The market value of skilled talent in Malaysia is continuing to rise.

On 22 September, Human Resources Minister Datuk Seri R. Ramanan said at the 17th convocation of the Centre for Instructor and Advanced Skill Training (CIAST) that salaries for some high-skilled TVET roles can now reach RM16,000, up from a previous level of around RM12,000.

He said this development reflects stronger industry recognition of TVET graduates and skilled workers. As artificial intelligence and automation advance, workers must continue strengthening their existing capabilities and acquiring new skills to remain relevant in the labour market.

Ramanan also suggested that Budget 2027 may contain positive news for TVET graduates, but he did not disclose any specific measures. Any related policy details should therefore be assessed only after the government makes its formal announcement.

Higher pay reflects real demand for specialised skills

The statement that some roles can pay up to RM16,000 does not mean every TVET graduate or technical employee will receive that salary. Actual pay varies according to industry, occupation, experience, technical level, certification, location and company size.

The broader signal nevertheless deserves employers’ attention. As manufacturing, engineering, construction, maintenance, logistics and automation continue to develop, demand is growing for technical workers who can operate equipment, maintain systems and solve problems on site.

These roles cannot always be assessed through academic qualifications or job titles alone. Two candidates with the same technician title may have very different experience with equipment, safety procedures, troubleshooting and digital tools.

Employers that use broad job descriptions or rely only on years of experience as a screening criterion may receive many applications but still struggle to identify candidates who meet actual operational needs.

AI and automation are redefining skill requirements

Automation does not simply eliminate technical roles. When companies introduce new systems and equipment, they still need people to install, operate, maintain and programme them, as well as respond when problems arise.

The key change is the combination of skills required.

Traditional operating experience may increasingly need to be combined with basic digital capabilities, equipment data interpretation, automated system operation and cross-functional teamwork. Employers must translate these requirements into clear and specific job information so candidates understand what the business genuinely needs.

Instead of advertising only for a “technician”, for example, an employer can state the equipment involved, working environment, shift arrangement, required certifications, expected experience, training opportunities and salary range.

Clearer employment terms help suitable candidates assess the role and reduce the time employers spend on initial screening and repeated clarification.

Competition for skilled talent requires more precise recruitment

As the market value of high-skilled workers rises, competition between employers shifts from attracting applications to finding qualified candidates at the right time.

Frontline and blue-collar recruitment often involves dispersed locations, urgent start dates and significant differences in skills. Employers that only wait for incoming résumés may miss suitable people who are actively looking for work but have not seen the vacancy.

JOBPD focuses on Malaysia’s frontline and blue-collar recruitment market. Employers can actively search for talent using criteria such as location and skills, narrowing the candidate pool. After identifying potential candidates, employers can communicate directly through the platform to confirm work experience, capabilities, job preferences and availability.

This proactive approach helps employers focus their time on candidates who meet the core requirements, while allowing candidates to understand the practical demands of the role more quickly.

Build a skilled talent pipeline before vacancies arise

Recruitment for technical roles should begin before a vacancy becomes urgent.

Employers can map the skills required for critical positions, define basic and advanced capabilities, establish training pathways and monitor talent availability across different locations. When a project begins, production expands or employee turnover occurs, the organisation can form a candidate shortlist more quickly.

Rising salaries for high-skilled roles reflect the value industries place on practical capability. Employers need to review more than pay levels; job definitions, candidate screening and communication efficiency matter as well.

By publishing clear and accurate vacancies on JOBPD, actively searching by location and skills, and communicating promptly, employers can connect more precisely with skilled workers whose experience fits their operational requirements.

Visit JOBPD to make skill requirements clearer and help employers connect with suitable talent sooner.