Archive for the 'Talent Acquisition' Category


Giving a Voice

Giving a Voice

After procrastinating for the better part of 3 years, I’ve finally gotten down to starting a website dedicated to looking at talent acquisition issues in the Asia Pacific. Having been a subscriber of various US online recruitment sites and blogs, I’ve often wanted to start something similar out here in Singapore. Don’t get me wrong. Content on these US-centric sites are fabulous. Some of the ideas that I find on these sites are so cutting-edge that I’ve used them in my training workshops and recommended new technology to clients too.

But I often wondered why nothing similar is done here in Asia. Going forward, I hope this site will spawn more people who are in a recruitment function to contribute ideas and articles on this site.

I am hoping to give a voice to those doing recruitment...

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Recruiters Lack High-Touch Skills

Recruiters Lack High-Touch Skills

In recent years, high-touch selling has been the mainstay in the sales world. Essentially, it is selling not through high-pressure tactics but rather selling by way of asking questions to uncover the needs of the client in a very in-depth manner such that the sales person is seen as a partner with a solution to the client’s problems. Cisco Systems is a firm believer in high-touch selling and many of its sales managers go through the rigors of such training before unleashing their sales force to corporate clients.

Recruiters can learn a lot from high-touch selling. All too often, recruiters (corporate and 3rd party agency) in cold-calling high potential candidates are too quick to sell the job they are working on, without first understanding the aspirations of the candidate.

“What...

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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...

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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...

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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...

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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...

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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...

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