Author: SME Chamber

The world of recruitment is undergoing drastic transformations in order to survive and organisations need to adapt to the evolving dynamics of the job market, keep up with technology and embrace innovative strategies.

With the shifting workforce dynamics, and the ever-evolving business landscape, the way organisations attract, assess, and onboard talent is changing drastically. In this article, we will explore the key trends that are set to reshape recruitment practices in the coming years in Malta.

What are job seekers after?

This year, Misco issued a report titled “Insights into Job Seeker Dynamics 2024”. This is a yearly report that enables companies to understand what job seekers are after whilst gaining knowledge of job seeking trends in the current market. This knowledge helps companies remain competitive in an evolving market and make strategic HR decisions for the future of the company.

A consistent result we see year on year is that the majority of candidates change jobs between the third and fifth year of their employment (28%) followed by 26% who change employment every 6 to 10 years and 13% of employees who change jobs every 1 to 2 years. These results show the importance of keeping employees interested in their role and responsibilities, especially in these critical years in order to reduce turnover as much as possible.

Whereas salary is the first thing people look out for when searching for a job, it is the experience that the company provides them with that keeps employees from moving to another company. This includes working conditions, employer brand, flexibility, empowerment, development and growth opportunities among other areas.

To create a positive working experience and environment, companies need to encourage more collaboration between HR professionals, Recruiters, Hiring Managers and other relevant departments to ensure a more holistic and efficient recruitment process. Whilst maintaining a data-driven approach, companies need to understand the evolving trends in HR and create an employment experience that matches the expectations of both the candidate and the business.

With the changing expectations of both the candidates and the business, having an agile and flexible recruitment strategy that can quickly adapt to the changing market conditions is a must. This may refer to the flexibility in adjusting recruitment processes to meet the specific needs of different roles, candidates or situations. For example, this may simply refer to the timing an interview might need to take place in, to rapidly move candidates through the interview process. Recruitment strategies need to be fine-tuned and refined along the way to improve results and stay competitive.

Rather than searching for people when someone leaves the company or when the team is overburdened, companies are realising that they need to create talent pipelines before the actual vacancy arises. With the current market, employers need to start searching for skills that they expect to need for the business in the future. As Johnny C. Taylor Jr., President and CEO of SHRM said, “The key to talent acquisition isn’t filling a role quickly; it’s finding the best talent for the role.” This proactive approach to recruitment is key for long-term success.

HR as a function needs to become more strategic and in order to do so we first need to understand the needs and challenges of the company. As Steve Jobs once said: “If you define the problem correctly, you almost have the solution.” Another important aspect is to keep collecting continuous data that will help you analyse trends throughout the months and years and make decisions based on this data. This data can also help us refine our strategies, personalise the candidate experience further and optimize the overall recruitment lifecycle.

The future of recruitment is being shaped by dynamic shifts in both job seeker expectations and business needs. For organisations to stay ahead they need to be agile, data-driven and proactive in their approach to talent acquisition. By understanding job seekers’ motivations such as company culture, flexibility and growth opportunities, businesses can create an employment experience that not only attracts top talent but retains them for the long haul.

The Academy of Givers proudly announced the launch of the second edition of the Giving Report, a pioneering initiative to shed light on the local Giving Sector.

After the wide success of last year’s edition, the Academy of Givers embarked again on a journey to gather comprehensive data from businesses and NGOs across Malta, which would then be analysed and compiled into Malta’s second Giving Report. Once again, this initiative aims to unveil crucial insights into how businesses give back to the community and extend their support to NGOs, as well as the underlying motivations behind these philanthropic endeavours. The report will also provide new recommendations on the way forward for Giving in Malta, based on the analysis of the freshly collated data

Findings from the previous year revealed a very significant engagement of businesses with non-governmental organizations (NGOs). The data indicated that 85% of the businesses surveyed actively provide support to NGOs. Furthermore, 65% of these businesses contribute both financially and through in-kind donations. Additionally, it was determined that the average yearly financial contribution from these businesses individually amounted to less than Eur20,000. These statistics underscore the varied nature of corporate support toward nonprofit sectors.

Mark Weingard, President of the Academy of Givers, commented: “Once again, this study empowers businesses and voluntary organisations to shed light on both the dynamics of Giving in Malta and the underlying motivations. It’s a collaborative effort to envision more effective strategies, pinpoint challenges, and bridge the gap between businesses’ commitment to giving back and the specific needs of the Voluntary Sector. Through the findings of this research, the Academy of Givers renews its dedication to building a stronger community of Givers.”

Studies like the Giving Report are crucial in the context of the European Union’s new Corporate Sustainability Reporting Directive (CSRD), that expands the scope of current sustainability reporting, requiring businesses to disclose their social impact and ensuring they contribute positively to the well-being of their employees, customers, and communities.

Businesses and Not-for-profit Organisations are invited to actively participate in the Giving Report initiative by filling out the survey, providing valuable data that will contribute to a better understanding of the giving landscape in Malta.

Businesses and NGOs may access the survey on the Academy of Givers’ website through the link https://www.academyofgivers.org/pages/giving-report-malta

About the Academy of Givers: The Academy of Givers is a non-profit organisation that aims to enable businesses to become a force for good, by creating a space for their leaders to come together, to be inspired, to share best practices, to learn from each other, and to get recognised for their impact.

Contact: For more information about the Academy of Givers and the Giving Report, please visit www.academyofgivers.org or contact us at

1.  Incentivising Investment
2. Supporting Good Business
3. Self-Employed & Micro-Enterprises
4. Anticipating the Future of Work

• Decreasing Income Tax Rates for Businesses
• COLA Reform
• Good Governance in Public Procurement
• Business Turnaround (Grant & Finance,Taxation Arrears)
• Enhanced Grants for Micro-Businesses
• Expansion of MicroInvest Threshold
• Widening personal tax brackets
• Tax deductibility of national insurance contributions for self-employed
• Taskforce for the Future of Work
• Incentivising Business Digitalisation
• Grants to attend international conferences

The Malta Chamber of SMEs is announcing the establishment of a new sectorial grouping dedicated specifically to landlords and lessors of residential property. This initiative comes in response to a recent need expressed by the sector for organised representation and for the sector to collectively work in a professional manner, constructively contribute to addressing current and future challenges and work to protect their rightful interests.

The Malta Chamber of SMEs recognises the importance of the rental market in all its facets, in today’s economy and society. It is therefore imperative to address concerns coming from and in relation to this sector and provide the sector with a voice and clear identity that authorities and other stakeholders can engage with.

The SME Chamber is already in discussion with the relevant authorities over the recently announced changes in landlords’ obligations in the process related to Resident Permit Applications.

In the coming months, the SME Chamber intends to engage in discussions with other stakeholders, with the aim of fostering a collaborative environment where the interests of landlords are safeguarded.

A meeting for all new members will be held shortly to outline the section’s strategic direction and future initiatives. The SME Chamber encourages all interested parties to participate actively in these discussions.

For further information, please contact the SME Chamber at or call on 21232881.

Latest reaction: https://www.smechamber.mt/press-release-malta-chamber-of-smes-opposes-new-attestation-form-requirement-for-landlords-and-tenants-as-ineffective-and-bureaucratic/

With just over a week left until applications close for the third edition of the Malta Business Awards, the Malta Chamber of SMEs, in collaboration with Malta Enterprise, businesses are encouraged to apply for at least one of the 22 awards up for grabs.

The Malta Business Awards will celebrate the spirit of innovation, sustainability, and excellence in the Maltese business community.

The categories for this year’s Malta Business Awards, one of the largest business events held on a national level, include a wide variety of niches that will help put any local business up on the big stage.

The award list includes the:

– Distinct Initiatives category supported by Enemed

1.Leader in Inclusivity Award

2. Social Impact Award

3. Exceptional Wellbeing at the Workplace

4. Customer Service Excellence Award

5. Local Cultural Contributor

6. Leader in Mental Health Wellness Award

– Celebrating Business category

7. Gozo Business of the Year

8. SME of the Year (26 up to 250 employees)

9. Small Business of the Year (25 employees or less)

10. Young Entrepreneur of the Year (under 35 years)

11. Female Entrepreneur of the Year

12. Family Business of the Year

13. Start-up Business of the Year

– Innovative & Sustainable Ambassadors category

14. Best Waste Management Strategy

15. Project Green Award

16. Innovative Digital Solution

17. Innovative Sustainable Business Award

18. Business Leader in Energy and Water Sustainability

19. Leader in Quality Tourism

– National Transport Awards category supported by Ministry for Transport, Infrastructure and Public Works

20. Smart Transport Initiative

21. Green Transport Initiative

22. Logistics Solution Award

Click below to view this informative webinar and which will help you to elevate your application.

Application for the awards is free of charge and one can apply for more than one award. More details and to submit applications, one can visit the website.

Applications for this year’s edition remain open until 7th August.

Article by Ritienne Xerri

At work we are constantly seeking ways to improve by enhancing the workforce effectiveness. This brings about constant changes and whether it is a shift in strategy, the introduction of new technology, it also triggers a range of emotions. When I look back at the changes I’ve experienced in life, I feel fulfilled with a sense of gratitude. Looking back, we realise that each twist and turn, no matter how challenging it seemed at the time, has played a crucial role in shaping who we are today.

In today’s work environment change is not just inevitable; it is essential. The organisations that make it through another successful year are those that not only embrace change but also train their employees with the right technical and people skills to move in the right direction. This is where training comes into play. No need to toss the coin because training and change are two sides of the same coin and getting it right is critical for fostering innovation, resilience and sustainable growth at the workplace.

Training programmes include sessions on the company’s culture, mission, vision and values. When employees understand and align with the core principles, they are more likely to embrace the changes they would be going through at work. This alignment creates a unified work environment which is a need of the current workforce.

Employees seek a unified environment where they feel values, supported and part of a team. This environment fosters collaboration, trust and a sense of belonging which are the must have values for organisational success. Are we offering this work environment to them?

Training helps employees to analyse difficult situations. By discussing real-scenarios, training provides employees with a clear understanding for the right behaviour. It fosters a culture of integrity.

Diversity and inclusion training is one of the current main training needs. During these sessions employees open and express how important it is to respect different perspectives and backgrounds. This type of training promotes empathy and understanding which are a must for creating a respectful workplace. When employees feel respected, they are more likely to reciprocate that respect to their colleagues.

One of the main challenges remains effective communication. Organisations still struggle with departmental silos and without proper channels for feedback, employees may feel unheard and undervalued. Training sessions that focus on communication skills help employees express their ideas clearly and listen actively to others.

We tend to overlook the power of training in organisations. Training can create a safe space for employees to open and interactive sessions help employees break down barriers and build trust amongst each other. Training helps employees manage their emotions and understand the emotions of others.

One truth remains constant: change is here to stay. In this workplace environment, training plays a crucial role in instilling good values and encouraging openness among employees. This not only leads to better employee engagement but also enhances workforce effectiveness within organisations.

*Sponsored article by Misco Malta

The Environment and Resources Authority (ERA) is holding a public consultation on the intent and objectives of forthcoming Guidelines for the Construction and Demolition Waste Framework Regulations, S.L.549.161.

The Construction and Demolition Waste Framework Regulations (S.L. 549.161), which were published in December 2023, establish a framework regulating the management of waste resulting from demolition, excavation and construction activities. These regulations place obligations on the actors involved in the industry, namely the developer/client, contractors, waste carriers and site managers. The intent of these guidelines will be to provide guidance to the identified sector actors on meeting the obligations placed upon them.

More information is available at https://era.org.mt/intent-and-objectives-guidelines-for-the-construction-and-demolition-waste-framework-regulations-s-l-549-161/.

Comments are being invited through the feedback form at publicconsultation.gov.mt or otherwise by email through  by 16 August 2024.