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Hello, Thailand! Meet Placed.au! We're here to bridge the gap between amazing Australian employers and skilled Thai professionals. Follow us for the latest job opportunities, insider tips, and everything you need to know from Down Under! #PlacedAU #ThaiTalent #RemoteJobs #AustraliaEmployers #LinkedIn #Recruitment #JobSearch #HR

𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗶𝗻 𝗠𝗮𝗹𝗮𝘆𝘀𝗶𝗮 There are about 3 Million gig workers in Malaysia in 2023. There are several reasons why someone might go into informal employment in Malaysia. Informal employment typically refers to jobs that are not regulated by the government and often lack social protection, benefits, and formal contracts. Some common circumstances and motivations for entering the informal sector: 1. Lack of Formal Employment Opportunities 2. Flexibility and Autonomy 3. Lack of Qualifications 4. Immediate Income Needs 5. Legal and Regulatory Barriers 𝗘𝘅𝗮𝗺𝗽𝗹𝗲𝘀 𝗼𝗳 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗶𝗻 𝗠𝗮𝗹𝗮𝘆𝘀𝗶𝗮. Street Vendors and Hawkers: Selling goods or food in local markets without formal business licenses. Domestic Workers: Informal housekeepers, nannies, and caregivers often work Small-scale farmers and fishermen: Those working in agriculture and fisheries often operate informally, especially in rural areas. Freelancers: Individuals offering services such as tutoring, repairing, or driving (most likely without formal contracts). According to World Bank's document titled "𝙄𝙣𝙛𝙤𝙧𝙢𝙖𝙡 𝙀𝙢𝙥𝙡𝙤𝙮𝙢𝙚𝙣𝙩 𝙞𝙣 𝙈𝙖𝙡𝙖𝙮𝙨𝙞𝙖 - 𝙏𝙧𝙚𝙣𝙙𝙨, 𝘾𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚𝙨 𝙖𝙣𝙙 𝙊𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨 𝙛𝙤𝙧 𝙍𝙚𝙛𝙤𝙧𝙢", among the many challenges faced by those in this sectors are: Insufficient retirement savings Insufficient protection against health/ injury risks.  Require skills upgrading, emphasizing digital skills and emerging technologies. To enhance the productivity and upskill for this segment: Training and education programs - TVET and digital skills Certification and recognition of skills Access to market Supportive policies and legal framework Have YOU been a gig worker? What do you think about the suggestions to enhance the productivity and upskilling? Would that help? HRB #haniesays Ask me about sustainable career management Hanie Razaif-Bohlender Follow my company page Dragonfire Corporate Solutions Sdn Bhd

Shahrul Nizam Suhaimi’s story has gone viral - working as a cleaner in Singapore, commuting DAILY from Malaysia. He’s not ashamed of his job, but should he ever have been? This young father, 25 years old, wakes up at 5 AM, navigates chaotic traffic, and takes pride in his work. Why? Because he does what many refuse to do - essential, honest work. Here’s the REAL question: *Why are we still shaming people for doing "dirty" jobs?* You know what’s dirty? The attitude that says white-collar jobs are somehow better. The truth is, without cleaners, janitors, and waste workers, the corporate buildings you worship wouldn’t function. Yet, people like Shahrul are looked down upon. Why? Because we’ve been conditioned to measure success in degrees, salaries, and titles. Newsflash: Society runs on manual labor, and these jobs deserve RESPECT. 👏 So, let’s cut the classist BS. Whether you're a CEO or a janitor, EVERY job has dignity. If you're still judging people based on what they do for a living, it's time to check your privilege and think about who actually keeps the world turning. Will YOU start valuing all work, or continue feeding into this toxic hierarchy? #BlueCollarPride #RespectAllJobs #EssentialWorkers

 What are the typical jobs in Thailand that are open to foreigners? #InteractiveR #jobs #jobseeking #jobjobquotes #motivationalquotes #InteractiveRecruiters #Recruitment #Hiring #TalentAcquisition #HR #Jobs #JobSearch #CareerOpportunities #Staffing #Employment #BusinessSolutions #workopportunitiesecruitersorkOpportunitiesecruiters

Last month, one of our international clients offered a candidate a 300% increase on her base salary, which far exceeded her expectations. This got me thinking about the positive impact Talent Hero and the BPO industry are having on the local economy in the Philippines through foreign direct investment from developed nations. I have felt this when speaking to candidates I've placed within the tech sector. Salaries in tech are disproportionately higher than in other industries due to global demand. The culture in the Philippines is deeply family-oriented, so in many cases, my candidates are the primary breadwinners for their entire families. It's gratifying to catch up with candidates and hear how their new roles enable them to support their siblings' and cousins' education, their parents' and grandparents' healthcare, and provide financial stability to their households. I'm excited about the impact we'll make as we expand across South Asia, Vietnam, Thailand, Indonesia, and Malaysia. 👉 If you're a potential client feel free to reach out I am currently in Makati! 👉 Are you a candidate seeking exposure to international roles? Let's connect – while I can't promise a 300% increase, I can offer competitive market rates. #TalentHero #BPOIndustry #EconomicImpact #TechSector #Opportunity #LinkedInNetworking #Makati #BGC

I just came across a post by a Malaysian recruiter stating that a photo, age, marital status, and location need to be on a resume. To be honest, I completely disagree with this practice. The hallmark of a mature society that truly values talent and inclusivity lies in the assessment of candidates based on their skills and experience. Age does not correlate with experience. Marital status is not an indicator of availability. Geographical location is irrelevant if people are willing to relocate, and I cannot understand why photos are necessary for most jobs, except perhaps within the beauty or hospitality field. Requesting this information upfront only perpetuates bias. If HR or companies require such details for tax or other legitimate reasons, they should do so *after* extending an offer. If it’s considered the 'industry standard' in Malaysia to request this information, HR professionals and companies should critically reflect on their evaluation criteria. I think many of my connections who have worked abroad would share my belief that in line with global standards, Malaysia should move towards blind assessments (removing personal identifiers such as age, gender, ethnicity, and even sometimes names from applications) to evaluate candidates solely based on their skills, qualifications, and experience. We must address unconscious bias and discrimination in the recruitment process in Malaysia. How can we create more diverse and inclusive workplaces if we continue to evaluate candidates based on arbitrary measures like age, location, and marital status? #DiversityandInclusion #InclusiveHiring #EndBias

😲Only 1 in 5 Singapore respondents said they feel "very satisfied" in their jobs. Find out why in this new #SoutheastAsia-focused study on the pursuit of purpose at work by jobs that makesense Asia and Manpower Singapore #FutureofWork #MeaningatWork #MakeSensewithManpower #SEAJobMarket #PurposefulWork #JobswithPurpose #singapore

Malaysia has recently implemented a shorter labor market testing requirement for Employment Pass applicants. As of October 8, 2024, the Hiring Outcome Report for the MyFutureJobs portal can now be submitted online directly through the portal, eliminating the need to email the report to the MyFuture Jobs officer. This streamlined process consolidates the labor market testing steps, saving valuable time for applicants. #Malaysia #EmploymentPass #LaborMarketTesting #MyFutureJobs

We are back with the monthly fit report for Malaysia! The Malaysian job market saw a 22% increase in hiring demand over the last year!  Although the country is experiencing upward hiring annual and monthly hiring trends, a few sectors and functions didn’t quite hit the mark.    Swipe to see how Malaysia hired last month 👉 #hiringtrends #HiringinMalaysia #JobsinMalaysia #fit #hiringreport #foundit

Job search in Indonesia vs Malaysia This story from one of connection of mine who studied in Malaysia for 4 years. He's an Indonesian & fresh graduate who decides to pursue his career in recruitment industry as recruiter/recruitment consultant/talent acquisition. He built his branding on LinkedIn and at the same time he also applied for a job. Basically, he used the same resume whether in Malaysia or Indonesia. Here are the experiences: => Malaysia • He got more than 10 offers from headhunter on LinkedIn since he raised a flag #opentowork privately. • Most of the stages taking 2-4 stages before offering. • Such a normal update that his resume always gets notice by recruiters after applying for a job. • When applying a job on LinkedIn, the applicants will be more than 100 in several hours. => Indonesia • He got only 1 offer from headhunter after raising #opentowork flag on LinkedIn. • Most of the stages taking 4-7 stages. • It's quite hard for him to get noticed by recruiters after applying for a job • When applying for a job on LinkedIn, the applicants won't be more than 100 even after several days. Dear Malaysian & Indonesian Based on his story, what do you think happening in both of countries based on economic, social, culture, and human capital perspective. Let's discuss here! #humanresources #humancapital #recruitment #talentacquisition #indonesia #malaysia