Jean-Michel Wu

Recruitment Market Update: Mid-Q2 2024 for APAC and MENA APAC Region: Stability and Growth Market Overview: Post-Q1, stability and growth were evident in Asia. Q2 seems back to cautious ways. Strong hiring in PR and communications for us compared to last year. The digitech sector is gaining momentum, but slowly. Advertising and creative sectors remain flat. Market Sentiment: Businesses are more positive than in 2023 but still cautious. Upcoming elections in Singapore add to the uncertainty. Despite talks of recovery, the Chinese economy shows signs of stuttering. Recruitment Dynamics: Nervous markets mean cautious clients and slower hiring processes. Salaries are being debated and challenged more than usual. Active hiring is happening, but it’s not booming; jobs aren’t pouring in. To secure roles, build trust and leverage multiple tools to find clients with a growth mindset. Key Strategies for Us: Focus on building strong relationships. Produce relevant content and discuss market trends. Be a guide to clients and candidates, ensuring long-term success. Leverage our experience and resilience to navigate these conditions. MENA Region: Positive Yet Challenging Market Sentiment: The MENA market remains very positive, driven by government initiatives. Big projects are being announced across the GCC, particularly in Saudi. Dubai still has an influx of people coming in; anyone driving will tell you that. Abu Dhabi was very good to us in Q1. Much like APAC, for MENA most placements were in PR and communications, with Digitech improving. Advertising and creative sectors remain as last year. Recruitment Dynamics: The market is heavily client-driven. Competition for jobs is fierce, with regional experience winning the day in most cases. Increasing competition as more businesses open daily, driving down prices and squeezing margins for many. The region has a reputation for late payments, impacting cash flow for SMEs, which for us can delay hiring as clients are cautious about when they will get paid. A trend we continue to see is that hiring in Abu Dhabi, Qatar, and KSA is mostly for locals, with a limited supply of quality, experienced talent making it very candidate-driven in this area. KSA hiring is in high demand, but processes tend to be very lengthy. Key Strategies We Will Adopt: We launched in KSA and need to hire for that market. We understand and have been adapting our searches to local hiring preferences. We maintain a positive outlook and adapt to familiar challenges; this isn’t our first rodeo, so many of the market moves are those we have seen before. Continue to build strong relationships and stay resilient to navigate the tough aspects of recruiting in the region. Keep hosting events, producing content, and providing market intel. MCG Talent Adam Michael Toctan Sarah Doherty Charlie Bowsher #Recruitment #MarketUpdate #APAC #MENA #HiringTrends #RecruitmentStrategy #GrowthMindset

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Did you know? (I love this phrase, my friends don't so much 😅) Singapore's GDP per capita in 2021 had 'an astonishing 14,458% growth rate over the past 5️⃣6️⃣ years.' As the island is without any natural resources and with a birth rate of 1,12 children per mother (2021) the immigration of skilled professionals is a priority for their government to fuel their economy. And the numbers show it works long-term. To complete the picture, I asked Perplexity to compare the current net migration rates in 🇸🇬Singapore and the 🇨🇿Czech Republic. ▪︎AI used the data of the World Factbook and the World Bank. ▪︎The current net migration rate for 🇸🇬 is 4.2 per 1000 inhabitants and for 🇨🇿 where it's 3.3 per 1000 inhabitants. ▪︎🇸🇬Singapore has 1/2 of its inhabitants than the 🇨🇿Czech Republic. ▪︎In 2023 the GDP per capita in 🇸🇬 is $65,422.46 USD vs. $19,800.28 USD in 🇨🇿. That's is 3x more (source tradingeconomics.com). As someone who works in the #GlobalMobility of employees and follows politics, I believe it's important to share more positive examples like this rather than hates and extremist acts of few, which regularly fill the news headlines. It's a good thing to create a decent environment and welcome professionals from abroad in our countries. We don't need to reinvent the wheel, we can get inspired mutually and find a way that works for us, for our economy, and for our future without environmental, economic, and social horrors. As a #JobSeeker, I try to find a company with similar views and contribute to the future I want to live in. And what could seem like a sci-fi even 5 years ago, I am looking for job opportunities behind the CZ borders too! Global Mobility doesn't just enlarge the talent pool for employers, it works for us employees as well! 💪 Source and inspiration for this post by Localyze: https://shorturl.at/Fbx1J

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🎮 My passion to help people connect better so as to work better constantly drives me in figuring out new ways in engaging teams to communicate and collaborate better. 👉 Enter Team Forging. My company StrengthsAsia has been using Team Forging, a 5-level immersive gaming platform inspired by Bruce Tuckman’s 5 stages of forming, storming, norming, performing and adjourning, with our clients' teams. Since we launched, more than a 1000 people have used Team Forging in their corporate development initiatives. There are a few reasons why it caught on so quickly: 🌟 The story line in the games is compelling 🌟 The games are built for adults with no gaming experience 🌟 You only need your finger or your mouse to play. Just click. No complex moves required. 🌟 And it’s super realistic! It mimics real life team dynamics. 🚀 Leaders, managers , and all training and L & D professionals - Curious how it works? Let me know and I can arrange a demo session to see firsthand. Seeing is believing. Teams are not born. They’re forged! . . . #teamforging brochure - https://lnkd.in/gxGvvB9U . . Everything is #conversation knowing your #soundWave transforms . . #Leadership #TeamSuccess #EmployeeDevelopment

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In Singapore, competitive pay is not enough anymore. If you're among one-third of the businesses struggling to retain talent, dive deeper with our Talent Trends 2024 Interactive Tool to uncover trends in this evolving landscape 🤝 Uncover trends with our Talent Trends 2024 Interactive Tool: https://lnkd.in/gdUuN5yn #TT24 #TalentRetention #Employment #TheExpectationGap

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In Singapore, competitive pay is not enough anymore. If you're among one-third of the businesses struggling to retain talent, dive deeper with our Talent Trends 2024 Interactive Tool to uncover trends in this evolving landscape 🤝 Uncover trends with our Talent Trends 2024 Interactive Tool: https://lnkd.in/gTxAXmUq #TT24 #TalentRetention #Employment #TheExpectationGap  

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The introduction of flexible work arrangements in Singapore marks a pivotal moment in shaping a dynamic and inclusive workplace culture. At Career Pond, we understand the significance of work-life harmony and its positive impact on employee engagement and retention. In a fast-evolving business landscape, embracing flexibility is not just a choice but a strategic imperative. Organizations can enhance operational efficiency by adopting innovative work models such as compressed workweeks, telecommuting, and staggered hours while nurturing a happier and more motivated workforce. The new guidelines set forth by Tafep provide a framework for fostering a collaborative environment where employees and employers co-create sustainable work solutions. By facilitating open communication, mutual respect, and a results-driven approach, we can pave the way for a future-ready workforce that thrives in a rapidly changing world. Let's redefine the future of work together. #FlexWorkSG #FutureOfWorkSG #SingaporeEmploymentTrends #WorkplaceInnovationSG #RecruitmentPartner #HRSolutionpartner #internationalrecruitmentpartner #reliablerecruiter

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Here in the Garden City (aka Singapore, the "Lion City"), through August 3rd, and I am always amazed by the absolute leadership shown by Singapore in terms of HR in today's world. Renowned for its resilience and innovative approaches, Singapore offers valuable lessons in how HR can effectively navigate crises and ensure organizational stability. For instance, during the COVID-19 pandemic, many Singaporean organizations had pre-established contingency plans that allowed them to swiftly transition to remote work. This foresight minimized disruptions and maintained productivity. Effective communication is vital during a crisis. Singapore Airlines set a benchmark with their clear and consistent communication strategy during the pandemic. They kept employees informed about the company's status, safety measures, and future plans, which helped reduce uncertainty and maintain trust. Prioritizing employee well-being is essential in crisis management. During the haze crisis in Southeast Asia, organizations provided N95 masks, air purifiers, and flexible working hours to ensure employees' health. The innovative crisis management strategies employed by Singaporean companies are not just impressive but also instructive. Emphasizing proactive planning, transparent communication, and flexible support systems ensures that organizations can weather any storm. By learning from Singapore, we can better support our teams and thrive even in challenging times. #CrisisManagement #HRLeadership #SingaporeHR #ClayHR #HCMCloud

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Navigating Asia's complex business landscape? We've got the leaders you need. CFR Global Executive Search

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Referring to Straits Times post today, I can’t emphasise more on the importance of Social Media Checks on all hires/partners/stakeholders (with signed Consent). Video articulates the different types of Social Media Checks and what Avvanz looks for when vetting Candidates’ publicly accessible Social Media profiles: https://lnkd.in/gWBg_765 Talk to us at [email protected] #backgroundchecks #socialmedia #artificialintelligence

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Perennial HR Q1 HR Market Update for APAC "There is a notable shift towards investing in advanced HR technologies to enhance efficiency and improve the employee experience. Significant investments are being made in AI and automation, which are transforming recruitment, employee engagement, and performance management. This technological integration is prompting a re evaluation of HR operating models. Large MNCs with a HR BP, CEO and shared services model are exploring relocating HR operations to lower-cost countries like India, Malaysia, and the Philippines, while mid-sized businesses with a HR generalist and CEO models are distinguishing mid-level HR Business Partner roles from operational roles to boost focus on HR Business Partnering, leading to stable or increased hiring in this area."  Click on the link for the the full report https://lnkd.in/ga3XG_Rs #HRTrends #HiringTrends #Recruitment #HumanResources

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The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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Unlocking DEI Insights: Time to Act on Inclusion. Asia One recently published an article on a survey by foundit, highlighting trends and opportunities for diversity and inclusion (DEI) in Singapore. The survey reveals a commitment to diversity in principle, but also underscores the need for better implementation of DEI initiatives to align organizational intentions with actions. Key Highlights: Commitment to Diversity: 36% of employees believe their workplace is highly or extremely committed to diversity hiring. 52% feel their organization is responsive or highly responsive to feedback on diversity issues. Training Programs: 48% of respondents claim their organizations do not have diversity training programs in place. Sekhar Garisa, CEO of foundit, recommends training to raise awareness. While awareness is the first step, our research and work in building inclusive workplaces show that behaviour’s matter more than awareness and can be measured. Insights from the World Economic Forum found that companies globally spent an estimated $7.5 billion on DEI-related efforts in 2020. This figure is projected to more than double to $15.4 billion by 2026. Despite this investment, progress remains slow. It’s clear that behaviours are the key to making a real, measureable impact. The commitment is there; now it’s time to act on it. Start with an inclusion-first mindset, and you'll see how the stats change. #DiversityAndInclusion #DEI #InclusiveWorkplace #Leadership #OrganizationalDevelopment #HR #EmployeeEngagement #WorkplaceCulture #DiversityMatters #InclusionFirst #BehaviorChange https://bit.ly/4f78gcc

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Planning to hire in 2025? Malaysia’s executive hiring landscape is shifting rapidly, with organizations increasingly seeking top talent to fuel growth. Our latest market report uncovers essential hiring trends, challenges, and strategies to help you stay ahead. Gain data-driven insights to shape your talent strategy—see how sectors like technology, healthcare, and finance are adapting to a changing market.   Download the report today: https://bit.ly/3USA5fV   #FutureOfWorkMalaysia #ExecutiveTalentMY #HiringTrends2025

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🌟”Top Skills Required of Talent Acquisition Leaders in an AI-Driven World" As a TA leader, our roles are constantly evolving as we navigate change. Personally, I've had to invest in developing new skills to keep up with the rapid advancements in AI. In today's landscape, AI is transforming the way we approach talent acquisition, from enhancing candidate experience to driving efficiencies in the recruitment process. In this piece, I dive into the essential skills that talent acquisition leaders need to thrive in this new era. As the pace of change continues to increase what skills are you focused on developing? #TalentAcquisition #AI #HR #Leadership #FutureOfWork #LinkedIn

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Growth in South East Asia presents consumer sector companies with unique talent acquisition challenges. To effectively navigate this vibrant landscape, robust recruitment strategies are essential. Here are three proven approaches: Firstly, cultural intelligence is pivotal. The region's diversity demands an understanding of local nuances. Securing talent that not only possesses the required skill sets but also regional insights can significantly streamline expansion efforts. Companies should prioritize candidates with a blend of international experience and local market knowledge. Next, leverage technology to tap into the region's tech-savvy talent pool. Utilize AI and data-driven recruitment platforms to identify candidates with the agility to thrive in rapidly evolving markets. However, it's crucial to marry tech with touch - personalized engagement remains key in a region where relationship-building is foundational to business success. Finally, invest in employer branding tailored to the SE Asian context. Convey your company's values and mission with an understanding of the regional aspirations and professional drivers. Show how joining your team not only offers career growth but also aligns with the candidate's personal and cultural motivations. Navigating the intricate terrains of South East Asia's job markets requires a deft blend of high-tech approaches and high-touch connection. Only by harmonizing these elements can consumer sector companies realize their full potential in these burgeoning economies. #RecruitmentStrategies #ConsumerSector #SouthEastAsiaExpansion

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📰 Doing what I can 🍞🍞🍞🍞🍞🐟🐟 (Link to online article at the end) This morning, The Straits Times shared my story (again), but this one really isn't about me. This story is about the small and manageable steps that we can each take to improve the status quo. The problem may seem ginormous, a tower too tall to topple, a battle too big to be won, and therein lies a choice we all have to make... Do I: - Throw in the towel, walk away (give up) - Forward that email, get someone else more qualified, more well-positioned or well-resourced to tackle it (give up the opportunity) - Start chiseling away (slow & steady, effort seeming like a drop in the bucket) - Start a movement (do my part and trust God to send others to do theirs too) I'm thankful for God's protection and providence from inception to execution all within 6 short weeks: Many helping hands, smooth & safe ride and the 268 donors who have already donated $65,643 so far to the Mae Tao Clinic 🙏. We're not done yet but this movement has already delivered far greater impact than I would personally have been capable of doing all alone. There are no regrets for the long nights and strained legs/back- in fact any pain on my part pales in comparison to the suffering and forced choice between safety and home that are faced by millions in Myanmar at present. 😖 I've once again come out of my comfort zone, done a little too much talking and seen a little too much of my face, but I'm reminded continually that it isn't about me. If some extra visibility or awkward videos, news articles, etc. for 6 weeks can be even slightly helpful, I'll gladly do it again. 🔗 Full article available at: https://str.sg/zVMA 🚴‍♂️ Information about Cycle for Hope/How to donate: https://bit.ly/2000cycle 🎉 Wrap get-together (29th May, 6.30pm onwards in 🇸🇬): https://key.ai/2000cycle #cycleforhope #expedition #life #adventure #thanksgiving #explore #world #privilege #singapore #cycle #bangkok #myanmar

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🚧 Don't let discrimination be the road block in your workforce. Ageism has been identified as the top DE&I Initiative in Japan, with 44% citing it as the most prevalent form of discrimination. Businesses have the opportunity to address this challenge by adopting fair hiring practices and offering mentorship programs that cater to employees of all age groups. Uncover the key DEI challenges impacting your market by downloading the report: https://lnkd.in/gaZ-Uz2v or https://lnkd.in/gqN-AGbz. #TT24 #TheExpectationGap #DEI #Ageism

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Almost half of Singapore employers plan to hire in Q4 Singapore’s Net Employment Outlook (NEO) for Q4 2024 is +29%, improving 9% from Q3 2024, but weakening 7% year-over-year. At Elliott Scott HR, we've observed a subtle increase in job roles, including newly created positions. This suggests that the wave of restructuring may be subsiding, allowing companies to refocus on their HR strategies and prepare for a potentially improving economic climate. #Singapore #Employment #HR #JobOpportunities #EconomicOutlook

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