Hiiiiii Sorry boss, I'm here to offer input and share key learnings in the industry but not a job placer.
If you're super desperate, you can PM me your CV and I can help forward to my ex-colleague (in agency) but no promises!!

Hi - I'm sorry I honestly do not know. I only know companies pay a levy and they can claim training expenses from HRDF. Process wise differs from companies.

Probably a common misconception in Malaysia; Recruiters = HR.
Recruiters are not involved in HR policies actually - We are specialist in Talent Acquisition. For bigger companies, there are several HR pillars ; Recruitment, Comp & Benefits, Organisational Development/Employee Branding/Engagement, L&D - So I'm not a Jack of all trades



This post has been edited by mimikw: Feb 24 2022, 10:19 AM

I just saw this post. Can't deny it's an overly competitive market out there but I beg to differ on your friend's statement. This may be controversial; many recruitment firms think clients are more important because they are the source of $$$ but I strongly believe candidates are equally as/if not more important because they're your "product"; without product, you cannot make a sale.

Clients only come to you because you have good candidates so I firmly believe in offering the best possible service to your candidates. What makes the candidates choose your agency over 1000 other agencies? It's the personal touch. If they like you (esp senior candidates), they will work exclusively with you (nobody wants their CVs to be in the hand of 10 recruiters)

Even if s/he might not be a good fit for this role now, this candidate could be GOLD for your next role in your next 10 years career as a Recruiter. Happens to me in soooo many instances where I reject them (politely) but stayed in touch and eventually place them somewhere else the following years.
So yeah, as a Manager who manages a team in an agency before, I always have my team to close off any ongoing candidates when a role is closed. No such thing as leaving them hanging after speaking to them

This post has been edited by mimikw: Feb 24 2022, 09:08 PM

Oops hahaha, thanks sis!

Well noted on your advise, will give those a try especially BJ

Yeah that is true. Which is why I was also quite pissed off with their recruitment agency. They initially submitted my resume 2 years back to a company. That didn't result to anything as I wasn't a fit for it. 1 year later, I submitted my own resume to another role to the same company and got the job. Then the agency had the gall to call me and ask me to ensure that they got their commission even though they didn't do jack shit.

What sort of resume format do local recruiters normally favor?

What are the most important things u look for in CV?

In what order please?

Hello TS, thanks for sharing.

I am currently working as a data scientist in a major international bank with multiple past job experience (last one parent company is china largest e-commerce as well as some regional tech startups).

On a week to week basis, I have been receiving PMs from recruiters on LinkedIn - unfortunately none of those recruiter are offering what I’m looking for. (I got multiple recruiter from bytedance but I’m trying to avoid going back to china 996 culture)

I’ve been mass applying for roles in FAANG (primarily SG office) over the years but didn’t get any feedback from their internal recruiter. I have also took the initiative to private message some recruiter/internal staff from their companies but most of them ended up asking me to apply via their career site. I suspect the biggest invisible wall is the need to obtain working visa for Malaysian, which is becoming harder than ever due to Covid and Singapore change of policy.

Personally, I’m quite confident I have the technical skill set (and the soft skills) to score the interview for roles I have applied for, but I’m having trouble getting any interview to begin with. Do you have any advice on what can I do to improve my odds on scoring an interview with these companies?

Seeing your reply to some forumer earlier to drop you their CV for you to pass to your ex-colleague - Do you mind taking in my CV if it helps?

This post has been edited by LovelyPotato: Feb 24 2022, 04:49 PM

How about energy industry?

Besides searching for jobs through Linkedin, company's websites, recruitment agencies likes Michael Page, Hays and etc, what is the best way to find another role in another energy company?

I even drop emails to recruiters in recruitment agency, but to no avail.

For me, something that can be copied and paste easily cos during my agency days, we have specific template for our clients so it looks neater/more professional. Those with weird tables/graphs so are hard to work with.

The usual. Work experience, education experience from your most recent role (top) to least recent (bottom).

1. Companies & Roles (the bigger the names, the easier to place!) - sorry this is true in many cases.
2. Career trajectory (the best resume showcases trajectory - a tell-tale sign of a solid performer. We like to see how a candidate get promoted from role A to role B to role C through the years not a job hopper. If you hop one time too many, do state reason for places you stayed for less than a year.
3. Key achievements - this is an area where most candidates got wrong. Many list down their job description instead of achievements. I do not need to know what a Sales Manager/Solution Architect JD is - I know at the back of my hand and I probably look at 50 CVs of candidates doing the same job.
What sets the resume apart is your achievements; and they have to be specific/measurable. "Achieved cost saving within the Logistic services department by 20% within the first 12 months by implementing xxxx" "Successfully reduced XXX consumption from xx% to xx% YoY" "Overachieved Sales target at 130% every consecutive quarter in 2018 and was awarded as the Top Sales Employee company wide".
4. Only applicable for grad level roles - Education background/internships

Can I also add...
One thing I don't really care.
Master's/MBA - honestly it's not THAT important. I rarely, rarely ever get any hiring managers asking for Master's Degree holders (I'm referring to all Junior Executives, Managerial, Senior Managerial, Directorial roles). PhD? (Never ever). They're probably useful in a certain way but EXPERIENCE over EDUCATION, anytime. So yeah save your money!!!

This post has been edited by mimikw: Feb 24 2022, 09:31 PM

why does hr professionals still asking for payslip

Sorry, I do not have much experience in this industry honestly.

1. If job boards/agencies are not working out, how about getting referrals from your own network? Do you guys have any networking events/groups/? Get introduced by someone gets you to the door.

2. Who are your Top 5 direct competitors and Top 5 indirect competitors? Search for their Recruiters on LI and PM them? They'd likely want you but you may want to request for their secrecy when handling your CV as the circle is small.

Already replied this question a few times along the way. In summary, company's policy

For Q2, indirect competitors can be clients or any companies that used to work together for the same projects? Most of my projects are located overseas and their presence in Malaysia is relatively weak. I normally do not receive any response after I apply at indirect competitors overseas. lol.

Not really looking into direct competitors as I wish to move out from supplier side, which I am working currently.

Do companies try to verify the claimed salary or payslip?

YEAY!!!

I was having sleepless nights thinking about forking out the MBA costs haha

Thanks. These are really valuable insights, and makes sense too

I guess really depends on roles? Maybe it's helpful in research/academics? For all Commercial and Corporate roles I've worked on before - Masters Degree is always only a good to have, never a requirement.

Just curious, around how many % of IT firm able to offer >10k for developer in Malaysia?
Seems like that's not many option left if hit 5 figures range?

This post has been edited by ragk: Feb 28 2022, 06:28 PM

You will have to go through your company for it. HRDF fee is paid by your company for purpose of trainings, so I guess to talk to your HR and see how to claim it.

That's because FAANGs in SG are more front office / marketing side, so they hire very little engineers or roles of it. Most of them would either be based in India or Silicone Valley, which is why you don't get traction there or the recruiters don't respond.