TalentCorp Ms Yazmin's Slide
- 1. Job Market Overview and Career Preparation Module 12 April 2014
- 2. 2 ABOL G What’s going on in the Malaysian industry?
- 3. Employers Were Looking to Hire Workers Across All Job Categories, But Many of these Posts Were Hard to Fill Among NER firms, 5,000 new service and sales jobs, about 2,200 elementary jobs, over 1,500 technicians posts and clerical support jobs were available to be filled 0 1,000 2,000 3,000 4,000 5,000 Managers Professionals Technician/Associate Clerical Support Service/Sales Elementary Source: NER 2011 Job Vacancies by Occupation: NKEA Current job vacancies Hard-to-fill vacancies Source: National Employment Return Survey 2011 3
- 4. Labour Market Demand (2013) 4 # of job vacancies by sector, forward projection (2012) * Others: Cumulative figures for Agriculture, Tourism & Palm Oil industries Source: Malaysian Labour Force Survey, World Bank Labour Force Study 2012/13
- 5. Labour Market Demand (2013) 5 # of job vacancies by occupation level, forward projection (2012) Managers Professionals Total Wholesale & Retail 86,875 27,791 303,301 E&E 61,433 47,440 240,439 Financial Services 24,443 22,961 100,326 Business Services 12,522 12,578 49,276 Education 12,287 13,707 16,733 Oil, Gas and Energy 7,572 7,932 32,132 CCI 3,577 3,485 49,276 Healthcare 3,031 3,913 15,367 Others: Palm Oil 6,852 5,477 35,070 Tourism 20,095 7,193 71,559 Agriculture 16,337 10,535 68,222 * Others: Cumulative figures for Agriculture, Tourism & Palm Oil industries Source: Malaysian Labour Force Survey, World Bank Labour Force Study 2012/13
- 6. Wage growth in Malaysia Source: Malaysian Labour Force Survey, World Bank Labour Force Study 2012/13 6
- 7. Higher Skilled Workers Must Have Strong Math-Computational, Writing and People Skills 7 Across all firms, managers and technicians need to be proficient in mathematics, be able to write well and to interact with people. Employers expect the most from their professionals workers; every skill (cognitive or non-cognitive) seems critical Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13
- 8. High-Flying Firms are Significantly More Demanding with Respect to ALL Skills 8 HFFs need their employees, especially managers, to have presentation, problem solving, English language and people skills much more than non-HFFs. Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13
- 9. Distinct Wage Premiums for Specific Skills : ICT & Presentation Skills are Best Rewarded Managers Professionals Technician/Associate computer language math people present solving computer language math people present solving Clerical Support Service/Sales Elementary computer language math people present solving computer language math people present solving -.1 0 .1 .2 .3 -.1 0 .1 .2 .3 -.1 0 .1 .2 .3 computer language math people present solving writing writing writing computer language math people present solving writing writing writing estimated return std. error of estimate Source: NER 2011 Returns to Skills by Occupation: NKEA Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 9
- 10. High-Flyer Firms Value these Skills Highly & Use Them to Make Promotion and Hiring Decisions HF/non-HF Hard Skill Differentials by Occupation: NKEA Managers Professionals Technician/Associate Literacy Numeracy Language Literacy Numeracy Language Clerical Support Service/Sales Elementary Literacy Numeracy Language Literacy Numeracy Language 0 .02 .04 .06 .08 .1 0 .02 .04 .06 .08 .1 0 .02 .04 .06 .08 .1 Literacy Numeracy Language Job Specific Job Specific Job Specific Literacy Numeracy Language Job Specific Job Specific Job Specific for hiring for promotion Source: NER 2011 Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 Skill importance differential is more pronounced for promotions than for hiring 10
- 11. High-Flyer Firms Place a Premium on Key Personality Skills, especially for Managers Managers Professionals Technician/Associate Conscientiousness Emotional Stability Agreeableness Extroversion Conscientiousness Emotional Stability Agreeableness Extroversion Clerical Support Service/Sales Elementary Conscientiousness Emotional Stability Agreeableness Extroversion Conscientiousness Emotional Stability Agreeableness Extroversion 0 .05 .1 0 .05 .1 0 .05 .1 Conscientiousness Emotional Stability Agreeableness Extroversion Openness Openness Openness Conscientiousness Emotional Stability Agreeableness Extroversion Openness Openness Openness for hiring for promotion Source: NER 2011 HF/non-HF Attitude Differentials by Occupation: NKEA Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 11
- 12. High-Flyer Firms Also Place a Premium on Key Behavioral Skills of Workers Managers Professionals Technician/Associate Communication Leadership Creativity Problem Solving Independence Teamwork Communication Leadership Creativity Problem Solving Independence Teamwork Clerical Support Service/Sales Elementary Communication Leadership Creativity Problem Solving Independence Teamwork Communication Leadership Creativity Problem Solving Independence Teamwork 0 .05 .1 .15 0 .05 .1 .15 0 .05 .1 .15 Communication Leadership Creativity Problem Solving Independence Teamwork Organized Organized Organized Communication Leadership Creativity Problem Solving Independence Teamwork Organized Organized Organized for hiring for promotion Source: NER 2011 HF/non-HF Skill Differentials by Occupation: NKEA Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 12
- 13. Specific Skills in Deficit Across All Firms are English Language and ICT Managers Professionals Technician/Associate Analysis Communic IT Language Literacy Math Solving Teamwork Analysis Communic IT Language Literacy Math Solving Teamwork Clerical Support Service/Sales Elementary Analysis Communic IT Language Literacy Math Solving Teamwork Analysis Communic IT Language Literacy Math Solving Teamwork 0 .05 .1 .15 .2 0 .05 .1 .15 .2 0 .05 .1 .15 .2 Analysis Communic IT Language Literacy Math Solving Teamwork Technical Technical Technical Analysis Communic IT Language Literacy Math Solving Teamwork Technical Technical Technical Source: NER 2011 Skill Deficits by Occupation: NKEA Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 13
- 14. Firms with ICT, English Language, and Communication Skills Deficits Pay More Source: National Employment Return (NER) 2011, World Bank Labour Force Study 2012/13 …for professionals, higher wage premiums for communication and English language skills 14
- 15. Indicative Salary Ranges (monthly) 15 Industry HoD (>10 yrs) Managers (7-10 yrs) Mid-Managers (4-8 yrs) Entry-level (1-5 yrs) Banking & Finance Discretionary 8,000 – 15,000 5,000 – 12,000 2,500 – 5,000 Business Services Discretionary 8,000 – 12,000 5,000 – 10,000 2,500 – 5,000 Human Resources 10,000 – 20,000 8,000 – 15,000 5,000 – 10,000 2,500 – 5,000 Sales & Marketing 10,000 – 20,000 8,000 – 15,000 5,000 – 10,000 2,300 – 4,000 Information Technology 18,000 – 30,000 8,000 – 15,000 5,000 – 10,000 3,000 – 5,000 Engineering & Technical Discretionary 10,000 – 20,000 5,000 – 12,000 2,500 – 5,000 Source: Kelly Salary Guide 2012/2013, Kelly Services
- 16. So what does a fresh graduate need? Across the board, companies look for communication skills and ICT skills in their graduate hiring 16 Most HFF also require: •People skills •Presentation skills •Problem solving skills •Teamwork •Problem solving •Some degree of numeracy •Good attitude •Aptitude for learning (both mental and emotional)
- 17. 17 ABOL G Career Preparation – How to get the job you want!
- 18. Career Preparation 101 18 Ask yourself this simple question – How far in advance do I need to start preparing for my dream job interview? What are the ingredients to a successful application and interview? •Resume/CV •Research and Preparation •Luck!
- 19. CV Tips 101 – From the Pros! 19 From Datin Nancy S Y Sim-Lim, Senior vice-president, Human Capital, Great Eastern Life Assurance (M) Bhd 1. Tells a good story - well-written, grammatically-correct - tells why the applicant will be a suitable candidate for the role. - engaging, drawing in the reader with strong persuasive copy - pitching just the right amount of information, highlights the applicant’s strengths. •Concise and straight to the point - done in a concise-way that at a glance shows whether the person has what it takes. - long-winded resumes with too much garble and that lack substance are a big no-no - should contain the following: name, address, latest contact details, current role and also name of current and past employers - academic achievements, awards and also past co-curricular involvement should also be mentioned.
- 20. CV Tips 101 – From the Pros! 20 (continued) 3. Creative and attention-grabbing - Some applicants go the extra mile by making their resumes more visually attractive or take pains to ensure it is laid out well with good readability. - applicant should always write his resume for a specific role and tailor it for the company and industry he is applying to. - submit your application with a short cover letter addressed to the person in the firm that is entrusted with the duty and care to recruit and interview. Organisations are large entities and wrongly-addressed resumes would simply waste your efforts.
- 21. CV Tips 101 – From the Pros! 21 From Umasuten Karisnan, Talent Delivery and Acquisition Manager, Intel Malaysia 1. Keep It Short and Simple (KISS) -with 10 years of experience or less, one page. More than 10 years, keep it to two! - a recruiter spends around 10 to 20 seconds scanning resumes, so KISS helps - you need to think about what the recruiter will visualise as important - Use bullets to amplify the work that you did, one bullet for each accomplishment. 2. Summary of your professional journey - a summary of your professional journey with key words embedded in them 3. Focus on accomplishments - Bullet points should highlight accomplishments, not roles & responsibilities assigned - Whenever possible quantify the accomplishments. - tell the truth. Yes, integrity is the key essence that portrays your credibility. 4. Doing your homework on the job or company you are applying for as this will
- 22. Interview Tips 101 – From the Pros! From Sugunah Verumandy, Human resources director, GE Global Growth & Operations Interviews are a platform for both the employer and potential employee to connect with each other to ascertain employment suitability. It is therefore very important for both parties to spend sufficient time preparing to participate in a meaningful conversation. 1.Lesson No. 1: Be prepared for interviews and remember to communicate confidently. 1.Lesson No. 2: Know what are you are talking about and that includes not just “what” but also “how” and “why”. 22
- 23. Interview Tips 101 – From the Pros! 23 From Datin Badrunissa Mohd Yasin Khan, Group Chief Talent Officer, Axiata Bhd There are a few dimensions that should be checked when interviewing someone for a job. In general, three aspects are key: - Functional or technical competence. - Leadership competence, appropriate to the level of management. - Cultural fit And if you are hiring a person for a longer-term career in the organisation, as opposed to only filling for a job or project for a limited time, then a fourth aspect needs to be checked out too, which is a prediction for a successful career progression in the organisation. The most used term for this would be potential or headroom.
- 24. Interview Tips 101 – Worst Interview Experience From Nikki Grant-Cook, Country human resources director, Citibank Malaysia 1.Mr Tardy: Being late for a job interview puts you behind in the race even before you jump off the starting line. 2. Ms Unprepared: Not knowing anything about the job/company you are interviewing for means you don’t care enough about us for us to care about you. 3.Mr Monosyllable: Giving one syllable answers makes the interview a drag – Nobody wants to work with a bore who can’t communicate. •Ms Cartoonist: A comic artist whose parents told her to apply for a “proper job”. Don’t apply with us just because someone tells you to. We want independent people with free-will! 5. Mr Passion-Is-Everything: “I’m passionate about Engineering. I can be passionate about Banking too.” Support assertions of interest with facts. Attitude is key, but not the only attribute needed. 24
- 25. Interview Tips 101 – Worst Interview Experience (continued) 6. Ms Broken Record: Linking back to the same answer for every question, regardless of relevance. Better to admit unfamiliarity, rather than giving an out-of-topic answer. 7.Mr Bookworm: Citing “wanting to focus on studies” as the main reason for the lack of co-curriculum involvement. We need well-rounded individuals who have demonstrated more than just studying skills. 8.Ms Spell-Check-Let-Me-Down: Defending glaring grammatical errors in resumes by saying they thought spell check would pick it up. 9. Mr Ungroomed: Job offers are rare for those with unprofessional/stained/creased clothes, dirty nails and an aversion to shampoo and deodorant. 10. Ms Impatient Type 1: Rushing through the interview because you have a train to catch. This shows poor schedule management. 11. Ms Impatient Type 2: Candidates who don’t focus on proving themselves but ask how quickly they will be promoted and when they will have an overseas posting. Employers 25 are not looking to fund your overseas holiday!
- 26. Career awareness Newspaper and print materials
- 27. Career Awareness ready4work.my 27 • Job Options • Career Progression On Financial Services TOP Reasons to Join Finance Sector Career Guide in Financial Services HOT JOBS
- 28. 28 ABOL G Working for Passion – Myth?
- 29. Working for Passion Steve Jobs in a Stanford commencement address said, “You’ve got to find what you love and that is as true for work as it is for lovers. Your work is going to fill a large part of your life and the only way to be truly satisfied is to do what you believe is great work.” “And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking and don’t settle. As with all matters of the heart, you’ll know when you’ve found it.” 29 But how do you find it?
- 30. Working for Passion 30 1. Invest time and energy in finding your passion - Be alert about your interests. Ask yourself difficult questions and be honest with the answers - long-term goals in life are, what your values are, what you truly care about and what makes you happy deep inside. - It is important to understand what you are ridiculously good at. Dive deeper into these skills that you are naturally born with. 2. Don’t restrict yourself to “the passion” - You can always have more than one passion in life. Work towards aligning your passions with opportunities that come along. - Sometimes when we are too worked up about finding “the passion”, we may lose motivation especially when we are interested in more than one thing. 3. What and who inspires you? - Look closely in elements of your life and try to find a common theme. Understand what inspires you and why are you constantly inclined towards these things. 4. Go back in time - Ask yourself what you loved doing as a child. Your inner child will give you a clue on what you are truly passionate about. Don’t be cynical about it. “Be inspired for greatness” by Tarcayani Prebagaran, The Star Saturday February 15, 2014
- 31. Working for Passion – a different perspective • It is the opinion of some that passion is developed slowly and often over complicated paths. It takes years of effort in a particular field to be good at it before actually being passionate about it. • Young people, especially, begin to feel inadequate or hate their jobs early in their careers because early years entail tough times of skill building. This is seen as contradicting the notion of “following your passion,” seen to imply a perfect job that you will love right away. • Cal Newport, author of So Good They Can’t Ignore You says that if he had subscribed to 31 the “follow your passion” orthodoxy, he would have left in his first few years as it worried him that he didn’t feel love for his job every day. • However, he knew that his sense of fulfilment would grow over time as he became better at his job and eventually he became passionate about the work he did. • His advice for young people is that passion is not something you follow. It’s something that will follow you as you put in the hard work to become valuable to the world. “Be inspired for greatness” by Tarcayani Prebagaran, The Star Saturday February 15, 2014
- 32. 32
- 33. 33 ABOL G MARGORP TalentCorp Student Programs & Activities
- 35. Semester Break Programs (cont)
- 36. StudentsMY Currently a Facebook page Plans for expansion and integration with Virtual Career Fair as a one stop portal and engagement tool for students abroad
- 37. Powered by the team at I’m a JPA Scholar … VISIT THE STAR PORTAL @ www.star.talentcorp.com.my
- 38. THANK YOU 38