Starting salaries are higher now

 

Having what it takes: Among the criteria that recruiters look at before hiring were if prospective employees were willing to take up the challenges and go the extra mile to execute and deliver their work. — CHAN BOON KAI/The Star

 

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GEORGE TOWN: Starting salaries for fresh graduates entering the job market has risen by about 30% compared with before the pandemic due to lifestyle and high cost of living, say recruiters and human resource practitioners.

In Penang’s hotel and tourism industries, starting salaries for fresh graduates now are at RM2,500 onwards while in the manufacturing sector, the starting salary for engineers can be RM4,000 and as much as RM5,000.

Malaysia Association of Hotels (MAH) Penang chairman Tony Goh said the higher salary is due to the supply and demand in the tourism industry and taking into account the current higher cost of living.

“For us now, salaries are definitely higher compared with before the pandemic. We don’t expect them (new graduates) to work with a basic salary of RM1,300 to RM1,500 like before.

 “The second thing is, people must be able to sustain the lifestyle they need while working with us, hence the need for higher basic salaries,” he said.

He said the minimum wage rule imposed by the government last year contributed to the generally higher salaries for all other positions now.

He said new graduates who are eligible and qualified would be paid a basic salary of around RM2,500, excluding allowances.

Since May 1 last year, employers with five or more workers were required by the Minimum Wages Order 2022 to increase the minimum wage to RM1,500.

Goh said among the careers sought by new graduates in the hotel and tourism industries are receptionists, executives, sales coordinators and administration executives.

In an exclusive report yesterday, The Star revealed that industry research showed that fresh graduates’ salaries ranged from about RM2,600 to almost RM2,900 in the Klang Valley and Johor Baru, while it was about RM2,400 in Melaka.Leaders of business NGOs interviewed opined that fresh graduates should manage their starting salary expectations, on top of reviewing their life goals.

But a check in Penang’s manufacturing sector showed that graduates with Science, Technology, Engineering and Mathematics (STEM) capabilities might enjoy a much better starting point.

Factories can pay fresh graduates as much as RM5,000 if they are involved in the design and development of integrated circuits, said Malaysia Semiconductor Industry Association’s Datuk Seri Wong Siew Hai.

“Generally, any STEM graduate working in Penang’s factories can expect a starting pay of about RM3,500,” he said.

He urged parents to help their children develop a passion for STEM to give them a good starting point after getting their first degree.

Pentamaster Corporation Berhad group executive chairman Chuah Choon Bin said the median salary for STEM graduates in Penang now is about RM4,000, and this is due to the surge in foreign direct investments (FDIs) in Penang last year.

“Because of the high FDI, there is a lot of competition for manpower, so multinational companies increase the offered pay to attract skilled workers and fresh graduates,” he said.

Chuah, however, said this year, the hiring wave is down a bit due to the slowing global consumer market, the trade war and the war between Russia and Ukraine.

He said some companies have started slashing down their workforce by implementing voluntary separation schemes and shortening operating hours to cut costs.

Chuah said he expects the slowdown to continue until the end of the year, depending on the outcome of the Russia-Ukraine war and how intense the trade war between the United States and China would be.

Human resource specialist Azimah Aziz said that normally starting salaries are based on job scope and the candidate’s experience.

“For example, for the starting salary of a research assistant in aquaculture, the basic pay starts from RM2,900 for a fresh graduate,” she said.

She said among the criteria that recruiters look at before hiring were if prospective employees were willing to take up the challenges and go the extra mile to execute and deliver their work. 

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Fresh grads want too much

thestar.com.my/news/nation/2023/05/19/fresh-grads-want-too-much

Employers unable to meet fresh grads' high salary expectations

We want liveable wages, not merely high salaries’

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Fresh grads earning higher starting salaries now know their market value: HR expert | THE BIG STORY

Student Employment Gap in US for the Class of 2012

My company, Millennial Branding, partnered with Experience, Inc. to release a study  of 225 US employers called the Student Employment Gap. The study reveals information about employer skill requirements and sources of hire for the class of 2012. The findings were released this morning and I spoke to Jennifer Floren, the founder and CEO of Experience, Inc., about her impressions of them. Jennifer is also the author of The Innovation Generation, a speaker, and is on the board of Jobs for the Future. Experience, Inc.’s network consists of 3,800 universities, 100,000 employers, and over 8 million students and alumni.

What is your overall impression of the internship/entry-level job market? 

Generally, I believe the internship and entry-level markets are heating up in many ways.  More and more employers are realizing that they’re about to face a labor shortage as their Baby Boomer workforce retires, and the competition for up-and-coming talent is becoming stronger.  That said, there is still a significant difference between what employers need and what college students are prepared to contribute.  For entry-level talent that can demonstrate a go-getter attitude, strong communication skills, independent thinking and teamwork, there are many exciting options out there.

Based on the study, what skills do employers look for when hiring recent graduates?

It’s clear based on the data that employers truly value the so-called “soft skills”, such as analytical thinking and communication ability.  I think this speaks to the fact that specific on-the-job skills change, and they change more quickly these days than ever before.  As a result, employers are looking for raw material — talent that they can work with and develop, people who can adapt to changes over time.

Why do you think that employers are still using job boards over social networking sites when recruiting?

Employers use what works.  Although more and more hiring is happening on social networks, employers still want to make sure they are casting a wide net to access talent everywhere possible.  As the world has become more online and social in general, the talent pool has become more fragmented — there are so many sites and channels and platforms and communities being used these days that employers need to publish their opportunities in more venues to make sure they’re seen.

What stood out to you the most in the study?

To me, the most interesting thing about the study was the apparent communication disconnect between employers and entry-level talent.  Employers say they need soft skills… yet entry-level candidates often do not understand which classes are relevant for which career paths, or how to express their soft skills in ways employers understand and appreciate.  Employers say that relevant coursework is highly valuable, yet they rarely communicate their messages to younger students — so how are students supposed to know which courses to take?  If the message of what employers need isn’t getting to a younger audience, then our talent pipeline isn’t going to be well-prepared when it comes time to enter the working world!

What are your top three pieces of advice for college seniors right now?

My top three pieces of advice are simple:  get involved, build relationships, and find inspiration.  Getting involved can include building your resume with internships are — but ANY form of experience is what employers are looking for (it doesn’t have to be an official “internship” per se).  When considering entry-level talent, employers look at your past experiences for demonstration of your ambition, your interests, your skills and aptitudes, etc.  Class projects, student government, volunteering, even being active within your church or family — any experience can showcase how you can contribute to an employer…so get out there and get involved!  Second, build relationships.

All hiring is personal — and whether you meet your future hiring manager or a mentor who can help make introductions that get you in the door, ‘who you know’ can make a big difference.  Introduce yourself and stay connected — relationships make a big difference.  And finally, find inspiration.  Loving what you do will give you the passion to be successful, resilient, persistent and optimistic — and finding what brings you true passion is a process.  So try things out, explore!  Youth is a time of discovery, and no one expects you to have all the answers yet — use your time to sample different organizations, areas of study, types of jobs or projects – you’ll hone in on what really gets you excited, and loving what you do is the ultimate success!

By Dan Schawbel, Forbes Contributor  Newscribe : get free news in real time 

Dan Schawbel is the managing partner of Millennial Branding, a Gen Y research and management consulting firm.  He is also the #1 international bestselling author of Me 2.0 and was named to the Inc. Magazine 30 Under 30 list in 2010. Subscribe to his updates at Facebook.com/DanSchawbel.
 
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