What Drives Malaysian Job Candidates - Discover what Malaysian talent looks for when seeking jobs - JobStreet.com
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What Drives Malaysian Job Candidates Discover what Malaysian talent looks for when seeking jobs.
2
Introduction
Finding the right talent for your company
is not easy, and the competition for securing
good candidates is fiercer than ever.
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.
Profile of the 10,142 Malaysian candidates surveyed for
the Laws of Attraction report:
Aged 18-65 Living in Malaysia
(Citizens, PRs, Expats)
For more information
on this research, please
Representative head to the fully-interactive
Currently active
Laws of Attraction website
job-seekers, coverage of gender, to discover learnings
or monitoring age groups, across the talent pool and
for jobs job levels, regions industries in Malaysia.
Malaysia | Laws of Attraction, 2020
3
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
Malaysia | Laws of Attraction, 2020
4
Malaysian Talent at a Glance
Who 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:
52%
Female
48%
Male
Mostly Millennials and Mostly employed full-time or not at all:
Gen X-ers:
45% Full Time 65%
Gen X
(35 to 54)
40% Not employed 22%
Millennials
(24 to 34)
13% Part Time
or Casual 11%
Gen Z
(18 to 23)
2% Self Employed 2%
Baby Boomers
(55 to 64)
Malaysia | Laws of Attraction, 2020
5
Most work in offices located in Central Malaysia:
14.5%
3%
2.5%
3%
12%
65%
Central (Selangor, Kuala Lumpur, Putrajaya) Sabah
Northern (Perlis, Kedah, Penang, Perak) Sarawak
Southern (Negeri Sembilan, Melaka, Johor)
Eastern (Kelantan, Terengganu, Pahang)
Most are Managers or Senior Mostly earning between RM3,000
Executives in their careers: and RM4,999 a month:
3%
4%
9% 26%
27% 27% 9%
Managers Senior Executive
(work experience of 5 years and up)
19% 14%
Junior Executive Fresh Graduate /
22% 27%
(work experience of First Job / Internship
between 1 to 4 years)
Below RM3,000 RM10,000–RM14,999
RM3,000–RM4,999 RM15,000–RM20,000
11% 2% RM5,000–RM7,999
RM8,000–RM9,999
Above RM20,000
Senior Managers Searching for job
Malaysia | Laws of Attraction, 2020
6
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.
Top 5 Industries in Malaysia:
Computer / Banking / Manufacturing / Construction / Education
Information Financial Production Building /
Technology Services Engineering
Male-Dominated Industries:
Overall, men are drawn to more physically-demanding jobs, such as the Automotive, Construction and
Manufacturing industries.
• Computer / Information
Technology
Automobile / Construction / Manufacturing / • Electrical and Electronics
Automotive Building / Production • Oil / Gas / Petroleum
Ancillary / Vehicle Engineering • Telecommunication
Female-Dominated Industries:
Whereas, women are more inclined to creative fields, such as the Advertising and Entertainment industries.
• Accounting / Audit / • Food and Beverage /
Tax Services Catering / Restaurant
• Banking / Financial Services • Healthcare / Medical /
Advertising / Entertainment • eCommerce BioTechnology /
Marketing / media • Education Pharmaceutical
Promotion / PR • General and Wholesale Trading • Insurance
1 https://epsnews.com/2020/03/19/ai-automation-aid-supply-chain-in-wake-of-covid-19/ Malaysia | Laws of Attraction, 2020
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Top Drivers of Attraction for
Malaysian Talent
With 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.
16.1%
4 Job Security
5 Management / Leadership Style
6 Culture of the Organisation
12.7%
12.5%
7 Location of the Job
11.1%
8 Colleagues / Co-workers
9 Company Reputation
10 Additional Benefits
Working Environment
8.1%
11
6.7%
6.3%
5.6%
3.0%
5.2%
2.4%
4.8%
1.7%
3.8%
1 2 3 4 5 6 7 8 9 10 11 12 13 14
A majority of candidates look for companies offering a solid monthly
1
Salary / base salary and attractive bonuses. Other than that, talent say that
Compensation 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
2
Work-life number of annual leaves. Working a five-day week, getting compensation
Balance 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.
Career / Talent also expects on-the-job skill development coaching and work-related
3 Development skill-set training. Companies that offer employees leadership training
Opportunities programs and education sponsorships / subsidies for them to further their
education is also well received among candidates.
Bottom Drivers of Attraction for Malaysian Talent
The 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.
12
Corporate Social 13
Recruitment 14
Size of Company /
Responsibility Process Market Position
Malaysia | Laws of Attraction, 2020
Driver of Attraction #1 An Attractive Financial Package
9
Catering to the Financial
Expectations of Talent
Candidates 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”.
66%
of all respondents want
63%
want double pay
55%
want a performance-
53%
want a fixed allowance
insurance protecting during public holidays based bonus / for work related claims
life, health, and income profit share (eg: meals, travel, parking,
telecommunication,
connectivity etc.)
Top 3 Industries Driven Top 3 Specialisations Who Needs the Most
by Salary Driven by Salary Money to Switch Jobs?
Candidates driven most by salary are in the Talent working in Sales – Corporate / Executives in the Entertainment media
Banking / Financial Services sector: Business Development specialisation are industry require the highest pay rise when
driven most by salary: considering a new job:
18.2% 17.9%
Banking / Financial Sales – 29.4%
Services Corporate / Business Entertainment media
Development
17.9% 27.7%
Consulting (IT, 17.7% Consulting (Business
Science, Engineering Finance – General / and Management)
and Technical) Cost Accounting
27.5%
17.6% 17.4% Advertising / Marketing /
Computer / Information IT – Software or Promotion / PR
Technology and App Development
Insurance
Malaysia | Laws of Attraction, 2020
10
Men vs. Women Salary Expectations
Both sexes value salary almost equally as a motivator in Malaysia with by Generation
women stating money being a driver slightly more than men: Millennials value salary the highest
compared to other generations:
16.6% 16.7% 17.3%
Millennials (24 to 34)
16.9%
Gen X (35 to 54)
14.2%
Gen Z (18 to 23)
Male Female 13.2%
Baby Boomers (55 to 64)
Salary Expectations by Job Level
Senior 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:
17.7% 17.3% 17.1%
Senior Executive Junior Executive Managers
(work experience of 5 years (work experience of between
and up) 1 to 4 years)
16.9% 13.8%
Senior Managers Fresh Graduate /
First Job / Internship
Salary Expectations by Geography
Candidates in Eastern Malaysia care more about salary compared to their regional neighbours:
15.1% 16.2%
17.1% 14.7%
13.9%
For a more detailed overview on the
financial expectations of each industry,
16.5% visit our Laws of Attraction microsite.
Central (Selangor, Kuala Lumpur, Putrajaya) Eastern (Kelantan, Terengganu, Pahang)
Northern (Perlis, Kedah, Penang, Perak) Sabah
Southern (Negeri Sembilan, Melaka, Johor) Sarawak Malaysia | Laws of Attraction, 2020Driver of Attraction #2 Balancing Work and Play
12
Helping Candidates
Find Work-life Harmony
All 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.
63%
of all candidates want
60%
want compensation
58%
want to work a
39%
want employers to follow
a reasonable number for working overtime five-day work week a no-work rule during
of annual leave or on public holidays weekends, rest days and
public holidays
Top 3 Industries Driven by Top 3 Job Specialisations Driven
Work-life Balance by Work-life Balance
Compared to other sectors, the Advertising / Marketing / Candidates working in Art and Creative / Graphic or Interior
Promotion / PR and Computer / Information Technology Designer specialisation care the most about work-life balance:
industries are driven most by work-life balance:
14.4% 15.4%
Advertising / Marketing / Art and Creative /
Promotion / PR and Graphic or Interior Designer
Computer / Information Technology
14.8%
14% Legal and Compliance
Entertainment media
14.7%
13.9% IT – Software or
Consulting (IT, Science, App Development
Engineering and Technical)
Malaysia | Laws of Attraction, 202013
Men vs. Women Work-life Balance
Female candidates seek work-life balance more than their male Expectations by Generation
counterparts, presumably because most women in Malaysia still act Compared to other generations,
as the primary caregivers for their families: Gen X-ers value work-life the most:
12.4% 13.1% 12.9%
Gen X (35 to 54)
12.8%
Millennials (24 to 34)
12.5%
Baby Boomers (55 to 64)
Male Female 12.4%
Gen Z (18 to 23)
Work-life Balance Expectations by Job Level
Senior Executives value work-life balance the most:
13.4% 12.8% 12.7%
Senior Executive Managers Fresh Graduate /
(work experience of 5 years First Job / Internship
and up)
12.6% 11.5%
Junior Executive Senior Managers
(work experience of between
1 to 4 years)
Work-life Balance Expectations by Geography
Candidates working in Eastern Malaysia value work-life ahead of their counterparts in other areas:
11%
12.2%
12.7% 11.3%
11.1%
For a more detailed overview on
the work-life balance expectations
of each industry, visit our Laws of
12.3% Attraction microsite.
Central (Selangor, Kuala Lumpur, Putrajaya) Eastern (Kelantan, Terengganu, Pahang)
Northern (Perlis, Kedah, Penang, Perak) Sabah
Southern (Negeri Sembilan, Melaka, Johor) Sarawak Malaysia | Laws of Attraction, 2020Driver of Attraction #3 Ensuring Professional Growth
15
Giving Talent the Right Opportunities
to Build Their Careers
While 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.
58%
of all talent want to
47%
say being provided
41%
want to be given
35%
want to be placed
receive promotion with on-the-job training specific technical in leadership training
opportunities and skill development training to develop programs to boost
is a “must” certain skill-sets their management skills
Top 3 Industries Driven by Top 3 Specialisations Driven by
Career / Development Opportunities Career / Development Opportunities
The Call Center / BPO / Shared service industry are most Those in the Engineering – Mechanical / Automotive specialisation
interested in meaningful career development opportunities: are the most interested in career development opportunities:
14.5% 15.9%
Call Center / BPO / Engineering – Mechanical /
Shared service Automotive
14.4% 15.7%
Consulting (Business and Sales – Corporate /
Management) Business Development
14.3% 15.1%
Automobile / Automotive Business and Data Analytics /
Ancillary / Vehicle Data Scientist
Malaysia | Laws of Attraction, 202016
Men vs. Women Career / Development
More male candidates pursue career development opportunities Opportunities Expectations
as compared to women: by Generation
Millennials value career development
opportunities the most:
14.3% 12.6%
14.5%
Millennials (24 to 34)
14%
Gen Z (18 to 23)
12.6%
Gen X (35 to 54)
Male Female 6.9%
Baby Boomers (55 to 64)
Career / Development Opportunities Expectations by Job Level
Junior Executives value career development opportunities more than the rest of their experienced counterparts:
14.3% 14.2% 13.6%
Junior Executive Fresh Graduate / Managers
(work experience of between First Job / Internship
1 to 4 years)
12.6% 12.5%
Senior Executive Senior Managers
(work experience of 5 years
and up)
Career / Development Opportunities Expectations by Geography
Talent in Sarawak chase career development opportunities more than other regions:
13%
13.1%
13.7% 14.9%
13%
For a more detailed overview
on the career growth expectations
of each industry, visit our Laws of
14.2% Attraction microsite.
Central (Selangor, Kuala Lumpur, Putrajaya) Eastern (Kelantan, Terengganu, Pahang)
Northern (Perlis, Kedah, Penang, Perak) Sabah
Southern (Negeri Sembilan, Melaka, Johor) Sarawak Malaysia | Laws of Attraction, 202017
Key Takeaways for
Employers in Malaysia
After 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.
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.
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.
Malaysia | Laws of Attraction, 202018
How Hirers Can Implement Laws of Attraction’s Findings:
1 2 3
Acquire New Employee Update Retention
Talent Engagement Programmes
Use our key insights to help By understanding what Use the LOA to help decide what
create attractive job motivates different candidates, benefits to introduce to improve your
advertisements that will you can create a culture that company’s turnover rate.
appeal to the target candidates. better engages – and hopefully
retains – them.
Malaysia | Laws of Attraction, 2020About JobStreet's Laws of Attraction Survey 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.
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