Q4 Recruitment Cycle 2018: Change With The Times

Q4 Recruitment Cycle 2018: Change With The Times

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As 2018 is closing into the 4th Quarter, Human Resource Ministry has opted to review the minimum wage in the next parliament sitting for workers in the peninsula. That said many businesses will still face similar hiring challenges in the year 2019. Coupled with the recent shift of job landscapes in Malaysia after the General Election 14. Employer’s Optimistic outlook on hiring is at 63%. The 3 stand-out trends during that period show that:

  • Technology is Here to Stay: Government continuous investment in new technologies which raises the demand for tech jobs and skills
  • Customer is King: HR-related businesses are still on the rise with the key emphasis in understanding and working with customers.
  • Change, Change, Change: Constant advancement in integrating technology, work style and management.

To provide a greater insight on your company recruitment. We have breakdown for you several upcoming trends that you can integrate into your future recruitment strategy.


Integration of AI and machine learning in the recruiting industry

With the advances in HR technology. Malaysian employers are still holding on to the most important aspect of the hiring process which is “physical engagement.”

It will become a necessity for HR and recruiters to study and understand in boosting productivity. Most of all it helps within sourcing passive and active candidates that are seeking new jobs based on their online engagements. Together with text analysis algorithms to pick skills and experience, the recruitment process will become seamless.

At the present level, AI and machine learning will require time before even able to autonomously determine which person is the right fit to hire. With innovating AI companies leading the forefront in improving talent acquisition efficiency and effectiveness. Human capital management will gradually become simpler in the future.

Q4 Recruitment Cycle 2018: Change With The Times

Online or Video Interview as the main medium for candidate assessment

Malaysian employers have been significantly picking up on video interviews for recent years. Speed is essential in the recruitment process and this method has been proven to reduce the time to hire. By allowing recruiters to reach out to the best candidates as soon as possible.

Compared to conducting a phone interview, candidates are more engaged through a video interview. Most of all it eliminates any geographical barriers, where any candidates around the world can be connected through the Internet.


People analytics tools will become a staple in every recruitment field

With the rise of data and data analytics thanks to technology and software advancement. The adoption of HR analytics allows HR to link people data with various types of business data.

Which is to align the company goals in increasing revenues and reducing costs. By having data to justify recruitment decisions based on measurable outcomes. This helps businesses made decisions based on analytics and data instead of reliance using subjective judgement.

Most HR departments possess a substantial amount of data about their employee background. This data can be effectively utilised and leveraged by organisations.

Q4 Recruitment Cycle 2018: Change With The Times

Improving candidate experience is still the main focus in winning over talents to your side

The playing field has been constantly changing and this time talents are the one who picks the best company that suits them. It is an absolute necessity for HR to put up their A-game to ensure a positive lasting experience for candidates.

A positive experience will entice candidates to accept your job offer, applying in the future and refer other people to your company. This can be a game-changing to expand your talent pool and improving your employer brand.

At PwC Malaysia, training and development initiatives are provided to cultivate a growth mindset. According to Sherriza Nor Rashidi, PwC Malaysia’s Employer Branding & Talent Acquisition Lead, “At PwC, we foster a learning-by-doing environment that is supported by real-time development, team learning, as well as face-to-face and technology-enabled curriculum. Also referred to as the ‘PwC’ Professional, the core training focuses on building technical capabilities that will be taught via e-learning and peer groups.”

The onboarding process is highly important to ensure new hires are able to adapt to the social and performance aspects of their new jobs smoothly. At Air Asia BIG Loyalty, onboarding process is employed to help shorten the time it requires for new recruits to get up to speed to the company’s working culture.

Ms Jamie Tan, Head of People and Culture, AirAsia BIG Loyalty shared her strategy, “The goal of the onboarding is to help the new staff gain exposure to their new responsibilities and also to get acquainted with how things work around the office. One of the most important factors of an onboarding program is to create a big picture of what your new hires can expect as they embark on the new career path in your company, both professionally and culturally.”


Closing thoughts

These top hiring trends are expected to make a positive impact on the way HR and recruiters source new talents. To make your recruitment strategies a success in 2019, having a well-established job distribution platform to post on jobs will help in attracting the best candidates.

As one of the biggest job distribution platform, Jobstore currently has more than 1,000 employers posting over 25,000 jobs with support from 20 different job sites and social networks with only a single submission.

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