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Delivering data center growth in Malaysia
Sector
Data CenterLocation
JohorSuccessfully Supporting A Multinational Data Center Operators in Johor
A leading multinational data center (DC) operator embarked on a rapid expansion of their presence in Malaysia, with an emphasis on the Johor region. Despite their robust in-house recruitment efforts, sourcing qualified candidates with the necessary DC expertise in Johor proved challenging. Compounding the difficulty, other recruitment agencies were also unable to meet their talent needs. Recognising the urgency and complexity of the situation, we leveraged our extensive and continually growing network of DC-experienced candidates in Johor to successfully address their hiring requirements.
The 5 Main Recruitment Challenges
- Limited Talent Pool: DCs being relatively new in Malaysia, means there is a limited pool of candidates with relevant experience. Those with relevant expertise are in high demand, as companies fiercely compete for the same talent. This led the company to explore hiring professionals from other industries such as Oil & Gas or Semiconductors and invest significant time in training them to handle DC projects. However, this approach was time consuming and delayed project completion.
Specialised Requirements: Initially, the company hired candidates from adjacent industries. However, the extensive training period required for these hires proved inefficient. The company shifted its focus to hiring candidates with DC expertise to meet the demands of their time-sensitive projects and ensure they could deliver on their own clients’ expectations.
Location Constraints: Johor, being a smaller market compared to Cyberjaya or Kuala Lumpur (KL), presented a significant challenge in attracting talent. Many candidates were reluctant to relocate due to family commitments, the location of their homes in Cyberjaya or KL, and the higher cost of rent in Johor.
Quality of Candidates: Previous recruitment agencies struggled to deliver candidates with DC-specific backgrounds, which adversely affected the quality of project delivery. This gap in expertise created delays and impacted the company’s ability to maintain high standards for their clients
Prolonged Time-to-Hire: The company faced long hiring cycles before our involvement. This was due to a combination of factors, including a limited candidate pool, unqualified applications from job advertisements, and subpar candidates sourced by other agencies. Reviewing unsuitable CVs and conducting interviews with unqualified applicants further delayed hiring, resulting in missed project timelines and inefficiencies.
Challenges faced by First Point Group
1. Multiple Offers
Candidates often had multiple job offers, making it difficult to secure their commitment.
2. Limited DC Experience
The scarcity of candidates with specific DC experience in Johor meant that we had to employ targeted strategies to find the right fit.
3. Targeting Passive Candidates
We had to actively pursue passive candidates who were not actively looking for new opportunities. Convincing these individuals to consider our client over other potential employers required a strong value proposition and careful relationship management.
4. Relocation
We had to showcase the benefits of moving from Kuala Lumpur or Cyberjaya to Johor, and demonstrate their potential career path.
Our Bespoke Solution
A Detailed Recruitment Strategy
We maintained constant communication with professionals in the Johor market with relevant DC experience across the entire project life cycle from design/build to construction to engineering and maintenance, enabling us to build a strong talent pool.
Our consultative approach ensured we understood our candidates’ career goals and motivations, allowing us to match them with the right role. Given the prevalence of contract roles in Johor, we stay informed about candidates nearing the end of their contracts, making it easy to present new opportunities - something other agencies or in-house teams struggle to achieve without extensive relationship-building.
Additionally, our network extends beyond Johor to cities like Cyberjaya and Kuala Lumpur, enabling us to identify candidates willing to relocate and benefit from candidate referrals.
Multi-channel Candidate Search
We utilised a variety of methods to identify and reach out to potential candidates:
- CRM: Leveraging a 150,000+ strong database, we utilised an extensive database containing many DC professionals.
- Personal Referrals: Utilising a vast candidate network, we actively sought referrals from industry contacts and past candidates.
- LinkedIn Recruiter: Leveraging the platform in detail to source candidates with relevant DC experience.
Screening and Filtering
Candidates were rigorously screened based on their technical skills, experience in DC environments, and language proficiency. This ensured that only the most suitable candidates were presented to our client.
Engagement and Closing
We effectively managed the entire recruitment process, from initial outreach to offer acceptance. The emphasis was on clear communication and managing candidate expectations, which resulted in a swift hiring process completed within a month.
The timely placement of a construction manager was particularly critical for our client, given the urgency of their ongoing projects. One of the successful candidates brought significant value from day one due to their prior DC experience. This candidates contribution has been instrumental in progressing the construction stages of the project, which is set to be completed by 2025. The hiring manager's lack of issues reported post-hire suggests the candidates has integrated well into the team and is effectively handling the demands of the role.
