HRM 12.2 Supplement

Free with HRM Issue 12.2

annual guide to

search and recruitment 2012 Featuring: + Talent in demand + Choosing the right recruiter

THE HEART OF A BUSINESS IS ITS PEOPLE We are Singapore’s leading experts in recruiting qualified, professional and skilled people across a wide range of specialised industries and professions.

We operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments.

We believe the right job can transform a person’s life and the right person can transform a business. We’re passionate about connecting our candidates with the right job for them.

That’s why, for more than 35 years, we’ve powered the world of work.

To connect with a recruiting expert at Hays, visit hays.com.sg we always have a range of exciting positions available.

Our areas of expertise: Accountancy & Finance Banking Construction Property Information Technology Contact Centres Legal Life Sciences

Finance Technology Oil & Gas Human Resources Office Professionals Sales & Marketing Supply Chain Insurance Resource Management

Contact Ash Russell at ash.russell@hays.com.sg or Chris Mead at chris.mead@hays.com.sg or call +65 6223 4535.

hays.com.sg

ANNUAL GUIDE

NEWS

SINGAPORE

US

Hiring expectations up

Job security is workers’ top concern

After falling for the last three quarters, hiring expectations show a small rise this quarter. According to The Hudson Report, 44% of respondents across all sectors forecast headcount growth in Q1 2012, compared with 42% in Q4 last year.

Hiring expectations in Singapore are higher than in Hong Kong but lower than in China.

Andrew Tomich, Executive General Manager, Singapore, Hudson, commented: “Due to global market uncertainties, most companies are adopting a cautious approach to hiring.”

The report also found that most companies (80%) paid discretionary bonuses for 2011.

Although high, this is lower than the 87% reported in Q1 2011 and is also lower than the figures for China and Hong Kong.

Most respondents are prepared to pay salary increases to attract new managerial hires, with only 5% saying they do not expect to do so. Nearly half (49%) say they will offer rises in the 11–20% range, while 6% anticipate having to offer more than 20%.

Monetary incentives are the key retention and motivational tool that companies will use in 2012, cited by 62% of respondents across all sectors. The next most popular initiatives are employee recognition programmes and education and training incentives, cited by 52% and 43% respectively.

A new survey finds that more than threequarters of US employees are overall satisfied with their jobs, but fewer than half are happy with opportunities for career development and advancement, and nearly everyone is concerned about job security.

According to the 2011 Job Satisfaction and Engagement Research Report released by the Society for Human Resource Management (SHRM), 83% of US employees reported overall satisfaction with their current jobs. Although declining slightly since 2009, the percentage of satisfied employees hasn’t changed significantly in the last 10 years.

Job security remains the biggest driver of job satisfaction for the fourth year, with 63% of respondents saying it Median pay of retail workers in was very important to them. However, New York City, most of who are only 28% of respondents were very part-time or temporary satisfied with their job security. Women (Source: ‘Discounted Jobs: How felt less satisfied with job security than Retailers Sell Workers Short’ study) men. Also, only slightly more than 40% were satisfied with their career Kapoor said in a statement. development and advancement opportunities.

Amongst the recruiters of choice, Mark Schmit, SHRM’s vice president for Hindustan Unilever tops the list of most research, says: “As we slowly come out of the preferred recruiters, followed by Google, recession, the war for talent will be back on.

Aditya Birla Group, Accenture and When that happens, there is the potential for McKinsey & Co. Other names that figure in turnover given the dissatisfaction that this list are Infosys, Procter & Gamble, employees seem to have with the real or Boston Consulting Group, Citi Group, perceived lack of advancement opportunities.”

Microsoft, Tata Administrative Services and SHRM’s annual job satisfaction survey Axis Bank. found that most (70%) employees reported The average salary expectations of the being moderately engaged in their work, students from their dream company determined to accomplish work goals, and remained the same as compared to last year completely focused on work projects. They also at Rs1,600,000 (US$31,050) per annum, reported putting extra effort into their work. At demonstrating that students gave more value the same time, however, only about half felt to their role and job. However, salary completely plugged-in at work (52%), or expectations from foreign companies enjoyed volunteering for activities beyond what continue to remain at almost double that the job requires (53%). from a local company.

“Employees seem to be saying: I’m not The survey states that the top five getting training or opportunities for dimensions that students consider when development, so why would I volunteer to do seeking employment are, namely: high extra things to help out the organisation,” degree of independence at work; salary Schmit said. “But it’s a self-fulfilling prophecy package; learning on the job; growth that has implications not only for employees prospects; and standing of the company in but for HR professionals and business leaders the market, respectively. who manage the talent in their organisations.”

US$9.50

INDIA

FMCG sector tops MBA grads’ wish list The fast moving consumer goods (FMCG) sector has emerged as the sector of choice for business school graduates with Hindustan Unilever topping the list as the preferred recruiter. According to Nielsen survey ‘Campus Track’, 36% of business school graduates prefer to work with FMCG firms, followed by companies in areas of management consulting (29%), IT consultancy or services (20%) and investment banking (20%).

“With the FMCG growth in the country being driven by consumption, the sector continues to find favour with students who see it as a sector with huge growth potential,” Nielsen executive director Dinesh

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ANNUAL GUIDE JAPAN

NEWS

SINGAPORE

More talk, more hiring Adecco launches app The talent race will be greatest in Japan’s booming IT sector this quarter, with job opportunities increasing by multiples of 10 for mobile development skills, said recruiting experts Hays.

In their latest Hays Quarterly Report, for the January to March quarter, the recruiter found that as new venture companies take advantage of options available following the emergence of smartphones, they have taken their expansion plans to a new level, particularly in the area of mobile games development.

“We are seeing employers increase their headcount by multiples of 10 in most cases and reaching out across all avenues to fill their open positions,” said Christine Wright, managing director of Hays in Japan.

“In other areas, we are seeing a number of telecommunications and network companies increasing their headcount, particularly in the space of mobile broadband as more consumers move to browsing the internet and communicating with their mobile devices. There is no doubt that there will be plenty of job opportunities in this space for good talent,” she added.

Other sectors experiencing high demand for candidates this quarter include insurance, life sciences and legal. In particular, the demand for lawyers with project finance and major projects experience is increasing, while in-house positions in pharmaceutical, information technology and e-commerce remain strong in response to new business lines and market demand.

Adecco Singapore has announced the launch of its new iPhone App ‘Adecco Singapore Jobs’, which is available by free download on iTunes and is the first application of its kind in Singapore which allows job seekers to both search and apply for jobs from the convenience of their iPhone.

“The new Adecco iPhone App makes it even easier for job seekers with iPhones to view and apply for jobs whenever they so choose. Not only does the App list the latest jobs on offer from Adecco, but it also features useful career tips and advice that are of benefit to today’s busy job seeker,”

INDIA

Young workforce prefers going abroad: Survey The majority of younger employees are keen on seeking jobs abroad, even if they do not get a pay increase, as compared to employees in higher age groups.

According to the latest findings of the Ma Foi Randstad Workmonitor Survey 2011 – Wave4, a quarterly review of ‘mental mobility status’ of employees, a significant proportion (60%) of employees with higher education and 39% of employees with a lower education are keen on seeking jobs abroad even without a salary hike. A significantly higher proportion of men (79%) expect to go abroad for work that promises higher pay as compared to women (65%).

While globally, less than a third of the respondents are willing to move abroad for a job without a pay hike, employees in India do not have a problem with such relocation.

China, however, is in the lead with 64% of the respondents willing to relocate without a salary hike.

Nearly half (45%) of the workforce believes in focusing on promotion and 34%

said Lynne Ng, Regional Director, Adecco SEA. The Adecco App includes a wide range of easy to use functionalities, all designed to provide access to job opportunities and career information. Specific features include ‘Latest Jobs’, ‘Knowledge’, ‘My Job Dashboard’ and ‘Contact Adecco’.

“With Singapore’s booming economy, it is crucial for Adecco to quickly match candidates to jobs. The Adecco iPhone App provides a way to help Singaporeans find work in the shortest timeframe,” added Ng.

believe in doing something different. This trend is consistent amongst all workgroups based on income, location, gender, type of employment and such others. The preference for moving into a higher position based on existing experience is higher than to venture into a role that is different from their existing role.

2011 was considered as a good year financially by people across the four metro locations of Mumbai, Delhi, Bangalore and Kolkata. Those with annual salaries above Rs1,000,000 (US$19,400) aspired for higher financial performance for their organisations.

Those in other lower income groups felt that their organisation did well financially in 2011.

A very high proportion (81%) of men and a nearly equally high proportion of women (74%) expect to work beyond their retirement age.

Commenting on the findings of the survey, E. Balaji, MD and CEO of Ma Foi Randstad said, “burgeoning opportunities have created a major change in the mindsets of young employees. While money is an important driver for Gen Y, these people are also driven by workplace flexibility, the right culture, challenging work roles, career growth opportunities, and bosses with an inspirational approach towards work.”

“Companies should re-orient their work culture to address employee needs in order to succeed in the emerging war for talent,” he adds.

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Selecting

the best Recruitment agencies help to discover talented individuals who would fit their roles in organisations. HRM speaks to recruiters to find out the industries that are in need of talent and how they are choosing the best for them

By Priya de Langen

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R

esearch shows that more organisations are outsourcing their recruitment process to job placement companies and headhunting firms. Experts state that outsourcing recruitment has helped streamline recruitment functions, cut costs and decreased lead times to find potential candidates. “Recruiters are meant to decrease the lead time from looking for potential candidates to hiring the most suitable one. Time becomes a crucial factor when a position needs to be urgently filled. Not only will engaging recruiters save time, it will also save cost,� says Josh Goh, Assistant Director, Corporate Services, The GMP Group. He adds that filling junior roles might be easy for companies to do in-house, but finding senior-level candidates might be more difficult and recruiters can help in this situation.

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Other recruiters say they have wider networks that reach into a large candidate pool, ranging from active job seekers to ‘passive’ job seekers.

“Recruitment partners can reach out to ‘passive’ job seekers, while companies that run job advertisements are reaching out only to ‘active’ job seekers,” explains Annie Yap, Founder and MD, AYP Associates.

She adds that when a company is represented by a recruitment partner, it raises the profile and branding of that company.

What organisations want

“More and more companies are looking to hire beyond skills.

They are essentially looking for T-shaped professionals – people who have diverse skills and knowledge and specialisations”

Josh Goh, Assistant Director, Employers across industries are saying that talent is scarce and finding the Corporate Services, The GMP Group right fit for their companies is no stroll in the park. According to the 2011 Talent Shortage Survey by Manpower Group, about one in three employers (34%) are experiencing difficulty finding talent, with organisations from Japan, India and Brazil topping the list. In addition, the survey pointed out the top five jobs – technicians, sales representatives, skilled trade workers, engineers and labourers – that companies are experiencing trouble in filling.

Recruiters say that in Singapore certain industries are more in need of talent than others. Steven Seek, managing director for JobsDB Singapore, states that there is a surge in demand for employees in industries About such as services, food & beverages and retail.

There is also a need for talent in the building & construction sector, and this he says is probably driven by economic growth which has led to “an (34%) around the globe are increase in building and housing projects.” experiencing difficulty finding talent Yap notes that certain roles are also in demand Source: Manpower Group more than others. For instance, private bankers who have good clientele and who network as they are “like salespeople. By hiring them into your firm, it is like acquiring the business of the banker.” Also, she says that people with niche and specialised technical skills such as SAP, engineering design, and oil are in demand.

Organisations are not just looking for candidates who possess technical competencies but also people with soft skills, a good network, as well as passion for the job. “More and more, companies are looking to hire beyond skills. They are essentially looking for T-shaped professionals – people who have diverse skills and knowledge and specialisations,” explains Goh. He also mentions that it is not always about skills and competencies but also about the cultural fit between the candidate and the company.

ONE IN THREE EMPLOYERS

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Choosing the right talent

Hiring partners have various ways to find, profile and choose a candidate that would be the best hire for a company that range from internal tracking systems to face-to-face interviews.

Yap says that AYP Associates has an internal Applicant Tracking System (ATS) that searches for candidate criteria. After this process, consultants go through the filtered resumes and shortlist the candidates. Those that are the best fit for clients’ requirements are then interviewed.

Similarly, Goh says that the GMP Group has a database system to help sieve out the best potentials and then speak to those who would be a better fit. “We prioritise our clients’ requirements and always assess these candidates as though they were internal hires.” He adds that GMP ensures that this job fit works well for the candidates too, as the recruiter does not want to put them at a disadvantage.

With the rise of social media, studies show that traditional recruitment firms are looking at new avenues to select candidates for their clients.

“The newest trend is definitely to use + Create an overall strategy – ensure you have a social media like LinkedIn to source strategy to determine what you want from social potential candidates. In this case, we can recruiting, what types of tools that are going to be also reach out to candidates who are not used (eg. ATS) active job seekers, but are open to explore + Allocate time for process – although social recruiting any opportunities,” explains Yap. could be cost-friendly, it is labour-intensive GMP has been using its Facebook + Keep it transparent – ensure that the organisation page as a recruitment platform since it stays on top of comments made about the company started exploring with social media in on these channels. Clarify and deal with issues in 2008.

“This is especially effective when order to maintain good employer image some positions needed to be filled + Not a job board – it is not just about posting a urgently, or there were niche positions position, engage with visitors and share content that where referrals from candidates were would be valuable for candidates helpful. We started once we built up our Source: 2011 Social Recruiting Trends & Strategies, Cachinko Facebook page to engage and reach out to our candidates,” explains Goh. In 2011, the recruiter had more than 10,500 fans.

However, recruiters say that they are not the only ones using social media to tap into a good talent pool. Companies are also using social media sites to find employees. “More and more companies are turning to social media to attract top talent. Employers with a strong corporate brand use social media to not only recruit, but also engage with potential hires,” explains Goh.

How to avoid social media recruiting pitfalls

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profile Capita

Connecting talents A

t Capita, it is all about making the RIGHT connections. Human capital is derived over time, experience and knowledge. We believe that it is only through establishing the right connections, networks and people that companies can build valuable human capital.

The fast moving and mobile environment of Asia today has led to talent management and retention becoming one of the most challenging business issues for companies. With 60 consultants at Capita, we strive to understand each and every of our clients’ business challenges prior to delivering our services. Our goal is to be your partner in talent resource management and be the connection for you and your employees.

We provide a 360 talent management solution to your business, including the following: » Talent searches

» Outsourcing partnerships » One-stop payroll centre » Temporary and contract placements As business operations move global, it has become increasingly important for companies to identify specialist talents for their specialised functions as well as spot generalist capabilities in the increasingly competitive business environment.

At Capita, our Specialised Divisions and Corporate Divisions ensure that you get industry-focused consultants specific to your talent management needs.

Our specialized divisions: » Capita Engineering » Capita Technology » Capita Banking & Finance

Our corporate divisions: » Capita Business Support » Capita Outsourcing

+ For an in-depth discussion on your recruitment needs, please contact us at hrsg@capitagrp.com or 6603 8000

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profile

Robert Walters

World leader in recruitment R

obert Walters is an award-winning business and one of the world’s leading global recruitment and recruitment process outsourcing consultancies. It specialises in permanent, contract and interim recruitment across all industry sectors and all levels of seniority.

Established in London in 1985, the Group now operates 47 offices in 23 countries. The Robert Walters brand stands for innovation, vision and leadership in the global recruitment market. The Robert Walters Singapore office manages the careers of the highest calibre professionals in the fields of accounting, banking and financial services, engineering, legal, information technology, sales and marketing, HR, secretarial and business support, supply chain, procurement and logistics as well as technical healthcare.

The Group’s unrivalled client base ranges across leading multinational corporations covering all market sectors.

The Group’s recruitment process outsourcing business, Resource Solutions, was established in 1997. Resource Solutions, operates on a global basis and has a client base spanning both commerce and financial services sectors. An award-winning business, Robert Walters has a proven track record of providing high quality recruitment services, and our success is further endorsed by the many awards we have garnered over the years. These include: » Recruitment International Awards 2011 – Best International Recruitment Company » HR Vendors of the Year Award 2011 – Winner, Preferred Recruitment Firm (Mid range High end roles)

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» The Asian Banker Supporting Industry Awards 2011 – The Asian Banker Achievement Award for Strategic Executive Search to the Commercial Banking Industry

+ Email: andrea.ross@robertwalters.com.sg + Tel: (65) 6228 0227 + Website: www.robertwalters.com.sg

Andrea Ross

Managing Director, Singapore, Malaysia & Vietnam Andrea Ross joined the Singapore office from the UK in 2000 where she was working in the search industry focusing on financial services.

With over 15 years’ recruitment experience, Andrea played a pioneering role in establishing the Banking and Financial Services division, and has since gone on to expand the recruitment business and successfully set up new key divisions in Supply Chain, Human Resources, Engineering and Technical Healthcare.

Andrea currently manages the Group’s operations in Singapore, Malaysia and Vietnam.

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Search smart Recruit a Recruiter!

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When faced with roles that are difficult to fill amidst a competitive recruitment environment, HR traditionally looks to several sources, including search and recruitment outsourcing firms. HRM offers tips to find suitable partner(s) to fulfil your recruitment needs

By Shalini Shukla-Pandey

H

R and recruiters can be each other’s worst nightmares or greatest allies. External recruiters can complement the services provided by in-house recruiters within the HR department by bringing talent into the organisation – a profitable partnership indeed. However, there are also unscrupulous recruiters who promise things they cannot deliver and are not aligned with the organisation’s recruitment needs, doing or saying anything to get a placement and get paid.

As HR generalists have multiple responsibilities, it’s still best to outsource activities to experienced and trained recruiters in order to relieve the workload and demands, says Joanne Chua, Associate Director – HR and Supply Chain Divisions, Robert Walters Singapore. External recruiters are better equipped and trained to head-hunt niche talent and positions for organisations.

Good recruitment agencies can offer end-to-end recruitment solutions as well as ongoing consultation for the business, and help reduce the recruitment and operational costs of processing hundreds of CVs and undertaking candidate interviews.

“Recruiters are in fact ‘match-makers’ of job opportunities. Often, the matchmaking process requires time, communication and management of expectations. The best recruiters will be able to manage the process for both clients and candidates,” says Chua.

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Tips & tricks In searching for a recruiter, Joanne Chua, associate director of HR and Supply chain divisions, Robert Walters Singapore, says the top three priorities for HR should be: + Delivery. It doesn’t matter what reduction in fees a recruitment firm can offer you – the key question is: can they deliver? + Financial stability: A strong balance sheet is incredibly important in this current market. Guarantee periods on candidates being placed are void if you are dealing with a firm that may not be able to sustain their business profitably in the long term. + Track record: What are the capabilities of the recruitment firm in this particular industry/role/level etc? How long has the company been operating in that industry? Who is working on that particular account?

How long have they been with the firm? Have they personally been responsible for those types of roles previously?

also able to provide companies with the best talent in specific functional areas as they speak to these candidates on a daily basis and would be in a better position to advise on their availability, aspirations and career expectations.

Recruiters are also able to access a wider and more diverse candidate pool, far beyond the scope of just advertising. “This includes reaching passive candidates who are often the most sought-after candidates for the role,” says Chris Mead, general manager of Hays Singapore.

The best way to make the most of recruiters is for companies to work with as few of them as possible and to get to know them really well. “It’s the closeness of these relationships that helps us – as a recruiter – to do our job better,” says Chua. “We are their eyes and ears to the external talent market. By having close partnerships, HR is then better equipped to provide consultation to their internal clients, to manage these internal clients’ expectations, and help them determine the suitable talent for their organisation.”

“Spend time with (the recruiters) and allow them to become a sponge within your organisation – soaking up information that will allow them to successfully market and position your company to the best people,” says Lynne Ng, Regional Director, Adecco SEA. When an organisation partners closely with a particular recruiter, or recruiters, the recruiters become highly familiar with the organisation, its nuances and what ‘makes it tick’. “By becoming so close to the organisation, they can really help pre-qualify candidates that they know will make a good fit and likely long-term contribution,” adds Ng.

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Checklist Hays Singapore works very closely with not only HR but also, in many cases, the management team. “For some clients, we even have consultants that sit on-site with the HR teams,” says Mead.

Money matters

HR chiefs and recruiters can be pivotal to one another’s success, says Liz Ryan, writer of the Career Insight column and in-house advisor at businessweek.com and a former Fortune 500 HR executive.

One executive recruiter told her, “like most HR people, you chat with candidates maybe one or two hours a day. The rest of the time you work on other things, like executive compensation or performance management or employee communications. All I do is cultivate talent and sell your company and my other clients to the talent marketplace. Isn’t that worth my fee?” With the right partner, it is worth the fee – and more.

Ng says it is important to not only look at recruitment costs, but to also consider training and retention costs as well as the time it takes for a new employee to begin contributing to an organisation and adding value. “A good recruiter can be worth their weight in gold if they source talent that requires minimal training and that hits the ground running,” she says.

While recruitment fees may seem high in absolute terms, the ROI that HR secures in a good candidate who is equipped to add value to the business far outweighs the pure recruitment fee. “It is a costeffective solution and a worthy investment for finding key talent as a specialist recruiter will be able to interview, choose and qualify the proper candidates – relieving you of the burden of having to go through both relevant and irrelevant candidates,” says Chua.

Initially, it may seem cheaper to conduct recruitment without using a recruitment consultancy. However, costs can blow out when the process takes longer than planned due to unexpected delays.

“This impact is not only felt in the HR team, but also in the loss of productivity by having a position vacant for an extended time,” says Mead. “Using a recruiter is usually the most cost-effective solution.”

Along with the extensive database of candidates that recruiters already have, all recruitment campaigns are specifically targeted to find the exact skills and experience an employer is seeking rather than sending out mass advertising that may be counterproductive. It is also time-effective as recruiters are able to handle the whole screening process.

“Many employers are going with the philosophy that you need to spend money to make money. This is helping to drive Singapore’s recruitment market forward,” says Mead. “As such, employers will be utilising all of their available resources to attract and secure talent. Recruiters will play a key part in sourcing these candidates both in the local market as well as overseas.”

HR should be mindful of the following when dealing with a recruiter: + What type of search does the company require – contingency or retained? + What budgets do you have? How much are you willing to pay for the best candidate? + This helps recruiters balance company’s expectations with potential candidates’ demands. + How urgent is this hire?

If you need someone quickly, it’s best to work with a recruiter with a strong network and database, and an experienced team of consultants who can immediately perform the search and turn around your requests promptly. + What level will this search be?

This determines the type of recruiters the company will work with. Mass recruiters can be used for junior positions; specialist professional recruitment consultancies focus on mid- to senior-level placements and executive search companies are better for C-level appointments.

Source: Robert Walters Singapore

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profile Adecco

Adecco – The leader in work F

or over 27 years, Adecco has helped thousands of Singaporeans find meaningful work with great companies and has grown to become Singapore’s leading staffing services and HR solutions firm. Today, the company offers a network of conveniently located offices and niche professional staffing divisions that help individuals build careers in areas such as banking, engineering and IT. As the world of work has changed in Singapore, so has Adecco and its ability to support companies in finding the right talent at the right time. The Singapore workforce of 2012 is more flexible and more adaptable than ever before, with employers always on the look out for talented individuals – whether to hire them as permanent employees, or on a temporary or contract basis.

Adecco consults with its clients to identify the right staffing arrangement that meets their needs.

More and more companies today are choosing to outsource their staffing needs to Adecco and others welcome the opportunity to have an Adecco consultant located right in their office – allowing the management of staffing needs at all times throughout the day. It is this comprehensive

understanding of strategic ways of working that has supported Adecco on its journey to becoming Singapore’s leading provider of talent.

The Adecco Group of companies in Singapore includes Adecco, LHH/DBM, Spring Professional Staffing Asia and Templar International Consultants. LHH/DBM offers leadership development, career management and outplacement services. Spring Professional Staffing Asia is an established leader in the global IT recruitment market and is part of the UK’s largest technology staffing provider. Templar International Consultants is the company’s executive search arm. All four businesses complement the group offering, allowing the group to truly partner with its clients.

Adecco Singapore is part of the Zurich-based Adecco Group, a Fortune Global 500 company with over 33,000 employees and more than 5500 offices in over 60 countries and territories around the world.

Globally, the group connects more than 750,000 colleagues with over 100,000 clients every day.

The company’s tag-line is ‘Better Work, Better Life’ and its aim is to give everyone involved with Adecco the opportunity to improve their situation, be it at work, at home, in leisure activities, or in life. The company seeks those motivated to make change and to help them to shape and achieve their personal and professional goals.

Adecco Singapore’s General Staffing offices are conveniently located in Tampines, Jurong and in the city on Scotts Road. The company’s Professional Staffing offices offer positions in Banking, Engineering & Technical, Events and Exhibitions, Hospitality and Retail, Information Technology, Medical and Science, and for Japanese-speaking candidates. + For further information, please reference www.adecco.com.sg, www.facebook.com/AdeccoSingapore or the Adecco Job Blog at www.thesingaporejobblog.com

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profile AYP Associates

Engaging the best for your business

E

stablished in 2009, AYP Associates (AYP) is a professional executive search partner for many of our well-established clients in Singapore and the region. We assist our clients to enhance their business performance by assessing, sourcing, developing and engaging the best and most fitting people for their business. Since then, we have grown from strength to strength, expanding into Hong Kong, China and Indonesia.

At AYP, we believe in gaining an in-depth understanding of your business requirements, including operations and processes needs, before recommending a solution. This way, we aim to address your human resource challenges and hiring strategies. The ability to make insightful decisions about people is today’s most enduring source of competitive advantage. AYP concentrates on helping our clients achieve this advantage through the identification, assessment and recruitment of the world’s most talented business leaders.

Business is conducted at Internet speed these days and companies need to move fast to gain a competitive edge. We know that you have to fill your strategic positions with capable and talented people, and you need to do it fast. This is why we are committed to delivering ‘speed’ and ‘quality’.

AYP is recognised as a quality driven firm that exceeds expectations by actively listening to our clients and consistently delivering results. We are committed to recruiting the best talent in the world. Our high calibre search consultants will improve your recruiting process and allow your company to better understand the marketplace and the competitive landscape. One of our key service delivery goals is to ensure that we present you with the best fit candidates, based on your requirements, in the shortest time possible. Our directors and consulting managers are either from specialist practice areas or possess many years of experience in the recruitment industry. This is why we are well-positioned to understand your needs and deliver the best results. We specialised in recruiting senior level talents for the following industries and functions: » Banking and Financial Institutions » Energy and Maritime » Technology and Engineering » Healthcare and Life Sciences » Finance, Human Resources, Marketing and Legal Tapping on a strong international network that covers Australia, China, India, Indonesia, Japan, Malaysia, Philippines, Thailand and Vietnam, as well as, the United Kingdom, United Arab Emirates, and United States of America, AYP is now one of the leading professional recruitment and search companies in the region. + AYP Associates Pte Ltd + Tel: (65) 6820 0300 + Email: sg@aypassociates.com + Web: www.aypassociates.com issue 12.2

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profile JobsDB.com

First Job Ad

Experience “Post-It-Yourself” recruitment advertisements provide organisations a cutting edge in modern day recruitment

T

he search for a new hire is made easy with the JobsDB.com Express Post. Also known as “Post-It-Yourself”, the JobsDB.com Express Post provides hiring managers with the flexibility to tailor their recruitment advertisements to suit their corporate needs; recruitment is just a click away.

In addition, the JobsDB.com Express Post allows hiring managers to sift and sort for candidates who meet their corporate needs. A great cost and time saver, the search for the new hire is built upon the idea that online recruitment is able to garner a better outreach and attract quality candidates, as well as an immediate response from interested applicants.

The result: top quality candidates who possess the right requirements as stated in the job advertisement are sifted out from a large pool of applicants. Hiring managers do not need for them to search far and wide; high and low for a suitable candidate to fill an empty rank. Instead, they can spend more time and focus on critical tasks crucial to their organisation’s growth and development.

Optimise Your Hiring Needs now starting from $148

Straightforward and easy to use, the JobsDB.com Express Post allows hiring managers to process their job advertisements online in five simple steps! This easy and hassle-free process eliminates the need for additional manpower to draft and design a job advertisement posting required of traditional media.

Moreover, with an extensive pool of 14.6 million candidates, the JobsDB.com portal is an ideal platform for organisations keen on brand exposure to boost their credibility in a competitive marketplace. Organisations are entitled to take advantage of the JobsDB.com portal to increase their brand awareness.

Upon purchase of the job advertisement online, hiring managers are entitled to 30 days of exposure, as well as three free re-postings of a similar advertisement for greater visibility. They are also entitled an additional post, however, for free!

Once a job advertisement has been placed and uploaded on the JobsDB.com portal, interested applicants can immediately click and apply for the vacancy of choice before the job advertisement expiry date. + For more information, visit http://sg.jobsdb.com. + Email to sales@jobsdb.com.sg or call 6861 1000

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Voted No. 1 Recruitment Website

MEET THE FUTURE WORKFORCE IN OUR BIGGEST CAREER EXPO EVER!

CAREER “ More than 41% EXPO 2012 @SUNTEC CONVENTION

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of jobseekers in Singapore are likely to attend job fairs.

CENTRE HALL 404

OVER 70,000 VISITORS MORE THAN 700 EXHIBITORS

Source: Boardroom Research Survey

WHY JOIN US Branding and Exposure The Career Expo provides companies an excellent platform for branding and exposure through mainstream media including TV, Internet and print.

Unlimited Job Postings Participating companies will enjoy unlimited job postings during the Career Expo week.

Extensive Outreach Reach out to more than one million jobseekers in our extensive database, through the Career Expo and pre-event marketing.

Face-to-face Meetings

012 23 March C2itizens and

*Singapore Residents only t and above.

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Employers can meet their future hires face-to-face during the Career Expo. Interview rooms equipped with printing and online facilities are available onsite.

Paperless Technology Resumes are seamlessly captured via a barcode scanner and a LAN-connected laptop at every exhibitor’s booth.

Call us at 6861 1000 or email to sales@jobsdb.com.sg to book your booth now!

profile Reed Specialist Recruitment

Mixed picture for hiring as

businesses prepare for global headwinds Steady hands as vital as entrepreneurial mindsets for leadership roles

Deepali Chaturvedi Head of SE Asia, Reed Specialist Recruitment Tel: (65) 6602 9100

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ingapore’s economic growth in 2011 reinforced its position as a regional business hub and popular destination for ambitious professionals, but it may not be enough to counter uncertainty over the outlook for 2012. “Local and international companies alike are playing a cautious game,” says Deepali Chaturvedi, Head of South East Asia at REED in Singapore. “While many of the senior appointments we’ve managed this year were brand new, hiring activity in the first quarter of 2012 may be restricted to replacing leavers in business-critical roles. There will still be vacancies linked to business development and growth, but much will depend on how the global economy impacts business and consumer confidence.”

projects geared towards gaining a competitive edge and wowing customers. However, data security and risk management specialists represent equally hot property for employers. Sales and marketing professionals who can demonstrate tangible returns on their efforts – growing revenue from existing customers, identifying new revenue streams or customer acquisition – are finding a ready market for their talent. And in those areas of manufacturing and infrastructure which are still flourishing, new roles for senior technical, operational and production managers, heads of engineering and project directors are coming on-stream, with key people being appointed in Singapore, Malaysia and further afield.

Accelerating momentum, operational discipline

Double-barrelled remits for HR

Many of the roles on which REED was consulted in 2011 reflected a sense of accelerating momentum, although tempered with financial and operational discipline. For instance, senior finance hires needed to demonstrate commercial acumen as much as a robust approach to negotiation, budgeting and compliance. Procurement and logistics managers, always relentlessly focused on cost, are being tasked with pulling together various strands of the supply chain across functions and across borders. “For some, this means achieving economies of scale while safeguarding quality and service,” says Chaturvedi. “For others, it’s about shifting into fifth gear with external providers, with no let-up in demands on standards.”

Seeking new revenue streams

Technology professionals are sought for crucial

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Talent attraction and succession planning – with a particular focus on corporate leadership posts – has dominated the agenda for senior HR appointments. “HR enjoys much greater representation today in the boardroom,” says Chaturvedi. “HRDs are exercising influence with considerable reach and impact, often with responsibility for locations across Asia Pacific.”

Compensation and benefits, performance management, learning and development, global mobility and industrial relations are central to the success of business operations. “HR leaders are sitting right alongside senior management, providing advice and intelligence that informs critical decisions,” says Chaturvedi. “And with hiring authorisations harder to come by, the imperative for HRDs to consider the wider business implications of recruiting, whether replacements or new hires has rarely been as intense.”

Talent without boundaries REED is a world leading independent provider of Recruitment solutions, HR, and IT consulting. A UK based family owned company with strong heritage, REED has been assisting Jobseekers and Employers for over fifty years.

Focusing on mid to senior level appointments, we assist professionals across the globe in their next career move.

With access to a local and international pool of top talent, we are able to advise on likely availability of relevant candidates and typical salary expectations.

We recognise and understand how important the AsiaPac market is, and we are dedicated to supporting and driving forward employment opportunities in this region.

From our base in Singapore’s Central Business District, REED’s team of recruitment specialists deliver high quality sourcing solutions within a broad cross section of sectors including:

• • • • • • •

Banking Engineering Finance Human Resources Sales and Marketing Supply Chain Technology

Looking for a new role, or looking to hire?

Phone: +65 6602 9100 Email: info.singapore@reedglobal.com Visit us online at: www.reedglobal.com.sg We have offices all over the world, including: Australia • Bulgaria • Czech Republic • Hong Kong • Hungary • Ireland • Korea Malta • Poland • Qatar • Singapore • Turkey • United Arab Emirates • United Kingdom

www.reedglobal.com.sg

profile Riverchelles

Celebrating 40 Years of Dedication Talent Acquisition Strategy Calibrated for your Peak Business Performance A renowned brand in the Specialist Recruitment & Executive Search scene since 1972, RIVERCHELLES celebrates our 40th anniversary this year. Headquartered in France,

Our Testimonials “Working with Riverchelles has been such a breeze. They perfectly understand the culture of Perkin Elmer, in addition to that, they are versatile in handling roles of diverse nature” Perkin Elmer Singapore

“We have engaged Riverchelles services for close to a decade. Eileen has never once compromised on her level of professionalism, thoroughness and integrity” Touton Far East

“Lance always looks to create win-win solutions between her clients & candidates, which is an extremely difficult task to achieve. She also leads a team of great people, whom I’ve the good fortune to work with over the years.

The performance of the team is testament to her leadership” Harley-Davidson Asia Pacific

“Jumi and her team have always made it a point to thoroughly understand and grasp our precise requirements. They constantly gather feedback, fine-tune their search and proposal of candidates till they fulfill the positions ultimately” Manitowoc Crane Group

“We truly appreciate Riverchelles for the good recommendation. Service rendered was quick & prompt” Panalpina World Transport

“Lance is someone who always ensures she gets to know the client’s culture and the candidates for a successful working relationship” CEVA Asia Pacific

our unmatched specialisation in International Trade has impacted various parts of the world including Europe and Asia Pacific primarily.

Today, we have garnered a repository of knowledge and industry experience, facilitating us to serve our clients and candidates well, earning their trust and recognition, time and time again. As the RIVERCHELLES expands our global footprint, to more adequately serve our growing clientele with sophisticated requirements, our suite of services also extends.

Our Family of Brands:

Riverchelles » Unparalleled Specialist Recruitment Expertise for International Trade Riverchelles Consultant » Global Executive Placement through Strategic Engagement Riverchelles Performance » Our Leadership Consulting Solutions, Your Performance Accelerator Riverchelles Outsourcing » Optimized & Effective RPO Solutions Scaled to your Business Needs

Our Milestones

» Market Leadership in International Trade » Approved HR Partner of numerous Forbes 100 & Fortune 500 companies » Endorsed Executive Search Firm on IE-Singapore and Contact Singapore » Appointed as external consultant to various government agencies » Featured as a premium recruiter on all major online portals

Riverchelles International + Tel: (65) 6236 1245 + Email: corporate@riverchelles.com.sg + Web: www.riverchelles.com + LinkedIn: riverchelles-international

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profile Riverchelles - Alteva

R PO 2

Revolutionising Talent Acquisition Through Customisation Cutting-Edge Solutions for Unsurpassed Competitiveness

Riverchelles Recruitment Process Outsourcing (R2PO) team provides a highly customised outsourcing solution by offering the right combination of onsite and/or offsite resources to deliver the best candidates.

Our methodology entails conducting a professional assessment of the client’s existing processes, devising appropriate strategies and implementing them. Our first priority will always be sourcing and recruiting the best.

Equipped with a host of ammunition including proven and innovative solutions, a substantial candidate database and a fleet of competent consultants who are well versed in RPO, we are ready to provide clients with the

Lance Foo (MS) Regional Director Joining the Group in 2000, Lance manages the Asia-Pacific operations

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“The days of the generalists are over, and Riverchelles knew that 40 years ago. In living up to our reputation as a Specialist Recruitment firm, we cannot help but be highly selective about who we engage as our internal consultants. By imposing exacting standards, our consultants, who are subject matter experts in the respective fields, have been competent at proposing suitable candidates within the shortest turnaround time, with an unsurpassed level of professionalism and commitment.”

“The recruitment business is fast-moving, intense, demanding and pressure-packed. It entails deadlines, and is highly competitive. I am no doubt immensely grateful to have a team of highly qualified and steadfast Consultants and many of my Business Leaders have fought alongside with me for over 7 to 10 years. At Riverchelles, we are constantly looking for competitive, passionate and relentless individuals.”

full spectrum of recruitment functions. Being aware of the uniqueness of each organisation, our R2PO team is versatile, offering both end-to-end recruitment solutions as well as specific projects.

Pragmatic benefits of R2PO include: » Reduced Recruitment Cost » Enhanced Employer Brand Equity » Heightened Quality » Boosted Retention

Celebrating 40 Years of Dedication:

A Global Executive Search & Specialist Recruitment Firm, established since 1972, with a presence in France (Global HQ, based in Paris), London, Singapore (Regional HQ), Hong Kong, Malaysia, China, Japan, Thailand & Australia.

Niches Within A Niche:

Riverchelles International » Supply Chain & Procurement » Logistics & Freight Forwarding » Marine & Maritime » Human Resources » Aviation & Aerospace » Industrial & Manufacturing Alteva International » Hospitality & Tourism » Retail & Consumer » Food & Beverage » MICE

For more details on our RPO offerings: + Lance Foo, Regional Director + Evelyn Cheng, Business Leader + Tel: (65) 6236 1245 + Email: corporate@riverchelles.com.sg + Web: www.riverchelles.com + LinkedIn: riverchelles-international

profile

The GMP Group

Your one-stop solution GMP Technologies

GMP Technologies focuses on IT, Engineering and Life Sciences positions. Our database includes a deep pool of highly qualified applicants while the organisations we serve range from the world’s leading corporations to emerging high-growth companies and key specialist firms.

GMP International

F

ounded in 1991, The GMP Group is one of Asia’s leading staffing and human resource consultancies. Our business is in shaping destinies.

As a total solutions provider, our aim is to help fulfil the aspirations of individuals and create new possibilities for our partners as a strategic global partner in people solutions.

GMP’s service is all-encompassing, with our specialised business units offering their own distinct services to cater to the clients’ niche. The six specialist divisions are:

GMP Recruitment

+ The GMP Group 1 Raffles Place #57-00 One Raffles Place Singapore 048616 + Tel: (65) 6736 2022 + Fax: (65) 6736 2155 + Email: info@gmprecruit.com + Web: www.gmprecruit.com

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GMP Recruitment specialises in staffing services for junior to mid-management positions in all industry sectors that include: » HR & Administration » Accounting & Finance » Customer Service, Communications & Marketing » Retail, Food & Beverage » Sales, Supply Chain & Logistics » Industrial Services (skilled and semi-skilled staff)

GMP Banking

GMP Banking is a dedicated recruiter for financial institutions such as banks, stock broking houses, insurance firms and fund management companies. It works with some of the world’s leading financial institutions, assisting them with the recruitment of junior to senior management positions within operations, front, middle and back-end office functions.

GMP International serves our clients’ needs by sourcing, recruiting and providing personnel support from various countries for various positions.

Covering a range of industries from retail, hospitality to manufacturing, we bring in foreign workers who not only can easily adapt to their new working and living environments, but also offer valuable skills and experience to the industries that demand them.

GMP Consultancy

GMP Consultancy provides outsourcing services and professional advice on organisational development issues such as flexi-work arrangements, work redesign and outplacement services.

And under this division, Career Architects helps working professionals assess and explore career options, and guides Singapore’s younger generations to acquire skills and knowledge that will ease the transition from school to the working world.

GSI Executive Search

GSI Executive Search, the headhunting arm of The GMP Group, is focused on international searches for senior management positions. GSI is committed to make its clients’ businesses more profitable through the selection of the best available executive leadership talents.

With our global network and specialist divisions to provide industry-specific HR solutions, we truly offer “one-stop” solutions to clients.

Today, GMP is headquartered in Singapore with offices in China, Hong Kong, Malaysia and Thailand. The Group’s extensive network and comprehensive services have, once again, reaffirmed GMP’s role as one of the most dynamic staffing professionals in the region.

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