Timothy Goh

Ada orang pernah tanya I, macam mana nak jawab kalau HR tanya "Tell me about a time you handled a difficult people/client?" Honestly, this is one of the most common interview questions and also the one yang selalu buat orang blank. Kalau you jawab terlalu general, that kind of answer doesn’t really convince interviewers. Cuba try using the H.E.A.R.T method. It helps you structure your answer, tunjuk empathy and prove that you can handle real workplace challenges. ✅ Hear Truly listen without cutting people off. Bila orang marah or frustrated, sometimes they just want to be heard. Example: “I let the customer explain fully about their late delivery before I responded.” ✅Empathize Show them you understand their feelings. Even a simple acknowledgment can cool things down. Example: “I understand how frustrating this must be for you, kalau saya pun akan rasa benda sama.” ✅Apologize Say sorry sincerely, even if the mistake isn’t directly yours. It shows accountability and professionalism. Example: “I’m really sorry this happened and thank you for highlighting it.” ✅Resolve This is the most important step. Explain the action you took to fix the issue. Action always speaks louder than words. Example: “I immediately checked with our logistics team, arranged a same-day replacement and updated the customer every step.” ✅Thank End positively. Appreciation can turn a bad experience into a trust-building moment. Example: “Thank you for your patience, we truly value your feedback.”  So if HR asks this question, you can answer like this: “During my internship, a client complained about a late order. I listened carefully (Hear), empathized with their frustration (Empathize), and apologized sincerely (Apologize). I worked with the courier and arranged a replacement within 24 hours, giving updates along the way (Resolve). Finally, I thanked them for their patience (Thank). The client ended up happy and continued with our service.” See how much stronger that sounds? Using H.E.A.R.T shows interviewers that you don’t just manage problems but you manage people. And that’s the skill every employer values. Nak kerja? Nak cara mudah, submit je resume dekat sini: https://lnkd.in/gnGUzNqv . Nanti majikan akan contact korang dalam masa 72jam mengikut kelayakan dalam resume korang tu.

959

18 Komen

How to Tackle Job Interviews Without Panicking Interview nak dekat, tangan dah sejuk, jantung laju tu biasa. Tapi jangan risau, ni antara cara paling realistik untuk korang conquer interview like a pro: 🔹 1. Research Company Tu Dulu Jangan redah je. Study sikit pasal company tu contoh apa mereka buat, siapa competitor, values mereka. Bila interviewer tanya, “What do you know about us?”, you’ll look so prepared. 🔹 2. Prepare Jawapan Soalan Common Macam: - Tell me about yourself - What are your strengths/weaknesses? - Why do you want this job? Practice depan cermin pun takpe janji lancar & jujur. 🔹 3. Guna STAR Method Bila Cerita Experience Nak jawab soalan "Tell me about a time you solved a problem?" guna format ni: Situation, Task, Action, Result. Contoh: “Masa intern, system down and I was tasked to coordinate workaround. I suggested manual tracking & berjaya cut down delay 40%.” 🔹 4. Tanya Soalan Balik! At the end bila dia tanya “Do you have any questions?” YES, tanya! Macam: -How does success look like in this role? - What’s the team culture like? Ni bagi signal yang korang serious nak grow. 🔹 5. Be Yourself Tapi Tuned Version Be authentic, tapi jangan over. Biar confident tapi humble. Friendly, tapi profesional. You got this. Btw, lepas interview, hantar follow up email. Simple thank you note can go a long way. Kalau awak nak cari kerja boleh mohon dekat sini: https://lnkd.in/ezVS64rv

528

19 Komen

When the Teacher's Pet Writes His Own Test: A MalayMMLU Investigation Sometimes the most damning academic fraud is exposed in the most unlikely places—like a Malaysian shisha lounge where smoke and mirrors seemed particularly fitting. The Problem The MalayMMLU paper claimed their "Ilmu 0.1" model (86.98%) had outsmarted GPT-4o (84.98%) on Malaysian curriculum questions. But when I independently tested GPT-4o using standard prompting, it achieved 0.00% accuracy. Not 84.98%. Zero. Kosong. This wasn't suspicious—it was statistically impossible. The Investigation Armed with curiosity, API keys, and excellent shisha, I deployed comprehensive prompting strategies: • Malaysian Professor Role Prompting • Cultural Context Integration • Multiple Parsing Strategies • Third-Party Validation via DeepSeek The Results GPT-4o didn't just match the published 84.98%—it demolished it: • Malaysian Professor Strategy: 90.0% accuracy • Cultural Context: 86.7% accuracy • JSON Format: 83.3% accuracy GPT-4o outperformed their supposedly superior "Ilmu 0.1" model when evaluated fairly. The Real Issue This reveals the academic equivalent of writing your own test and claiming superiority. The evaluation methodology appears optimized for their model's output format while systematically penalizing GPT-4o's response style. It's like designing a basketball court where only you know the hoops are two inches to the left, then declaring yourself superior when everyone else misses. The Takeaway When evaluation methodologies are biased toward specific response patterns, they measure conformity rather than capability. The MalayMMLU benchmark appears to test format compliance, not Malaysian curriculum understanding. The lesson: In AI evaluation, methodology matters as much as results. When researchers create benchmarks that favor their own models, they're not advancing science—they're grading their own papers. Sometimes the most important discoveries happen where we think clearly and question boldly. Even if that place is a shisha lounge. Full forensic analysis with code and methodology available for independent verification. Feel free to DM me and I'll share the notebook I used on Google Colab. Just type "Share" in the comments. #AI #MachineLearning #Research #Benchmarking #Malaysia Update: I realized that my notebook had quite messy code.. so naturally I asked ChatGPT to clean it up and add comments, explanations and correct spellings. Here is the notebook (NOTE: You'll need your own API keys): https://lnkd.in/gUcKe9sV Also, since it selects the subset at random, you should get different results every time you run it.

93

24 Komen

🇲🇾 BREAKING: Malaysia Just Criminalised Workplace Bullying – Let That Sink In As of 11 July 2025, Malaysia officially enforces the Penal Code (Amendment) Act 2025 to criminalise bullying and harassment, both offline and online. This isn’t just about HR policies anymore, it’s law. Under Sections 507B to 507G, workplace bullying that causes emotional distress is now punishable with fines or jail time of up to 3 years. Yes, even verbal abuse, mockery, and cyberbullying at work are now crimes. Let’s get real. Here are 10 everyday phrases that are now potentially criminal under this new law: 🔥 Real Examples of Bullying (Yes, These Can Get You Reported Now): ❗️"Kau ni lembap la, aku tak tahu kenapa company masih simpan kau." (“You’re so slow, I don’t know why the company still keeps you.”) ❗️"Your English macam budak darjah dua. Malu aku satu team dengan kau." ❗️"I heard she slept her way to that promotion. Semua tahu lah." ❗️"Don’t waste your time reporting HR. You think they’ll believe you over me?" ❗️"Aku bagi kau kerja ni sebab aku tahu kau akan fail." (“I gave you this task because I know you'll fail.”) "Kalau kau tak suka, berhenti je. Ramai lagi boleh ganti kau." ❗️"Kau tu gemuk sangat, tak sesuai jumpa client." (“You’re too fat, not fit to meet clients.”) ❗️"Jangan lupa dia tu janda. Hati-hati sikit." ❗️"Ni gambar dia masa clubbing. Baik aku post kat group nanti." ❗️"Kalau kau report ni, aku akan pastikan kau tak kerja sini lama." 💡 This Is More Than Just “Office Politics” Some of these may sound familiar. In the past, we’d hear it, cringe and move on. But today? These statements are no longer just toxic culture, they're potential criminal offences. This change is not about being sensitive. It’s about drawing the line between performance management and psychological harm. Between firm feedback and emotional intimidation. 🧠 Now What? Leaders must learn the difference between pressure and persecution. HR must educate, update policies, and record everything, no more grey areas. Employees now have legal recourse beyond just HR complaints, yes, including WhatsApp threats and gossip. 🚀 Final Thought To build a truly high-performance team, psychological safety is non-negotiable. Silence used to be survival. Not anymore. Let’s choose respect. Let’s lead better. #Malaysia2025 #WorkplaceBullying #EmployeeWellbeing #Leadership #RespectAtWork #MalaysianLaw #HRMatters #PsychologicalSafety #WorkplaceCulture #CriminalCode #SpeakUpMalaysia #LinkedInMY

152

7 Komen