Malaysia is known for having a diverse and well-educated talent pool. The country has a good education system, and a large proportion of its population has a tertiary education. The government has also invested in human capital development, making Malaysia an attractive destination for multinational corporations looking to enter the Southeast Asian market. Malaysia’s population is also multilingual, making it an excellent location for companies looking to expand into the region. The country also has a large and growing pool of young, digitally savvy talent, which is crucial for businesses looking to capitalise on digital technologies.
Why recruitment advertising is important?
Recruitment advertising is essential because it allows employers to reach a larger pool of potential candidates and attract the best-qualified candidates for open positions. Advertising can be used to target specific groups of people, such as those with specific skills or experience, as well as to increase the visibility of a company and its job opportunities. Furthermore, recruitment advertising can aid in the development of a positive employer brand, which can attract top talent and aid in employee retention.
Tackling the recruitment issues
In recent years, Malaysia has faced a number of recruitment challenges. One of the major issues is a mismatch in skills between the labour market and the educational system. Many graduates lack the skills required for currently available jobs. Furthermore, a lack of soft skills, such as communication and problem-solving abilities, among job seekers is a source of concern. Another issue is a lack of transparency in the hiring process, which can deter job seekers from applying for specific positions. Furthermore, the high cost of living and housing in Malaysia may deter job seekers from relocating there. To address these issues, the government and private sector have been working to improve education and graduate employability, as well as increase transparency in the hiring process.
Another core issue is that in the advertisements, some recruiters still list basic benefits as part of the advertisement. For example, EPF and SOCSO contributions at the prevailing statutory rate.
While technically the information given is true, the fact that it is still written on the advertisement shows how rampant the violation of basic employment laws is in some sectors of the country and that the recruiters find that information still necessary to put in the advertisements.