In a competitive labour market and the uncertainty in the economy, most inexperienced job seekers are not even able to understand what it means to have a competitive salary in Malaysia.

Quoted from Jobstreet, Malaysia’s average salary typically ranges from RM2,500 to RM10,000 (around $S793 to S$3,175), depending on industry, education, experience, and job type.

Corporate roles such as HR managers, supply chain managers, accountants, and risk managers command higher salary ranges, often between RM5,000 and RM10,000+ (S$1,587 and S$3,175) monthly.

Casual roles like receptionists, baristas, and sales assistants usually earn between RM1,800 and RM3,800 (S$570 and S$1,205) per month.

Overall, salaries are strongly influenced by factors such as academic qualifications, professional certifications, years of experience, and workforce demand within each sector.

However, this is just a benchmark; it might not be the exact figure for employment salary.

A manager in the financial industry suggests, “If you are hoping for a job, from my experience, they only increased it by 25%, but based on the situation and position, you might be able to negotiate for a 35% increase.” This increase, he said, is considered high in certain industries.

He also added that “if you are a fresh grad with a good GPA and good university background, you might be able to ask for around RM3000-RM3500 (S$950-S$1100) for an executive role”.

Online, one user suggested that “competitive salary usually means salary that matches the market, but instead of stating the salary offered (or even the salary range), employers here can just ask for your previous salary and hope to lowball you if your previous salary is low; if it’s a high salary, they’ll say it’s not within budget, so offer a lower salary than what you’re earning, but this really depends, but still, you should have considered this.”

Besides qualifications, certifications and experience, salary benchmarks also depend on locations and the type of organisation, such as Public Listed Company (PLC) & Private Limited Company, Government Link Company (GLC), Multinational Company (MNC), Small and Medium-sized Enterprise (SME) or startup. Different types of companies will be able to provide different levels of benefits and packages.

This article (‘If you are hoping for a job, they only increased it by 25%’: Manager shares salary negotiation insight in Malaysia) first appeared on The Independent Singapore News.

MALAYSIA: A Malaysian graduate who studied science but ended up working in sales says the experience initially left her questioning whether there was a place for her in the field she had trained for.

“My graduate degree is nothing close to the job I am currently in,” she told The Independent Singapore, reflecting on the challenges many young Malaysians face as they enter an increasingly competitive job market.

While the transition was difficult at first, she said things gradually improved as she gained experience and adapted to her role.

“It was not easy. You do feel some sort of anxiety, wondering if there is really a place out there that fits your field of study. However, it turns out that the opportunities are somewhat limited, which can be frustrating,” she explained.

Her experience reflects a wider trend in Malaysia’s labour market.

According to Human Resources Online, the percentage of tertiary-educated workers employed in jobs that do not match their qualifications rose from around 30 per cent in 2015 to more than 36 per cent in 2024. Workers aged between 25 and 29 are among the most affected, particularly during the transition from university to employment.

Today, Malaysia is facing a growing issue of skill-related underemployment, where many tertiary graduates are working in jobs below or outside their field of study because the creation of high-skill jobs has not kept pace with the number of graduates.

Given that employers are increasingly expecting and prioritising experience, adaptability, soft skills, and technical capabilities rather than relying solely on academic qualifications, this has made competition even tougher for graduates without internships, extracurricular involvement, or practical exposure.

As tough as finding employment, this has also, in a way, created anxiety and self-doubt as they navigate an uncertain job market to secure a job that fits their qualifications and career aspirations.

In short, Malaysia’s labour market today reflects a growing gap between education and employment opportunities. While more Malaysians are graduating from universities, the economy is still not creating enough high-paying and high-skilled jobs to absorb them, resulting in increased competition, underemployment, and career anxiety among young graduates.

The increase in global economic tension, such as energy crises and geopolitical instability, can slow down business activity worldwide, leading companies in Malaysia to reduce hiring, delay expansion, and cut recruitment costs.

As a result, fewer job opportunities are created, and the impact is often felt with a delay, making it harder for fresh graduates to secure roles and increasing competition in an already tight job market.

This article (‘My graduate degree is nothing close to the job I am currently in’: Graduate reflects on Malaysia’s tough job market) first appeared on The Independent Singapore News.

MALAYSIA: A recent PNB Research Institute report suggests that job hopping among young Malaysians may be less about loyalty and more about survival. The study highlighted persistent issues such as low starting salaries, job mismatches, and unclear career progression.

Quoted by The Edge, Dr Mohd Amirul Rafiq Abu Rahim, one of the authors of the report, said: “Too often, young workers are labelled as disloyal or impatient. But when wages are low, jobs do not match qualifications, and career progression is unclear, moving between jobs becomes a rational response, not a behavioural problem.”

As such, job hopping should be viewed as a symptom of labour market weaknesses rather than a personal failing.

According to the report, Gen Z workers tend to be career-conscious, opportunity-seeking, and willing to change jobs when employers cannot provide adequate pay, growth opportunities, flexibility, or meaningful career development. They also value employers who are willing to invest in their development and provide a positive working environment.

This argument is strongly reflected in online discussions, where many people openly share their reasons for job hopping.

Over on Reddit, a large number point to money as the main motivation, especially since switching jobs is often seen as the fastest way to secure a salary increase.

One user said, “You must change every year to get a salary jump yo,” reflecting a common belief that staying with the same company does not always lead to better pay. With the rising cost of living, many young workers see job hopping as a practical way to improve their financial situation.

At the same time, pay is not the only reason people leave. Workplace culture and management also play a significant role in their decisions. Some shared that poor leadership or a toxic work environment can push them to resign even if they have only been with a company for a short period.

As one commenter put it, “Depends, if management changes after the first year and the new boss is bad, you would want to resign soon too.”

Still, many agreed that salary remains the biggest factor.

“Salary low, change la. What to do? No money how to survive?” one user wrote.

Another summed it up bluntly: “You job hop for 2 reasons. Better opportunity or more money. As long as you can find someone to hire you, and it is for those reasons, go for it.”

The report highlights that reducing job hopping and early-career instability requires effort from all sides. Stakeholders need to address job quality, wages, and the alignment between education and industry needs. At the same time, Gen Z workers should continue building skills, resilience, and clearer career goals so that changing jobs becomes an intentional career move rather than a reaction to frustration or limited opportunities.

Neither side has complete control, especially given today’s uncertain economic climate. That does not mean getting everything right, but making reasonable progress over time. Ultimately, we may not be able to eliminate uncertainty, but we can manage its effects if everyone plays a part.

This article (‘You job hop for 2 reasons: Better opportunities or more money’ — The reality behind job hopping in Malaysia) first appeared on The Independent Singapore News.