SOUTH EAST ASIA
ABOUT US
COREcruitment International is a team strategically created to focus recruiting across the world’s busiest expat hubs, made up from some of COREcruitment’s most experienced consultants.
Through the teams extensive work with providing the best candidates and building the best relationships with their clients we are able to continue the growth of our International team consistently overthepastfewyears.
Our COREcruitment International team is made up of 8 consultants who each bring their own unique skills and contribute to the team in a different way. Each can offer quality support in their specialist areas with access to candidates locally to them and our clients.
INTERNATIONAL TEAM
MichelleWells - South Africa, Middle East, Asia
Michelle Wells is a highly motivated and passionate senior recruiter with an excellent track record of recruitment at all levels of management in hotels, bars and restaurants across the world. Her recruitment skills are based upon understanding the needs of her clients and her candidates, always integrating with them to make the right match!
BeatriceForest-Valentine - France, Europe, International
Beatrice joined the COREcruitment team in November 2012 and successfully completed our in house training program. With an early career in France, Canada and the UK in positions with the Front of House and F&B Division within luxury boutique and Internationally branded Hotel Operations Beatrice has gained an excellent knowledge of the Industry.
DannyO'Mahony - North America, Caribbean, International
Sara is passionate about hospitality. She have been given the opportunity to head up COREcruitment’s North American office in Vancouver where she’s from. She spent 12 years in the UK and loved her time working with COREcruitment. Now she’s back on home turf and excited to grow the COREcruitment brand across the pond.
Horack - Africa, Middle East, International
Klaudia had an early introduction to the hospitality industry both locally in SA & internationally. Planning to enter the market as a Food Photographer, she fell in love with FOH Restaurant operations & continued to hone her career through some of SA & UK most interesting groups – with a strong emphasis on operations & training. Klaudia joined COREcruitment in 2012 and was offered the role as consultant from her now Director during a pre-screening interview&neverlookedback!
Klaudia
WHAT WE COVER
Sectors
• Hotels
• Restaurants
• Retail
• Contract Catering
• F&B
• FMCG
• Property
• Estate
• Facilities Management
• Venues & Events
•
Areas
• Middle East
• British Isles
• Europe
• Scandinavia
• Africa
• Canada
• Untied States
• South America
• South East Asia
• Remote Islands
• Caribbean
• Oceania
Positions
• C-Suite
• Chair/Board people
• Executive management
• Finance
• Operations
• Human Resources
• Mid-level management
• Store management
• Buying & Merchandise
• Sales Directors / Managers
• Marketing Directors / Managers
• Chef - all levels
• Events & venues management
• Customer service
• Foodservice operators
• Facilities Management
• Legal
• Project Managers
• Head of Logistics
• Procurement/supply chain specialists
• Business Development Managers
• IT/Technicians
• Head office support teams
• Concierge
• Personal / Executive Assistants
• etc...
GLOBAL COVERAGE
In addition to our London head office, we have rapidly expanded our presence throughout the UK and have developed international coverage for several years now with branches in South Africa, the Netherlands and Canada acting as hubs for all international recruitment and two local UK bases in Bristol and Cornwall. We are currently working with many businesses within the UK, Africa, Europe, the Middle East, North America, the Far East…and are currently expanding our outreach to South East Asia and Oceania.
RECRUITMENT PROCESS
It is important to emphasise that the first part of our process is to ensure we have authorisation to recruit for the position. The team at COREcruitment prides itself on keeping in regular contact with all candidates. This means when a job comes in, no matter how precise the specifications, our consultants already know what candidates would be suitable. These candidates also tend to know good candidates; in fact 40% of our placed candidates come from referrals. Our first port of call is our database which has over 220,000 candidates. We will also advertise the role on over 25 different sites as well as post it all over oursocialmediasites.
The next stage of our process is by initially screening a candidate by conducting a non-vacancy specific telephoneconversation.
This is because the candidates we register are matched on what they want to do – rather than what they apply for – this way we can find a much better long-term fit.
Upon identifying the candidate’s suitability we then conduct a second telephone interview which is more specific to the job at hand. During this interview not only do we present our client in the best possible light but we feel it is important to properly brief the candidates on the vacancy and company. It is important that we match this with the reality of the job role and the problemsthatcandidatemightface.
After the candidate has completed all three interviews, we send their CV across to our client along with a detailed profile and breakdown about the candidate.Ifourclient wantstointerview the candidate, we will organise everything necessary to make it happen. We also offer our meeting room at our offices in London for clients who need the space or who are coming in from out of town.
If we find suitable candidates beyond this stage we then ask them to come into the office for a face to face interview.
This process may seem exhaustive however; we believe this is necessary to get a complete feel of not only the candidate’s experience but their personalityandworkattitude.
COREcruitment has a well-structured process for sourcing your ideal candidate. We aim not to find ‘A’ candidate to fill a position but ‘The’ right ‘person’ for your organisations culture and service ethic. COREcruitment promises to uphold the integrity and values of our clients, acting as true representatives of the organisations we represent in the marketplace.
EXTERNAL SOURCES
As well as our existing database, we use a variety of websites for advertising and CV searching, depending on location and specialism: Adzuna, Euro Jobs, JobFlurry Extra, Sonic Jobs, Xpat Jobs, CareerJet , FM Journal, JobLookUp, Stepstone Group, You Food Job, Careers4a, Glassdoor, JobLookup, Talent Nexus, Caterer, Hosco, Jobs In Property, Talent.com, Catererglobal, I Am Expat, Jooble, The Staff Canteen, COREcruitment.com, IFMJobs,LinkedInJobs,TipTopJob,CV Library, Indeed, LinkedIn Recruiter, TotalJobs, Diversity Jobs Group, Job Jar, Reed, Vacancy Tree, Rec4Rec, voceer,etc…
OPEN DAYS
Another one of our popular methods of attracting candidates is organising an open day. Essentially open days are an opportunity for potential members of staff to visit your business at one of your locations, interact with your members of staff to further our understanding of your business.
PSYCHOMETRIC TESTS
We also have the ability to use our in house system of psychometric testing. We have found this especially useful as part of the recruitment process to double check that a candidate has the appropriate ability levels to be successfulinarole.
CANDIDATE ATTRACTION
OUR NETWORK
Each consultant at COREcruitment has a niche area that they work in, and within this niche area they are part of many different network groups. Consultants use these network groups to their advantage. As we’ve mentioned, referrals are a big part of our candidate attraction and good people know good people. Consultants make a conscious effort to attend any relevant networking events, so when we say they know the industryinsideout-theyreallydo!
Working within these niche areas also means consultants are constantly working on similar roles. Therefore, consultants know as soon as they receive a vacancy who is available, who would be suitable and whomayhaveareferral.
Some of our top candidates are known as ‘passive candidates’ which means they are not actively looking but we always keep an eye out for them and contact them if any suitablerolescomeup.
REFERRALS
We have a target at COREcruitment that 40% of our placed candidates will come via referrals and recommendations – good people tend to know good people. We actively incentivise candidates to put us in touch with their friends / colleagues and contacts to find a higher number of ‘passive job seekers’.
More recently our focus has been on using social media to attract candidates. We see this as being a key area of growth for us as a business and 12 months ago we appointed an in-house web development and SEO specialist to manage our social networks and on-linepresence.
SOCIAL MEDIA
It is important to embrace social networks as part of any business’s recruitment strategy. COREcruitment has adopted a 2-tier strategy: with more recruitment orientated we are more geared towards actively networking with potential candidates; on networks thataremoresocialbynaturewe
position ourselves more from an employer branding perspective giving updates to candidates on building their ‘social work profile’ or with updates and notifications of industry news through our Twitter andRSSfeeds.
TARGET CANDIDATE SELECTION
GLOBAL JOB MARKE T
STATISTICS
COREcruitment is a leading international recruitment consultancy with a friendly team of market specialists covering multiple markets across the service industry. Established in 2005 we have rapidly earned an enviable international reputation for our professionalism and high quality service delivery – founded on our three core principles of integrity,efficiency and transparency.
Michelle Wells michelle@corecruitment.com
Beatrice Forest-Valentine beatrice@corecruitment.com
Danny O’Mahony danny@corecruitment.com
Klaudia Horack klaudia@corecruitment.com
