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The Best Way to Get Great Talents in Current Job Landscape

The Best Way to Get Great Talents in Current Job Landscape

KUALA LUMPUR, 17 FEBRUARY 2022 — Many recruiters are now weighing the benefits and drawbacks of acquiring talents vs training new or existing staff as many organisations try to develop and expand in the aftermath of the epidemic.

There are many conversations surrounding talent shortage, not only in Malaysia but also globally. This has caused the recruitment space to fast become a competition arena as employers contend to onboard the best talents, but this could also be one of the factors that contribute to the talent shortage as everyone fishes from the same talent pool.

“When companies have an opening, most usually go for the ready-made talent in the market. This is normal as companies have their own expansion plans and timelines that they need to adhere to, so it makes sense to hire someone who can get right into the thick of things and start working,” says Ms Melissa Norman, Founder and Managing Director of Aisling Group, a home-grown Malaysian talent solutions company.

“However, with the current talent shortage that is happening, sometimes the talent search takes longer as you try to find someone who fits all the criteria. Competition also runs high as these candidates become more and more selective with their job search and recruiters and employers are trying to entice these candidates with better packages and perks,” she adds.

Talents upskill

There were 5.36 million graduates in Malaysia with 202,400 of them unemployed in 2020. The Malaysian labour market on the other hand, is expected to see 4.5 million people, or 25 percent of the country’s workforce, losing their jobs by 2030 if they don’t upskill or reskill.

This is where candidates’ trainability and a robust training programme come into play as these can get a relatively “green” employee up to speed.

“There are costs associated with training programmes, and admittedly, if not conducted properly, these programmes could be pretty costly to a company. This is why assessing a candidate’s trainability is important as well, and you might find that a candidate’s past job experience is not the only valuable aspect of their profile,” says Ms. Norman.

Looking for Trainability

Candidates’ trainability can be assessed through behavioural, cognitive, skills-based and interest assessments. Through these assessments, not only will employers have an opportunity to improve employee retention, workplace morale will also increase, which in turn will dramatically boost the overall productivity of your organisation.

“At Aisling, this is what we do, through Aisling Professional Development. We aim to support organisations and individuals bolster their capability in areas surrounding skill building, leadership, and culture,” says Ms. Norman.

With access to a network of industry practitioners across various fields, the HRDF certified training provider also tailors these programmes according to an organisation’s need, based on their expected goals and outcomes.

Apart from people and organisational development, Aisling also provides recruitment process outsourcing services, talent search and selection, and executive search through Aisling Search & Selection, along with payroll & compliance outsourcing, workforce outsourcing, managed service provider, outplacement light, and workforce & HR consulting, through Aisling Consulting.

To learn more about Aisling Group and its services, please visit