Media & Research

A world-class, future-proof recruitment strategy is the key to improving the performance of technology companies, finds recruitment specialist Hays. In a recent poll, 45 per cent of nearly 500 respondents agreed that it improves overall productivity, alongside customer experience (26 per cent), product quality (19 per cent), and financial performance (10 per cent).

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With expectations of a global economic resurrection in the second half of 2021, Malaysian businesses are preparing to augment their sales divisions, targeting prime position amongst the resurgence. This is particularly apparent in the technology, media, telco and resources industries, while organisations that support a newly revived supply chain are also reactivating sales functions. These developments highlight how essential it is for companies to be assertive in candidate pipelining, as being poised will be critical as Malaysia moves forward in the post-pandemic world.

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Despite job market uncertainty due to the COVID-19 pandemic, Hays, a global leader in specialist recruitment, reported that businesses in Malaysia expect business activity to increase by 54 per cent this year in their 2021 Hays Asia Salary Guide.

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Neurodiverse employees benefit an organisation, yet a large percentage remain unemployed. But by understanding and accommodating the needs of neurodiverse talent, employers can foster a more diverse, inclusive and successful business

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COVID-19 hit Generation Z’s entry to the world of work hard, damaging not only their career prospects but the sustainability of the future talent pipeline. Fortunately, employers who are returning to growth are uniquely positioned to help the COVID-era cohort of university and school graduates start over.

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A strong and integrated sustainability strategy enables organisations to better attract and retain employees, according to recruiting experts Hays.

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With the fall out of the global pandemic hampering day-to-day operations through disrupted supply chains and restricted movement, Malaysia’s engineering sector was rightly concerned for the future. This was then compounded as the price of oil – a major driver of the country’s economy – fell to historical lows.

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While the general consensus in early 2020 predicted a conservative year for salaries in Asia, no one could have foreseen the true scale of the slowdown on the horizon. As a result, due to the undoubted challenges that businesses have faced in the past year, the 2021 Asia Salary Guide report by leading recruitment experts Hays finds that, while employees are more concerned by salaries than ever, businesses have been forced to cut back in all areas of augmentation.

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The last 12 months saw Asia’s working professionals face substantial challenges, as the global pandemic sparked unparalleled adversity and uncertainty. As a consequence, employees are reappraising goals, demands and how they operate in their workplace, according to the 2021 Asia Salary Guide report by leading recruitment experts Hays. 2021 will be a year in which employees will need to come to terms with these dramatic changes in order to thrive and progress.

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2020 opened amidst concerns centring on a constricting global economy, trade enmity, and a general ‘slobalisation’ as countries worldwide turned towards more protectionist practices. However, the pandemic upset all predictions, bringing with it a new set of challenges for companies and their employees to face. But as 2021 begins, though uncertainty remains, according to the 2021 Asia Salary Guide report by leading recruitment experts Hays, there is an underlying hope for the year ahead.

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