support employers can provide to employees observing Ramadan is the flexibility to adjust their working hours.

Employers must recognize that employees may alter their routines, waking earlier for pre-dawn meals and staying up late for evening prayers. These adjustments, coupled with fasting during daylight hours, can result in fatigue and diminished focus.

During Ramadan, employers can implement temporary measures to accommodate employees by:

🌙 Allowing them to commence work earlier than usual, facilitating an early departure.

🌙 Offering flexibility in lunch breaks, whether by shortening the duration or adjusting the timing earlier or later in the day.

🌙 Embracing hybrid working can create a supportive and inclusive environment that honors the religious observances of their employees while maintaining productivity and efficiency in the workplace.

4. Facilitate Annual Leave Requests When Feasible

Employers should anticipate a surge in holiday requests from Muslim employees during Ramadan, especially surrounding the culmination festival, Eid al-Fitr.

To minimize the risk of discrimination, it's crucial to advocate for employers to implement a consistent approach to handling leave requests. Declination should be based solely on valid business justifications.

🌙A significant aspect of Ramadan entails the observance of fasting from dawn until dusk by many Muslims. Additionally, adherents often seek to devote time to prayer, partake in acts of charity, and connect with loved ones in celebration.

🌙Throughout this period, numerous Muslim individuals encounter the task of harmonizing their religious obligations with professional responsibilities. To foster an environment of exclusivity, it is imperative that human resources, and employees extend support to employees undertaking the observance of Ramadan.

🔍 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