Friday, April 10, 2009

Top ten in Malaysia?

Here are list of the top-ten employers in Malaysia. (Those who participated). Hewitt recently did a study on the best Emlpoyers in Malaysia in 2009 and here are the results.

The Judges selected 10 Hewitt Best Employers in Malaysia 2009. The results are presented in ranked order:

1 -
The Ritz-Carlton, Kuala Lumpur
2 -
American Express (Malaysia) Sdn Bhd
3 -
Four Seasons Resort Langkawi, Malaysia
Federal Express Services (M) Sdn Bhd
Agilent Technologies
S P Setia Berhad
Hilton Kuala Lumpur
Intel Technology Sdn Bhd
9-Golden Arches Restaurants Sdn Bhd
Telekom Malaysia Berhad

Here is the regional list:

More information can be found here:

'Resource - Hewitt-


I've noticed that more and more companies are now putting in hard work on staff retention, particularly with IT companies where turnover is high. There are still a handful of companies looking for middle management staff and specialized skillsets ie - SAP and Oracle DBA's. Those with 3 years of experience in IT have less opportunities but those who are Team Lead's, Project Managers, Service Managers, Operation Managers, Performance Manages, Supply Chain Managers (IT) are in very much demand now. There are alot companies that are hiring and identifying good talent, but try alternative job search other than jobs sites, perhaps even go directly. Pick up the phone call HR and tell them that you are in search of a job and open your doors for them! Talent war is still alive and believe me that we are also fighting for good talent.
Don't wait as in this economic outlook, you have to work a little bit harder..Everyone has to work harder in everything...Despite the lay-off's people are also able to find employment. Oh and constantly work with good headhunters...

Working with headhunters.

I’ve done some stat analysis of this website and over the past few weeks I’ve came across readers which usually Google this ‘working with a headhunter, how does a headhunter work or headhunter Malaysia’. Thanks to Histat’s I am able to obtain information as such. Over the past few weeks I’ve been getting new readers too, so it says two things, many people are looking for jobs or this website has been circulating. I thank everyone for this. Thank you very much I am glad I am able to give you an inside to what I do and if at all I am able to help I will continue too.

Today, I’m going to write about snippets of headhunting on how you can work with your headhunter. Most of the time when a headhunter has contacted you, the headhunter will have an opportunity for you, a career opportunity. They won’t waste their time identifying people they usually do not need. We are on an assignment for a client who we need to identify talents and match their strengths to our clients needs. When we have identified you, we have an opportunity for you. Simple as that. We work on an assignment basis because we get paid our consultancy services from the client.

At this point of time, today, now!, we have more calls from candidates or people who are looking for new opportunities because of retrenchment, looking for a company which provide more job security or exploring new opportunities. Oh I’d like to share that over the course of last few weeks, I’ve been getting many calls from IT Sales consultants, looking to move out of IT if there is a possibility…Anyway, since there are more people that have been giving us calls, we will usually try our level best to help candidates that are looking out for opportunities by helping them open door through clients we have built relationships with and through our business contacts. We are able to do that, or I speak for myself in that matter.

So ideally headhunters work on an assignment basis. If you call a headhunter now to look for an opportunity which by chance the headhunter is working on an assignment which matches your strengths, then it is a plus. However a lot of times, this happens when you have a headhunter that specializes in a specific industry not a generalist headhunter. So pick and choose wisely and do some background research on the headhunting company or ask the headhunter which industry is he or he specializing in.

Best ways to work with headhunters:

Make the call and establish the relationship.

Build rapport.

Follow up calls and stay on their radars.

Keep us updated.

Thursday, April 9, 2009

Interview outcome.

I think as a headhunter, hiring manager or CEO, one of the important factors to have for an interview is A goal. Think about it. In an interview, we are going to meet someone we have not met before or will never meet again and most importantly someone whom we are going to hire. It is very crucial that once you receive a formal document i.e.; CV, you need to set a goal of the outcome of the interview.

For instance when I used to interview potential candidates for my previous company when I was in HR, I use to plan my goals for an interview. Every one person we interview is unique therefore if there is no plan that has been set, such as asking specific question pertaining to what has been listed in the CV, trust me, you will not asked the question. It will just be a conventional interview like the question and answer game.

A plan can be a simple plan on how the interview is to be conducted. Whether you would like it to be a very formal or informal interview. It depends on your goal outcome. If you set a goal that, you wanted to know more about a persons personal capabilities rather than work capabilities, well list it down. I usually write a few questions on the back of the CV or I have rough markings on the CV so I will know that I have questions pertaining to what is listed in the CV. If you would like to study or learn about a persons thought flow and how well an individual responds to a specific situation, do explain your question in such a way that you expect different answers back. Answer which you expect and do not expect, but at-least rational.

I plan my interviews because I have questions for my clients which I require to vet through first. I plan my questions and also I plan the interview on what I want to achieve out of the candidate. If there is no set goal or no expectation out of an interview, time will be wasted OR you will need to either call or clarify further with the candidate which In time will waste more time.

So good planning and setting a clear cut goal of what you want to achieve in a meeting will be clear. Such as in project meetings or client meetings, you plan your goals….