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Salary Trend & Market Intelligence for Startups – Malaysia

Posted on October 28, 2022October 28, 2022 by admin

The State of Startups in Malaysia

Already recognized as one of leading global manufacturing hubs, Malaysia is making strides towards establishing itself as a promising startup centre. According to Startup Genome, an innovation policy adviser, Kuala Lumpur is ranked as the 11^th emerging startup ecosystem in the Global Startup Ecosystem Report 2020.

The country’s geographical location is a prime spot for cross-country operations, situated between three already growing markets in Indonesia, Thailand and Singapore. To help accelerate the ecosystem growth, the Malaysian government launched programs such as Cradle Investment Programme 300 (CIP300) and DEQ800 to offer direct financial support to Malaysian tech startups.

Other than its government funding schemes, Malaysia also offers high quality talent at lower salaries and fast-track visas for entrepreneurs, making the country a great area for startups to move to if they want to expand.

Hiring Advice

Attracting and hiring high-quality talent can be incredibly challenging for startups. However, it is crucial to get this step right in the early stages as your team will help set the culture of your organization and determine the success of your first projects. Here are some strategies to help you hire top candidates as a startup.

Offer a hybrid or remote work options. Many great candidates consider this flexibility as a benefit. Providing this option may give your company access to a larger talent pool.

Create an employee referral program. Personal references can go a long way when hiring new employees for a startup. It allows you to hire faster and candidates recommended by your employees are more likely to have a strong cultural fit.

Build and showcase great company culture. A startup company has a lot of potential to create a positive work culture where talents can thrive. Social media is a great platform to showcase your company culture, from office perks to fun events like birthday celebrations and team bonding sessions.

Use modern tools. Artificial intelligence systems can assist you in filtering job applications and hire more efficiently. These systems can help you scan your job posts to ensure you optimize your language. It also allows you to communicate directly with applicants through chatbots or automatic chatting software.

In-Demand Skills in Startups

Data Analytics (i.e research, resource management, forecasting, data visualizations)
Mobile Development
Sales
Business Development
English Language (i.e. content writing, presentation skills)
Computer Skills (i.e. MS Office, GSuite, CRM software)

Emerging Soft Skills:

Strong adaptability to fast pace environment
Innovative and inquisitive mind
Dare to share opinions
Entrepreneurial mindset
Complex problem-solving
Resilience, strong tolerance and flexibility

In-Demand Roles in Startups

Merchant Support (onboarding, trainer, payment dispute handling)
User Operations Support
Partner Enablement Team / Activation
Customer Service / People Experience
Key Account Manager
Business Intelligence / Strategic Intelligence
Software Engineer
Data Analyst & Scientist
UX/UI Designer
Software / App / Web Developer

Retention & Attraction

It’s important to understand what makes an employee stay or leave. Understanding these reasons will help you create better work environments to retain the best talents and continuously attract new ones to your team.

Reasons to stay:

Positive career progression potential
Competitive salary and benefits
Well-known brand image
Flexible work hours / WFH policy
Collaborative working culture

Reasons to leave:

Stagnant company growth
Lack of room for career progression
Work overload
Better remuneration package offered by others
Lack of new challenges

From Attraction to Retention

In the early-stage startup, finding the right talents is critical for your company’s growth. Businesses are competing for top quality candidates more than ever before. Consider these strategies to help you stand out from your competitors when establishing your talent attraction plan.

Explain your company’s mission

As a startup, it’s important to be open on where your company is heading as it will help your candidates align themselves with your company’s purpose. You can also share some of your ongoing projects to let them have better understanding on some of the works that they will be doing.

Competitive salary and benefits

Our data shows that candidates are more willing to consider joining a startup when offered a 30-40% salary increment. However, if you are unable to do this, there are different ways you can provide competitive packages to stand out in the market. This can include offering health and insurance benefits, flexibility in working hours, trendy office space and perks, or equity.

Provide a clear path for upward mobility

Some candidates can be hesitant to join a newly-established company as they are unsure of how they can develop within the company. During the hiring process, communicate how your organization can provide opportunities for their career growth or to expand their portfolios.

Employee turnover is a constant struggle for companies, especially those who are just starting up. Some studies show that around 20% of new hires leave within their first 45 days of employment. Here are several strategies you can consider for successful employee retention.

Ensure effective onboarding practices

Proper onboarding is critical to any company’s long-term success. It is your chance to create a strong and lasting impression on new employees. Some ways to achieve this include:

providing all relevant information such as office access or parking spots
setting up their workspace
personalizing their introduction to the company
having clear onboarding plan that covers at least the next month

Offer opportunities for development

High turnover rate is often linked to a lack of investment in employee development. When a clear development program is in place, employees will be more motivated and productive at work. Consider implementing coaching programs or making trainings and certification programmes reimbursable. For employees who are interested in exploring roles outside of their departments, you can provide opportunities to transfer into new positions or functions.

Reassess your compensation and benefits package

Offering employees enticing benefits package can be costly, however, in the long run, it will help you retain your staff. Start by surveying existing employees to see what they think of the current benefit package then check out what your competitors are offering. You can also evaluate your salary structure to ensure that employees are compensated for a job well done.

Initiate employee engagement actions

Studies have shown that engaged employees are often higher performers, more productive and more likely to stay within the company than disengaged employees. You can improve your employee engagement by committing to a two-way feedback system. This will allow employees to get input to enable them to perform their best and at the same time, you can have inputs that would be vital for the company’s growth.

Organize internal events to strengthen team relationships and celebrate achievements

These activities will help employees to communicate and collaborate better, builds trust, help resolve conflict and enhances respect for each other. Some team building events you can do include team lunches, group excursions, or social responsibility initiatives to give back to the community.

Work with A Recruiter

Many startups struggle to fill in crucial roles because they do not have the time or resources to source, engage and hire talents. This is where recruiters can come in and fill in the gaps.

Recruiters have a high level of expertise and experience in dealing with the labour market, job posting tactics, candidate screening and interviewing and labour laws. They have access to a vast of high-quality talents that they have already pre-screened or to passive candidates who are often the best performers in the industry.

In this tight job market, consider working with a recruiter so that you can keep focusing on what matters: running your new business.

Salary Guide

Click here to download this report.

RecruitFirst Taiwan awarded Grade A in the 2022 Accreditation Program

Posted on October 28, 2022October 28, 2022 by admin

RecruitFirst Taiwan is proud to have achieved stellar results in the Taipei City Government’s Accreditation of Private Employment Service Agencies for 2022. This is the 3^rd consecutive year in which RecruitFirst has been awarded Grade A since its incorporation in 2019.

Private employment service agencies are evaluated based on standardisation in contractual records as well as the stringency in personal data privacy protection. The A-grade accreditation is an excellent showcase of the high standards and service quality of the RecruitFirst brand.

We are grateful for this recognition from the Taipei City Government, and also the support of our clients and contractors. This award is representative of the hard work and commitment that every single one of our consultants has put into maintaining high service standards.

Are Gen-Z Reluctant To Come To Shanghai?

Posted on September 23, 2022September 28, 2022 by admin

Sample Data of Participants

A total of 269 students participated in the survey, 82% of whom were from Shanghai.

Over 70% are undergraduate students and bachelor degree holders, and less than 30% are postgraduate students and master degree holders.

Positive Impact of Covid-19 Lockdown

It is found that COVID-19 lockdown in Shanghai has had a great impact on people’s choice of cities to work in.

Rise In Search For Job Opportunities

Despite the lockdown, the younger generation in particular, chose to seek for job opportunities in Shanghai.

Optimism Among Young People

Gen-Z in Shanghai are still optimistic about the opportunities and resources.

Attractive of New First-Tier Cities

New first-tier cities are the most attractive to young people who decide to leave Shanghai.

What Do Gen-Z Graduates Value When They Look For A Job?

Work Values In First Job

In comparison with the type of company and nature of work, college students value the potential of the industry more when looking for their first job.

How Decision Is Made

In comparison with the type of company and nature of work, college students value the potential of the industry more when looking for their first job.

Importance of Social Media Platforms

Experiences of working in famous companies shared by normal bloggers or well-made contents posted by workplace bloggers can be found for reference on Xiaohongshu
Search “fabulous company” on Douban and Weibo to find many groups and topics sharing real information on great corporate culture and benefit packages

Posts on Xiaohongshu, Douban and Weibo

People tend to learn about a new company and do background research on Xiaohongshu.

Job Application Channels

College students tend to send out their resumes through traditional channels, and follow recruitment channels of corporate-owned media.

According to the survey, though this COVID-19 lockdown has influenced the decision in the city to work among Gen-Z to a certain extent, most still decided to stay because of Shanghai’s industry agglomeration, and the number of working opportunities and abundant talent resources. They believe that the city’s accumulated strength will not be dissipated due to the temporary uproar of COVID-19.

According to the expectations that the college students have of their first job paired with the reasons for job-switching by Beisen, the potential of the industry seems to reign at the top. However, when deciding to change a job, the focus shifted to whether the nature of work is in line with their interests and whether the interpersonal relationship in the workplace is harmonious.

For enterprises, showing care to the employees under such unprecedented times can provide employees with a sense of security and as a result, increase their appeal to talents. In terms of recruitment, they should leverage key social platforms such as Xiaohongshu, Weibo, and Douban to build awareness. On the other hand, as college students tend to conduct background research before accepting a job offer, companies should maintain their reputation and respond to the negative reviews left on their websites in time to minimize the impact.

Download the full report here.

30 Years of HRnetGroup – Walk With Us

Posted on September 3, 2022November 23, 2022 by admin

This year marked the 30^th Anniversary of our Group and to commemorate the special occasion, we organised a Walkathon and Fundraising event on 3 September 2022.

Themed, Walk With Us, the objective of the event was to support and give back to the local communities in each city. The event took place simultaneously in 11 cities – Singapore, Kuala Lumpur, Hong Kong, Tokyo, Shanghai, Beijing, Guangzhou, Seoul, Jakarta, Shenzhen and Taipei.

“After 30 years, we are now far bigger, faster and stronger, from the technology backbone that is integral to the business, to the new workflows that speed up processes and improve service delivery standard for our clients and candidates. With this event, we want to continue making a difference by raising funds to benefit the communities which have nurtured our growth”, said Adeline Sim, Executive Director and Chief Corporate Officer of HRnetGroup during the event.

In each city, we walked a total of 5km, however, our team in Seoul, went a step further by walking a total of 10km. There were over 500 people that attended including all employees under our group, the clients, candidates and their family members.

We had a total of 8 beneficiaries that were included in this fundraiser – Code in the Community for Singapore, Tzu Chi Foundation Malaysia for Kuala Lumpur, Yayasan Kanker Anak Indonesia for Jakarta, The Community Chest of Hong Kong for Hong Kong, Eden Social Welfare Foundation for Taipei, Shanghai Sunflower Community for Shanghai, Angel House Orphanage for Seoul and Make-A-Wish Foundation for Tokyo.

In line with giving back to communities, we donated S$10 for every 1km walked which amounted to S$32,255. Our clients and candidates also contributed to this fundraising event and it totaled up to S$13,585.

We would like to thank everyone that donated and participated during the Walkathon. The contributions made will definitely go a long way in making a difference to the lives of those supported by the charities. Together, we can make a difference.

To add on to the fundraising, we have also created our own NFT, where our mascot, Ruby, is featured in different cities. Proceeds from this will also be donated to the charities that the respective cities are raising funds for in this CSR initiative.

If you’re new to the NFT World, check out the image below for a guide on how to purchase.

Salary Trends & Market Intelligence: Healthcare Industry – Singapore

Posted on June 7, 2022July 18, 2022 by admin

Change Is Here To Stay

It’s been 2 years since the first wave of COVID-19 hit Singapore’s shores. Through lockdowns, travel restrictions, and vaccination rollouts, the country has adapted to the ever-changing situation and understood that what we once thought would come to pass is here to stay for the long run.

While COVID-19 has impacted almost every aspect of our lives, it has undeniably left an indelible mark on the healthcare industry. Coupled with Singapore’s newest Healthier SG plans to cater to an ageing population, the industry has undergone and is expected to continue seeing a change in terms of hiring practices and diversification of healthcare-roles.

Having brought to the forefront the importance of healthcare workers, the pandemic has emphasized the hard work and risk that these professionals put themselves in. As the world works towards new ways to combat the virus, it has become evident that healthcare is an industry that will always be in demand.

Contrasted with other industries that were forced to come to a standstill when the pandemic struck, many people are turning towards healthcare-related jobs because of an increased passion and realisation of its importance, as well as an understanding that the industry is not limited to just doctors and nurses, it also includes a whole host of ancillary and allied health professionals such as pharmacists, phlebotomists, therapists etc, that are as instrumental to a country’s healthcare system.

A New Standard In Salaries For Temps

Singapore’s healthcare industry was quick to respond to changes in the DORSCON level and started making use of recruitment companies to begin hiring en masse early. An interesting point to note is the way the healthcare industry has influenced the increase in pay rates for temporary jobs.

During the height of the pandemic, when Safe Entry check-ins were compulsory and temperature screeners in high demand, the average salaries for hourly-rated roles rose to $15/ hour, due to the perceived risk that they carried. This caused employers in other industries to consider raising their hourly rates, just so that they could keep their salaries competitive. Some companies responded with a 50% increase in salaries offered, while those who decided to stick to the pre-COVID standards found themselves having to settle with choosing from a shrinking pool of candidates. Despite the decrease in COVID-related temporary jobs, candidates will continue to expect raised rates from all employers across the board.

Consider These When Hiring

1. FAST-PACED VISUALS MEDIUMS

Platforms such as Instagram, TikTok and Telegram have become the new job portals. Talents are drawn to roles that are marketed to them, much like how a consumer brand markets their products. The eye-catching visuals coupled with short, to-the-point messaging is aligned with how today’s generation prefers to consume information.

2. 360-DEGREE EXPERIENCE

For fresh graduates or those early in their career, consider packaging a role as 360-degree Management Trainee Program if the environment allows for it. A role that provides a holistic space to contribute and learn could potentially attract promising talents who are looking for more than just a run-of-the-mill job.There has also been an increase in group, scenario-based, or ‘activity day’ interviews, which help companies understand a candidate’s thought processes and teamwork abilities more thoroughly.

3. TRANSFERRABLE SKILLSETS

While it is common for companies to prioritise hard skills as a requirement for hiring, it might be better to place the emphasis on transferrable skillsets instead. Work towards devoting time and resources to building technical skillsets from the ground up after an employee has joined the company. This ensures that incumbents have the right attitude and mindset to learn and grow, and might increase company loyalty as well once they see that their career growth is being taken care of.

Career Considerations Of Healthcare Professionals

Competitive remuneration and benefits package that includes family care leave, COVID-19 Healthcare Award special bonuses
Commemoration of special appreciation days, such as Nurses Day
Additional perks and benefits such as gyms and childcare services on premise
Location of work
Remote work arrangements and flexible working hours

Work With A Recruiter

Despite recent challenges, it is hard to deny that the job market is shifting to become one where job seekers now have a wealth of information and choices at their fingertips. Companies need to ensure that they stand out from competitors so as to attract the best talent.

A disciplined hiring process, as well as constant contact with other thought leaders, headhunters and prominent figures in the Human Resource field will help you stay abreast of trends in your industry. The past few years have taught us to embrace change, and we must continue to do so in order to build a team of highly skilled professionals who can work together to achieve organisational goals.

Salary Guide

JOB TITLE	EDUCATION QUALIFICATION REQUIREMENTS	YEARS OF INDUSTRY EXPERIENCE	SALARY (SGD)
Healthcare Assistant/Porters	PSLE	1-2 years	$1,300 – $1,800
Senior/Patient Service Associate	GCE N/O-Level to Diploma	1-2 years	$1,600 – $2,400
General Administrative Roles (Corporate, Operational – Admin & Ancillary)	GCE N/O-Level to Diploma	1-3 years	$1,600 – $2,400
Senior Level General Administrative Roles (Corporate, Operational – Admin & Ancillary)	GCE N/O-Level to Diploma	4 years and above	$2,400 – $3,500
Executive (Corporate, Admin & Ancillary Vacancies)	Degree	1-5 years	$3,000 – $4,500
Senior Executive (Corporate, Admin & Ancillary Vacancies)	Degree	5 years and above	$4,000 – $5,000
Assistant Manager (Corporate, Admin & Ancillary Vacancies)	Degree	5 years and above	$5,000 – $5,500
Social Work Assistant	GCE A-Level, NITEC/Higher NITEC/Diploma	1-2 years	$1,700 – $2,500
Medical Social Worker	Degree	1-2 years	$3,300 – $4,200
Therapy Assistant	NITEC/Higher NITEC/Diploma	1-2 years	$2,000 – $2,400
Pharmacy Assistant/Technician	Diploma	1-2 years	$2,200 – $2,400
Pharmacists, Medical Lab Technologists	Degree	1-2 years	$3,300 – $4,200

Click here to download this report.

Salary Trends & Market Intelligence: Healthcare Industry – Singapore

Posted on June 7, 2022July 18, 2022 by admin

Change Is Here To Stay

Demand Through Healthier SG

In tandem with this observation is Singapore’s newly introduced Healthier SG plan, which aims to cater to the health needs of an ageing population. With the idea of focusing on preventive care and promoting better health on a community level, it also has plans for better and more infrastructure, as well as increased support for healthcare professionals. All in all, this will lead to the increase in demand for gerontology specialists as well as project planning professionals who are able to apply a variety of analytical, organisational, and design skills to put these new initiatives in place.

New Forms of Healthcare

Other emerging forms of healthcare, such as telemedicine, are also becoming more prominent in Singapore, and the relevant professionals in IT infrastructure, marketing, and data analytics will be required as well. With these emerging functions, companies will benefit from staying on top of trends, applying new technologies to their work where possible to stay relevant. Companies can also consider increasing their brand awareness by providing online educational resources that shed light on various healthcare topics. These serve as a good way to inform the public about the best healthcare practices while promoting the company’s various services.

Contract Roles In The Healthcare Sector

The recent few years have also seen the rise in freelance and contract roles, which employers prefer nowadays, given the need for flexibility and to fulfill ever-changing requirements. While full-time positions are traditionally preferred, contract roles offer the opportunity for exploration and could be a helpful stepping stone towards new opportunities. Job seekers are encouraged to keep an open mind if offered contract roles, as they could provide experience and valuable connections to further one’s career goals.

In-Demand Roles In The Healthcare Sector

Operations Executives
Call Centre Staff
Allied Healthcare Professionals; Pharmacists, Physiotherapists, Radiographers
Nurses
Patient Service Associates
Phlebotomists

Career Considerations Of Healthcare Professionals

Competitive remuneration and benefits package that includes family care leave, COVID-19 Healthcare Award special bonuses
Commemoration of special appreciation days, such as Nurses Day
Additional perks and benefits such as gyms and childcare services on premise
Location of work
Remote work arrangements and flexible working hours

Work With A Recruiter

There is a wealth of information out there, as are there plenty of choices for the job seeker, and it can be hard to sift through it all in order to find the right career and organization to join.

The past few years have taught us to embrace change, and we must continue to do so in order to advance the career ladder. It’s important to leverage the knowledge of thought leaders, headhunters and prominent figures in the Human Resource field to keep updated on the latest trends and hottest job openings.

Salary Guide

JOB TITLE	EDUCATION QUALIFICATION REQUIREMENTS	YEARS OF INDUSTRY EXPERIENCE	SALARY (SGD)
Healthcare Assistant/Porters	PSLE	1-2 years	$1,300 – $1,800
Senior/Patient Service Associate	GCE N/O-Level to Diploma	1-2 years	$1,600 – $2,400
General Administrative Roles (Corporate, Operational – Admin & Ancillary)	GCE N/O-Level to Diploma	1-3 years	$1,600 – $2,400
Senior Level General Administrative Roles (Corporate, Operational – Admin & Ancillary)	GCE N/O-Level to Diploma	4 years and above	$2,400 – $3,500
Executive (Corporate, Admin & Ancillary Vacancies)	Degree	1-5 years	$3,000 – $4,500
Senior Executive (Corporate, Admin & Ancillary Vacancies)	Degree	5 years and above	$4,000 – $5,000
Assistant Manager (Corporate, Admin & Ancillary Vacancies)	Degree	5 years and above	$5,000 – $5,500
Social Work Assistant	GCE A-Level, NITEC/Higher NITEC/Diploma	1-2 years	$1,700 – $2,500
Medical Social Worker	Degree	1-2 years	$3,300 – $4,200
Therapy Assistant	NITEC/Higher NITEC/Diploma	1-2 years	$2,000 – $2,400
Pharmacy Assistant/Technician	Diploma	1-2 years	$2,200 – $2,400
Pharmacists, Medical Lab Technologists	Degree	1-2 years	$3,300 – $4,200

Click here to download this report.

Salary Trends & Market Intelligence: Technology Industry – Indonesia

Posted on May 25, 2022July 18, 2022 by admin

Acceleration of Digital Transformation

The COVID-19 pandemic created major momentum to drive digital transformation in various industries, demanding businesses to embrace technology in order to survive.

In Indonesia, this period accelerated the rise of numerous e-commerce and financial technology platforms as companies seek to adapt to the change in consumer behavior that shifts towards online shopping and the use of cashless payment solutions. The increasing awareness of financial health and investment knowledge amongst Indonesia’s youth also expedites the growth of investment apps.

Hiring Advice

With the ongoing digital transformation in Indonesia, technology companies are having to compete with major players from other industries to attract top tech talents.

Expanding your candidate pool by focusing on a wider set of capabilities may help your company overcome the talent crunch. Technical skills may be less crucial for some roles and recruiters can focus on hiring candidates with the desired soft skills instead.

Accelerate the hiring process by streamlining and reducing the wait time between interview stages to prevent candidates from being snatched by other companies.

Providing a culture of coaching and development is another key aspect that candidates in tech tend to look for in a company. Make your company stand out amongst the competitors by ensuring this culture is highlighted in the early stages of interviews.

Millennials and Gen Zs make up a growing share of the tech workforce, and these generations value transparency and accountability from senior management. They appreciate leaders who are visible and willing to engage directly with employees.

In-Demand Skills in the Technology Sector

Cybersecurity
Data Analytics
Networking & Programming Languages (i.e. JavaScript, Go, Python)
Quality Assurance
App Development

According to World Economic Forum’s Future of Jobs Report, these are some of the emerging soft skills in the tech industry:

Analytical thinking and innovation
Complex problem-solving
Active learning and learning strategies
Creativity, originality and initiative
Resilience, stress tolerance and flexibility

2-5 months | Time needed to start building new skills in the tech sector (i.e. Product Development, Data and AI, Cloud Computing, etc.)

In-Demand Roles in the Technology Sector

Frontend / Backend Engineer
QA Engineer
Software Developer
Network / Cloud Architect
DevOps / Site Reliability Engineer
Cybersecurity Specialist
Data Analyst & Scientist
Apps Developer

Retention & Attraction

Reasons to stay

Company prospects and vision
Flexible work hours / WFH policy
Supportive tech-stack
Collaborative work culture
Positive career growth potential
Competitive salary and benefits
Availability of health insurance coverage

Reasons to leave

Company’s product / technology development is stagnant – less opportunities to innovate
Lack of room for career development
Salary and benefits are not competitive
Lack of new challenges
Lack of work life balance or rigid work arrangements

From Attraction to Retention

It’s more crucial than ever for technology companies to create differentiators that help them beat out competitors for top talents.

Consider these three factors when establishing your talent attraction plan.

Competitive salary and benefits. With competition coming not only from within the industry but from major non-tech companies as well, it’s important to stay ahead of what competitors offer.
Clear and strong employer branding. According to a LinkedIn research, 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.
Remote employment opportunities or WFH options. Tech workers now have a broad choice when it comes to workplace flexibility, and they are more likely to prioritize companies who are offering the choice to work remotely.

Active talent retention strategies are a key part in keeping top tech talents at home and minimizing the risk of them being hijacked by competitors.

These are a few strategies you can implement to reduce your turnover rate.

Create the right culture. A flexible, positive environment can enable employees to collaborate and share ideas. Encouraging them to brainstorm and innovate without fear can help to gain their trust and loyalty.

Have a clear talent development program in place. A well-planned talent development program can help to close the skill gaps in your company. Use surveys and meetings to discuss the proficiencies you need and what your team wants. In addition, look at the field in general and find out what technologies may be coming soon.

New challenging projects. Positive challenges can keep employees engaged and interested in their role. However, employers should ensure that training and support are accessible whenever employees need them.

Work with A Recruiter

The war for technology talent is getting fiercer, with companies racing to stay afloat.

Working with recruiters can help businesses expedite the hiring process by utilizing their vast talent pool, knowledge of the market, and access ‘passive talents’ who are often the best performers in the industry.

Salary Guide

Job Title	Year of Industry Experience	Salary
Backend Developer	2-4 years	10,000,000 – 35,000,000
Frontend Developer	2-4 years	10,000,000 – 35,000,000
Backend Engineer	4-5 years	12,000,000 – 15,000,000
Senior Backend Engineer	12 years	28,000,000
Frontend Engineer	4-5 years	12,000,000 – 15,000,000
Senior Frontend Engineer	12 years	32,000,000
QA Engineer	2-4 years	6,000,000 – 16,000,000
Senior QA Engineer	6 years	24,000,000
Data Analyst	4 years	10,500,000
Senior Data Analyst	8 years	26,000,000
Data Engineer	> 3 years	10,000,000 – 30,000,000
Data Scientist	7 years	20,000,000
UI/UX Designer	2-5 years	7,000,000 – 16,000,000
Engineering Manager	3-5 years	37,000,000 – 70,000,000
Site Reliability Engineer	5 years	14,000,000
Senior DevOps Engineer	4 years	20,000,000
IT Infrastructure	10 years	27,000,000

Click here to download this report.

Salary Trends & Market Intelligence: Technology Industry – Indonesia

Posted on May 25, 2022July 18, 2022 by admin

Acceleration of Digital Transformation

The COVID-19 pandemic created major momentum to drive digital transformation in various industries, demanding businesses to embrace technology in order to survive.

Career Advice for Jobseekers

With the positive trajectory of Technology sector growth in Indonesia, candidates will have more opportunities to enter the industry.

However, as demand increases, having a related degree in the field will not automatically guarantee a place in your dream tech company. Job seekers will have to set themselves apart by continuously honing both their hard and soft skills. Consider the following steps to make your tech job search a successful one.

1. GET CERTIFIED

If you’re new to the industry, certifications can be a good way to learn the fundamentals and earn credential. Research new software, tools or trends that may be on the rise to decide on which certification to get.

Pro Tip: Recruiters will feel more confident to consider you if you have a strong knowledge base and are willing to learn new things.

As the cost of certifications can be quite substantial, it’s important to ensure that the programs you choose match your career goals so it will be a worthwhile investment. Consider exploring the ‘Kartu Prakerja’ program which provides subsidies for various tech courses by its partner training institutes.

2. BUILD YOUR EXPERIENCE

Relevant experience is high up on the list when hiring managers are looking for a top candidate.

Here are several ways you can gain experience as tech workers:

Completing an internship
Freelancing
Doing personal projects
Offering your service to volunteer organizations
Join courses

3. POLISH YOUR PORTFOLIO

Portfolios are a great way to showcase your abilities, especially if you are starting on your career. To attract hiring managers, your portfolio should include the following elements:

Brief statements about who you are and what you do
Examples of your work (i.e. website you built, software you developed, etc.)
Statement of originality stating that the samples provided are your work

It’s better to present your portfolio in an easy to navigate format so it will spotlight your work. Avoid using flashy colors or obscure titles so hiring managers can easily understand and navigate the page.

4. NETWORK

Having a strong network within the tech industry can be useful to secure your dream job. Someone in your network may introduce you to opportunities you might not have direct access to or even vouch for your work.

Start building your network by reaching out to former colleagues, friends, alumni from your school, or professionals on LinkedIn.

These connections may not always end up in a job offer but you’ll gain valuable insights and advice about the industry.

In-Demand Skills in the Technology Sector

Cybersecurity
Data Analytics
Networking & Programming Languages (i.e. Java Script, Go, Python)
Quality Assurance
App Development

According to World Economic Forum’s Future of Jobs Report, these are some of the emerging soft skills in the tech industry:

Analytical thinking and innovation
Complex problem-solving
Active learning and learning strategies
Creativity, originality and initiative
Resilience, stress tolerance and flexibility

2-5 months | Time needed to start building new skills in the tech sector (i.e. Product Development, Data and AI, Cloud Computing, etc.)

In-Demand Roles in the Technology Sector

Frontend / Backend Engineer
QA Engineer
Software Developer
Network / Cloud Architecht
DevOps / Site Reliability Engineer
Cybersecurity Specialist
Data Analyst & Scientist
Apps Developer

Work with A Recruiter

Job searches can be challenging and time-consuming. Working with a recruiter can help you in many ways, from finding you a suitable opportunity, to negotiate remuneration package.

A good recruiter will not only ease your job hunt but is able to provide insight and feedback throughout the interview process, helping you to showcase your qualifications and skills in the best manner.

Salary Guide

Job Title	Year of Industry Experience	Salary
Backend Developer	2-4 years	10,000,000 – 35,000,000
Frontend Developer	2-4 years	10,000,000 – 35,000,000
Backend Engineer	4-5 years	12,000,000 – 15,000,000
Senior Backend Engineer	12 years	28,000,000
Frontend Engineer	4-5 years	12,000,000 – 15,000,000
Senior Frontend Engineer	12 years	32,000,000
QA Engineer	2-4 years	6,000,000 – 16,000,000
Senior QA Engineer	6 years	24,000,000
Data Analyst	4 years	10,500,000
Senior Data Analyst	8 years	26,000,000
Data Engineer	> 3 years	10,000,000 – 30,000,000
Data Scientist	7 years	20,000,000
UI/UX Designer	2-5 years	7,000,000 – 16,000,000
Engineering Manager	3-5 years	37,000,000 – 70,000,000
Site Reliability Engineer	5 years	14,000,000
Senior DevOps Engineer	4 years	20,000,000
IT Infrastructure	10 years	27,000,000

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Salary Trends & Market Intelligence: Consumer Goods Industry – Indonesia

Posted on February 10, 2022July 18, 2022 by admin

Digital Acceleration in Consumer Goods Sector

In 2020, the COVID-19 pandemic caused a major influence in consumer behavior. The pandemic pushed all sectors to accelerate their digital transformation, a trend that will continue in 2022. Consumer’s shopping mindset is changing as people are more cautious about how much they spend and more people prefer to do their shopping online now compared to before the pandemic.

The rising e-commerce adoption is supported by Indonesian citizens’ demographic conditions as one of the world’s most active social media users and are mainly tech-savvy middle-class workers.

Career Advice for Jobseekers

As consumer goods sector is predicted to begin recovering in 2022, candidates will have more opportunities to enter the industry. However, job seekers will need to pay attention to these several factors to stay ahead of the game.

ADAPTABILITY IS KEY

One of the biggest lessons that the world has learned in recent years is that things may change in a matter of days and adapting can be a key to survival.

In 2022, some consumer goods companies may offer more openings for temporary or contract work as they are adjusting their fluctuating budget and stores reopening.

This means candidates may need to modify expectations and be more open in exploring a vacancy. While the next opportunity may not be a permanent job offer, there are still upsides such as gaining experience or making sure that you have steady work in the meantime.

BE AWARE OF COMPANY’S STANCE ON COVID-19 PRECAUTIONS

Many employers are putting their vaccination or testing requirements upfront in their job postings. In addition, some companies are starting to implement a hybrid working schedule where employees may come to the office few times in a week.

If these policies are important for you but are not readily available, you may ask the company as early as possible in the application process.

HONE IN ON YOUR SKILLS

The digital transformation that is taking place in this sector opens up more vacancies to help companies grow their e-commerce platforms.

Consider upgrading your skills with digital marketing, web development, or data analysis courses or certifications.

On top of these technical skills, soft skills such as leadership, problem-solving, and effective time management are attributes that many employers look for, no matter what the industry is.

Work with a Recruiter

If you are struggling to find a job that fits your personal and professional goals, working with a recruiter may be a solution for you. Experienced recruiters can help prepare you for the job placement process, from improving your resume, coaching on interview techniques, to negotiate the terms and salary on your behalf to ensure that you have job satisfaction.

You may also have opportunities to discover roles that aren’t advertised elsewhere as recruiters have access to jobs that are confidentially advertised or not yet posted on the internet. This means you can stay ahead of the competition and have a better chance of receiving the job offer you want.

Click here to download a copy.