Jobseekers are not rejecting physical offices outright, but they are placing a premium on flexibility and choice, says Lam. — 123rf
JOBSEEKERS in Malaysia are increasingly becoming more open to working remotely for international companies, says JobStreet by SEEK.
According to the job portal’s Decoding Global Talent 2024 report, the percentage of Malaysians willing to work for a foreign company remotely has gone up to 66%, compared with 53% in 2020.
This reflects a growing appetite for virtual mobility, says JobStreet by SEEK Malaysia managing director Nicholas Lam.
“This evolution shows that flexibility has become a durable feature of the employment value proposition, particularly in attracting borderless talent and fostering long-term workforce engagement,” he says.
Flexibility has become one of the most consistent demands among jobseekers, he adds, with 15% of respondents in the report identifying remote work options as a top reason for changing jobs.
“While this is not the highest-ranked factor, it highlights a consistent demand among a key segment of the workforce,” Lam says.
On top of that, he says their data shows 15% of candidates would reject a job offer lacking flexible arrangements.
“Jobseekers are not rejecting physical offices outright, but they are placing a premium on flexibility and choice.
“What emerges is a call for more purposeful in-person work experiences that justify the commute, whether through team collaboration, learning opportunities, or workplace culture enhancements,” Lam adds.
Some Malaysian employers have recognised the value of offering work flexibility in order to retain talent; Lam says their Hiring, Compensation and Benefits Report 2025 highlighted that 39% of Malaysian companies now offer flexible start and end times, while 23% allow employees to select their in-office days.
Group CEO of human resources agency TalentCorp Thomas Mathew says we cannot afford to ignore the data point that 84% of employees globally report feeling more productive in hybrid or remote setups.
Many employers who implemented remote work during the Covid-19 pandemic have since transitioned to a hybrid model, citing benefits such as improved mental health outcomes, cost optimisation, and talent engagement, he says.
“In today’s world, we have to accept that the notion of work tied to a desk or a city centre is increasingly outdated.
“The future lies in how we empower talent, wherever they are, to contribute meaningfully,” says Mathew.
