Pro Energi’s Post

Hi LinkedIn Talent, We are here as Independent Headhunter/Talent Acqusition. We are open the job vacancies for our clients for the following position below, DISCLAIMER and NOTE : Please read carefully all the rules below before you apply. Hospitality Industry (Confidential Company) ==================================== > Type of Work : Full Time - On Site - Contract > Type of Industry : Hospitality (Hotel, F&B, Building Management) > Position Category : Middle Level - Professional > Placement : South East Asia Country (Singapore, Malaysia, Thailand, Indonesia) > Salary range USD 2,000 - USD 5,500 (depend on country placement) Position Available 1. Operational Manager 2. Finance Manager Engineering Consultant (Confidential Company) ======================================= > Type of Work : Full Time - Hybrid - Contract > Type of Industry : Engineering Consultant (For EPCC Project in South East Asia) > Position Category : Expert - Professional > Placement : South East Asia Country (Malaysia, Philippines, Indonesia) flexible time required if there is any business trip request to site project > Salary Range USD 3,500 - USD 7,500 (depend on country placement) Position Available 1. Project Control Manager 2. Engineering Manager If you are interested, please comment "Interested_[Applied Position]", we will review your LinkedIn Profile immadiately or send your CV via Direct Message with the rules applied. Rules 1. We are here as Independent Head Hunter/Talent Acquisition. Our role here is limited to Pre-screening, Pre-assesment (Interview, Technical Test etc), and giving recommendation to our clients. The final hiring decision will be on each respective company host after official hiring process by our client. 2. For data security, - Please SHARE ONLY your CV and certification related to applied position (if any). - DO NOT SHARE specific personal data such as medical data, family data, personal documents (such as ID Card, Passport, etc.). We NEVER request those documents during the hiring processes. 3. We NEVER charge the fees to any candidates. Be ware of any scam. 4. Since we are not affiliated to any company, we only conduct communication via LinkedIn Direct Messages in any hiring process (No official email addres or Phone Number) Thank you

Ever wondered about the difference between a 'contract of service' and a 'contract for service'? A 'contract of service' means you are an employee, working directly for an employer. But with a 'contract for services,' it is more like you are working independently, perhaps as a freelancer or through an agency, as a service provider. In Malaysia, there are key tests to figure out which category a worker falls into: - Control Test: If the employer controls most aspects of the work, the worker is likely an employee. - Independence Test: Can the worker decide how to do the job, set their own hours, or subcontract work? - Integration Test: Is the work essential to the business, or just an add-on? - Economic Reality Test: Is the worker dependent on this job for income? These tests were highlighted in the case of Mandong Transport & Trading Sdn Bhd v. Pertubuhan Keselamatan Sosial [2020] 1 LNS 412. Remember, it is not just what is written in the contract that matters; how the work is actually done can also influence whether someone is an employee or service provider. #contractofservice #contractforservice #employment #service

Urgent Requirement for Malaysia

Stay informed on the latest regulations! Our blog dives into Presidential Regulation No. 57 and its impact on mandatory job vacancy reporting in Indonesia. https://lnkd.in/gbf-k7xk #SelectHeadhunter #SelectJobs #HRCompliance

Seronok betul bos buka aib pekerja kat staff lain ya. Employers should maintain the confidentiality of employee information to avoid disclosing their employees' secrets and undermining their credibility. • Confidential Code: Employers must safeguard both company and employee confidential information. This includes employee details, family background, address, salary, dependents, health, taxes, etc. • Personal Data Protection Act (PDPA): Protects individuals' personal information processed for commercial purposes. In the context of work, guidelines outlined in the Employee Data Management Guide should be followed by employers to protect employees' personal information. Malaysians are so kuat membawang that they can't even differentiate secrets. If you have a boss like this, pull the plug. Seriously! You can check out many companies big or small currently hiring here: https://bit.ly/3PpsK5h #boss #career #tipsfarid

⚠️ Beware of Recruitment Scams! ⚠️ I recently received an invitation for a recruitment test supposedly from PT Bukit Makmur Mandiri Utama (BUMA). After further investigation, I found out that this was actually a scam. Here are some warning signs to look out for: 1. Legitimate companies typically don’t ask candidates to make their own reservations or cover travel costs. 2. The contact information and HR Manager’s name in this invitation seemed unofficial. 3. Large companies often use official email domains and avoid using SMS or WhatsApp for recruitment communication. Always verify the source before sharing personal information or making any payments. Let's stay vigilant and avoid falling victim to scams like this. Stay safe and help spread the word! 💡

Recently, I came across a post from a FAANG recruiter about job application "rules" and one stood out to me. The rule stated that we should only try a few applications at a company before moving on because it reflects poorly on our application, and we are desperate. In the current job market, is it uncommon to be desperate, but also have we considered the impact of this procedural rhetoric on organizations? By limiting the number of applications a candidate can submit, we may inadvertently marginalize individuals who are genuinely interested in the culture of the organization. FAANG companies, for instance, expect new employees to stay for about two years. By viewing multiple applications as positive and not negative, we may be able to reduce turnover rates and increase profitability by lowering training costs. If the concern is inappropriate affection for the organization or competing interests such as pay, these issues can be addressed during a phone screen. Additionally, instead of reducing the entire applicant pool based on a single data point, we can view this as an opportunity to positively impact the recruitment process. It is important to remember that each applicant is unique, and each deserves the same amount of attention. The recruitment process can be dehumanizing, but it is essential to remember that we are engaging with real people who are hoping for a chance to join our organization. Let's try to make the process more inclusive and equitable for everyone.

Stay informed on the latest regulations! Our blog dives into Presidential Regulation No. 57 and its impact on mandatory job vacancy reporting in Indonesia. https://lnkd.in/gVJQ2EVd #SelectHeadhunter #SelectJobs #HRCompliance