Caroline Tay’s Post

𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗻𝗴 𝗼𝗻 𝗠𝘆 𝗙𝗶𝗿𝘀𝘁 𝟵𝟬 𝗗𝗮𝘆𝘀 𝗮𝘁 𝗠𝗮𝗹𝗮𝘆𝘀𝗶𝗮 𝗛𝗥 𝗙𝗼𝗿𝘂𝗺 What an incredible journey it has been so far! In case you’re still wondering, I joined the team to lead the Recruitment Services under the brand name Techstreet Malaysia With 20 years of experience across various industries as an in-house and agency recruiter, and after launching my own startup 2 years ago, I understood the challenges of establishing a new brand. Yet, being a risk-taker, I was willing to take up the challenge. From the outset Malaysia HR Forum has primarily been known as a training provider, so I dived into Employer Branding efforts to elevate our recruitment presence. The momentum built quickly as within days of my job announcement, I had the opportunity to share my journey on live radio broadcast with BFM 89.9. It didn’t stop there. ▪ In June, I hosted my 1st Recruitment workshop which saw an overwhelming response from 28 participants who shared their positive feedback on LinkedIn ▪ I was then invited by HRD Corp to conduct a Resume Writing workshop during National Training Week drawing in 35 participants ▪ While searching for clients, I focused my recruitment efforts internally and successfully hired 10 interns within a month The excitement continues with our upcoming workshops on CHRM and AHRP, culminating in HR Recruitment Day on September 9th. We are anticipating participation from at least 15 companies eager to meet and hire our talents. None of this would have been possible without the unwavering support of my boss Arulkumar Singaraveloo whose constant encouragement with "𝘠𝘰𝘶 𝘤𝘢𝘯 𝘥𝘰 𝘪𝘵" kept me going even on the toughest days. Not to mention, we have an awesome team that always comes together to assist in any way they can. Dear Boss, here’s to leaving an indelible mark in the universe with our Recruitment Services by the end of this year - slowly but surely. #GDSpeaks #malaysiahrforum #humanresources #recruitment #talentacquisition #leadership #management #culture #branding #careers

Navigating Job Hopping: Strategies for Talent Retention In today's dynamic job market, the trend of #CHANGING_JOB_EVERY_TWO_YEARS is increasingly common. While this approach offers opportunities for growth and new experiences, it also raises concerns about stability and career progression, both for individuals and organizations. Understanding the root causes behind this trend is essential. This video shed light on the recruiter's perspective, which often views frequent job changes unfavorably. However, it's crucial to recognize that this perspective may not be universal, particularly in regions like Malaysia. To address the challenges posed by frequent job changes and retain talent within organizations, proactive strategies can be implemented: 1. #STRUCTURED_CAREEER_PLAN: Providing employees with clear career paths within the organization can instill a sense of purpose and direction. When employees see opportunities for advancement and development, they are more likely to commit to long-term growth within the company. 2. #JOB_ROTATION_INITIATIVE: Encouraging job rotation can offer employees the chance to explore different roles and responsibilities while expanding their skill sets. Reporting to different line managers can provide diverse perspectives and enhance professional development. While these strategies hold promise in mitigating the impact of job hopping, it's essential to acknowledge potential drawbacks. #HIGH_TURNOVER_RATES every two years can reflect poorly on the organization's stability and reputation. Moreover, individuals who frequently switch companies may struggle to establish credibility and build lasting relationships within their industry. Let's engage in a discussion to explore diverse perspectives on these strategies. How do you believe organizations can effectively address the challenges posed by frequent job changes while fostering talent retention? Share your thoughts in the #COMMENTS below 👇 #TalentRetention #CareerDevelopment #JobHopping #ProfessionalGrowth

Singapore & Malaysia Career Breakthroughs In 2024, Singapore and Malaysia have emerged as top destinations for global talent, drawing professionals from around the world. This shift is driven by several compelling factors that make these countries attractive for career breakthroughs. Here's how we assisted our clients with career breakthroughs in Singapore & Malaysia: 🔗 Designing Your Global Talent Profile 🔗 Crafting a Compelling Cover Letter 🔗 LinkedIn Profile Optimisation 🔗 Mock Interview 🔗 Recruiter Panel Feedback 🔗 Interview Prep & Compensation Negotiation Coaching 🔗 Corporate Connect The shift of global talent towards Singapore and Malaysia is no surprise, given the exclusive and diverse opportunities these countries offer. From robust economic growth and technological innovation to a high quality of life and diverse career prospects, Singapore and Malaysia are set to remain at the forefront of attracting and nurturing top talent worldwide. #winningcv #singapore #malaysia #careerbreakthrough #careercoaching #globaltalent 

Thailand’s dynamic job market presents exciting possibilities for businesses seeking top talent. However, navigating the recruitment landscape also comes with its own set of challenges. Here, we explore five common pitfalls to avoid when hiring in Thailand: https://lnkd.in/dps6Cvtc

This may be controversial, but I believe that years of experience should not be included in a job description. If you were to refer to many UK job descriptions, you'd often find only '2 or more years of work experience' listed, alongside extensive technical and managerial responsibilities required for the role. Having worked for three UK entities (a foreign mission, university, and a startup), I never understood why until a colleague in the HR department informed me that it's to account for those who have shorter formal work experience but possess the relevant skill set required. By including this requirement in job descriptions, companies are missing out on outstanding candidates who have relevant experiences but fall short in terms of length of service. I personally believe the focus should shift from a candidate's tenure in a particular field (and expecting it to be an indicator of their contributions) towards their skills, competencies, and potential for growth. If what you're implying by asking for candidates with X years of experience is their expertise and leadership skills, then be more specific within the job description: 📍 Outline the headcount you expect them to have managed or will manage at your firm. 📍 State the required qualifications or outline the scope of work you expect the candidate to already be familiar with. By prioritising qualifications and capabilities over years of experience, companies can foster a more inclusive hiring process that values diverse backgrounds and perspectives. Ultimately, this attracts the best talent and contributes to a more dynamic and innovative workforce. I'm keen to hear your thoughts on this. What do you think should be the norm for the Malaysian recruitment market? #InclusiveHiring #EqualityDiversityInclusion

🌟 **Professionalism in Recruitment Matters** 🌟 It's disappointing when HR managers don't take their roles seriously. I recently had an interview experience with a reputed company in Malaysia that left me quite frustrated. After receiving an invitation for an interview, I invested my time, energy, and money into the process. However, two days after the interview, I was informed that the company is looking for locals. This is highly unprofessional. If you are hiring, you should clearly know the company's requirements from the start. Blindly inviting candidates without understanding the job criteria wastes everyone's time and resources. Recruitment should be a well-thought-out process, not a random selection. Let's strive for better standards in our industry. #Professionalism #Recruitment #HR #JobSearch #Career

Ring in the Year of the Dragon with a booming recruitment strategy! 🐉🌟 See why Chinese New Year is the perfect time to post your job vacancies. Discover the cultural significance and strategic advantages that could make your hiring efforts roar with success. 4 ways for your job posting to stand out to candidates: 📌 Know where to post 🔮 Talk about the future 🎯 Use language that will appeal to the ideal candidates 💰 Include salary Read more 🔗 https://bit.ly/3walpiE #ChineseNewYearHiring #JobVacancies #RecruitmentStrategy

Ring in the Year of the Dragon with a booming recruitment strategy! 🐉🌟 See why Chinese New Year is the perfect time to post your job vacancies. Discover the cultural significance and strategic advantages that could make your hiring efforts roar with success. 4 ways for your job posting to stand out to candidates: 📌 Know where to post 🔮 Talk about the future 🎯 Use language that will appeal to the ideal candidates 💰 Include salary Read more 🔗 https://bit.ly/3walpiE #ChineseNewYearHiring #JobVacancies #RecruitmentStrategy