About The Expatriate Services Division (ESD)
1. What is the ESD?
The Expatriate Services Division (ESD), under the Immigration Department of Malaysia, is a one-stop centre which facilitates company registration with a customer centric approach.
2. Why do I need to go to the ESD?
The Expatriate Services Division (ESD) enables companies to submit expatriate-related immigration information online to facilitate the application process involved in registering and approving companies that wish to hire expatriates.
3. What are the type of services offered at the ESD?
The ESD offers registration services for companies who wish to employ eligible expatriates. In addition, ESD also facilitates expatriate related passes for Embassy and any temporary manual applications. All companies will need to register with the ESD as a first step.
Through ESD’s Malaysia Expatriate Talent Service Centre (MYXpats Centre), ESD approved companies can apply for a range of expatriate passes which includes: the Employment Pass, the Residence Pass-Talent, the Professional Visit Pass and related passes such as the Dependant Pass, the Long-Term Social Visit Pass, or the Visit Pass (Temporary Employment) – Foreign Maids.
4. Who should I liaise with at ESD?
There are several Immigration officers who are ready to assist you at the Expatriate Services Division (ESD). You may liaise with any Immigration Officer at ESD to seek clarification on any related matter pertaining to expatriate passes.
5. Why do I have to register via the Expatriate Services Division (ESD)?
Companies need to obtain approval through ESD before applying for expatriate passes. Companies registering via the ESD’s online system will enjoy an improved, safe and secure online experience in the application process.
Should you requires administration services for company registration with ESD, kindly contact us +6 03 5882 6699
1. Is my company eligible to register with the ESD?
There are two requirements needed before companies can proceed with the ESD registration. Please go through the requirements details below.
1. Company must be registered with:
- a. The Companies Commission of Malaysia (SSM) under Companies Act 1965; or
- b. The Registry of Societies Malaysia under the Organisation Act 1966; or
- c. Associations/Cooperatives registered under the laws of Malaysia.
2. Company Paid-up capital*
EQUITY PAID-UP CAPITAL 100% Local Owned RM250,000 Joint Venture (minimum foreign equity is 30%) RM350,000 100% Foreign Owned RM500,000 Foreign owned companies running Wholesale, Retail and Trade (WRT) License is compulsory. Refer to the Ministry of Domestic Trade, Co-operatives and Consumerism WRT license application guideline RM1,000,000
* Not applicable to incorporated and limited companies, and associations/organisations under the laws of Malaysia.
2. How do I register online for company registration?
Applications can be made via the ESD website at esd.imi.gov.my. Please ensure you have all the required documents below before proceeding with registration:
- 1. Copy of all company director’s MyKad or Passport copy.
- 2. Company Profile
- 3. Copy of Company’s Phone Bill
- 4. Tenancy Agreement/Sales & Purchase Agreement (S&P)
- 5. e-SSM Printout
- 6. SSM Form 9
- 7. SSM Form 24
- 8. SSM Form 49
- 9. Latest Financial Report
- 10. Copy of Local Authorities License – Lesen Pihak Berkuasa Tempatan (PBT) (if applicable)
- 11. Other business licenses (WRT, CIDB, other SSM forms, or any other supporting documents)
3. How long does it take for my company to be registered?
Following the submission of all required documents are in order, it takes fourteen (14) working days for the process to be completed. The company registration process flow is as below:
- Step 1: Create account (register online)
- Step 2: Submit application online
- Step 3: Application in process by Immigration officer
- Step 4: Status notification
- Step 5: Company activation
4. What do I do after my company has been registered successfully?
Companies can login to the ESD website and begin submitting their applications to hire expatriates.
5. I did not receive any activation account. What should I do?
Check your junk or spam folder. If the activation email still cannot be found, kindly email firstname.lastname@example.org to request for the activation email to be sent again.
6. How can I retrieve my company’s login ID and password?
Please use the “FORGOT PASSWORD” feature on the ESD website. A new password will be sent to the ESD registered email address which you have used to activate your account.
7. How can I amend information about my company (such as the company name, ROC number, email address, etc.)?
Kindly submit a letter on the company’s letterhead to the ESD at Unit Inspektorat to notify us on any change of information.
ESD Company Activation
1. Why do I need my director to sign the Letter of Undertaking (LoU) and how long does the process take?
The company Director is required to sign the LoU to ensure that he acknowledges the responsibility for all transactions by the company. This would also protect the interest of the company. In addition, it is vital that the company appoint the right individual to be given access and manage the company’s account under the MYXpats Centre system. This is done only ONCE and the whole process takes no longer than 10 minutes, based on scheduled appointment via ESD online.
2. Can someone else represent my director for the submission of the LoU?
No. A company Director has to be present for the submission of the LoU.
3. Can the company change the appointed person in the LoU at a later time?
Yes. The existing company Director nominated to sign the LoU may change the appointed person at a later time. However, should the appointed Director changes in the company, the new Director is required to sign the LoU.
Kindly submit a letter on the company’s letterhead to the ESD at Unit Inspektorat to notify us on any change of information.
4. How long will it take to complete company activation?
Company activation will take no more than 10 minutes.
Submission of Expatriate Talent Projections
1. Why does my company have to submit a projection for expatriate talent requirements to the ESD?
This is to ensure that company planning and estimation for expatriate talent are based on realistic estimates derived from the company’s annual business plan and/or project requirements.
2. How long will it take for my company’s expatriate projection submission to be processed?
Under the Client Charter, it will take 5 working days to process submissions.
3. If my company submits a projection for 20 expatriates, does this mean that MYXpats Centre will approve all 20 expatriate permits at once?
No, all expatriate Employment Pass applications will be assessed on an individual basis, based on the merits of each application submitted.
Should you requires administration services to setup an corporate account with ESD, kindly contact us +6 03 5882 6699
Statutory Payroll Contributions In Malaysia
Employees Provident Fund
The compulsory contributions under the Employees Provident Fund (EPF) Act 1991:
|Age Group 60 years and below|
|Employers||a) Monthly wages RM5,000 and below – Minimum of 13% of the employees’ monthly wages
b) Monthly wages exceed RM 5,000 – Minimum 12% of the employees’ monthly wages
|Employees||Minimum of 11% of the employees’ monthly wages @|
|[Third Schedule (Part A) of the EPF Act 1991]|
|Age Group 60 – 75 years and below|
|Employers||a) Monthly wages RM 5,000 and below – Minimum of 6.5% of the employees’ monthly wages
b) Monthly wages exceed RM 5,000 – Minimum of 6% of the employees’ monthly wages
|Employees||Minimum of 5.5% of the employees’ monthly wages @|
|[Third Schedule (Part C) of the EPF Act 1991]|
@ The Employees Provident Fund (EPF) clarifies that the reduction of the statutory contribution rate for employees from 11% to 8% is for employees below age 60 while the reduction from 5.5% to 4% is for employees above age 60, starting from March 2016 wage/salary until December 2017.
The reduction in the contribution rate involves two categories of employees:
a) Members/employees below age 60
The reduction of contribution rate from 11% to 8% is subject to the amount of wage/salary as stipulated in Part A and Part B of the Employees Provident Fund Order (Amendments to the Third Schedule) 2016, EPF Act 1991.
b) Members/employees above age 60
The reduction of contribution rate from 5.5% to 4% is subject to the amount of wage/salary as stipulated in Part C and part D of the Employees Provident Fund Order (Amendments to the Third Schedule) 2016, EPF Act 1991.
The contribution rate for employers, however, remains at the current rate.
The rates of contribution for employers and employees effective 1 March 2016 can be referred to the Third Schedule, EPF Act 1991 (click here to download). Employers must refer to the schedule for payment of contribution.
Foreign workers and expatriates
All foreign workers and expatriates and their employers are exempted from compulsory contributions. They can, however, choose to contribute and the applicable rates are as follows:
|Age Group 60 years and below|
|Employers||RM5.00 per employee per month|
|Employees||11% of the employees’ monthly wages|
|[Third Schedule (Part B) of the EPF Act 1991]|
|Age Group 60-75 years and below|
|Employers||RM5.00 (US$1.56) per employee per month|
|Employees||5.5% of the employees’ monthly wages|
|[Third Schedule (Part D) of the EPF Act 1991]|
Source: Employees Provident Fund – www.kwsp.gov.my
Social Security Organisation (SOCSO)
The Social Security Organisation (SOCSO) administers two social security schemes for workers earning wages not exceeding RM4,000 per month (Amendments with effective 1 Jun 2016). Once covered, employees remain covered irrespective of their wages. However, the maximum contribution is based on wages of RM4,000 per month (Amendments with effective 1 Jun 2016).
There are two schemes administered by SOCSO Act, namely:
- Employment Injury Scheme which provides social insurance coverage against workplace accidents, occupational diseases and commuting accidents to and from place of work.
- Invalidity Pension Scheme provides 24 hours coverage against invalidity arising from any cause and not necessarily relating to work environment.
Under these schemes workers are entitled to medical benefits; temporary and permanent disablement benefits; constant attendance allowance; dependent’s benefit or survivors pension; funeral, rehabilitation, education benefits; and invalidity pension.
The Employment Injury Scheme is funded solely by the employer with the contribution of 1.25% and the Invalidity Scheme is funded with the contribution of 1% which is shared equally by employers and employees. This rate of contribution is capped at the invaluable wage of RM4,000. This contribution is mandatory by law.
All Malaysian employees including permanent residence whom have been employed by an employer under a contract of service or apprenticeship are liable under SOCSO’s act.
Categories of employees exempted from SOCSO’s coverage are:
- Employees of Federal and State Government (except employees who are employed as temporary or contract employees are liable under the Act effective from 1 June 2013)
- Domestic servants
- Spouse of a sole proprietor or partners
- Foreign workers (since 1 April 1993)
Source: Social security Organisation (SOCSO) – www.perkeso.gov.my
Human Resources Development Fund (HRDF)
The Human Resource Development Fund (HRDF) operates on the basis of a levy/grant system. Employers who have paid the Human Resources Development levy will qualify for training grants from the HRDF to defray or subsidise training costs for their Malaysian employees.
Companies from Manufacturing and Mining and Quarrying* sectors covered under the Pembangunan Sumber Manusia Berhad Act, 2001 are as follows:
|Categories of Employers||Rate of Levy Contributions|
|Employers with 50 Malaysian employees and above||1% of employees’ monthly wages|
|Employers with 10 to 49 Malaysian employees with a paid up capital of RM2.5 million and above||1% of employees’ monthly wages|
|Employers with 10 to 49 Malaysian employees with a paid up capital of less than RM2.5 million are given the option to register with HRDF||0.5% of employees’ monthly wages|
*Effective from 1 June 2014, the coverage under the Pembangunan Sumber Manusia Berhad Act, 2001 has been extended to cover sub-sectors under the Mining and Quarrying Sector that comprises companies with the business activities of petroleum and gas extraction and mineral and stone quarrying.
Source: Pembangunan Sumber Manusia Berhad (PSMB) – www.hrdf.com.my
General DOs & DON’Ts for EPF/SOCSO/HRDF contributions and Monthly Tax Deductions (MTD) submissions
- Must pay by 15th of the following month or immediate preceding day if it falls on a weekend or Public Holiday.
- Advisable to include a reasonable time frame for cheque/payment clearance. Otherwise any subsequent payments after the deadline due to payment(s) returned will subject to late payment penalty.
Summary of Employment Laws in Malaysia
EMPLOYMENT ACT, 1955
The Employment Act, 1955 is the main legislation on labour matters in Malaysia.
The Employment Act provides minimum terms and conditions (mostly of monetary value) to certain category of workers :-
- Any employee as long as his month wages is less than RM2000.00 and
- Any employee employed in manual work including artisan, apprentice, transport operator, supervisors or overseers of manual workers, persons employed on vessels and even domestic servants are classified as employees even if their wages is more than RM2000.00 per month.
|Paid maternity leave||:||60 days|
|Normal work hours||:||Not exceeding eight hours in one day or 48 hours in one week|
|Paid holiday||:||At least 11 gazetted public holidays ( inclusive of five compulsory public holidays; National Day, Birthday of the Yang Dipertuan Agong, Birthday of Ruler/Federal Territory Day, Labour Day and Malaysia day) in one calendar year and on any day declared as a public holiday under section 8 of the Holiday Act 1951|
|Paid annual leave for employees:|
|Less than two years of service||:||8 days|
|Two or more but less than five years of service||:||12 days|
|Over five years of service||:||16 days|
*Minimum paid annual leave to be provided for employees
|Paid sick leave per calendar year:|
|Less than two years of service||:||14 days|
|Two or more but less than five years of service||:||18 days|
|Over five years of service||:||22 days|
|Where hospitalisation is necessary||:||Up to 60 days (inclusive of the paid sick leave entitlement stated above)|
*Minimum paid sick leave to be provided for employees
|Payment for overtime work:|
|Normal working days||:||One-and-a-half times the hourly rate of pay|
|Rest days||:||Two times the hourly rate of pay|
|Public holidays||:||Three times the hourly rate of pay|
Source: Ministry of Human Resources – www.mohr.gov.my
Children and Young persons (Employment) Act 1966
- To prevent the exploitation of child labor
- Under 14 years – only light work in family’s business
- 14-16 years – In light work that does not involve the use of machinery
- A maximum of 7 hours per day
- Only able to work between 8am – 6pm
Employment (Restriction) Act 1968
- Non-Malaysian citizens are required to obtain a valid work permit before they can be employed locally.
- Working without a valid work permit is strictly illegally under the Immigration Act 1966.
Occupational Safety and Health Act 1994
- This Act which provides the legislative framework to secure the safety, health and welfare among all Malaysian workforce and to protect others against risks to safety or health in connection with the activities of persons at work.
- Section 15 outlines the duties of the employer includes maintenance of plant and systems that are safe and without risk to health, provides information, instruction, training and supervision to ensure the safety and the health at work.
- Section 16 requires the employer to formulate safety and health policy at the workplace and regularly revise the policies to align the policies with changes and best practices in the business world.
- Safety and Health Policy is to demonstrate the company’s commitment and concern to ensure safety and health at place of work. Issues on safety and health stated in the policy must be taken into account.
Please refer to Department of Occupational Safety and Health for further details
Factories and Machinery Act 1967
- Gives protection in terms of health and safety for all workers working in factories regardless of sex
- The jurisdiction of the act covers all factories
Minimum Wages Order 2016
- Minimum wage has been implemented in 2013 and has been closely observed thereafter.
- Minimum wages is basic wages, excluding any allowances or other payments.
|MINIMUM WAGES RATE (as per Minimum Wages Order 2016)|
|Number of days worked in a week|
|Sabah, Sarawak and Labuan||RM920||RM4.42||RM35.38||RM42.46||RM53.08|
- The Minimum Wages Policy also applies to employees who are paid on piece-rates, tonnage, trip- or commission-based. Employers are required to supplement the wages of these employees if their income does not meet RM1,000 per month for Peninsular Malaysia and RM920 for Sabah, Sarawak and Labuan.
Minimum Retirement Age Act 2012
- The minimum retirement age increased from 55 to 60 for civil servants and the private sector employees in Malaysia.
- The act doesn’t prevent employees from choosing to retire early if the contract of service or collective agreement permits earlier retirement.
- The new law will impose a fine of 10,000 ringgits on any employer found guilty of requiring an employee to retire prior to age 60. However, the legislation does not prevent employees from choosing to retire earlier than age 60 if the service contract or collective agreement that applies to their job permits an earlier retirement date
Workman’s Compensation Act 1952
- Enforced by the Labour Department
- Only foreign workers are covered under this Act in respect of compensation for employment injury as well as non-employment injury vide Workmen’s Compensation (Foreign Worker’s Scheme) (Insurance) Order 199
- To provide compensation to workers who have accidents at work or who contract employment-related diseases.
- Encompass: • Foreign workers earning RM 900 per month
- Employers must take out an insurance policy to cover liability under the act.
- What Should Be Done If A Worker Is Involved in an Accident
- Each worker involved in an accident must inform the employer within 7 days from the date of such accident except in the even of fatal accident.
- An employer must notify the nearest Department of Labour from the place of accident in writing. Such notice must be submitted within 10 days from the date of accident.
- An employer shall ensure that all information is with full details and supporting documents are enclosed such as medical certificate or death certificate.
- An employer must ensure that compensation settlement as determined by the Department of Labour are paid direct to the injured worker by depositing such payment to the Department of Labour as directed.
- However, compensation settlement cannot be paid direct to the wife, children or dependants, but to be deposited to the Department of Labour concerned. • Failure to notify the Department of Labour in the event of an accident is an offence and the employer shall be liable, on conviction to a fine of RM5,000 for the first offence and RM10,000 for the second offence.
Tax Planning for Individual Income Tax in Malaysia
Individual Tax Planning for 2016 – How to Save More Taxes
Individual Tax Planning for 2016 should be completed before 31 December 2016. This is important to estimate your income taxes for 2016, qualify for the right tax deductions, and ultimately to reduce your taxable income and pay less taxes.
It’s TOO LATE to wait until end of the year. Plan ahead in order to save more taxes. Here are key steps you can take before the end of the year to lower your 2016 tax bill.
1. Estimate Your Taxes
Start with estimation of your taxable income for year 2016, know your effective tax rate and plan for your tax bills for year 2016.
SME (Company/LLP with paid up capital less than RM2.5 million), the income tax rate will be 19% for the first RM500,000 chargeable income. If your individual’s effective tax rate is higher than 19%, it will be more tax efficient to tax the business income under Company/LLP.
On the other hand, if your individual’s effective tax rate is lower than 19%, you may want to swift the business income to be taxed under individual through payment of directors’ fees, remuneration and etc. (subject to tax deductibility rules under Income Tax Act)
2. Maximization of Tax Deductions
Tax deductions reduce your taxable income. Your total deductions are subtracted from your taxable income in order to determine your total taxable income for the year. Make full use of the available tax reliefs will save you more taxes.
Below are the common tax deductions for resident individual which includes approved donations / gifts and tax reliefs. Please click for complete lists for reliefs, tax deductions and rebates
Medical Check-Up RM500
Get a full medical examination for yourself, spouse or child and you will be entitled for a tax relief up to RM500
PURCHASE OF BOOKS/MAGAZINES – RM1,000
exclude newspapers or banned reading materials
EDUCATION FEES (SELF) – RM7,000
any course of study up to tertiary level in any approved institution in Malaysia:
(i) up to tertiary level (other than a degree at Masters or Doctorate level), for the purpose of acquiring law, accounting, Islamic financing, technical, vocational, industrial, scientific or technological skills or qualifications; or (ii) any course of study for a degree at Masters or Doctorate level.
PURCHASE OF PERSONAL COMPUTER FOR INDIVIDUAL – RM3,000
This qualification does not cover the purchase of equipment which is capable of computer operating functions such as tablet and mobile phones. The deduction is allowable only once in every 3 years.
NET DEPOSIT IN SKIM SIMPANAN PENDIDIKAN NASIONAL (SSPN) – RM6,000
Skim Simpanan Pendidikan Nasional (SSPN-i) is a savings scheme or instrument specially designed by the Perbadanan Tabung Pendidikan Tinggi Nasional (PTPTN) for higher education. Tax relief is given on amount deposited in SSPN by an individual for his children’s education is deductible up to a maximum of RM6,000 (with effect from the year of assessment 2012 to 2017). The allowable deduction is limited to the net amount deposited in that basis year only.
PURCHASE OF SPORTS EQUIPMENT – RM300
Sports equipment includes equipment with short lifespan e.g. golf balls and shuttlecocks but excluding sports attire, e.g. swimsuits and sports shoes.
PRIVATE RETIREMENT SCHEME AND DEFERRED ANNUITY – RM3,000
Private Retirement Scheme (PRS) is a voluntary long-term investment scheme designed to help individuals accumulate savings for retirement.
In addition, Malaysia government giving PRS youth incentive of RM500 to contributors who participate in the PRS scheme with accumulated a minimum gross contribution amount of RM1,000 within a year. This incentive will be made available for a period of 5 years from 2014 to 2018.
EDUCATION AND MEDICAL INSURANCE – RM3,000
insurance premiums in respect of education or medical benefits for an individual, husband, wife, or child
3. Increase your EPF Contribution
The employer’s portion of EPF will not be subject to personal income tax for the employee (regardless of any % contributed by the employer).
However, from the employer’s perspective, tax deduction can only be claimed up to 19% for the employer’s tax purposes.
A company contributes 25% of employer’s EPF to the employee.
The 25% EPF contribution is an expenses of the company. However, the company can only claims 19% as deductible expenses for corporate income tax reporting. The remaining 6% is non-deductible expenses.
No impact on the employee. The employee will still be subjected to personal income tax on his gross salary (exclude the employer’s EPF portion).
Most of the companies in Malaysia that contribute additional EPF to the employee will not contribute more than 19% as there is no tax benefit for the Company.
4. Restructure your Remuneration Package
Housing Accommodation (unfurnished)
– employee or service director – Lower of 30% of cash remuneration * or defined value of accommodation
– directors of controlled companies – Defined value of accommodation
Petrol card/petrol or travel allowances and toll rates
Total amount paid by employer. Exemption up to RM6,000 per annum if the allowances/perquisites are for official duties**
Childcare subsidies /allowances
Total amount paid by employer. Exemption up to RM2,400 per annum**
Interest on loan subsidies
Loans totalling RM300,000 for housing/passenger motor vehicles and education**
** Exemptions are not extended to directors of controlled companies, sole proprietors and partnerships.
5. Keep Documents and Records
All supporting documents and records to your Tax Returns (e.g. insurance premium receipts, parents’ medical bills and dividend vouchers) need to be kept for 7 years.
For receipts or bills that are less inky, do make a photocopy. Alternatively, scan and keep the electronic copy for easy retrieval later.
6. Get Professional Help
Consider hiring a qualified tax consultant through Career88 to help you plan and prepare taxes effectively. We could help you to lawfully maximize deductions and reliefs that are specific to your situation could bring significant savings in the long run.
Should you have any questions about Individual Tax Planning, please email us at email@example.com for a no-obligation consultation.
Requirement to Apply for Expatriate Posts
(For further details, please refer to Immigration Department of Malaysia)
The minimum requirements to apply for expatriate posts are as follows:
- Degree with at least 3 years ‘experience in the relevant field; and/or
- Diploma with at least 5 years ‘experience in the relevant field; and/or
- Technical Certificate or equivalent, with at least 7 years ‘experience in the relevant field.
- Must be appointed as a Director of the company AND / OR holds a key position in the company
Employment Pass (Category I)
- Applicant must earn a basic salary of minimum RM5,000 per month; AND
- Applicant must have an employment contract valid for a minimum of 24 months
- Allows the holder to be employed in West Malaysia by the hiring company
- Spouse and children under 18 years old of Employment Pass holder are eligible for Dependant Pass (refer to page 21)
- Children over 18 years old and unmarried are eligible for Social Visit Pass (Long Term) (refer to page 22)
- Parents / Parents-in-law are eligible for Social Visit Pass (Long Term) (refer to page 22)
- Eligible to hire foreign maid(s) (refer to page 23)
- Renewal of the pass can be considered depending on the requirements
Employment Pass (Category II)
- Applicant must earn a basic salary of minimum RM5,000 per month; AND Applicant has an employment contact valid for less than 24 months
- Allows the holder to be employed in West Malaysia by the hiring company
- Spouse and children under 18 years old of Employment Pass holder are eligible for a Dependent Pass (refer to page 21)*
- Children over 18 years old and unmarried are eligible for Social Visit Pass (Long Term) (refer to page 22)*
- Parents/Parents-in-law are eligible for Long Term Social Visit Pass (refer to page 22)*
- Eligible to hire foreign maid(s) (refer to page 23)
- Renewal of the pass can be considered depending on the requirements
Employment Pass (Category III)
- Applicant earns a basic salary between RM2,500 to RM4,999; AND
- Applicant’s employment contract must not exceed 12 months
- Allows the holder to be employed in West Malaysia under the hiring company;
- Not allowed to bring dependents;
- Not eligible to hire foreign maid
- Can be renewed for maximum two (2) times, subject to review
- It is mandatory for Employment Pass (Category III) successful applications to obtain
- Visa with Reference for entry into the country (only applicable for countries requiring visa)
Dependant Pass (DP)
- Legal spouse of Employment Pass holder; OR
- Children below 18 years old of Employment Pass holder
- Allows the holder to stay in West Malaysia
- Employment not allowed and requires conversion to Employment Pass
- For social and welfare purposes, the holder may request for special permission to undertake activities from the Immigration Department of Malaysia
Social Visit Pass (Long Term)
- Children above 18 years old and unmarried of Employment Pass holder; OR
- Parents & Parents-in-law of Employment Pass holder; OR
- Common law spouse (only applicable to heterosexual relationship) of Employment Pass holder can be considered
- Allows the holder to stay in the country
- Strong sales skills — if you haven’t figured it out by now, recruiting is sales. If you disagree, you are in the wrong business. Not only do recruiters need to sell their clients (internal or external), but they need to sell candidates on opportunities and be able to articulate why company X is an employer of choice and why a particular opportunity is not just a great opportunity, but how it is the opportunity of a lifetime.
- Ability to cultivate and build relationships — anyone can pull a name out of a database and place a call. It’s another thing to actually cultivate and build relationships with the candidates we recruit. Perhaps knowing a little about what makes them tick, what their hobbies are, engaging in a conversation rather than just following a script, etc. Social media, smart phones, and other communication platforms have built bridges straight into our personal lives. By creating a more open, friendly, and communicative relationship with candidates, the candidate experience will increase, making the recruiter and company stand out professionally and as an employer of choice.
- Hunter’s mentality — there are so many ways to source for talent these days. There is an abundance of sites, networks, tools, and platforms all built in some fashion to make a recruiter’s life easier. But it is how each recruiter uses these tools that will make the difference. It all starts with the mentality of the individual. Recruiters are big-game hunters, and having the mindset to hunt and be relentless until the hunt is done is a priceless skill set. If a recruiter is going to sit at a desk, log in to Monster and keyword search all day — that is not the hunter mentality you want. You want someone who will use cold calling, social media, searches, networks, etc. in order to find the strongest and most-qualified individuals.
- Big-picture thinking — simply focusing on single searches each day is great, but having the ability to see how candidates can fit into an organization, the potential value they can bring, or even knowing where a superstar candidate could fit in, even if there is no immediate position available, is invaluable. Moreover, keeping an eye on future tools, technology, and best practices and knowing what is coming down the pipeline will keep your company well versed and competitive in a tough talent market.
- Strong follow-up skills — probably the #1 topic that irks me the most about recruiters – follow-up skills. How hard is it to return a call or an email — I will tell you that it is not hard at all nor does it take a severe amount of time to update a candidate, hiring manager, co-worker, etc. on events. I have heard all the horror stories of a recruiter (agency or corporate alike) calling someone frantically, building them up and setting them up to interview, only to never reach back out to the candidate again. All that does is breed negativity and it is not part of the relationship-building process what so ever.
- Listening — anyone else ever had the recruiter-talk-your-ear-off presentation about how great they are, the database they have access to, successful placements, etc.? Recruiters need to listen first and talk second. Recruiters must possess the uncanny ability to listen and take a proper job order. Too many recruiters run their traps to no end. It’s annoying.
- Consultative in nature — recruiting is a science and there are methods and processes. The majority of hiring managers need to be consulted on these procedures and processes in order to build long-term success and proper process flow. Good recruiters have the ability to advise and push back on their clients if need be. A good recruiter will act as a trusted advisor for their clients, and in return, clients will respect and act on given advice.
- Personable and approachable — how many times do candidates call or meet a recruiter at a career fair and they are nervous on the other line or on the other side of the table. I love taking an approach opposite that which a majority of other recruiters take. I answer my phone calls and return emails. People will call me and are surprised that I even answered my phone. They are even more surprised that I am in a good mood, ask them how they are doing, thank them for their call, and take one minute of my time to let them introduce themselves and follow up with me. My mother always told me that I could catch more bees with honey than I can with vinegar.
The MoU, which was signed by the Viet Nam General Confederation of Labour and the Malaysian Trade Union Congress in Ha Noi, covers the facilitation of dialogues to speed up the approval of conventions by the International Labour Organisation, policymaking, and addressing issues related to labour hygiene and safety, especially in labour-intensive and toxic-exposure sectors.
Traditionally, Vietnamese workers have been facing difficulties such as illegal recruitment, high living expenses, delays of or deductions from salaries and labour exploitation.
Over the past decade, Viet Nam has sent more than 220,000 labourers to Malaysia, with an average of 12,000 low-skilled workers each year. Nearly 80,000 Vietnamese people are currently employed in 12 out of Malaysia’s 13 states, primarily in manufacturing, engineering, garments and construction.
Both countries had signed an MoU on recruiting Vietnamese workers in Malaysia in December 2003.
news source & image credits vietnamnews.vn
Read more at HR NEWS IN ASIA
Khazanah Nasional Bhd has agreed to retrench Malaysia Airlines (MAS) employees in accordance with the collective agreement (CA), which include a 1.5-month salary in lieu of every year of service and not less, MAS Employees Union (Maseu) said.
MASEU executive secretary Mohd Jabarullah Abdul Kadir said the outcome of yesterday’s last-minute meeting called by Khazanah, the owner of MAS, had been finalised in accordance with the terms sought by the unions.
“The most crucial thing is that the employees will get what had been promised under the CA. That’s important,” he said.
Jabarullah said that the union was concerned over employees who would be laid off, but were still willing to work as they have responsibilities on their shoulders.
“I just wish that they are taken to be retrained so that they can be employed elsewhere.”
Between 6,000 and 8,000 of MAS employees out of about 20,000 will be laid off by Khazanah over the next one year as part of its RM6 billion plan to restructure the airline.
Read more at http://www.hrinasia.com/hr-news/mas-staff-to-be-retrenched-according-to-ca-rules-says-union/
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