Stroff.com: Candidate Pool for Interns & Contract Gigs in Singapore

Stroff.com:  Candidate Pool for Interns & Contract Gigs in Singapore

With unemployment at 2% for the last 4 years, Singapore is facing a talent crunch with an expanding economy. Restrictions on foreigners working in Singapore have made it more difficult for employers to fill positions. As a result, firms large and small in Singapore need to find new talent pools; especially the untapped talent in interns and the contract workforce.

I came across a new Singapore firm called Stroff.com that tries to do this. It’s a specialized online job platform that aggregates employers, polytechnic/university interns and part-timers (full-time moms, retirees, students, and those in-between jobs).

Organizations in Singapore really need to step up and show some innovation in tapping on the intelligent, well-educated talent we have in the polytechnics, universities and...

Read more

by on
Posted in: Talent Acquisition
leave a comment

A 5 Phase Framework for a Social Recruiting Strategy That Works

A 5 Phase Framework for a Social Recruiting Strategy That Works

Having a solid recruiting strategy in place is vital if you want results from social media.

There are a lot of shiny toys in the world of social recruiting that can easily make it overwhelming. But having a strategy in place, will keep you focused on the ultimate goal – making great hires.

In this blog post, you’ll learn a five-phase framework that you can use to create a social recruiting strategy that works.

PHASE 1: IDENTIFY

The first phase in creating a social recruiting strategy that works is the identify phase. This is when you want to take a step back and think about where your potential candidates are contributing online. For example, it makes more sense to be active on Stack Overflow than LinkedIn if you’re going after developer talent.

Let’s break down the identify phase...

Read more

by on
Posted in: Talent Acquisition
leave a comment

3 Tips To Better Recruitment Programs

3 Tips To Better Recruitment Programs

Today we have a guest blogger. Sharon Lim is a 10-year veteran in campus recruitment in Asia. She has worked with the biggest firms such as Accenture, Oracle, HP. I've included Sharon's LinkedIn profile if you wish to connect with her. Enjoy!


No longer are students lining up to apply for a job just because you are hiring. Its a competitive market out there. Gen-Y students are very selective on which recruitment talks they will attend. Publicity within the universities have to be done right to attract the right students to attend. 

1. Targeted Branding

Corporations often fail at campus recruitment talks due to two reasons:

a. Inability to attract students

b. Poor target marketing

If your branding is weak, start slow. Build relations with the university career services or...

Read more

by on
Posted in: Employer Branding
leave a comment

Interview with the Vampire: Behavioural Interviewing

Interview with the Vampire: Behavioural Interviewing

The recruitment landscape in Singapore (and other emerging markets in Asia) has changed significantly in the last 10 years. Rapid economic expansion has resulted in firms hiring at unprecedented levels with record low unemployment rates. Candidates, especially Gen-Y, can shop around for the best deals in the market with multiple job offers waiting for them. As they say, this is a “candidate’s market”.

Interviewers Lack Marketing Fizz

Unfortunately, the interview methods employed by numerous managers have not changed. Many do a bad job in marketing their companies during interviews with candidates. They use interview strategies that are stuck in the 20th century. Companies fail to understand that jobs need to be marketed like consumer products. What’s in it for candidates? What can...

Read more

by on
Posted in: Employer Branding
leave a comment

The Failure of Internal Recruitment?

The Failure of Internal Recruitment?

This is going to be a controversial article. It will probably provoke a response from those in  corporate recruiting in the Asia Pacific.

5 years ago, it was my opinion that the internal talent acquisition structure with the ability to source candidates on its own through data-mining its corporate CV database and applicant tracking system (ATS) aided by a slew of A-team recruiters with strong head-hunting experience would mean the demise of the recruitment agencies especially here in Asia.

Fast forward to November 2013. I am re-assessing my view.  I am a proponent of the internal corporate recruitment strategy rather than outsourcing to staffing agencies. The cost savings that the organization makes in doing things on its own coupled with the intelligence that it gathers whilst...

Read more

by on
Posted in: Talent Acquisition
leave a comment

Corporate Recruiter Success: Hiring Manager Management

Corporate Recruiter Success: Hiring Manager Management

Wow! It's almost been 10 months since my last blog entry. No excuses really but with several projects in recruiter training and recruitment change management, its been challenging to find time to write new articles. But here I am!

In the course of my projects during the last 10 months, one thing sticks out. Internal talent acquisition recruiters are not developing strong enough relationships with their stakeholders i.e.the HIRING MANAGER whom we all love to hate :)

In my one-on-one meetings with hiring managers, the same issues keep coming up.

(a) Internal recruiters don't understand the hiring manager's business.

(b) There is very little communication between the corporate recruiter and the hiring manager during the entire recruitment process.

(c) Hiring managers complain that...

Read more

by on
Posted in: Talent Acquisition
leave a comment

TruSingapore- The First Recruitment Unconference in Asia! - 28 November 2012

TruSingapore- The First Recruitment Unconference in Asia! - 28 November 2012

#TruSingapore Recruitment UNconference is coming to shake Singapore’s recruitment market with new ideas and heated debates.

 

What is the event and how it is different from all the others tells the godfather of all global #Tru events, Bill Boorman:

 

What’s the point of an UNconference?

 

How many times have you been at a conference and wanted to find out more from the speaker but had no time for more than a cursory Q & A? Maybe you have sat in a session, realised it was not what you thought but stayed to be polite? The UNconference format is for just these situations. For people who prefer discussing over listening, hate death by Powerpoint and want to be able to hear multiple views rather than just the one. I was bored of recruiting conferences for all these reasons, which is...

Read more

by on
Posted in: Talent Acquisition
leave a comment