MALAYSIA Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. There was also active recruitment within commercial firms for finance, accounting and IT professionals, as well as sales and marketing specialists. It was a particularly good year for recruitment within insurance. Positions opened up in both life and general insurance and we saw increased demand for candidates to fill claims, operations and actuarial roles. In the banking sector, a general tightening of regulations drove requests for compliance, risk and legal specialists.
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MALAYSIARecruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. There was also active recruitment within commercial firms for finance, accounting and IT professionals, as well as sales and marketing specialists.
It was a particularly good year for recruitment within insurance. Positions opened up in both life and general insurance and we saw increased demand for candidates to fill claims, operations and actuarial roles. In the banking sector, a general tightening of regulations drove requests for compliance, risk and legal specialists.
The Malaysian Government’s
Foreign Direct Investments (FDI) initiative continued in 2014, accelerating the development of shared service centres to meet the needs of
foreign businesses looking to offshore key functions. Given the comparatively low infrastructure setup costs, multinational companies still regarded Malaysia as a prime market for exploring shared service opportunities – a trend we expect to continue in 2015.
The pharmaceutical sector was another busy area in 2014, with foreign companies expanding operations in Malaysia with a view to building a regional presence. We saw a range of new job opportunities and hiring activity showed no sign of slowing down.
With high demand for candidates in key areas, hiring managers faced stiff competition in attracting talent, especially those sought-after by other industry players and competitors. One of the Malaysian Government’s TalentCorp initiatives is to attract local talent working overseas under the Returning Expert Program. This will open up the talent pool, giving organisations access to these experienced professionals.
Skills gaps were also apparent in niche areas, such as risk and compliance, while compensation and benefits specialists, as well as branding and marketing managers, were in high demand. As a result, some companies opened up their selection criteria, focusing
instead on hiring candidates who could be trained and developed.
For hiring managers looking to recruit and retain top-tier talent, providing career development opportunities will be vital in 2015. For senior professionals in particular, executive management programs and overseas opportunities will be important retention tools. At the lower to mid-level however, employees are more likely to choose monetary benefits over career development as a key motivating factor when moving jobs. Managers are advised not to delay making hiring decisions when they have identified the right candidates, in order not to lose top talent. This is especially vital in Malaysia’s candidate-short employment market.
With the scarcity of domestic talent, job movers will expect at least 10-20% salary increments, although companies may well need to pay more to secure the highest-calibre individuals. As demand outstrips supply, candidates are likely to receive counter-offers from their employers, driving salaries up further.
MALAYSIACOUNTRY OVERVIEW
With the scarcity of domestic talent, active job movers will expect at least 10-20% salary increments, although companies may well need to pay more to secure high-calibre individuals.
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KUALA LUMPUR ACCOUNTING & FINANCE
Robert Walters Global Salary Survey 2015405
Accounting and finance recruitment wasactive in 2014 with strong competition forcandidates. One key reason was the launchof the Malaysian government’s MRT project,which led to more job opportunities in boththe government and private sector. Theseincluded roles for project accountants andanalysts as well as positions within corporatestrategy and corporate finance divisions.
At the junior end of the market, employerssought quality accounting professionals withup to four years’ work experience as sharedservices centers (SSC) in Malaysia continuedto expand their operations. At the mid tosenior level, the market saw Malaysiansreturning from overseas to enter the financesector. We expect this trend to continue in2015, especially as more TalentCorp initiativesare put into action.
In general, 2015 should be a buoyant year foraccounting and finance recruitment as
Malaysia continues to be the chosen locationfor regional offices and the governmentcontinues to boost the economy with publicprojects. More specifically, tax professionalswith experience in Goods and Services Tax(GST) will continue to be in demand. However,as these candidates are scarce, employerswill either have to hire candidates with strongbackgrounds in corporate tax or considercandidates from neighbouring countries.
It is worth bearing in mind that finance andaccounting professionals are now entering theworkforce at an earlier age, generally havinggained their professional qualifications at thefirst attempt. Hiring managers will thereforeneed to strike a delicate balance betweenbeing cost-conscious and meeting the salaryexpectations of these junior candidates.
In general, salaries for finance and accountingprofessionals increased steadily in 2014.However, tax professionals with GST
experience commanded a premium, a trendthat will continue in 2015. Nevertheless, theannual salary raise or bonus is no longer thestrongest enticement for a job. Increasingly,candidates are looking at other benefits suchas flexible working hours, regional exposureand training.
KEY TRENDSTraining and development opportunities will be a key attraction tool foremployers.
The economy is expected to grow with continued investment in publicprojects driving demand for project accountants and analysts.
Tax professionals experienced in GST and Transfer Pricing will be in highdemand but challenging to source and companies are likely to look abroadfor suitable candidates.
Financial Controller - SME 180 - 220k+ 180 - 240k+
Corporate Finance Manager 140 - 210k+ 120 - 216k+
Senior Finance Manager 120 - 192k 144 - 240k
FP&A Manager 120 - 216k+ 120 - 216k+
Finance Manager/Team Lead 102 - 156k 108 - 180k
Accounting & Taxation
Tax Manager 145 - 216k+ 145 - 216k+
Credit Controller 96 - 144k+ 96 - 168k+
Senior Tax Accountant 90 - 108k+ 96 - 120k
Cost Controller 84 - 168k+ 96 - 168k+
Cost Accountant 60 - 102k+ 60 - 102k+
Accountant 60 - 96k 60 - 108k
AP/AR Analyst 54 - 96k 54 - 96k
Tax Accountant 54 - 90k 54 - 90k
Analyst
Senior Financial Analyst 85 - 120k 85 - 120k
Senior Business Analyst 85 - 120k 85 - 120k
Business Analyst 60 - 96k 60 - 96k
Financial Analyst 54 - 96k 54 - 96k
Auditing
Internal Auditor - Director 252 - 300k+ 252 - 300k+
Internal Auditor - Manager 96 - 144k 96 - 144k
External Auditor - SM/Manager 82k+ 84k+
External Auditor 28 - 82k 30 - 84k+
Treasury
Treasury Manager 150 - 192k+ 150 - 192k+
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR BANKING & FINANCIAL SERVICES FRONT OFFICE
Robert Walters Global Salary Survey 2015407
Recruitment across the front office wasdominated by replacement hiring in 2014,particularly at the mid to senior level.However, demand still outstripped supply,creating a candidate-led market - a patternlikely to continue in 2015. Relationshipmanagers were recruited at all senioritylevels and we also saw ongoing demand fortreasury sales specialists.
The most noticeable trend was a slowdownin investment banking activity following overallslow growth in investments within the regionand anticipation of an impending mega-merger between three banks in Malaysia.
In 2015, Malaysian banks will continue tofocus on expanding domestic Islamic bankingand we anticipate strong recruitment in thisarea - particularly for Islamic debt securities,client coverage and consumer productspecialists. Demand will also increase forsenior commercial relationship managers
with a minimum of five years’ experience andstrong Malaysian networks. Senior consumerbanking relationship managers will also be akey hiring priority. In addition, we anticipatecontinued demand for wealth management,cash management and transaction bankingproduct specialists - all of whom will be inshort supply. The treasury market will alsocontinue to improve in 2015, which willgenerate recruitment of treasury sales, FX andbond traders.
Across investment banking, we will seefirms struggle to source mid-level corporatefinance professionals with at least four years’experience. In addition, investment bankerswith regional experience will be sought-afteras banks continue to expand their presenceoutside of Malaysia.
In 2014, salaries increased by 20-25% forjob-movers and we expect this to continue in2015. Offering competitive salaries will be
crucial in securing talented professionals -in investment banking we expect salaries toincrease by 30% for professionals switchingjobs.
To attract the best candidates, hiringmanagers are advised to implement swiftrecruitment processes and offer trainingand development opportunities. To counterthe shortage of wealth managementprofessionals, hiring managers may wantto consider candidates from a non-wealthbackground with strong developmentpotential.
KEY TRENDSIn 2014, demand for skilled professionals outweighed supply, leading to acandidate-driven market.
In 2015, Malaysian banks will continue to focus on expanding domesticIslamic banking and we anticipate strong recruitment in this area.
We saw a slowdown in investment banking activity, in anticipation of animpending mega-merger between three banks.
We anticipate continued demand for wealth management, cashmanagement and transaction banking product specialists - who will be inshort supply.
“We expect salarieswill continueincreasing by 20-25%in 2015 forjob-movers – risingto 30% in investmentbanking forprofessionalsswitching jobs.
KUALA LUMPUR BANKING & FINANCIAL SERVICES FRONT OFFICE
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR BANKING & FINANCIAL SERVICES MIDDLE & BACK OFFICE
Robert Walters Global Salary Survey 2015409
As financial institutions competed for greatermarket share in 2014, we saw healthy levelsof recruitment across a number of areas. Inexpectation of increasing regulatory scrutiny,risk professionals were a key hiring priority,with particular demand for operational risk,as well as market and credit risk modellingprofessionals.
As companies sought to be more strategic intheir approach to cost and productivity, moreregional banking and insurance operationswere moved to Malaysia. This generateddemand for mid-level and senior managersable to lead migration projects and managedaily operations.
The Central Bank’s 2016 de-tarifficationdirective increased actuarial recruitment, ascompanies sought to position themselvescompetitively in advance of the free market.Demand was also fuelled by the requirementof each insurance company to appoint anactuary by 2016.
In addition to actuaries, employers willcontinue to hire across risk and audit in2015, with emphasis on mid and senior-level professionals - particularly within creditrisk modelling, treasury market risk, tradedcredit and operational risk. Shared servicescentres will focus recruitment on candidateswith strong product knowledge - particularlyof derivatives, FX/MM and fixed income.We also anticipate competition for thosewho are Six Sigma-qualified, with businessoptimisation experience. As banks andinsurance companies aim to improve strategy,they will also seek ‘Big 4’ audit consultantswho can set-up planning divisions andestablish corporate strategy.
Employers will struggle to secure top-tier riskand audit candidates, who are highly sought-after within Malaysia and Singapore. Thereis also a small pool of talent within tradedcredit risk management, while in-demandcandidates with a high level of treasuryproduct knowledge will need strong incentives
to move roles. Actuarial talent will remainscarce, as many professionals have alreadyrelocated to Singapore and Hong Kong.Attractive compensation, developmentopportunities and career progression will helpcompanies secure talent, and employersare advised to consider candidates withtransferable skills who can develop in the role.
Salaries increased steadily throughout 2014and we expect this to continue. Actuaries arelikely to receive increased compensation, aswill candidates with strong treasury productknowledge - who can expect up to a 30%increase when moving roles.
KEY TRENDSActuaries will remain in strong demand due to the impending 2016 de-tariffication of insurance rates.
Hiring managers will struggle to secure top-tier risk and audit candidates,who are highly sought-after within Malaysia and Singapore.
Employers are advised to consider candidates with transferable skills whocan develop in the role.
Salaries increased steadily throughout 2014 and we expect this trend tocontinue.
“Professionals withstrong treasuryproduct knowledgecan expect up to a30% increase whenmoving roles.
KUALA LUMPUR BANKING & FINANCIAL SERVICES MIDDLE & BACK OFFICE
Recruitment for HR professionals remainedconstant through 2014. The HR functioncontinued to develop from a support functioninto a role that contributes strategicallyto the business, resulting in a candidateled market. There was ongoing demandfor strategic HR business partners, talentacquisition and management candidatesacross multinationals and local entities.A number of regional HR positions alsoopened up as foreign organisations lookedto set up offices in the country. This gaveMalaysian candidates the opportunity to gaininternational exposure.
We expect to see increased demand forcandidates in the compensation and benefitsspace as companies seek to source and
retain key talent by improving theirremuneration structure in 2015. There is,however, a clear shortage of talent in thisarea. Hiring managers will also continue torequire professionals in talent acquisitionand development, along with strategic HRbusiness partners who can improve andstrengthen employee engagement andemployer branding.
As HR shifts to a function that contributes tothe business, hiring managers may find thatthe best way to retain key talent is to give HRprofessionals decision-making powers as wellas freedom to be creative with HR strategies.In 2014, we saw a rise in all HR salaries asorganisations worked to attract and retain topHR talent. As companies have now improved
their remuneration structures, we expect thistrend to continue in 2015.
“ In 2015 we expect tosee increased demandfor HR businesspartners who canimprove andstrengthen employeeengagement andemployer branding.
HR Information Systems (HRIS) 84 - 132k 84 - 132k 132 - 168k 132 - 168k
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR INFORMATION TECHNOLOGY
Robert Walters Global Salary Survey 2015 412
In 2014, we saw strong demand fordevelopers and infrastructure specialiststo roll out projects within financial andshared services. Both local and regionalhubs focused on developing cloud services,big data and social computing, whichled to a shortage of talent in these areas.Subsequently, we saw companies sourcingprofessionals from abroad to counter under-supply in the local market.
We also saw businesses moving into websolutions and building new IT applications in2014, resulting in strong demand for softwaredevelopers, particularly those skilled in .Netand Java platforms.
In 2015, consulting and IT shared servicecompanies will continue to expand and investin operations, with Malaysia becoming aregional hub. We also anticipate organisationswill continue moving their infrastructure andsecurity to a cloud environment which will
create further demand for infrastructurespecialists and project managers.
As big data projects are implemented, we willalso see competition for developers and datascientists. Hiring managers will struggle tosecure experienced senior candidates whoare able to manage both technical projectsand people at the highest level. Businessesare also likely to face a shortage of Oracleexperts and developers as this remains aniche skill set in Malaysia, particularly as onlymultinationals require a full Oracle e-businesssuite.
As organisations compete to secure skilledprofessionals, employers should offer strongcareer development opportunities andcompetitive remuneration to attract top talent.As the cost of living continues to rise, salaryincreases will be key to retaining employees.Communicating clear career progressionplans will also be needed to ensure employee
engagement and retention for the long-term.
In 2014, employees who remained in-rolereceived salary increases between 5-10%,while those who moved organisationsreceived between 15-25%. We expect thistrend to continue in 2015 - potentially risingfurther for e-commerce professionals who willbe in demand as organisations set-up IT hubsin Malaysia.
KEY TRENDSIn 2014, companies sourced international professionals to counter under-supply in the local market.
Consulting and IT shared services companies will invest in and expandtheir Malaysian operations.
Demand for infrastructure specialists and project managers is set torise, as companies move their infrastructure and security into a cloudenvironment.
A rise in big data projects will increase competition for developers and datascientists.
“Employees are likelyto receive salaryincreases between5-10%, while thosemoving roles couldachieve between15-25%.
KUALA LUMPUR INFORMATION TECHNOLOGY
Robert Walters Global Salary Survey 2015413
ROLE PERMANENT SALARY PER ANNUM MYR(RM)
2014 2015
ERP/Business Application
SAP Consultant 100 - 240k 100 - 240k
Consultant - Functional 95 - 180k 100 - 216k
Business Analyst Manager 90 - 168k 96 - 180k
Consultant - Technical 75 - 120k 75 - 120k
Application Support Analyst 50 - 96k 50 - 96k
IT Security, Risk and Control
IT Security Analyst 100 - 125k 100 - 144k
IT Auditor 85 - 120k 85 - 120k
Management
Chief Technology Officer 350 - 540k+ 350 - 540k
IT Director 280 - 420k+ 280 - 420k
IT Program Manager 216 - 300k 216 - 300k
Project Manager 120 - 216k 210 - 360k
Service Delivery Manager 120 - 240k 120 - 280k
Software Development
Development Manager 120 - 180k 120 - 216k
Solution Architect 120 - 192k 120 - 192k
Test Manager 120 - 156k 120 - 156k
C++ Software Engineer 85 - 120k 85 - 120k
Java/J2EE Software Engineer 85 - 120k 85 - 144k
.Net/C# Software Engineer 85 - 120k 85 - 132k
Software Developer 85 - 120k 85 - 144k
ABAP 60 - 120k 60 - 120k
Systems Administration
Infrastructure Manager 120 - 168k 120 - 240k
Infrastructure Team Leader 85 - 110k 85 - 144k
Voice/Network Engineer 75 - 96k 60 - 108k
IT Business Analyst 65 - 108k 65 - 108k
Server Administrator 60 - 84k 60 - 108k
Database Administrator 60 - 84k 60 - 84k
Desktop Support Analyst 48 - 60k 60 - 72k
Help Desk Support Analyst 48 - 60k 48 - 60k
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR LEGAL & COMPLIANCE
Robert Walters Global Salary Survey 2015 414
A stricter regulatory environment led to amore optimistic hiring market in legal andcompliance in 2014, particularly in theinsurance sector where business growth ledto increased headcount for legal counsel.However, most legal vacancies were forreplacement roles within the financial servicesand commerce sectors. In particular, hiringmanagers were searching for candidates withmore than four years’ experience.
Within compliance recruitment, demandsurged for anti-money-laundering (AML) andcounter-financing of terrorism (CFT) talent,as banks sought to safeguard themselvesfrom any AML breaches that could lead tohefty fines from regulators. The same trendwas seen in the insurance industry, wherecompanies have been actively expandingtheir compliance teams to accommodate thegrowing number of initiatives from the CentralBank. In 2015, we expect continued demandfor AML and CFT talent as well as for
regulatory compliance candidates. However,as there is already a shortage of theseprofessionals, hiring managers may struggleto source them.
In 2015 we anticipate that the recentliberalisation of legal services will lead tomore foreign organisations setting up offices,pushing up demand for legal professionals.We expect that local law firms will recruitexperienced lawyers with backgrounds incorporate and commercial law. Those withexperience across banking and financewill also be in demand to advise clientson the various regulatory and free marketchanges planned for 2015. From an in-houseperspective, companies will be seeking ITand intellectual property lawyers, especially atstart-up technology companies.
Hiring managers would do well to considerproviding more attractive incentives in 2015,such as flexible working hours and
opportunities for career growth. Theseshould include well-defined metrics thatallow employers to measure the contributionemployees make to an organisation’sbusiness goals. This is particularly relevant tomid and senior-level candidates.
As the market continues to feel the impact ofGoods and Services Tax in 2015, we expectcandidates will seek salary rises that are atleast in line with inflation.
KEY TRENDSThe tightening of the regulatory environment will increase legal andcompliance hiring activity in 2015.
Demand surged for anti-money-laundering and counter-financing terrorismtalent in 2014.
Flexible working hours and opportunities for career development may needto be considered as attractive incentives.
“More foreignorganisationssetting up officesin Malaysia willincrease demand forlegal professionals.
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR SALES & MARKETING
Robert Walters Global Salary Survey 2015 416
2014 was a candidate-driven market whereoverall remuneration increased by 10-20%- rising to 15-20% for professionals movingroles. However, this remained dependent bothon sector and position. In response to theimpending Goods and Services Tax (GST),we anticipate general salary increments in2015 between 7-10%. However, we maysee reduced recruitment among certaincompanies in order to offset the cost ofGST. We may also see employees takingon increased responsibilities as companiesrestructure to improve work processes.
PHARMACEUTICALS Demand for professionals withinpharmaceuticals and healthcare wasconsistent in 2014, despite the numerousacquisitions that took place. Marketingcandidates, in particular, were highly sought-after. However, within the medical deviceindustry, while compulsory registration fuelledincreased demand for regulatory
professionals, the merger and acquisitionactivity hampered recruitment. Despite this weanticipate that 2015 will be competitive andas businesses look to expand it will stimulatedemand for commercial and regulatoryprofessionals within the healthcare industry.
RETAIL & FMCG In 2014, recruitment remained consistentthroughout the year and FMCG companiessaw increased foreign investment andregional office openings. This led to greaterhiring activity and job creation. We expectrecruitment to remain strong in 2015. Whilecandidates are increasingly interested in work-life balance, compensation and benefits willremain the key incentive. In retail, recruitmentbenefited from market growth and we expectconsumer spending to further stimulate jobcreation. In 2014, leadership professionalsreceived salary increases between 15-20%while floor staff received 10% on average.
KEY TRENDSRecruitment in information technology and telecommunications wassubdued in 2014, as multinational corporations reduced headcount.
In financial and professional services, Islamic banking professionals, andbusiness and customer analysts will remain in demand.
Across sales and marketing, hiring managers may struggle to secureexperienced candidates - from business managers to senior roles.
To secure the best professionals, employers will need to offer competitivepackages and unique propositions.
“ In response to theimpending Goods andServices Tax (GST),we anticipategeneral salaryincrements between7-10% in 2015.
KUALA LUMPUR SALES & MARKETING
Robert Walters Global Salary Survey 2015417
INFORMATION TECHNOLOGY & TELECOMMUNICATIONS Recruitment was subdued in 2014,as multinational corporations reducedheadcount. Mergers and consolidationsfurther inhibited hiring and led to a surplus ofenterprise sales and marketing candidates.
We expect 2015 to be a challenging yearand the industry slowdown in hardware saleswill continue due to a shift to cloud data.However, buoyant e-commerce, digital andonline recruitment will continue. In addition,enterprise resource planning, cloud andvirtualisation sales professionals will remainin demand. Professionals moving roles canexpect salary increases between 8-15%.
FINANCIAL & PROFESSIONAL SERVICES In 2014, we saw recruitment for newand replacement roles, despite concernsover potential mergers. Islamic bankingprofessionals will remain a key hiring option in2015, as will business and customer analysts.In 2014, we saw minimal salary increasesas companies were unwilling to increasehiring budgets, and we anticipate this trend incautious spending will continue.
SALES 2014 was a candidate led market for salesprofessionals. Upcoming brand launches inMalaysia will continue to stimulate demandfor sales professionals, with a focus onleadership recruitment. Consumer and
shopping insight, as well as sales planningspecialists, will also be hiring priorities ascompanies recruit revenue-generatingroles to gain market share. Salaries remaincompetitive with growth of 10-20% whenprofessionals switch jobs.
Across sales and marketing, hiring managersare likely to struggle to secure experiencedcandidates - from business managersto senior roles. Revenue-generatingprofessionals will also remain in strongdemand. To secure the best professionals,employers will need to offer competitivepackages and unique propositions, such asstock or share options, flexible working andattractive career development plans.
ROLE PERMANENT SALARY PER ANNUM MYR(RM)
2014 2015
Pharmaceuticals
Medical Affairs Manager 120 - 168k 120 - 180k
Market Access Manager 96 -156k 96 - 180k
Clinical Research Manager 96 - 144k 96 - 156k
Regulatory Affairs Manager 96 - 144k 96 - 144k
QA/QC Manager 84 - 108k 84 - 120k
SFE Manager 72 - 108k 72 - 120k
Medical Scientific Liaison 60 - 84k 60 - 96k
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.
KUALA LUMPUR SUPPLY CHAIN, PROCUREMENT & ENGINEERING
Robert Walters Global Salary Survey 2015419
In 2014, the recruitment market withinsupply chain, procurement and engineeringwas driven by new companies setting upmanufacturing hubs and existing companiesexpanding their operations.
More companies established shared servicecentres which led to increased demand forjunior to mid-management procurementprofessionals. There was also strong interestfrom Malaysians, who have returned fromworking abroad, and have brought with themregional and global expertise.
In 2015, hiring managers will be lookingfor candidates with a good understandingof commercial objectives and the ability tosupport and drive sales, as well as long-termloyalty. However, companies may struggleto hire the candidates they want with thebudgets available.
In addition, employers are likely to find it
challenging to secure new employees in thelabour-scarce engineering sector - which istypically candidate-driven. This is a resultof firms expanding their manufacturingoperations, creating intense competitionfor key engineering professionals such asproduction and maintenance specialists.
Sustained progress in Malaysia’s chemical,FMCG, retail and oil and gas sectors will alsocontribute to candidate shortages in 2015.Newly-created job opportunities will meansupply chain and procurement professionalsare likely to have several options to choosefrom when considering a career move. Thiswill be particularly evident in specialisedfunctions with an acute talent shortage,such as demand and supply planning with acategory focus.
We would advise hiring managers to markettheir opportunity to professionals as much asthe candidates are pitching themselves - slow
and indecisive recruitment processes canreflect negatively on a company - especially ina candidate-driven market.
Although salaries were stable in 2014, anumber of new start-ups were paying highlycompetitive salaries to attract talent fromestablished companies. We expect thistrend to continue in 2015. The growth inthe number of local manufacturing plantsin out-of-town locations is also expected toput upward pressure on salaries, as manycandidates prefer to work within the CentralBusiness District areas, and as result expectto be compensated for their daily commute.
KEY TRENDSRecruitment will remain buoyant, driven mainly by government initiatives tobring in foreign direct investment.
Growth of shared services will continue to fuel the demand for junior tomid-level procurement talent.
2015 will see the growth of manufacturing outside of the Central BusinessDistrict areas.
“More companiesestablished sharedservice centreswhich led toincreased demand forjunior tomid-managementprocurementprofessionals.
KUALA LUMPUR SUPPLY CHAIN, PROCUREMENT & ENGINEERING