In today’s job market, a higher salary alone no longer seals the deal. As Malaysia moves confidently into FY26, employees are asking a bigger question: Is this job actually worth it? And for employers, the answer increasingly lies in how well they shape and communicate their Employer Value Proposition (EVP).

According to insights shared by Jobstreet by SEEK, competition for talent is intensifying even as hiring momentum remains steady. Half of Malaysian companies plan to expand their permanent workforce in the first half of the year, driven by business growth, new skill requirements, and replacement hiring. In this environment, standing out depends less on job titles, and more on everyday employee experiences.

Why EVP Is the Real Differentiator In A Competitive Talent Market

As Nicholas Lam, Managing Director at Jobstreet by SEEK Malaysia, puts it: employers are no longer competing on who is hiring, but on why someone should choose them. This is where EVP trends come into sharp focus, shaping why people join, stay, and grow within an organisation.

That same shift is reflected in the return of the SEEK People & Purpose Awards for its third year, recognising organisations that go beyond pay to redefine what a meaningful, “worth it” job looks like today.

Building Inclusion That Goes Beyond Policy

Diversity, Equity and Inclusion (DEI) has quickly moved from a “nice to have” to a baseline expectation. About half of Southeast Asian companies have already introduced DEI initiatives, with more planning to follow. But real impact comes from representation and action, not statements.

A standout example is Wipro Unza, Malaysia’s leading personal care and cosmetics company and a SEEK People & Purpose Awards winner. Today, women make up 67% of its Management Committee, holding both leadership and technical roles.

“Our DEI initiatives have helped improve retention and reduce turnover,” shared Jessica Loretta, Human Resources Senior General Manager at Wipro Unza Malaysia, proof that inclusive EVP trends drive real business outcomes.

Making Career Growth Clear, Not Vague

Career development remains one of the strongest retention drivers, but employees want clarity, not promises. Structured pathways, mentorship, and real exposure help people see a future within the organisation.

Support from HRD Corp has also made upskilling more accessible, with training fee claims and wage progression incentives helping employers embed growth into daily work. When development is visible and attainable, it becomes a core EVP strength.

Flexibility And Well-Being Are No Longer Optional

Flexibility has officially crossed into expectation territory. In 2025 alone, more Malaysian companies introduced flexible working hours, reflecting how EVP trends are aligning work with real life.

At Wipro Unza, flexible work arrangements are treated as a two-way partnership, balancing business needs with employee well-being. Coupled with wellness initiatives that support physical, mental, and financial health, this approach helps employees perform sustainably, not exhaustively.

Employer Reputation Starts Long Before The Job Offer

A strong EVP shapes perception long before candidates apply. Today’s jobseekers actively research culture, values, and people practices, making employer reputation a powerful talent magnet.

Platforms like the SEEK People & Purpose Awards do more than celebrate success. They create accountability, spotlight best practices, and encourage organisations to continuously raise the bar as competition for talent grows fiercer.

The bottom line is, jobs are no longer judged solely by pay slips. In 2025, EVP trends show that inclusion, growth, flexibility, and purpose are what truly make a role “worth it”, for employees and employers alike.