Top 10 Skills Demanded By Employers

Do I have the skills to make the cut?

This is a question every job seeker should ask when hunting for a job. Otherwise, how would you know whether you have what it takes to be hired or not?

Now this list is not catered to specific careers. Obviously if you are an engineer, you should expect the technical know-how of an engineer to form part of your essential skills.

Here, the skills are more general and cater to all types of professional careers.

You may be surprised to find out that with today’s IT domination in every facet of our lives, some skills can never be replaced even with the best technology.

1.Communications Skills

You would notice that every job advertisement would not be short of this requirement: Possess good communication skills.

2.Analytical/Research Skills

Deals with your ability to assess a situation, seek multiple perspectives, gather more information and etc. Resourcefulness is a well sought after trait!

3.Computer/Technical Literacy

Almost all jobs now require some basic understanding of computer hardware and software whether it is in word processing, spreadsheets, email and surfing the net.

4.Flexibility/Adaptability/Managing Multiple Priorities

Deals with your ability to manage multiple assignments and tasks, set priorities, and adapt to changing conditions and work assignments. The business landscape is changing all the time and employees must be able to adapt to changes quickly.

5.Interpersonal Abilities

The ability to relate to your co-workers, inspire others to participate, and mitigate conflict with co-workers is essential since everybody’s work is inter-related nowadays.

6.Leadership/Management Skills

When an employer makes a statement that a candidate has great potential, more often than not, it refers to the personal leadership ability. Ability to take charge and managing others effectively is a scarce trait.

7.Planning/Organizing

Deals with your ability to design, plan, organize, and implement projects and tasks within an allotted time frame.

8.Problem-Solving/Reasoning/Creativity

Involves the ability to find solutions to problems using your creativity, reasoning, and past experiences along with the available information and resources.

9.Ability to work in a team

Because so many jobs involve working in one or more work-groups, you must have the ability to work with others in a professional manner while attempting to achieve a common goal.

10.Multicultural Sensitivity & Awareness

As the world is getting smaller and as more opportunities to work with people of different nationalities, culture and background presenting itself to us, job seekers are required to embrace diversity and possess a stronger awareness of what it takes to work in a global community.

Obtaining these skills is not a one-off affair but rather they are to be learned and sharpened each and every day. The learning experience never ends.

What Really Annoys Me… (telling this to Hiring Managers)

Time and again, we hear grouses from employers about the lack of ethics on the part of the job applicants. I think we should sometimes turn the table around and find out what the other side has to say. And mind you, they have their portion of complaints too.

So here you go… the things the Hiring Managers/Employers do that annoy the job applicants.

1. Was told during the interview that the applicant’s experience does not match with the job scope. You got to be kidding? And ends with this, “I’m sorry. I was too busy. No time to read your resume beforehand.” A “Sorry” is not quite good enough, don’t you think so?

2. Being interviewed by several people at different times and questions asked were repeated. At the end of the day, the applicant suffered from a hoarse “sexy” voice. C’mon, can the employer plan ahead and get their act together?

3. Called in for second interview and was told the company can’t match the asking pay and therefore can’t offer the job to him/her. This is a waste of time and needless to say, giving false hopes to candidates as most often than not, a second interview usually ends with the deal sealed. On another hand, it’s amusing because a rejection can always be done via a phone call or email. Is the employer trying to be courteous? Then you got it wrong!

4. Verbally offered the applicant the job but changed their mind after that. Whatever explanation given after, no amount of justification can mend the damage. If an employer can’t keep his word, that speaks a lot about the company.

5. The classic one has to be this: made to WAIT for a job interview, not 10 minutes but it can be as long as an hour. Where’s the respect? I think employers should not justify their action by saying it’s a test of patience. Lousy excuse.

I believe job search ethics apply both ways. If you want the applicant to respect your time and be punctual, you should do the same too as the Hiring Manager. Agree?

Do you have an annoying experience to share with us?

Tips On Working With Headhunters Or Recruiters

Today, it’s common for job seekers to apply jobs advertised by a recruitment agency or get a call from a Headhunter on a job opportunity. With the exception of some, most employment agencies or Headhunters in Malaysia do not impose a job search fee on candidates. Therefore, they do not owe the candidates the obligation of finding them a job.

But, that doesn’t mean you should not consider them as partners in your job hunting. In fact, if you are a job seeker now, you should seriously consider working with a few Headhunters. There is no guarantee of a better job but the chances are increased tremendously. Bear in mind, some jobs are only accessible by Headhunters. And besides, a good word put by a trusted Headhunter to their client carries much more weight as compared to if you applied the job on your own.

So work with your Headhunters and follow these tips:-  

1. Be open

Be honest as much as possible about your experiences, achievements, preferences and any other information that are essential in your job search. And when asked about the current or expected salary, be willing to share truthfully. I sometimes scratch my head on why some candidates are so secretive about it. Most assignments given to the Headhunters include the salary range/budget and it’s important to know whether there is a match or not. So if you decided to hold back this piece of information, you are not helping yourself.

And you should not be hiding some information from the headhunter when you are more than willing to spill it during the interview with the employer. Feedback from the employer after the interview adds as important information to the Headhunters for your next job opportunity. You must realize that your relationship with your Headhunter does not end with one job interview or for that matter, one successful offer.

2. Express your strengths and expertise accurately

One candidate remarked, “you are the Headhunter and had viewed my resume, won’t you be able to tell me my strengths?” Now hold on a second, if this is what you think a Headhunter should be doing, you are dead wrong. It is not a Headhunter’s role to tell you what you’re good at. You are supposed to tell them that. In other words, you should have a pretty good idea of what you are good at and be able to express it well to the Headhunters. The Headhunter is interested to know whether there is a match of your strengths with the criteria of the job. So help the Headhunter to help you.

3. Be nice, show you have good manners

Well, probably it’s the Headhunter’s responsibility to do what he/she is doing since he/she gets a good commission out of a successful hire anyway. But seriously, showing some good old manners should not be too much to ask. Remember, this little things count. Actions like a simple thank you say something about your attitude and who wouldn’t like to deal with a polite and grateful person.

On the other hand, please do not bombard your Headhunter with emails and smses requesting update on the latest jobs or status every other day until it becomes annoying. You might be desperate but be careful, you are sending a message that you are easily anxious, signs of an insecure person.  

4. Be flexible

This is related to compensation. It’s difficult to work with candidates that are rigid with their package. And don’t blame the Headhunter if you don’t hear from them after that.

Good luck!  :)

Check out the available Jobs in Kuala Lumpur, Selangor and around Klang Valley

Being An Expert Takes More Than Talent

How many of us can boldly claim we are experts in our fields? According to my Oxford Advanced Learner’s dictionary, expert means, “person with special knowledge, skill or training in a particular field”. By looking at its meaning, we can assume an expert does not just appear from the womb. Rather, the knowledge and skills are obtained over time.

I happened to work closely (on voluntary basis) with a Christian scholar, Dr Ron Choong whom everyone that met him will marveled at - for the amount of knowledge and intellect he possessed especially in the field of theology and science will blow your mind away. “Is he always that gifted (talented)?” some had enquired before. We marveled at his amazing memory – the ability to remember dates, events and difficult jargons. Well, having the opportunity to know him personally, he will modestly tell you there’s no secret at all. It’s not because he possessed this super duper brain that can store more megabytes than normal people. Rather, he will tell you it involves lots of sweat and hours of toiling. It’s about being disciplined with your mind and your time!

And it’s not purely hard work alone. For hard work doesn’t lasts if one does not has an interest or passion in the subject. And it does not stop there. What if there are obstacles along the way? Do you hang on there or quit the minute you smell trouble? Your decision depends on the amount of motivation and passion you had developed for the subject.

Conclusion: it’s a combination of talent, time, hard work, passion and resolve to become an expert in your field!

It’s no joke to be an expert after all.

Useful readings:-

Unlocking Your Potential

How To Make Yourself More Marketable

Google Did Not Get Their Pay Strategy Right

Moving to staunch the defection of staff to competitors, Google Inc. is giving a 10 percent raise to all of its 23,000 employees…

Chief Executive Eric Schmidt disclosed the raise in an email to employees, saying the company wants to lift morale. "We want to make sure that you feel rewarded for your hard work," Schmidt wrote. "We want to continue to attract the best people to Google."

To read more….

At first glance, this seems to be good news to all Google staff. Applause to the management for their generosity, for showing appreciation to their staff and for taking an important step to prevent exodus of staff to other rival companies (rumor has it that many are joining Facebook).

But a closer look reveals something else – if the 10% raise is to apply to all staff regardless of their performance, this strategy might breed more harm than good.

To Abby who has been worried about not meeting her yearly KPI, this news naturally come as a reprieve, perhaps too good to be true. So, it’s okay not to meet my KPI after all? Yippie...back to my Farmville...

To David who has been working hard throughout the past year exceeding his yearly KPI, this news is an insult to him. Ya mean, all my late nights amount to nothing? I certainly deserve a higher raise than that tiny 10%?

You see the problem. A good HR practitioner will point out right away that this pay strategy is a lousy one. The right message is not being sent out.

Watch out, Google. You better get this sorted out fast. Otherwise, without having to put up a fight, Facebook will be winning all the talent over in no time.

How to attract and retain talent?

Hiring Mistake – The Top Five Reasons

A job vacancy has been filled. You breathed a sigh of relief. But wait a minute…

One week passed

Two weeks came and gone

One month and then two months…

He’s been here for two months now. But he does not seem to be performing. We obviously got in the wrong guy.

Doubts surfaced.

Have I made the mistake of hiring him? He seems to be so right for the job. What went wrong?

The top five common mistakes:-

1. Did not do any reference check on candidates. An easy step but often overlooked by hiring managers. (Referencing checking on Potential Employees)

2. Job opening is an urgent one. Out of desperation, the hire was made to any candidate that can start work immediately. Other candidates may be more suitable but they have to give at least one month’s notice. We can’t wait that long!

3. Candidate was a “smooth” talker. The “excellent” verbal communication skills and the charm of the candidate had “blinded” your judgment. Instead of considering the most qualified candidate that matches the requirements of the job, you were wowed by the “great” personality demonstrated by the candidate.

4. Candidate was recommended by someone within the organization, probably somebody in higher authority. Candidate did not go through a proper interview process, hence, no one really knows whether there is a match or not.

5. Hiring manager is not well-trained. As simple as that. We hate to admit it but if you are not trained, you tend to hire people that you like and able to connect with, rather than the most suitable person.

These are the common reasons and they should warn us to take the necessary precautions to avoid such pitfalls.

But let’s be honest, hiring mistakes happened, even to the shrewdest among us.

Hiring Tip: It’s NOT About What The Candidate Lacks

Recruiters and Hiring Managers sometimes fall into the trap of hiring by elimination.

Candidate does not meet the years of experience – into the “Rejected” folder

Candidate does not have a particular skill-set – into the “Rejected” folder

Candidate does not have a Degree – into the “Rejected” folder

“No. We can’t short list this candidate because we need someone with at least 5 years of experience. He only has four.”

Sounds familiar?

By using the elimination method, we may miss out a good candidate.

I sometimes spent a fair amount of time convincing an employer-client of why a candidate is worth a chance by drawing his attention to the candidate’s overall suitability that meets the job needs and not on what he/she lacks. Years of experience and education level seem to be the two most common criteria.

The right method is to hire the candidate for what he or she has. But before you could do that, you need to know what the job needs. Once that’s established, find the candidate that has what you need. Look through the candidate’s resume – check his strengths, skills, knowledge, accomplishments and other hints of abilities (as a whole package) and benchmark that with the specific requirements of your job vacancy.

A good tip to remember:
Focus not on what the candidate lacks but what the job NEEDS.

Offering Me A Lower Salary And Expect Me To Say YES?

Recently, I worked on a Business Development Manager position for a new client/employer. I was advised that the post is a full-time/permanent basis.

During the interview, it was a different story altogether.

The position is on a 6-month contract and will only be converted to permanent basis if performance is satisfactory (I wonder what happened to probationary period?). Not only that. Since it’s a contract job, the “employee” will not be entitled to EPF and SOCSO.

So, there is a variation of terms between what was told and what the actual is. Candidate is upset. I’m obviously not very happy with the client for not being honest. In my mind, “blacklist” this employer.

Two weeks passed.

A phone call.

Hey, your candidate got the job!

Oh, really!

But this is the deal. We can’t offer her at what she’s asking. She will be given this $$ and the rest, she just need to work hard to earn the commission to make up for it.

The offer figure was 30% lower than what the candidate is currently earning.

Thank you ...but no thanks.

I wanted to laugh so much…ya know, the kind that is not happy but cynical and disgusted laugh.

Seriously… why employers do such a thing? There are a number of things that employers annoy job seekers and this is definitely one of the worst.

Want to know what else upset job seekers? Click here to read and see whether it rings any truth or not.

Where Can Fresh Graduates Get Jobs?

Online Job sites, newspapers, recruitment agencies, Facebook, LinkedIn, Twitter and etc. etc. The array of choices for job seekers to look for jobs nowadays is tremendous, a tad too much sometimes.

And what’s more? Universities and colleges in Malaysia are also doing their part to ensure their graduates get jobs. They organize career fairs. Of course, this will boost up the reputation of their institute – taking note the needs from enrolment to employment of their students. Bravo!

Some of the confirmed career fairs happening this month and next are:-

1. Universiti Tenaga Nasional Career Fair
Date: 3rd & 4th February 2010
Time: 9 am to 5 pm

2. Universiti Kebangsaan Malaysia Career Fair
Date: 23rd, 24th & 25th February 2010
Time: 9 am to 5 pm
Venue: DECTAR, UKM

3. Universiti Sains Malaysia Career Fair
Date: 5th to 7th March 2010
Time: 9 am to 5 pm
Venue: Dewan Utama Pelajar, USM

4. UCSI University Career Fair 2010
Date: 10th to 11th March 2010
Time: 10 am to 4 pm
Venue: Multipurpose Hall, Level 4, UCSI University

5. TARC Career Fair 2010 (ACCA/CIMA Students)
Date: 9th March 2010
Time: 9:30 am to 5 pm
Venue: Club-House Function Room, TARC KL Campus

Source: http://www.allyhunt.com/cms/career-fair-listings


So, all the best to you, fresh graduates!

A note to the employers – if you cannot afford the time or money to have a career booth set-up but keen to hire fresh graduates for your entry-level positions, there is a solution. Currently, Allyhunt is providing the service of promoting the positions of employers that purchased their job posting package during career fairs. It’s an awesome deal – click here to find out more!

Why employers are afraid to pay higher than the market rate for a young talent?

Hey, this guy has less than 1.5 years of experience and he’s already getting RM3200? What’s more? This guy has the guts to believe he’s ready for the project manager post?

Why not? I asked.

But he’s way too young and he should not be expecting anything more than RM3200 within such a short span of time.

So, what are you suggesting? I looked with dismay.

Well, can you get me someone older with more years of experience with income more in line with the current market?

You want a good one. I get you a real good one – someone that his current employer quickly raised his salary and promoted him to an Acting Head post within a short period of time because they knew a gem when they saw one – and now you’re telling me you want someone else – in other words, someone “average” like everyone else! Of course, I didn’t blurt out my thoughts aloud. Your wish is my command, sir…

Why employers are afraid to pay higher than the market rate for a young talent? What are they afraid of?

1. Making the wrong decision (but hey, that’s what a probation period is for!)

2. Do not wish to disturb the company salary policy and get a lecture from the HR Department (you didn’t try, you never knew. Try a bit of persuasion and have a little bit more faith of the HR people, will ya?)

3. People like that that get paid so high so fast usually have a lot of ideas and they think they are very smart. I won’t want to deal with an inflated ego later (ahem, you’d rather be surrounded by yes men, don’t you?)

4. No way. We cannot spoil the market like that. (You think by refusing to make an offer, you are helping to maintain some balance in the salary market?)

5. Getting a smart fella in can be threatening to the hirer (that looks more like the real reason…)

We’ve heard adages, “HR is the most important asset in an organization” “Your people can either make or break you.” and so forth. Getting the right people is so crucial – how many times we walked into a restaurant and said we won’t come back again because of bad service – that’s a classic example of people “breaking” the company.

Why get an average guy when you can get a real talent – pay a little extra but the returns may be more than you can imagine?

Pay workers more to boost economy, says Dr M

Malaysia's economic expansion will be even greater if there are higher salary schemes and benefits for workers in the country so that they are able to increase their productivity, says former Prime Minister Dr Mahathir Mohamad.



"Generally, the income for all workers is quite low currently although the managers of GLCs (government linked companies) seem to be getting high salaries," he said during a visit to the shipyard of NGV Tech in Sijangkang, Banting today.

Without higher salaries, the country will not be able to achieve high growth, Mahathir said, adding that the increase in pay however must be met with equal amount of work.

He said when the productivity of staff is raised, the company achieves higher profits, and the employer will certainly reward the workers with higher income.

Mahathir also at the same time called on workers to have a sense of loyalty to their respective companies. He cited the Japanese workers' sense of loyalty as a factor that had indirectly contributed to the economic progress of the country.

Many welders from the country for instance are being pinched by companies from the Middle East which offer salaries three to four times higher than what they are getting now from their employers in Malaysia, he said.

Malaysia will not be able to also compete at the international level citing low labour cost as there are several countries offering low labour cost together with higher productivity where one worker is able to perform the work carried out by two to three workers.

Source: Malaysia Kini

I agree only in part that higher growth can happened with higher salary. Yes, higher salary can draw more talent to Malaysia or even attract talented Malaysians that reside overseas currently to return to Malaysia. But by paying high salary alone does not guarantee higher growth. No way! Instead I believe in FAIR payment...salary that commensurates with the job scope and its contribution. The adage of "it's not so much of what you know but who you know" is too ingrained in our system right now - from public service to private corporations. Because of this, the deserving people usually don't get "high" salary. Sad, isn't it?

What career shall I choose?

This blog entry is for those that are still studying. By virtue of my profession, I have students that are doing their Form Five asking me this question. My common answer is usually, “Take care of your study now. Think about this only after your exam.” Although I want them to stay focused on what is important but I think I had missed out their intention behind this question. The person is concerned and serious about his future and though he has an exam to worry about, he is more forward-looking by looking beyond the exam. You see, if they decide what career to have, they will then know what kind of course/further study to take.

Thus, asking such a question is a good sign. So, how do I answer now?

Ok, there is really no absolute foolproof guide but the following are some cues that you can follow:-

1)Look within yourself

• Are you an introvert or extrovert? Most people are a mixture of both but one of the traits would stand out more than the other. Be honest about it and accept your personality make-up. A tip: an extrovert will get bored in a desk-bound job and an introvert will be too stressed-out dealing with people 8 hours a day.

• Do you like to think and analyze facts on your own OR do you prefer to hang out with people to talk things through? From here, you are able to gauge whether you should engage in a task /concept oriented or people-oriented job in the future.

• Do you have a special interest or talent in something? For example, some of you may have a gift in playing the piano and you have won some competitions in the past. If that’s the case, a career in music is a great possibility. Bear in mind: Talent and interest have to go hand-in-hand. Talent without interest will make you frustrated in the long run.

2) Look outside yourself

• Check out the job market. What are the jobs that are available? What are the jobs projected to be in demand in the next five to ten years now? If these jobs make a connection with your inclination, go a bit further by talking to people who are already doing the job – take this advice - a huge difference between reading an article about a job and talking to someone who are actually doing it!

Getting it right from young does make a difference – it certainly will spare you from headache and heartache later. But having said that, many who thought they made the right choice at the beginning may end up in a job that they don’t like.

Sometimes we may have read ourselves wrongly, sometimes due to environment influence – the people that we mix with, economic reasons, change of values and priorities in life and etc– all these factors may cause us to re-evaluate our career choices later in life.

But surely it’s a good idea to ask this question as early as possible in life so that you wont’ be spending the next 30 years on something that you were not sure about.

Ok, this is just a quick tip. If you are really serious about this, read more from a book.

36th ARTDO International Leadership & HRD Conference

Theme: Developing Human Capital & Talent: The Key to Growth and Prosperity

Date: 4th to 6th October 2009

Venue: G Hotel, Penang, Malaysia


A HR conference to help you find out how to develop a more superior approach to human capital and talent management. The conference features Prof. Dr. William J. Rothwell who is the Leading Guru on Human Capital and Talent Management as the Keynote Speaker.

SPEECH and OFFICIAL OPENING CEREMONY by The Right Honourable TUAN LIM GUAN ENG, Chief Minister of Penang, Malaysia

This event provides a great opportunity to network with participants from different parts of the world, share insights, findings, tools, trends and research findings and also learn how leaders transform their own organizations by adopting a Human Capital and Talent Management mindset as part of their global business strategy and culture.

Businesses and organizations are realizing that real growth is not coming from capital or technology but from the ability to attract, engage and retain enough top talent to execute their growth strategy.

A list of outstanding speakers will share strategies, insights, ideas, processes and tools on key issues relating to the following topics.

• Developing Your Human Capital and Talent Management Framework
• Bridging Human Capital and Talent Management with Business Strategy
• Motivating, Rewarding and Developing Talent
• Sourcing, Attracting, Acquiring and Retaining the Right Talent
• Differentiating Talent: Identifying and Assessing High Potentials Earlier
• Developing the Bench Strength to Fill the Pipeline
• Becoming the Employer of Choice for Talent
• Talent Management and Competency Modeling
• Leadership & Succession Planning
• Human Capital & Talent Management and the Borderless World
• Assessing the Human Capital and Talent Gap – Methodologies and Tools
• Role of Senior Leadership in Human Capital and Talent Management

For more information, you can login to www.artdointernational.org

Top 10 Online Job Sites in Malaysia

Finding jobs has never been easier these days. More than a decade ago, almost 80% of jobs are found through newspapers but now, the easiest and most convenient way of looking for jobs are not through print media but online job sites. This is especially true for fresh graduates as most entry-level jobs are advertised online.

This list is compiled by Jobzing

According to them, the 10 Best Job Sites in Malaysia are:-

1. JobsDBMalaysia

2. JobStreet Malaysia

3. Job Clearing System (the link cannot be found)

4. Best Jobs Malaysia

5. JenJobs

6. Malaysia Jobs Directory (not a job site per se but listed some suggested sites)

7. Malaysia Central (again, not a job site per se but Info Portal & Malaysian Local Search Directory)

8. Allyhunt

9. Recruit Malaysia (again, not a job site but using search technology to crawl the internet to find job listings from other sites)

10. TipTopJob Malaysia

Since four out of ten in the above list are either not job sites in the actual sense or link not found, let me replace them with others that I believe are quite good and active ones. Before that, let me caution that there are other smaller job sites out there but credibility may be questionable, i.e., jobs advertised may be scams or not real jobs but put up by the site owners without the permission of the employers or recruiters.

The additional four:-

1. Monster

2. Star-Jobs Online

3. JobsBroadway

4. Kareer.com.my