BACHELOR OF BUSINESS ADMINISTRATION (HONS) HUMAN RESOURCE

MANAGEMENT (BA243)
HRM554 – TALENT RECRUITMENT AND SELECTION

CURRENT ISSUE REPORT

PREPARED BY:

Student Name Student ID

MOHD ROZI BIN AMBRAN 2021945013
SHARIF RASIDI BIN SHARIF OTHMAN 2021962143
IQMAL HAKEEM BIN PELATOMAN 2021703655
JUDITH BINTI JIUM 2021950319
SALMAH BINTI HJ. JUNGGAL 2021378137

PREPARED FOR:
AG BAKAR BIN AG TATAM

DATE OF SUBMISSION: 20 MAY 2023

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Contents

1: ACKNOWLEDGEMENT.......................................................................................................................3
2: INTRODUCTION...................................................................................................................................4
3: ISSUE : MALAYSIA’S LABOUR MARKET STILL LACKS SKILLED TALENT DESPITE
IMPROVED SKILLS RELEVANCY ..........5
4: SOLUTION FOR THE ISSUE...............................................................................................................6
5: CONCLUSION......................................................................................................................................8
14: REFERENCES....................................................................................................................................9

1: ACKNOWLEDGEMENT

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 We would like to start by expressing our gratitude to our lecturer, Sir Ag Bakar bin Ag Tatam, for
his perseverance, helpful assistance, encouragement, and remarks throughout our entire
studies as well as in finishing this assignment. Without his leadership and assistance, these
studies would not have taken place. Throughout the many stages of this job, he has served as
our source of original thought and inspiration.
We appreciate the effort, creative ideas, and supportive words that our team has been making.
We also want to express our gratitude to our family and friends for their ongoing support and
prayers as we completed our degree program. Many thanks.

2: INTRODUCTION

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 In order to achieve the strategic goals and objectives of the firm, recruitment and
selection is a crucial HRM function. It is a method for locating, vetting, shortlisting, and choosing
suitably competent candidates for open positions. Every industry, nation, and region are
impacted by the skills shortage, which is an international problem. Contributing issues include
stagnant wages, supply and demand, unhelpful government policies, a failing educational
system, and a complete refusal to change the way business is conducted. These factors all
contribute to the global talent shortage.

Both professional and unskilled occupations are challenging for businesses to fill. Most
businesses lament the lack of qualified candidates and their quality. Some claim that candidates
lack the necessary professional skills. Their wage expectations are out of line with the work they
are expected to complete, and they don't supply even the barest amount of information on the
industry they are applying for. Lack of experience, communication, and communication skills
dominate the rest of the picture.

Allocating a sizable budget for recruitment activities might be difficult because human resources
is not a business function that generates income. Since it affects how a company advertises job
opportunities and if they can visit colleges to entice recent graduates, money plays a part in the
HR selection process. Budgetary restrictions may also have an impact on whether a traditional
paper application process or an applicant-tracking system is utilised to handle the hiring and
selection process. Small businesses with limited funds and resources may rely on the most
straightforward methods when it comes to hiring and recruiting personnel.

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3: ISSUE : MALAYSIA’S LABOUR MARKET STILL LACKS SKILLED TALENT DESPITE
IMPROVED SKILLS RELEVANCY

In Malaysia, 44% of respondents have seen their skills become more relevant during the
pandemic. By extension of their improving skills relevancy and capabilities, 51% of
respondents got promoted during the pandemic. However, 14% of all respondents got
promoted but did not receive a pay raise. Randstad - the world’s leading human resources
solutions agency - today released the results of their H2 2021 Workmonitor survey in
Malaysia. The bi-annual survey highlights the workforce’s latest sentiments and perceptions
of the local labour market. Consequently, 23% of respondents have seen their ability to earn
an income improve. However, 21% of respondents have reported a decline in their ability to
earn an income.

In Malaysia, 44% of respondents have seen their skills become more relevant during the
pandemic. By extension of their improving skills relevancy and capabilities, 51% of
respondents got promoted during the pandemic. However, 14% of all respondents got
promoted but did not receive a pay raise. Randstad - the world’s leading human resources
solutions agency - today released the results of their H2 2021 Workmonitor survey in
Malaysia. The bi-annual survey highlights the workforce’s latest sentiments and perceptions
of the local labour market. Consequently, 23% of respondents have seen their ability to earn
an income improve. However, 21% of respondents have reported a decline in their ability to
earn an income.

Malaysia faces a widening skills gap

Despite the rising employment rate, Malaysia remains a candidate-short market. Many
industries are facing hiring challenges due to the mismatch between the digital growth
ambitions of companies and the shortage of qualified talent to fulfil those goals. Even as the
workforce has become increasingly well-educated and more people are re-entering the job
search market, candidates simply lack the specific expertise to bridge the skills gap in
Malaysia.

The pandemic has also further worsened the issue of under-employment. Despite an
increasingly well-educated workforce in recent years, there remains an undersupply of high-
skilled jobs which causes people to settle in jobs that they are overqualified for. As the

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 country pushes forward to become a highly-connected and digital-first nation, there is a
critical need to upskill the entire workforce so that more people are qualified for the high-
value jobs that companies are offering now.

The great resignation: 39% of respondents changed jobs in the past 6 months

The survey data indicated that “The Great Resignation” wave could be sweeping throughout
Malaysia. 38.6% of respondents reported that they have switched employers in the last 6
months, a 8.3% increase from the previous 6 months. As for the factors driving their career
choices, 51% of respondents value career growth opportunities, 37% value opportunities to
gain more long-term marketable skills and 30% value working for a fast-growing company.
73% of respondents would consider a job offered by a company outside of Malaysia if they
can perform the job locally. This is the highest in the region, with Singapore, Mainland China
and Hong Kong SAR trailing at 69%, 60% and 65% respectively.

4: SOLUTION FOR THE ISSUE

There are many ways to deal with Malaysia's lack of skilled talent despite improved skills
relevancy. It is advisable to look internally for talent to address the talent shortfall. In-house
recruiters are far more forthcoming with hiring managers and candidates since they work to
match candidates with the right credentials with the company's objectives. Their objective is
to identify talented candidates who fit well with the position, the team, and the organisation
as a whole. They will be focusing on the organization's long-term objectives and working to
minimise personnel turnover while filling a number of positions.

The following step is to modify your hiring standards. Specify what you need. beginning with
the appropriate staff. Setting the hiring process's objective is to evaluate candidates outside
of the interviewing process by getting to know the real culture of the company. Be prepared
to alter the hiring process in accordance with how you present the needs and method if
things don't work out. Be ready to teach the best candidate new skills because the "ideal"
applicant might not exist. You must control the hiring process and look for intelligent
candidates who will fit your workplace's culture.

Flexible scheduling is a fantastic way to draw in qualified candidates without having to invest
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 any money. Simple, cost-effective perks like meals, gym memberships, and even rewards
cards for travel and business expenses will go a long way towards drawing in and keeping
top staff.

Use technology, last but not least. By using recruitment technologies rather of going through
and browsing through applicant applications, you might save hours each day. Now, this time
would be better used on other goals, including managing onboarding initiatives or holding an
interview with the applicants themselves. Companies who don't embrace big data in their
hiring process will quickly lag behind their rivals.

Malaysian respondents recognise the need to upskill and want employers to help facilitate
their career growth and development.

There is general awareness within workers that there is a need to upskill. 89% of
respondents said that the changes in the job market that have occurred or are anticipated to
come have made them realise that they need more training and development to stay
relevant.

In an effort to position the country as an attractive business destination, the Malaysian

government plans to attract more foreign direct investments and drive more cohesive
private-public collaborations in the economic ecosystem. While these efforts will create more
jobs for the local workforce, upskilling and re-skilling of employees and undergraduates need
to keep up with the business demands to be able to continue attracting new investments.

More than 9 in 10 Malaysian respondents want their employers or the government to provide
skills assessment tests so that they know what skills to obtain to stay employable.

Even with an earnest willingness to upskill, many employees are overwhelmed by deadlines
and the sheer amount of work on a regular day. Therefore, employers need to develop an
actionable long-term workforce upskilling strategy that aims to let employees know the
specific skills that they need to acquire to advance their careers and provide them with
resources to help meet their professional goals. Learning and development teams can also
develop and conduct training programmes and quiz their employees’ knowledge using online
platforms. This would help their employees become more familiar with the digital learning
environment and give them more autonomy to learn at their own time.

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5: CONCLUSION

The recruitment and selection process used by a corporation is the finest strategy to achieve
commercial success. Finding potential employees and encouraging them to apply for jobs within
a firm is the process of recruitment. The finest candidate for the position must be chosen at the
proper time and place this is what selection entails. Every business must acknowledge the
problem and be prepared to solve it. No matter how challenging it is, they must get through it.
The success of the organisation depends on effective hiring and selecting practises. They are
having trouble attracting and employing the right employees across all industries and
employment levels, just like the problem we described.

About 44 percents people, including employers and job seekers from a range of industries,
participated in the study and provided the data from 11 Asian countries and markets. The
purpose of the study is to gain a better knowledge of the needs, desires, and expectations of
employers and applicants in Asia. Similar to Singapore, Malaysia has seen a rise in the demand
for expertise in the professional services, technology, internet, and telecommunications sectors.

Every issue has a solution of its own. Same applies to this problem. Employers now need to
consider and implement the option we offered. Success depends on a variety of factors,
including planning, careful implementation, review, and assessment. By using more efficient
techniques for recruiting candidates and choosing the finest and brightest, you may better
satisfy the demands of your organisation for human resources.

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14: REFERENCES

Five recruitment strategies to manage talent shortages. (n.d.). Robert Walters.

Retrieved June 13, 2021, from

https://www.robertwalters.be/hiring/hiring-advice/five-recruitment-strategies-to-mana

ge-talent-shortages.html

Malaysia’s labour market still lacks skilled talent despite improved skills relevancy.

February 28, 2022,

https://www.randstad.com.my/hr-trends/workforce-trends/malaysia-labour-market-

lacks-skilled-talent-despite-skills-relevancy/

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