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Elise

Comments 0 View 38

HR Excellence Awards 2014...Shortlisted companies
To all employers.... Excited...heart thumping!! Wow you are in for a surprise.. Are you the shortlisted companies for the HR Excellence Awards 2014? Just follow the link to find out more on the finalist. Sign in as an employer or a jobseeker at Jobtact Social Recruitment Portal following this link http://www.jobtact.com/ to find out more details on HR Excellence Awards 2014. Be the first to gain access to Jobtact news on the community. Good news..Employer can sign in free at Jobtact Social Recruitment Portal....FREE job postings at Jobtact. Employers why are you waiting for, grab the opportunity to sign in free with Jobtact. Jobseekers you can also sign in to enjoy the privilege of applying with some of the well known and dynamic companies for a career opportunity. More updated news on the HR Excellence Awards 2014 coming soon. Another 30 days to go before the prestigious and distinctive event commence.

Chee Fei Chung

Comments 0 View 16

How to Build a Teamwork Culture
Fostering teamwork is creating a work culture that values collaboration. In a teamwork environment, people understand and believe that thinking, planning, decisions and actions are better when done cooperatively. People recognize, and even assimilate, the belief that "none of us is as good as all of us." (High Five) It’s hard to find work places that exemplify teamwork. In America, our institutions such as schools, our family structures, and our pastimes emphasize winning, being the best, and coming out on top. Workers are rarely raised in environments that emphasize true teamwork and collaboration. Organizations are working on valuing diverse people, ideas, backgrounds, and experiences. We have miles to go before valuing teams and teamwork will be the norm. You can, however, create a teamwork culture by doing just a few things right. Admittedly, they’re the hard things, but with commitment and appreciation for the value, you can create an overall sense of teamwork in your organization. Create a Culture of Teamwork To make teamwork happen, these powerful actions must occur. •Executive leaders communicate the clear expectation that teamwork and collaboration are expected. No one completely owns a work area or process all by himself. People who own work processes and positions are open and receptive to ideas and input from others on the team. •Executives model teamwork in their interaction with each other and the rest of the organization. They maintain teamwork even when things are going wrong and the temptation is to slip back into former team unfriendly behavior. •The organization members talk about and identify the value of a teamwork culture. If values are formally written and shared, teamwork is one of the key five or six. •Teamwork is rewarded and recognized. The lone ranger, even if she is an excellent producer, is valued less than the person who achieves results with others in teamwork. Compensation, bonuses, and rewards depend on collaborative practices as much as individual contribution and achievement. •Important stories and folklore that people discuss within the company emphasize teamwork. (Remember the year the capsule team reduced scrap by 20 percent?) People who "do well" and are promoted within the company are team players. •The performance management system places emphasis and value on teamwork. Often 360 degree feedback is integrated within the system. Tips for Team Building Do you immediately picture your group off at a resort playing games or hanging from ropes when you think of team building? Traditionally, many organizations approached team building this way. Then, they wondered why that wonderful sense of teamwork, experienced at the retreat or seminar, failed to impact long term beliefs and actions back at work. I’m not averse to retreats, planning sessions, seminars and team building activities – in fact I lead them - but they have to be part of a larger teamwork effort. You will not build teamwork by “retreating” as a group for a couple of days each year. Think of team building as something you do every single day. •Form teams to solve real work issues and to improve real work processes. Provide training in systematic methods so the team expends its energy on the project, not on figuring out how to work together as a team to approach it. •Hold department meetings to review projects and progress, to obtain broad input, and to coordinate shared work processes. If team members are not getting along, examine the work processes they mutually own. The problem is not usually the personalities of the team members. It’s the fact that the team members often haven’t agreed on how they will deliver a product or a service or the steps required to get something done. •Build fun and shared occasions into the organization’s agenda. Hold pot luck lunches; take the team to a sporting event. Sponsor dinners at a local restaurant. Go hiking or to an amusement park. Hold a monthly company meeting. Sponsor sports teams and encourage cheering team fans. •Use ice breakers and teamwork exercises at meetings. I worked with an organization that held a weekly staff meeting. Participants took turns bringing a “fun” ice breaker to the meeting. These activities were limited to ten minutes, but they helped participants laugh together and get to know each other – a small investment in a big time sense of team. •Celebrate team successes publicly. Buy everyone the same t-shirt or hat. Put team member names in a drawing for company merchandise and gift certificates. You are limited in teamwork only by your imagination. Take care of the hard issues above and do the types of teamwork activities listed here. You’ll be amazed at the progress you will make in creating a teamwork culture, a culture that enables individuals to contribute more than they ever thought possible - together. Source: http://humanresources.about.com/od/involvementteams/a/team_culture.htm

Desmond Ong

Marketing Comments 1 View 13

Malaysian bosses don’t bother with social media.
More than half of Malaysian CEOs and the rest of the C-suite, many of whom have grown up in a generation without Facebook, Twitter or LinkedIn, are not engaged in social media strategy or activities. A new PwC study, Social media in business, finds Malaysian organisations are ‘converts’ of social media – they have an established presence in pockets, but no proper strategy around it. The report asks: “Are you on social media simply because it seems like the thing to do?” In comparison, 70% of the end users admit they refer to a brand’s social media presence before making a decision. Furthermore, 72% of respondents, including C-suite users, agree that top management participation on social media helps communicate the organisation’s values. The research also found while 69% of Malaysian businesses are “fairly active” on social media, just 42% track its impact on performance. “We noticed a significant gap between what’s expected of CEOs and what they’re actually doing when it comes to social platforms – which isn’t very much yet,” said Sridharan Nair, managing partner of PwC Malaysia “Of course smart doesn’t happen overnight. It’s like using a new smartphone. There may be some teething problems initially. But it’ll grow on you. And very soon, you’ll find yourself asking ‘How did I ever survive without it?’.” RELATED READ: Judging candidates by their social media profile Listing the examples of National Australia Bank and Frito-Lay, among others, the findings point to a need to measure the impact of social media in order to demonstrate ROI. 70% of respondents are currently developing or have already rolled out Key Performance Indicators (KPIs). Presently, most companies (20%) are using social media to disseminate information about their products and services to potential customers, or as a sales and marketing tool (17%). The most popular social platforms in Malaysia were found to be Facebook (39%), YouTube (28%), and Instagram (15%). Source : http://www.humanresourcesonline.net/malaysian-bosses-dont-bother-social-media/

Desmond Ong

Marketing Comments 1 View 11

5 ways to make sure job ads don’t discriminate
OLDTOWN White Coffee, a popular Malaysian kopitiam, recently found itself in the centre of bad press after one of its job advertisements was deemed to be racist. Unfortunately, OLDTOWN isn’t the first to be caught in such scandal. Over the years, many companies have been called out for being discriminatory in their recruitment efforts. Why do employers keep falling into the same traps, especially when countries like Singapore and Hong Kong make a big song and dance about recruitment guidelines and codes of practice when it comes to discrimination in the workplace? Here are 5 things employers and HR leaders need to keep in mind when posting job advertisements. 1. Be conscious of unconscious bias Let’s be honest – we like people who are like us. But that’s no reason to recruit carbon copies of yourself! In fact, doing so can create the dangerous phenomenon of ‘group think’, which is a massive no-no if your company wants to stay ahead of the curve. Getting rid of unconscious bias can be hard, but being aware of it is the first step. 2. Know the law Even though Singapore’s government is pushing for the hiring of more locals, there are still strict policies in place to make sure the recruitment process remains fair. The country’s Fair Consideration Framework is a good model to try and emulate, regardless of whether you’re a Singapore-based company or not. Much like in Singapore, Hong Kong’s labour legislation is detailed, and has been broken up to prevent discrimination against age, sexual orientation and gender. With all these resources available online, companies really don’t have an excuse to hide behind. RELATED READ: Half of work discrimination complaints nationality-related 3. Use your words wisely So you’re aware of potential unconscious bias, and you know your laws. But putting that in writing can be tough. Make sure your job ads cannot be misinterpreted or misunderstood. Also, avoid writing statements such as “So-and-so need not apply” or “Open to Malaysians only”. 4. Be justified We understand there are times where you’re going to have to fill a role that’s pretty niche, and you will need to list specific requirements on the job advertisement. In those situations, be justified in why those criteria have been listed. It may also be a good idea to note you are open to meeting candidates who don’t possess those skills. After all, you never know when cross-functional hiring might work for you. 5. Get a second opinion Or a third. If you’ve been writing JDs and posting ads for a while, there’s a small chance you might have overlooked something. Particularly with all these revised regulations, have someone else - maybe even someone who isn’t in HR or is the hiring manager – to take a look at the posting before it goes live. Yes, it’s a little bit more work, but it seems a favourable alternatively to facing the wrath of an offending public. Source : http://www.humanresourcesonline.net/5-ways-make-sure-job-ads-dont-discriminate/?utm_campaign=20140924_hrdaily&utm_medium=email&utm_source=MY&utm_content=topstory

Elise

Comments 0 View 81

HR Excellence Awards 2014...Jobtact one of the Sponsors
HR Excellence Awards has been an annual affair every year but this year it is going to be a unique year for our company as we are one of the sponsors. Yes, Jobtact is one of the official sponsors for excellence in HR Social Media. Want to know more about Jobtact, come and see us at this prestigious event on 29 October 2014 which hmm………another 38 days from today. A short brief about us on the link....

Elise

Comments 0 View 35

HR Excellence Awards 2014
Today is the day the end of the HR Excellence Awards judging. Are you the winner all Employers who participates in this prestigious event? Answer on 29 October 2014. Employers and Job seekers who wants to know more about this award, join us by signing up to our Job Portal and be the first to know what is new in the communities.........

Teresa

Comments 0 View 55

10 Quotes Salespeople Should Memorize
For about a decade, I've been keeping a notebook of quotes about selling, partly for use in articles and blog posts but also to inspire me. Since I've now gathered more than a hundred quotes, I decided to comb through them and select the best nuggets of wisdom. Here they are: "Begin by always expecting good things to happen." --Tom Hopkins "For every sale you miss because you're too enthusiastic, you will miss a hundred because you're not enthusiastic enough." --Zig Ziglar "All things being equal, people will do business with, and refer business to, those people they know, like, and trust." --Bob Burg "Treat objections as requests for further information." --Brian Tracy "The best way to sell yourself to others is first to sell the others to yourself." --Napoleon Hill "Ninety percent of selling is conviction and 10 percent is persuasion." --Shiv Khera "Obstacles are necessary for success because in selling, as in all careers of importance, victory comes only after many struggles and countless defeats." --Og Mandino "One of the best predictors of ultimate success … isn't natural talent or even industry expertise, but how you explain your failures and rejections." --Daniel H. Pink "If you are not taking care of your customer, your competitor will." --Bob Hooey "To build a long-term, successful enterprise, when you don't close a sale, open a relationship." --Patricia Fripp Those are my Top 10, but I'm willing to bet that you have one or more quotes that you find meaningful and helpful. If so, leave a comment or send it to me by email (the address is on my website.) I'll publish the entire list next month in my free newsletter. Source of link: http://www.inc.com/geoffrey-james/10-quotes-salespeople-should-memorize.html?utm_content=bufferc9590&utm_medium=social&utm_source=plus.google.com&utm_campaign=buffer

Elise

Comments 0 View 46

Improvement on Graduates English proficiency

Elise

Comments 0 View 42

English is important.............read on for more details

Elise

Comments 0 View 36

HR Excellence Awards 2014...........book your tables and be there