To cite the tech sector as an example, it is normal for a techie to receive job opportunities on a daily basis, some receiving up to a whopping 45 phone calls a day. Such a high demand is nothing new because not all tech talents are easily lured by just Ringgit and cents. Parameters they scrutinise include the kind of technology they will be exposed to, the profile of the projects, the reputation of the company and the level of flexibility granted when hired. Interestingly, the conventionally more rigid finance-related candidates are also evaluating jobs this way as we speak.

As a reference, a heavy industries client in Negeri Sembilan failed to secure a Business Analyst after more than months of searching. Then came this candidate who was willing to take on the challenge and relocate to the state. But what runs through the veins of the techies must have cut across the tech populace because after only two months, this foreign talent resigned and went looking for more “freedom” ie. to work from wherever he pleases instead of clocking in daily at the office.

In what ways then can candidates prepare themselves so they can stay at a job longer and build an edge over other talents?

Firstly, they should be mindful that companies are looking at their hires in three broad categories:

• Entry – candidates are hired for their knowledge and attitude because everything else can be trained;
• Middle – the important thing here is skills or skills set because they are required to train the juniors; and
• Top – this is about hiring the top management to drive the company’s purpose, value and culture. Candidates in this category must already be a competent lot.

Secondly, they may choose to use social media platforms like LinkedIn to reach companies they aim to work for. It can be a good way to connect with the employers before the full scale of the recruitment process is underway.

Candidates in Malaysia can also identify with the prevalent hot jobs that are available in their cities (see Insights into Malaysia’s Pulsating Job Market). This could help reduce the gap in landing a job.

But does that mean a marketing candidate would not be sought after in places like Penang and Johor?

No, such jobs do exist, the only requirement is for them to relocate.

As fortune favours the bold, relocation may not be a bad thing because some companies are more eager to offer a better package to attract talents. In fact, Penang companies are at times willing to compensate shared services talents with a relocation allowance, not forgetting the competitive salaries rivalling those in Klang Valley.

Further, because candidates have also begun altering their employment demands, companies must be sensitive to such changes and fine tune their search process. The importance of identifying this early can save a company from long drawn ramifications because as the talents prefer to strive for “balance” these days, so must the company’s job specifications in adapting and this is where hiring managers must be adept to redesign jobs.

For example, if a hiring manager finds no qualified candidates coming through after two or three months of advertising the vacancy, he or she must consult the hiring superior on whether the job scope can be dissected into smaller parts. Under such circumstances, it shouldn’t surprise if the job is eventually split into “Job A” fitting a permanent hire and “Job B” contracted to a freelancer.

Vacancies kept open too long may also warrant the question if the job is still presently required. This is how dynamic the hiring market has been in recent years and it is likely to continue this way into the near future. The role of HR as such is no longer confined to just recruitment but more as a strategic partner to the top management.

But some might say, isn’t a talent with adequate experience and qualifications able to fill the role just like anybody else?

Well, a European company did just that when they opened an office in Malaysia. To them, it was a no-brainer to transfer someone from HQ to head the operations here, citing familiarity and culturally-fit as the reasons for the appointment. Unfortunately, this strategy fell flat, not just once but twice.

By the time they terminated the third appointee (an Asean executive), 12 years had gone past and by then, they were more accepting to engage a search firm like CXL.

It is heartening to note that the results from this fourth hire through us were more startling than a fairy tale. From drowning in the red for a dozen years, the company emerged into the black after onboarding this new chief, and while their competitors shrank in market capitalisation during the Covid-19 period, this local head honcho only in his 30’s led a remarkable expansionary momentum. The secret? He was more ready to deploy digital marketing compared to his older predecessors.

His success drove home an important point – unlike how qualifications and experience used to dictate a hire, converting analytics to tangible results has become a new set of barometers that one can measure a talent with. In other words, the job market has shifted, even at the top level of an international company. It is imperative hence that this will cascade down to every level of a company; that’s if these companies are poised to remain relevant in a digitally powered post-pandemic world.

Enhanced Data Security:

One of the primary concerns when dealing with payroll is maintaining data security. By outsourcing to a payroll company with its own payroll system, you can have peace of mind knowing that your sensitive employee data is handled securely within the organisation. Such companies typically have robust security measures in place, including encryption, firewalls, and regular data backups.

Tailored Solutions:

A payroll company with its own system can provide customized solutions to meet your organization’s specific payroll needs at lower cost. They can adapt their software to align with your unique requirements, ensuring accurate calculations, deductions, and reporting. This level of customization may not be available with a third-party payroll system, which is designed to accommodate your specific payroll processes.

Seamless Integration:

Choosing a payroll company with its own payroll system often results in better integration with other HR and accounting systems. These integrated systems can streamline various processes, such as employee onboarding, time and attendance tracking, and tax filing. Third-party systems may lack the seamless integration capabilities offered by a dedicated payroll company. 

Expertise and Compliance:

Payroll companies specializing in payroll management invest in training their staff to stay up-to-date with the constantly changing payroll regulations and compliance requirements. By outsourcing to such a company, you gain access to their expertise, ensuring accurate payroll processing and adherence to legal obligations. In contrast, a third-party payroll system may not provide the same level of expertise and support, potentially exposing your organization to compliance risks.

Time and Cost Savings:

Outsourcing payroll to a company with its own payroll system can save your organization valuable time and resources. The dedicated payroll professionals handle the complex payroll tasks, allowing your HR team to focus on strategic initiatives and core business functions. Moreover, maintaining an in-house payroll system can be costly due to software licenses, hardware requirements, and ongoing maintenance. By outsourcing, you can eliminate these expenses and pay only for the services you require.

Partnering with a outsourcing payroll company with its own payroll system can offer numerous advantages rather than relying on a third party payroll vendor. Carefully selecting a reputable payroll company can ensure accurate, efficient, and compliant payroll processing while freeing up your resources to focus on your organization’s growth and success.

So, is it time for a change?

At CXL we can automate and centralise your processes and data to allow for a more productive working team. From monthly payroll outsourcing, statutory compliance to improving your business’s employee experience, our team of experts are passionate about implementing the right solutions that will help you engage your connected workforce— allowing your team the breathing space they need to help you grow your business.

So if your current payroll system isn’t helping you grow, it might be time to cut it loose….just like a bad relationship.

While it can be disheartening for fresh graduates to realize that they may be underpaid, there are steps that employers can take to address this issue.

1. Conduct market research: Employers should research the current market rates for entry-level positions in their industry and location. This will help them understand what the going rate is for fresh graduates and ensure that their compensation packages are competitive.
2. Develop transparent salary structures: Employers should develop clear and transparent salary structures that outline the pay scale for each role within the organization. This will ensure that all employees, including fresh graduates, are paid fairly and consistently.
3. Offer benefits and perks: Employers can offer additional benefits and perks to fresh graduates to make up for lower starting salaries. This could include things like flexible working hours, professional development opportunities, or health and wellness benefits.
4. Provide career growth opportunities: Employers should offer clear pathways for career growth and advancement within the organization. This will show fresh graduates that there is room for them to grow and develop within the company, which can be a valuable incentive.
5. Seek feedback: Employers should regularly seek feedback from their employees, including fresh graduates, to ensure that they are happy with their compensation packages and feel valued within the organization. This can help employers identify areas for improvement and make changes as needed.

Overall, employers can stop underpaying fresh graduates by being transparent about their salary structures, offering competitive compensation packages and benefits, providing opportunities for career growth, and seeking feedback from their employees

Fresh graduates being underpaid is a common issue, but it is not insurmountable. By understanding the reasons why, they may be underpaid and taking steps to address the issue, graduates can improve their chances of earning a fair wage and building a successful career.

At CXL we understand that just like people, organisations have different personalities, cultures and structures. Thus, we deep dive to understand your organisation inside out for an ideal talent fit with the right skill set, experience and values. That way your new employee will take your organisation to the next level.

What is impostor syndrome? Imposter syndrome is a sense of self-doubt related to work accomplishments. You might have feelings of phoniness and think you don’t deserve your job. It is a common experience in the workplace, affecting people at all levels of seniority and across all industries.

Here are some signs of imposter syndrome:

1. Lack of confidence in your position and achievements.
2. Feeling like a fraud in what you are doing at work.
3. You keep telling yourself “I will never be good enough” and “I am just pretending to be good at my job.”
4. Beating yourself up for mistakes done.
5. Telling yourself that everyone is better than you are at their job.

Many successful professionals have felt this way at some point in their careers. Here are some tips for dealing with imposter syndrome at the workplace:

1. Recognize that imposter syndrome is a common experience. Feeling like a fraud does not mean you are one.
2. Challenge negative self-talk. When you catch yourself thinking negative thoughts challenge them with evidence to the contrary. For example, if you are thinking “I don’t deserve to be in this job,” remind yourself of the skills and experience that got you there.
3. Seek support. Talk to a trusted colleague or mentor about your feelings. They may be able to offer perspective and support that can help you feel more confident.
4. Set realistic expectations and goals and recognize that making mistakes and learning from them is a normal part of the process.
5. Celebrate your successes. Take time to acknowledge your accomplishments and give yourself credit for your hard work.
6. Focus on learning and growth. Rather than focusing on the result, focus on the process of learning and growing.
7. Embrace opportunities to learn new skills and take on new challenges, even if they feel outside of your comfort zone.

Companies can play a crucial role in helping employees overcome imposter syndrome by creating a supportive work environment and offering resources for personal and professional development.

At CXL we are big advocates of the one-on-one meetings – these powerful little get-togethers can do wonders in building great relationships within the team which can strengthen bonds & improve communication.