Talent
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In Malaysia and across Southeast Asia, talent migration to multinational corporations (MNCs) remains a constant trend—despite the growing number of innovative SMEs and startups. While SMEs create the majority of jobs and contribute significantly to the economy, many still face difficulties in attracting, engaging, and retaining top talent.
So, why do candidates often choose MNCs over local or mid-sized companies? And what can SMEs learn—and improve—to compete more effectively in today’s talent-driven market?
This article explores the key reasons why talent prefers corporates, and more importantly, how SMEs can bridge the gap by offering what really matters.
Let’s first examine the common advantages of MNCs from a talent perspective. These are not just perceptions—they're often based on real differences.
In essence, MNCs are often seen as “safe bets” for career progression—especially by fresh graduates, mid-career professionals, or those seeking structure and security.
On the flip side, SMEs—despite their innovation, flexibility, and entrepreneurial vibe—are often misunderstood or underappreciated by job seekers. Here are some common pain points:
While not always true, these perceptions can significantly reduce a candidate's interest unless SMEs take steps to reframe their image and employee experience.
SMEs may not have the deep pockets of MNCs, but they have speed, agility, and authenticity—and those can be just as powerful in today’s job market.
Here are practical ways SMEs can reposition themselves as competitive talent destinations:
MNCs offer perks. SMEs can offer purpose and ownership. Many Gen Z and millennial workers are seeking meaningful impact, not just titles.
Instead of: “You’ll be a Marketing Executive.”
Say: “You’ll shape the entire brand voice of our company.”
Even if you’re small, map out what progression looks like—e.g., "Marketing Executive → Lead → Manager → Department Head."
Use visuals, onboarding decks, or internal newsletters to communicate growth clarity.
SMEs often offer faster exposure to diverse tasks. Use this as a selling point.
“What might take 3 years to learn in an MNC, you’ll master in 6 months with us.”
Use behind-the-scenes content, testimonials, LinkedIn presence, and internal culture videos (e.g. using MOCHI AI Studio) to showcase real voices and values.
Don’t wait to be big to look credible—be visible and consistent in your branding.
Even without expensive training budgets, SMEs can offer:
Access to curated online courses
Internal knowledge sharing sessions
Mentorship from founders or leaders
Learning culture beats training budgets—if it’s well communicated.
If salary is limited, build a package with:
Remote work or flexible hours
Clear KPI-linked bonuses
Recognition programs
Quarterly learning allowances
Compensation isn’t just about cash—it’s about feeling valued.
Here’s how SMEs can reposition themselves by shifting the conversation from “what we lack” to “what we offer differently”:
MNCs may have the muscle—but SMEs have the heart, hustle, and human touch. In today’s talent landscape, many candidates are no longer just chasing big names—they’re chasing real growth, real stories, and real impact.
At MOCHI Technologies, we believe that employer branding isn’t about how big you are—it’s about how well you connect. Whether you're a 10-person startup or a 200-staff enterprise, your culture, clarity, and authenticity can attract the right talent—if you know how to tell your story right.
📌 Want help turning your culture into content? MOCHI AI Studio helps SMEs create real, affordable talent branding videos—without the need for large production teams.
