M. VAQQAS (.’s Post

To the Pakistani companies and HR professionals: it’s time to elevate your hiring standards. Offering a managerial position requiring 5+ years of experience and a Master’s degree with a salary of 120,000 PKR is simply not competitive. Align salaries with the economic landscape of Pakistan and the capabilities of your candidates. Instead of token benefits like tea, PF, and medical insurance, focus on fair compensation. Base your decisions on merit, not on factors like caste, color, creed, gender, or age. Furthermore, it’s essential to recognize that a 25-year-old can effectively manage a team of individuals older than themselves, given the right skills and capabilities. Age should never be a barrier to talent and leadership potential. Remember, skills transcend age. Let’s think twice before undervaluing talent. #copied #hr #pakistan #pakistanicompanies #job

To the Pakistani companies and HR professionals: it’s time to elevate your hiring standards. Offering a managerial position requiring 5+ years of experience and a Master’s degree with a salary of 120,000 PKR is simply not competitive. Align salaries with the economic landscape of Pakistan and the capabilities of your candidates. Instead of token benefits like tea, PF, and medical insurance, focus on fair compensation. Base your decisions on merit, not on factors like caste, color, creed, gender, or age. Furthermore, it’s essential to recognize that a 25-year-old can effectively manage a team of individuals older than themselves, given the right skills and capabilities. Age should never be a barrier to talent and leadership potential. Remember, skills transcend age. Let’s think twice before undervaluing talent. #hr #pakistan #pakistanicompanies #job #jobopportunity Abeer Azhar - CHRP Mohsin Jamal

Politics ruins careers and growth in Pakistan,

We understand the challenges Pakistani youth face with unemployment. It's crucial to apply only if you have the relevant experience for a position. Having the right background gives you the opportunity to stand out. Repeatedly encountering irrelevant candidates for an open position can be frustrating. Let's work together to ensure a better match between skills and roles. #Employment #JobSearch #Recruitment #Pakistan #YouthUnemployment

PayScale in Pakistan of last 15 years, 2010 - Starting salary ‘10k’ 2012 - Starting salary ‘11k’ 2014 - Starting salary ‘12k’ 2016 - Starting salary ‘14k’ 2018 - Starting salary ‘16k’ 2020 - Starting salary ‘18k’ 2022 - Starting salary ‘20k’ 2024 - Starting salary ‘25k’ Reasons: 👇 - Saithiya Mindset - Managers ego. - Jealousy. - Impact. - Result. Saithiya Mindset: Prioritizing personal ego over team success. Manager’s Ego: Insecurity and need for control that stifles growth. Jealousy: Resentment towards more competent or successful colleagues. Impact: Creates a toxic, unproductive work environment. Result: Missed opportunities, low morale, and poor teamwork. Also in accordance with minimum wage standards set by government salary should be atleast 32k but many employers are still not following this. Do start hiring peoples accordingly to inflation rates. #SaithiyaMindset #ManagerEgo #WorkplaceJealousy #ToxicLeadership #EgoAtWork #LeadershipChallenges #TeamCollaboration #ManagerMindset #WorkplaceCulture #GrowthOverEgo

Attention recruiters in Pakistan, as a job seeker, I urge you to consider the impact of inflation on employee compensation. In the current economic climate, it's crucial for companies to proactively review salaries and implement Cost of Living Adjustments to ensure fairness and retain talent. Transparent communication about adjustments and offering non-monetary benefits are also vital for employee satisfaction. Additionally, I encourage recruiters to prioritize incentives and bonuses tailored to our cultural values and organizational goals, fostering a motivating work environment. Let's navigate these challenges together with empathy and strategic planning to build resilient teams ready for success in Pakistan's evolving job market. #JobSeekers #Inflation #CompensationReview #RecruitmentChallenges #PakistanJobs #accountantjobs #accountingandfinance #jobs #financejobs

The sad reality of a salaried employee in Pakistan. 16-20 years of education, often financed through significant loans where barely 2% (LUMS, IBA, IoBM, LSE, SZABSIT, NUST, GIKI etc) getting a chance of securing employment with leading companies. Once employed, we work tirelessly for modest annual increments of 5-15% with hope for a promotion every 2-4 years, contingent on exceptional performance. Career advancement is met with ever increasing taxes, 5-15% annually, while inflation steadily erodes our disposable income. After 10-15 years & multiple promotions, we may find ourselves surrendering 39% of our annual income to the gov, receiving next to nothing in return. On top of this, a 17% sales tax is levied on nearly all purchases, alongside property, vehicle, toll taxes, & inflated utility bills. From the remaining 40% of the salary, we must cover essentials like food, clothing, children's education, security, rent, & some entertainment. Often resorting to loans, credit cards etc just to meet basic needs. The result? There's rarely anything left for savings or investments for a brighter future. Job growth is stagnant, & salaries remain insufficient. The promise of the opportunities provided by quality education feels unfulfilled, especially when entrepreneurship seems to offer a better financial outlook which it doesn't. With inflation continually outpacing salary increments, the future appears bleak, making it difficult to envision any improvement. Salaried employees like me grow poorer each year unless we are exceptionally fortunate in career progression. The issue isn't the taxes themselves but the unequal tax burden & the lack of meaningful return on those taxes. White-collar employees, among the most qualified & dedicated individuals in the country, we are the driving force behind the success of companies in Pakistan who deserve to be valued & not penalized for their hard work. This unfortunate situation is the harsh reality we face. Inspired by something seen on social media! #LinkedIn #salariedclassintrouble

** **The Problem:** For many qualified professionals, the job market in Pakistan has become increasingly challenging. It’s disheartening to see opportunities being awarded not on merit, but based on connections, familial ties, or socio-economic status. This trend is not just a minor inconvenience; it threatens the very foundation of a fair and just society. **Why Does This Happen?** 1. **Nepotism and Favoritism:** Many hiring decisions are influenced by personal connections rather than qualifications or experience. This undermines the principles of meritocracy and leaves deserving candidates sidelined. 2. **Feudalistic Influences:** In some regions, feudalistic systems still have a significant impact on employment opportunities. This perpetuates inequality and restricts social mobility, particularly for those without powerful connections. 3. **Lack of Transparency:** The hiring process in some organizations is opaque, with little to no communication about why certain candidates were chosen over others. This lack of accountability breeds mistrust and resentment among job seekers. **The Impact:** The impact of these practices is far-reaching. Talented individuals are forced to either accept lower positions or leave the country in search of fair employment. This not only drains the nation of its talent but also hampers economic growth and innovation. **Call to Action:** It’s time for a collective effort to challenge these outdated practices. Here’s what can be done: 1. **Advocacy for Merit-Based Hiring:** Organizations, educational institutions, and job seekers need to come together to promote hiring based on merit. This can be done through public campaigns, social media movements, and advocacy groups. 2. **Demand for Transparency:** Companies should be encouraged to adopt transparent hiring practices. This includes clear job descriptions, unbiased interview processes, and constructive feedback for all candidates. 3. **Whistleblower Protections:** Employees and job seekers should be protected and encouraged to report instances of nepotism or favoritism without fear of retaliation. 4. **Government Oversight:** The government should take a more active role in monitoring and regulating hiring practices, ensuring that all citizens have equal access to job opportunities. **Conclusion:** Fair hiring practices are not just a matter of ethics; they are essential for the progress and prosperity of Pakistan. By addressing these issues head-on, we can work towards creating a more just, equitable, and vibrant job market for all. It’s time to break free from the shackles of nepotism and favoritism and embrace a future where every individual is judged on their merits, not their connections. **Join the Movement:** We invite you to join us in advocating for fair hiring practices in Pakistan. Share your stories, raise your voice, and help us build a brighter future where opportunities are accessible to all. #HumanBeing ---