On March 23rd, 2011 YourPartTime.com had a launching-cum-HR Forum at Plug and Play, The Gardens and the pleasure to have Mr. Irwan Abdul Karim (The AL Group) as the moderator, Mr. Ramley Razalli from Malaysian Institute of HR management as the 1st panelist, Ms. Joyce Tagal from PEMANDU (and the coordinator for Otak-Otak.com) as our 2nd panelist, and Mr. Douglas Dean from Human Capital Group Asia as our 3rd panelist. The place was full with participants (approx 50 of mostly HR practitioners) to our delight! And hopefully all participants manage to gather all information provided.
In this write up, I will be giving you an overview of this event that might be helpful for you as an employer and also as a job seeker.
YourPartTime.com 2.0 Official Launch
We started off the HR Forum with a short presentation by Michael Tan (director of YPT); he made a short video on the problems faced by both employer and employees in today’s job market. With that in mind, YPT launched their new website with new features that can assist employers to locate for suitable candidates efficiently and employees to search for jobs easier. As compared to the previous version, Yourparttime.com 2.0 focus on the needs of employers and employees whereas the former focuses more on employees needs.
With YourPartTime.com 2.0 start experiencing the new change strategy with hiring the new Generation Y workforce. Below are the benefits of YPT 2.0:
With YourPartTime.com 2.0 start experiencing the new change strategy with hiring the new Generation Y workforce. Below are the benefits of YPT 2.0:
YourPartTime.com 2.0 experience the benefit of the following new features:
• New and fresh layout
• Focus on both online talent and talent placement
• Express job post
• Easy to navigate interface
• Jobs Ad Network (JANe)
• Employer/Employee Testimonials
• Faster candidate matching
Issues Discussed in the HR Forum
What are the main issues faced by most employers? Could it be the lack of talent in Malaysia? There
is no strategy in hiring process? Employees are being very particular about the jobs and company
which they wish to work with? The millennial generation is entering the workforce, known for their
coddled and demanding behavior most management will find it a difficult challenge to manage them.
Born from 1980 – 2001, millennial generation or better known as gen y will be the future workforce
of our county. With freedom and flexibility as part of their personality how may we address this issue
with them entering the workforce? During the HR Forum with the panelist we list 3 important topics
which I will share with you as below:
Panelist 1: Ramley Razalli (RR)
Panelist 2: Joyce Tagal (JT)
Panelist 3: Douglas Dean (DD)
Our Panelist (From left: En. Irwan Abdul Karim as moderator, En. Ramley Razalli, Ms. Joyce Tagal, and Mr. Douglas Dean)
Topic 1: What is the current recruitment trend?
RR: Based on my observation the current trend that most likely attract gen y to apply for a job would
be through online portals. A lot of assessment of a candidate can be done via online however I would
think that it is best to have a face to face final interview to judge their behavior base on their
demeanor.
JT: Depends a lot on the industry which we are looking at, in Malaysia I still see a lot of company
looking for grades 1st i.e. CGPA of 3.6 of above which might deter many prospects from applying for
that job.
DD: Gen Y trend are moving online however many factors require to be considered carefully before
hiring as motives, attitudes and certain traits are hard be determined online. We will see gen y holding
more than 5 jobs as they have very short attention span and it is not like baby boomers or gen x
where they are loyal to one company.
Topic 2: Hiring process
RR: There are many types of hiring process which we are looking at but the current popular hiring
process are based o n project or contract as it is much easier because they have credential i.e.
portfolio to qualify. Most hiring companies are not looking only at CGPA but also extracurricular
activities and positions held in societies to judge a person’s personality. Most company looks for
candidates with a certain level of maturity.
JT: Mainly online like through FB, and other online portals. Most HR is going through their future
employees FB to determine the character and personality of the candidate. Please use the FB tools
wisely as it will provide a lot of information to future employers.
DD: By using Facebook. Twitter and skype as generation y is an extremely connected lot. Remember
flexibility as the keyword for all Gen Y.
Topic 3: What are the new HR strategies?
RR: HR needs to learn new strategies to tackle the behavior of Gen Y and understand why they
behave the way they do.
DD: Focus on retaining talent, have new hr strategy and new ideas to scout for talents.
JT: Start recruiting the university students and let them intern at your company. As most interns will
go back to the original company that they interned for once they steps out from university.
Q&A Session
Ms. Melur (Advertising Company): How do we make gen y understand the importance of finishing
up their work on time? Our company offers them all that they need i.e. comfortable work place and
etc.
JT: Most of Gen Y are individualistic and it’s a fact that our current education system churns out
academically brilliant students who may memorize all facts from the books they read and apply it
theoretically however they will find it a challenge to apply it practically due to the habit which was
ingrained in them since young. From an organizational perspective how we may address this issue is
by retraining the new fresh grad that joins your organization i.e. have internship programs in order to
let them get ready for the workforce.
Ms. Bei Shan (Participant): How can we gauge a candidates suitability for the position via online
recruitment?
RR: Before making the final decision it is always good to have a face to face interview with the
person.
Token of Appreciation to our Panelists and Moderator
At around 5pm, the event came to an end and we wrap up the session by handing out appreciation certificates presented by Janet Tan (Director of YPT) to our panelist, moderator and we have a lucky draw for 10 lucky participants sponsored by Worthy Books and Golf Club KL City Centre.
• New and fresh layout
• Focus on both online talent and talent placement
• Express job post
• Easy to navigate interface
• Jobs Ad Network (JANe)
• Employer/Employee Testimonials
• Faster candidate matching
Issues Discussed in the HR Forum
What are the main issues faced by most employers? Could it be the lack of talent in Malaysia? There
is no strategy in hiring process? Employees are being very particular about the jobs and company
which they wish to work with? The millennial generation is entering the workforce, known for their
coddled and demanding behavior most management will find it a difficult challenge to manage them.
Born from 1980 – 2001, millennial generation or better known as gen y will be the future workforce
of our county. With freedom and flexibility as part of their personality how may we address this issue
with them entering the workforce? During the HR Forum with the panelist we list 3 important topics
which I will share with you as below:
Panelist 1: Ramley Razalli (RR)
Panelist 2: Joyce Tagal (JT)
Panelist 3: Douglas Dean (DD)
Topic 1: What is the current recruitment trend?
RR: Based on my observation the current trend that most likely attract gen y to apply for a job would
be through online portals. A lot of assessment of a candidate can be done via online however I would
think that it is best to have a face to face final interview to judge their behavior base on their
demeanor.
JT: Depends a lot on the industry which we are looking at, in Malaysia I still see a lot of company
looking for grades 1st i.e. CGPA of 3.6 of above which might deter many prospects from applying for
that job.
DD: Gen Y trend are moving online however many factors require to be considered carefully before
hiring as motives, attitudes and certain traits are hard be determined online. We will see gen y holding
more than 5 jobs as they have very short attention span and it is not like baby boomers or gen x
where they are loyal to one company.
Topic 2: Hiring process
RR: There are many types of hiring process which we are looking at but the current popular hiring
process are based o n project or contract as it is much easier because they have credential i.e.
portfolio to qualify. Most hiring companies are not looking only at CGPA but also extracurricular
activities and positions held in societies to judge a person’s personality. Most company looks for
candidates with a certain level of maturity.
JT: Mainly online like through FB, and other online portals. Most HR is going through their future
employees FB to determine the character and personality of the candidate. Please use the FB tools
wisely as it will provide a lot of information to future employers.
DD: By using Facebook. Twitter and skype as generation y is an extremely connected lot. Remember
flexibility as the keyword for all Gen Y.
Topic 3: What are the new HR strategies?
RR: HR needs to learn new strategies to tackle the behavior of Gen Y and understand why they
behave the way they do.
DD: Focus on retaining talent, have new hr strategy and new ideas to scout for talents.
JT: Start recruiting the university students and let them intern at your company. As most interns will
go back to the original company that they interned for once they steps out from university.
Q&A Session
Ms. Melur (Advertising Company): How do we make gen y understand the importance of finishing
up their work on time? Our company offers them all that they need i.e. comfortable work place and
etc.
JT: Most of Gen Y are individualistic and it’s a fact that our current education system churns out
academically brilliant students who may memorize all facts from the books they read and apply it
theoretically however they will find it a challenge to apply it practically due to the habit which was
ingrained in them since young. From an organizational perspective how we may address this issue is
by retraining the new fresh grad that joins your organization i.e. have internship programs in order to
let them get ready for the workforce.
Ms. Bei Shan (Participant): How can we gauge a candidates suitability for the position via online
recruitment?
RR: Before making the final decision it is always good to have a face to face interview with the
person.
Token of Appreciation to our Panelists and Moderator
At around 5pm, the event came to an end and we wrap up the session by handing out appreciation certificates presented by Janet Tan (Director of YPT) to our panelist, moderator and we have a lucky draw for 10 lucky participants sponsored by Worthy Books and Golf Club KL City Centre.
Testimonials from Participants
“I am glad that I came for the HR forum as it has given me a lot of information as a jobseeker" - Ms. Audrey
“I’m amazed by YPT 2.0 new version, never knew that we could advertise and scout for talents online in so many ways. I will definitely use this for my future HR recruitment.” - Cik Dalila and Cik Farah (NTP World Forum)
“I find the information relevant to what my company is looking for as we are meticulous in choosing talents for our company.” - Mr. Jack (Net Onboard Sdn Bhd)
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