As business events in the region normalise and even surpass pre-pandemic levels, attracting and retaining top talent remains a key challenge for organisations involved in the sector.

To stay ahead, companies must offer compelling value propositions, invest in employee development, and create an engaging work environment.

These insights were shared by speakers at the recently-concluded second International Business Events Forum – BE in SABAH 2025, jointly organised by the Sabah International Convention Centre (SICC), and the Sabah Chapter of the Malaysian Association of Convention and Exhibition Organisers and Suppliers. The event was held at the SICC.

Kai Hattendorf, former managing director & CEO, UFI, highlighted that while the global exhibition industry continues to rebuild its workforce, progress varies across different markets.

“Around half of the industry is still in the process of regrowing its workforce after the losses experienced during the Covid-19 pandemic,” he noted.

Hattendorf noted that many people who left the industry during the pandemic as companies could not afford to keep them on the payroll had deep institutional knowledge, and their absence has created gaps. At the same time, new talent comes with different skill sets and fresh perspectives, but lack the experience of their predecessors.

Irmohizam Ibrahim, group managing director, World Trade Centre Kuala Lumpur, advocated the idea of “Industry on Campus”, fostering close collaboration between universities and organisations. This initiative will bridge the gap between academia and the professional world by providing students with practical experience through internships, real-world exposure, and potential job opportunities upon graduation.

These partnerships not only benefit students, but also actively shape a workforce equipped for the future, Irmohizam pointed out.

“I always highlight to my management that when students intern at World Trade Centre Kuala Lumpur, we must ensure that they leave with valuable industry knowledge and skills. More importantly, they should carry with them a strong association with our brand, representing the professionalism and excellence that World Trade Centre Kuala Lumpur stands for,” he said.

Irmohizam further noted that organisations must play an active role in nurturing young talent by offering structured internship programmes, mentorship, and exposure to real business operations.

“It is not just about offering internships – it’s about creating meaningful experiences that inspire the next generation to pursue careers in our industry,” he added.

Fiona Hagan, general manager of Shangri-La Rasa Ria, Kota Kinabalu, shared that her approach to talent development involves providing colleagues with international exposure. She achieves this by facilitating opportunities for them to work at different Shangri-La properties worldwide, allowing them to learn from diverse mentors while immersing themselves in different cultures.

“This enhances their professional growth, and helps them develop an international mindset which is crucial in the hospitality industry,” said Hagan. She added that continuous learning through mentorship programmes and leadership training are also equally important.

According to David Powell, Asia Ability’s managing director, its talent development strategy centres on open communication and a supportive environment.

A key element of this approach is the implementation of daily check-ins. During these sessions, employees receive recognition and openly share their priorities. This also provides a platform for them to voice challenges, enabling colleagues to offer support and collaborate, shared Powell.