This week, we interviewed Ms. Sorphea Sam, Director of Talent & Culture at Sofitel Phnom Penh Phokeethra. Ms. Sam has a long history of working in HR in Cambodia and will offer her valuable insight as a panelist during our Breakfast Talk on Hiring Smart. Read on to hear what Ms. Sam thinks of the current HR situation in the Kingdom and follow her tips for a positive working environment.

EuroCham: Why did you choose to pursue a career in human resources?

Sorphea: Personally, I find working in the field of human resources to be an incredibly fulfilling and stimulating career path. It provides me with the opportunity to not only reach my full potential but also gain a better understanding of various aspects of a business or company. Through my work in HR, I am able to develop a comprehensive understanding of the organization as a whole – from its internal operations and policies to its external stakeholders and customers.

Moreover, I believe that the experience and knowledge gained from working in HR are invaluable in advancing into higher-level management and executive positions. By gaining an in-depth understanding of both people and business insights, HR professionals are well-equipped to make strategic decisions that drive the organization forward.

But perhaps most importantly, I strongly believe that a well-run HR department can significantly contribute to individual success, company growth, and the betterment of our community as a whole. Through effective recruitment, training, and development programs, HR can help individuals reach their full potential and contribute meaningfully to the organization. By fostering a positive work culture that prioritizes employee well-being and development, HR can also contribute to the growth and success of the company. And by promoting diversity, inclusion, and social responsibility, HR can help create a better world for everyone.

EuroCham: You’ve been working in HR for several years, how have you seen the landscape change in Cambodia since you started?

Sorphea: Throughout my 18 years of experience in the HR industry, I have observed a significant shift in the past decade. The focus has moved from traditional HR operations to a more modern approach, where HR departments now prioritize essential areas such as acquisition, development, training, talent acquisition, and retention. They act as business partners at the strategy level rather than just hiring resources, communicating expectations, and conducting employee orientation.

The COVID-19 pandemic has further transformed the HR landscape. As a traditionally people-oriented and personal field, we are adapting to a virtual landscape. This includes virtual recruitment, meetings, and conferences. While this can bring benefits, it also raises concerns if we do not adapt quickly enough. We need to increase our flexibility and lead in the new way of work while ensuring that business operations run smoothly despite the crisis. With many workplaces adopting hybrid work models, we must learn to manage our teams in different ways.

At Sofitel Phnom Penh Phokeethra, we have taken steps to address and manage COVID-19 concerns by implementing new policies, regulations, and support. We have also placed a strong focus on mental health and wellness during these challenging times, recognizing their importance alongside physical health. As HR professionals, it is our responsibility to establish a supportive and positive work culture and framework within our company. To adapt to the changing landscape, we have provided in-house accommodations during lockdown periods and adjusted work schedules as needed. We also encourage our executive committee (department heads) teams to check in with all the HEARTISTS (staff) frequently regarding mental well-being and take individualized actions as necessary.

EuroCham: What would you say is the most important thing to attracting and retaining top employees?

Sorphea: To attract the top talent –

1. Employer Branding, and
2. Using an effective employee referral programme.

In my personal and professional experience, I’ve found that to develop a successful talent retention strategy, it’s important to focus on several key areas. Firstly, it’s crucial to ensure that recruitment is done right in order to attract the right candidates. Secondly, a strong onboarding program is essential to provide new hires with a clear understanding of the company’s vision and goals, as well as setting KPIs that align with their roles and responsibilities. Effective communication is also key, including setting clear expectations, providing regular feedback, and implementing a professional development plan. Finally, it’s important to remain competitive within the market with regard to reward and compensation programs.

At Sofitel Phnom Penh, sustainability and green living are core values that we prioritize. To support these values, we undertake various activities, including Corporate Social Responsibility projects, which uplift employee morale and encourage positive contributions. We value frequent suggestions from our HEARTISTS (staff) and actively pursue green initiatives and action-driven programs such as the Soap Donation Program to ISF Cambodia and the use of ecoSPIRITS at the bar to reduce single-use plastic consumption. These efforts not only benefit our company’s success but also contribute to the betterment of the community. As a result, our employees come to work with the knowledge that their efforts make a positive difference both within and outside the workplace.

EuroCham: What is the biggest problem facing HR in Cambodia at the moment?

Sorphea: From my personal insight and observations, I’ve found that recruitment and retention are our top concerns due to the limited availability of local labour and increasing job market competition. We strive to maintain our company’s outstanding reputation in the market, but it’s difficult to do so with skilled employees seeking more flexibility in work schedules and choosing from a wide range of companies.

Our second concern is the succession program, specifically the significant skill gap between each level, from supervisor to mid-manager and top management. Developing a plan each year requires significant time and budget resources, and while we invest in our people, we also face high turnover rates. Many employees drop out along the way, making it challenging to implement and execute our successor program.

EuroCham: What advice would you give to job seekers looking to land a job at a top company?

Sorphea Sam:

1. First, clearly identify your career aspirations by determining what you are passionate about and what you excel at. This will assist you in creating a list of potential job searches and then narrowing down your options by focusing on companies that align with your dream job and career goals.
2. When searching for a job, it’s important to utilize digital platforms. Many big companies have shifted their communication to social media, so it’s essential to expand beyond traditional networks and referrals. Consider using job career boards, LinkedIn, Facebook, and other social media platforms to broaden your search.
3. Investing your time and finances in building the right skills to match your desired job is crucial.
4. To enhance your professional visibility, focus on creating a strong presence on social media platforms such as LinkedIn and Facebook. LinkedIn is a particularly valuable resource, and your profile should accurately reflect your current resume, including links to any relevant projects, videos, or content you have worked on. To make a positive first impression, ensure that your profile picture is professional and approachable. Additionally, highlighting your accomplishments using keywords in a bulleted list can also help to establish your credibility.
5. It’s important to tailor your resume and cover letter to the specific business type and industry of the company you’re applying to. Avoid using the same resume and cover letter for every company you apply to. Instead, customize them to fit the requirements of each individual company.
6. Before your interview, make sure to thoroughly research the company and the job requirements. Approach the interview mindfully and be well-prepared, whether it’s in person or virtual. This includes grooming, arranging logistics, ensuring good internet quality, and having a functioning camera.
7. After a job interview, it’s important to send a thank you note and a follow-up email to the interviewer.
8. Make sure to stay in contact with the recruiters.