Baitong Hotel and Resort Phnom Penh’s Post

One common mistake observed among job seekers in Papua New Guinea is including unprofessional picture as selfie with betel nut stains on teeth on their CVs or resumes. This can create a negative first impression during the initial screening process. While a decent photograph is acceptable, it's important to avoid including anything that may appear inappropriate. A simple yet professional photograph that presents the candidate in a respectable light is recommended, without the need for formal business attire. This summary highlights the importance of maintaining a professional image on job applications to make a positive first impression on the screening process . #JobSeekersTip

Discover the essential do's and don'ts for HR recruitment during Ramadan, ensuring inclusivity and respect for candidates observing this sacred month. From offering flexible scheduling to training interviewers on cultural sensitivity, this guide provides comprehensive insights to create a welcoming and accommodating recruitment process for all candidates, fostering diversity and understanding in the workplace. #pastidireqruit #InclusiveHR #RespectfulHiring #CulturalSensitivity #HRBestPractices

Difference between PH Employers vs International Employers? Let this be an eye opener. International Employers: 1. Ask for your CV and sample works 2. Schedule an interview 3. Optional tasks / test 4. Offers $1000-$2500 salary per month 5. Let you start job ASAP PH Employers: 1. Must be bachelor and have experience to be qualified for a minimum wage 2. Ask for CV and sample works 3. Provide lots of questions, tests, and referral from previous company 4. Schedule preliminary interview 5. Schedule final interview 6. Offers P16,000 - P 25,000 salary per month 7. Ask for medical, barangay clearance, police / NBI clearance 8. Optional Written exam 9. Let you start job after submitting all the requirements

In Papua New Guinea, like in any other country, the hiring process for government jobs follows a combination of factors to ensure fair selection. The ideal approach is a merit-based system that considers qualifications, skills, experience, and performance during interviews or assessments. This method aims to choose candidates based on their abilities to meet the job requirements. However, it is worth acknowledging that personal connections or networking may occasionally influence the hiring process in various industries, including government departments. While this phenomenon exists, it is important to recognize that each person's employment journey is unique, and not all cases involve such factors. Regarding the specific concern about the professionalism of front desk staff, it is essential to address this issue promptly and effectively. Professionalism is a crucial aspect of customer service and reflects the overall organizational values and standards. To address this concern, one should: 1. Document incidents: Keep a record of specific instances or experiences that have raised concerns about the professionalism of the front desk staff. This can help provide concrete evidence to support your concerns. 2. Communicate the concern: Report the issue to the relevant authorities within the government department or institution. This can be done through formal channels such as human resources or a designated complaints or feedback mechanism. 3. Seek clarification: Engage in a constructive conversation with the appropriate individuals responsible for addressing the concern. Seek clarification on the expectations of professionalism and inquire about any steps being taken to rectify the issue. 4. Provide feedback: Offer specific feedback on the behavior or actions that need improvement. Clearly communicate the impact of unprofessional conduct on the overall impression of the government entity. 5. Follow up: Monitor if any corrective actions are taken to address the concern. If necessary, consider escalating the matter to higher authorities or supervisors if the issue remains unresolved. It is important to emphasize that addressing concerns about professionalism in any workplace setting, including government departments, requires consistent communication, accountability, and a commitment to maintaining high standards of service.

Current situation at work: When the company hires an additional employee to expedite the project because it is already overdue, and the new employee is a devout Muslim observing Ramadan. For recruiters, especially when we need ASAP deliverables, always ensure the time and commitment of newly hired workers. For Muslim workers, please do not accept work commitments when observing Ramadan. If you need to work, ensure you settle your priorities before committing to a job offer. Make it clear to the employer your current limitations, as most employers are unaware of the time schedules during Ramadan. Ramadan Karim wa Kol 'am wa antom bekhair!

Tailoring the Hiring Journey for Ramadan ☪️ Respecting the observances of Ramadan is crucial during the hiring process. Here's how a company should ensure a smooth candidate experience: Flexible scheduling: Offering interview slots after Iftar [(evening meal) if possible] allows candidates to prioritize their religious obligations. Shorter interviews: Streamlining the interview process minimizes the time commitment for candidates observing the fast. Clear communication: Highlighting break availability and potential adjustments during the interview keeps candidates informed. By prioritizing these considerations, companies must aim to foster a positive experience that reflects our commitment to inclusivity. Wishing you all a Happy and Blessed Ramadan! #Ramadan #Recruitment #TalentAcquisition #TalentManagement #Diversity #RMInsights

𝐓𝐢𝐠𝐚 (3) 𝐁𝐞𝐭𝐮𝐥 ✔ I rely heavily on my support staff to pinpoint areas of concern. For instance, the absenteeism of workers, delay in the evacuation of FFBs (defined as two days from the harvesting date), lateness in the service of the farm tractors (based on the last service date and the service interval). As such, I make it a point that my support staff shares the company's values, i.e., 𝐢𝐭 𝐢𝐬 𝐨𝐮𝐫 𝐝𝐮𝐭𝐲 𝐭𝐨 𝐬𝐚𝐟𝐞𝐠𝐮𝐚𝐫𝐝 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐞𝐬𝐭𝐬 𝐨𝐟 𝐟𝐢𝐞𝐥𝐝 𝐰𝐨𝐫𝐤𝐞𝐫𝐬. During interviews, I communicate the expectations to the candidates. Almost all the interviews are conducted in Bahasa Malaysia. I remember telling them 𝒕𝒊𝒈𝒂 𝒃𝒆𝒏𝒅𝒂 𝒑𝒆𝒓𝒍𝒖 𝒃𝒆𝒕𝒖𝒍 if they want to work with us. 1️⃣ Bayar Amaun Yang 𝐁𝐞𝐭𝐮𝐥 ✔ Kepada 2️⃣ Orang Yang 𝐁𝐞𝐭𝐮𝐥 ✔ 3️⃣ Pada Masa Yang 𝐁𝐞𝐭𝐮𝐥 ✔ The underlying reason is simple. 𝐓𝐡𝐞 𝐟𝐢𝐞𝐥𝐝 𝐰𝐨𝐫𝐤𝐞𝐫𝐬 (𝐦𝐨𝐬𝐭𝐥𝐲 𝐦𝐢𝐠𝐫𝐚𝐧𝐭 𝐰𝐨𝐫𝐤𝐞𝐫𝐬) 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐛𝐚𝐜𝐤𝐛𝐨𝐧𝐞𝐬 𝐨𝐟 𝐨𝐮𝐫 𝐞𝐬𝐭𝐚𝐭𝐞𝐬. Without whom, there is no need for the rest of us to exist. It is our duty to process their wages accurately and timely. 1️⃣ Pay them the correct amount (nothing more and nothing less) 2️⃣ Pay to the correct person (this is particularly so as it is very common for 𝘗𝘦𝘬𝘦𝘳𝘫𝘢 𝘔𝘪𝘨𝘳𝘢𝘯 𝘐𝘯𝘥𝘰𝘯𝘦𝘴𝘪𝘢 to share same name with exact spelling) 3️⃣ Pay at the correct timing Those whose values are not aligned with us have no place in our organization. On a side note, we are hiring. We are looking for detail-oriented 𝐂𝐡𝐚𝐫𝐭𝐞𝐫𝐞𝐝 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐧𝐭 to join our team. #PalmOil #Plantation #Sarawak

Now, be honest: How many qualified candidates have you received when posting "dear network, I am hiring" or "XXX is hiring, know anyone who might be interested?" Do you want to change this? I'm giving a workshop on April 27th in Phnom Penh to help you upgrade the way your HR & Recruitment team is using LinkedIn. What your team will get from this workshop: ✅ An updated LinkedIn profile ✅ A method to approach & hire people on LinkedIn ✅ A basic understanding of LinkedIn's algorithm ✅ Their first few posts to create their LinkedIn presence DM me for registration ! (if you're not in Cambodia but are interested, let me know and we can arrange an online session later on) #hr #recruitment #linkedin #training #cambodia

Yes, your name is clearly James. And you are the "Tgggfdsd" working at "Dfdhrfg" in Makati, Philippines. And your Boss wants to "speak to me" about an "exciting opportunity to work together". Perhaps you want me to be the "Thhhhfwd"? Or maybe the "Nhjgfugafd"? I've done both many times. Really, LinkedIn? Surely something somewhere must flag up if someone says their job title is "Tgggfdsd" (and I apologise to everyone if this is Malay for "Human Resources Director", but I somehow expect it isn't) working for "Dfdhrfg" (again, I apologise if this is, indeed, Malay for "Mercedes Benz". Blocked, reported. Sort this nonsense out LinkedIn!

✨Sharing my second video edited with Adobe Premiere Pro✨ This is my second opportunity at video editing, and I'm excited to present this latest creation. Here's to many more video editing adventures ahead!🚀 #videoediting #adobepremierepro