What Drives Malaysian Job Candidates€¦ · industries are driven most by work-life balance: Top 3...

What Drives Malaysian Job CandidatesDiscover what Malaysian talent looks for when seeking jobs.

Malaysia | Laws of Attraction, 2020

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As a recruitment expert and Malaysia’s top job website, JobStreet is at the forefront of industry trends, helping employers understand the emerging job roles and in-demand sectors across the country. For instance, with the government placing emphasis on technology and digitisation to fuel the Fourth Industrial Revolution (IR 4.0) in Malaysia’s Budget 2020, we have seen an uptrend for IT and Computer roles.

We believe that passionate people are key in driving a business forward – this is why JobStreet provides analytical, interactive tools and valuable insights on employment trends to help hirers find their ideal candidates and understand their needs.

Our Laws of Attraction report is the largest recruitment study in Malaysia, which surveyed more than 10,000 candidates across 25 industries and job functions in December 2019, examining key drivers they take into consideration when searching for potential employers.

Introduction

Profile of the 10,142 Malaysian candidates surveyed for the Laws of Attraction report:

Aged 18-65 Living in Malaysia(Citizens, PRs, Expats)

Currently active job-seekers, or monitoring for jobs

Representative coverage of gender, age groups, job levels, regions

For more information on this research, please head to the fully-interactive Laws of Attraction website to discover learnings across the talent pool and industries in Malaysia.

Finding the right talent for your company is not easy, and the competition for securing good candidates is fiercer than ever.

https://www.jobstreet.com.my/en/cms/employer/laws-of-attraction/?utm_campaign=MY~h:~aws~~~eBook1~202005&utm_content=Visit~WhatCandiWant~&utm_term=&utm_source=mktg&utm_medium=article&pem=


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Table of Contents

04 Malaysian Talent at a Glance

06 Where are Candidates in Malaysia Working?

07 Top Drivers of Attraction for Malaysian Talent

08 Driver of Attraction #1: An Attractive Financial Package

09 Catering to the Financial Expectations of Talent

11 Driver of Attraction #2: Balancing Work and Play

12 Helping Candidates Find Work-life Harmony

14 Driver of Attraction #3: Ensuring Professional Growth

15 Giving Talent the Right Opportunities to Build Their Careers

17 Key Takeaways for Employers in Malaysia

19 About JobStreet's Laws of Attraction Survey


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Malaysian Talent at a GlanceWho are Malaysia’s Candidates? We interviewed 10,142 candidates for our Laws of Attraction survey in Malaysia. Here is a snapshot of the average Malaysian employee:

Respondents are fairly equally represented in terms of gender, with women accounting for a slightly bigger proportion of the workforce:

Mostly Millennials and Gen X-ers:

Mostly employed full-time or not at all:

45%Gen X (35 to 54)

48%Male

52%Female

Full Time

Not employed

65%

22%40% Millennials (24 to 34)

13% Gen Z (18 to 23)

2% Baby Boomers (55 to 64)

Part Time or Casual 11%

Self Employed 2%


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Mostly earning between RM3,000 and RM4,999 a month:

Most are Managers or Senior Executives in their careers:

Below RM3,000 RM3,000–RM4,999 RM5,000–RM7,999 RM8,000–RM9,999

Central (Selangor, Kuala Lumpur, Putrajaya)

Northern (Perlis, Kedah, Penang, Perak)

Southern (Negeri Sembilan, Melaka, Johor)

Eastern (Kelantan, Terengganu, Pahang)

Most work in offices located in Central Malaysia:

11%Senior Managers

27%Managers

19%Junior Executive(work experience of between 1 to 4 years)

14%Fresh Graduate / First Job / Internship

2%Searching for job

Sabah Sarawak

2.5%

3%

3%14.5%

65%

RM10,000–RM14,999 RM15,000–RM20,000 Above RM20,000

26%

27%22%

4%9%

9%

3%

12%

27%Senior Executive (work experience of 5 years and up)


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Where are Candidates in Malaysia Working?The Computer / Information Technology industry is Malaysia’s most in-demand sector. This industry uptake is likely due to the government’s technology-centric National Policy on Industry 4.0, aimed at transforming the Malaysian manufacturing industry and its related services to be smart, systematic and resilient. Industry 4.0 focuses heavily on interconnectivity, automation, machine learning, and real-time data.

The COVID-19 outbreak is also expected to spur the Computer / Information Technology sector further in Malaysia and across the globe, after the initial economic impact. The onset of this global pandemic will have business across all industries fast-tracking progress into artificial intelligence and automation to protect themselves against any similar future happenings. These have already gained traction in the manufacturing sector, as it requires few or no workers1.

1 https://epsnews.com/2020/03/19/ai-automation-aid-supply-chain-in-wake-of-covid-19/

Computer / Information Technology

• Computer / Information Technology• Electrical and Electronics• Oil / Gas / Petroleum• Telecommunication

• Accounting / Audit / Tax Services• Banking / Financial Services• eCommerce• Education• General and Wholesale Trading

Construction / Building /

Engineering

Entertainment media

Automobile / Automotive

Ancillary / Vehicle

Advertising / Marketing /

Promotion / PR

Manufacturing / Production

Banking / Financial Services

Manufacturing / Production

Construction / Building /

Engineering

Education

• Food and Beverage / Catering / Restaurant• Healthcare / Medical / BioTechnology / Pharmaceutical• Insurance

Top 5 Industries in Malaysia:

Male-Dominated Industries:

Female-Dominated Industries:

Overall, men are drawn to more physically-demanding jobs, such as the Automotive, Construction and Manufacturing industries.

Whereas, women are more inclined to creative fields, such as the Advertising and Entertainment industries.


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Top Drivers of Attraction for Malaysian TalentWith the rising cost of living in Malaysia, it is no surprise that candidates see money as the most important driver. Work-life balance and career development opportunities are also top drivers that are equally important to talent in Malaysia, something that is not seen in other JobStreet markets.

Bottom Drivers of Attraction for Malaysian TalentThe size of the company is not a deal-breaker for talent in Malaysia. Many candidates are willing to work for a small start-up or at a large multinational, just as long as they have adequate remuneration and satisfactory work-life balance.

A majority of candidates look for companies offering a solid monthly base salary and attractive bonuses. Other than that, talent say that they expect companies to provide insurance for their employees and for double pay for work on public holidays.

Candidates are on the lookout for companies that offer them a reasonable number of annual leaves. Working a five-day week, getting compensation for overtime and having the option to cash out on unused annual leaves are also perks that candidates are looking for.

Many candidates are looking for jobs with promotion opportunities. Talent also expects on-the-job skill development coaching and work-related skill-set training. Companies that offer employees leadership training programs and education sponsorships / subsidies for them to further their education is also well received among candidates.

Salary / Compensation

Work-life Balance

Career / Development Opportunities

1

2

3

1 122 133 4 5 6 7 8 9 10 11 14

16

.1%

12

.7%

12

.5%

11.1

%

8.1

%

6.7

%

6.3

%

5.6

%

5.2

%

4.8

%

3.8

% 3.0

%

2.4

%

1.7

%

4 Job Security5 Management / Leadership Style6 Culture of the Organisation7 Location of the Job8 Colleagues / Co-workers9 Company Reputation10 Additional Benefits11 Working Environment

Corporate Social Responsibility

Recruitment Process

Size of Company / Market Position

12 13 14

An Attractive Financial Package

Driver of Attraction #1


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Catering to the Financial Expectations of TalentCandidates in Malaysia value money above other professional considerations and tend to chase job roles or careers that offer the most attractive salary package. However, it’s important as employers to understand where these motivators stem from and what matters most as part of remuneration, so you can ensure your package caters to their “must haves”.

Top 3 Industries Driven by SalaryCandidates driven most by salary are in the Banking / Financial Services sector:

Top 3 Specialisations Driven by Salary Talent working in Sales – Corporate / Business Development specialisation are driven most by salary:

Who Needs the Most Money to Switch Jobs? Executives in the Entertainment media industry require the highest pay rise when considering a new job:

66%of all respondents want insurance protecting life, health, and income

63%want double pay during public holidays

55%want a performance-based bonus / profit share

53%want a fixed allowance for work related claims(eg: meals, travel, parking, telecommunication, connectivity etc.)

18.2%Banking / Financial Services

17.9%Consulting (IT, Science, Engineering and Technical)

17.6%Computer / Information Technology and Insurance

17.9%Sales – Corporate / Business Development

17.7%Finance – General / Cost Accounting

17.4%IT – Software or App Development

29.4%Entertainment media

27.7%Consulting (Business and Management)

27.5%Advertising / Marketing / Promotion / PR


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Men vs. WomenBoth sexes value salary almost equally as a motivator in Malaysia with women stating money being a driver slightly more than men:

Salary Expectations by Job LevelSenior Executives, who have some experience but are still building their careers, care most about receiving a salary boost, as they strive to climb the corporate ladder:

Salary Expectations by GeographyCandidates in Eastern Malaysia care more about salary compared to their regional neighbours:

Salary Expectations by GenerationMillennials value salary the highest compared to other generations:

Male Female

16.6% 16.7% 17.3% Millennials (24 to 34)

16.9%Gen X (35 to 54)

14.2% Gen Z (18 to 23)

16.9% Senior Managers

17.3% Junior Executive (work experience of between 1 to 4 years)

17.1% Managers

13.8% Fresh Graduate / First Job / Internship

13.2% Baby Boomers (55 to 64)

15.1%

13.9%

17.1%

16.5%

16.2%14.7%

For a more detailed overview on the financial expectations of each industry, visit our Laws of Attraction microsite.





Sabah Sarawak

17.7% Senior Executive (work experience of 5 years and up)


Balancing Work and Play



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Helping Candidates Find Work-life HarmonyAll work and no play can result in talent experiencing professional burnout – and candidates in Malaysia are aware of this, greatly valuing their balance between home and the office. For most, providing additional annual leave days could be enough to provide what candidates need to feel supported by their workplace, while in some industries and job roles, candidates have specific requirements for time spent working and honoured time off.

Top 3 Industries Driven by Work-life BalanceCompared to other sectors, the Advertising / Marketing / Promotion / PR and Computer / Information Technology industries are driven most by work-life balance:

Top 3 Job Specialisations Driven by Work-life Balance Candidates working in Art and Creative / Graphic or Interior Designer specialisation care the most about work-life balance:

63%of all candidates want a reasonable number of annual leave

39%want employers to follow a no-work rule during weekends, rest days and public holidays

14.4%Advertising / Marketing / Promotion / PR and Computer / Information Technology

14%Entertainment media

13.9%Consulting (IT, Science, Engineering and Technical)

15.4%Art and Creative / Graphic or Interior Designer

14.8%Legal and Compliance

14.7%IT – Software or App Development

60%want compensation for working overtime or on public holidays

58%want to work a five-day work week


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Men vs. WomenFemale candidates seek work-life balance more than their male counterparts, presumably because most women in Malaysia still act as the primary caregivers for their families:

Work-life Balance Expectations by Job LevelSenior Executives value work-life balance the most:

Work-life Balance Expectations by GeographyCandidates working in Eastern Malaysia value work-life ahead of their counterparts in other areas:

Work-life Balance Expectations by GenerationCompared to other generations, Gen X-ers value work-life the most:

Male Female

12.4% 13.1%

12.8% Millennials (24 to 34)

12.9%Gen X (35 to 54)



For a more detailed overview on the work-life balance expectations of each industry, visit our Laws of Attraction microsite.





Sabah Sarawak

11%

11.1%

12.3%

12.7%12.2%

11.3%

12.4% Gen Z (18 to 23)

12.8% Managers






Ensuring Professional Growth



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Giving Talent the Right Opportunities to Build Their CareersWhile salary and balance are key motivators for Malaysian candidates, rounding out the list of attractive drivers is a desire to grow in their careers. If employers are not offering candidates the right path to promotions or opportunities for upward mobility, then retention is likely to be an issue whether you provide competitive salaries or not.

Top 3 Industries Driven by Career / Development OpportunitiesThe Call Center / BPO / Shared service industry are most interested in meaningful career development opportunities:

Top 3 Specialisations Driven by Career / Development Opportunities Those in the Engineering – Mechanical / Automotive specialisation are the most interested in career development opportunities:

58%of all talent want to receive promotion opportunities

35%want to be placed in leadership training programs to boost their management skills

14.5%Call Center / BPO / Shared service

14.4%Consulting (Business and Management)

14.3%Automobile / Automotive Ancillary / Vehicle

15.9%Engineering – Mechanical / Automotive

15.7%Sales – Corporate / Business Development

15.1%Business and Data Analytics / Data Scientist

47%say being provided with on-the-job training and skill development is a “must”

41%want to be given specific technical training to develop certain skill-sets


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Men vs. WomenMore male candidates pursue career development opportunities as compared to women:

Career / Development Opportunities Expectations by Job LevelJunior Executives value career development opportunities more than the rest of their experienced counterparts:

Career / Development Opportunities Expectations by GeographyTalent in Sarawak chase career development opportunities more than other regions:

Career / Development Opportunities Expectations by GenerationMillennials value career development opportunities the most:

Male Female

14.3% 12.6%14.5% Millennials (24 to 34)


For a more detailed overview on the career growth expectations of each industry, visit our Laws of Attraction microsite.





Sabah Sarawak

13%

13%

14.2%

13.7%13.1%

14.9%

14% Gen Z (18 to 23)


12.6%Gen X (35 to 54)



13.6% Managers





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Key Takeaways for Employers in MalaysiaAfter you have chosen your candidate, all you have to do is to get them to say yes to the job. As an employer, you want to offer candidates an attractive package that will not only get them to sign onto the job, but also to keep them happy and stay in their role.

An attractive salary package will bring in candidates...initially

As an employer, wooing candidates with competitive remuneration packages will certainly increase the chances they will want to come and work for you – but it will not necessarily entice them to stick around forever. Providing them with a range of tangible and intangible benefits and development opportunities will help them feel more secure and confident regarding their future with your business.

Gear candidates towards promotions and growth

The key to retaining extraordinary talent is investing in their future and providing them with tangible learning and development opportunities. As an employer, it’s imperative to consider whether the programmes and training you are offering are adequate and aligned with your talent’s career goals. Help them to shine in their careers with sufficient leadership training programmes, on-the-job training, and upskilling efforts. Show that you are committed to their corporate development.

If you can’t offer flexibility, consider additional annual leave entitlement

When it comes to work-life balance, candidates in Malaysia mostly care about working ‘normal’ hours and being compensated for additional work done outside of these hours. But more than anything, they’d prefer more time off. This can be a simple yet competitive way to provide that extra balance candidates are craving, Encouraging talent to pursue a life outside of the office will help them see you as an understanding and supportive employer.


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How Hirers Can Implement Laws of Attraction’s Findings:

Acquire New Talent Use our key insights to help create attractive job advertisements that will appeal to the target candidates.

Employee Engagement By understanding what motivates different candidates, you can create a culture that better engages – and hopefully retains – them.

Update Retention Programmes Use the LOA to help decide what benefits to introduce to improve your company’s turnover rate.

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Laws of Attraction is the largest recruitment study in Malaysia. It has surveyed over 10,000 job candidates across 25 industries and job functions, examining the key drivers that motivate them at work and ignite their passion. This is where hirers will get precise insights on what drives candidates in a job role and how hirers can strategically attract targeted groups via an interactive portal, regardless of location, time and device.

For more details, please visit JobStreet Laws of Attraction's portal.

About JobStreet's Laws of Attraction Survey


What Drives Malaysian Job Candidates€¦ · industries are driven most by work-life balance: Top 3...

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