HRM 14.4 Supplement

Free with HRM Issue 14.4

ANNUAL GUIDE TO

Search & Recruitment

2014

Featuring: Staffing agency myths busted!

seeking ReCRUiTMenT OUTsOURCing? paRTneR wiTh The eXpeRTs Hays Talent Solutions is one of the world’s leading recruitment outsourcing experts, offering end to end recruitment process outsourcing (RPO) and managed service provision (MSP) services as well as modular and on demand solutions. We also offer vendor management systems (VMS) through our subsidiary company, 3 Story Software.

Our success stems from building strong relationships as trusted partners. We’ll embed within your organisation to truly understand your culture and needs. This commitment has helped us deliver an outstanding service for some of the world’s biggest companies.

With Hays Talent Solutions on board, you will benefit from first-class recruitment solutions, sector innovation, technical excellence and reliability of delivery every time For your requirements in asia contact Robert Moffat at robert.moffat@hays.com.hk or call +852 2525 9277.

For australia & new Zealand, contact Matthew Dickason at matthew.dickason@hays.com.au or call +61 28226 9685.

hays.com/talentsolutions

NEWS

RPO, Search & Recruitment SINGAPORE

ASIA

RPO picking up speed HR opinion about Resource Process Outsourcing (RPO) is still divided in Asia. According to the Recruitment Outsourcing Insights report by Resource Solutions, there are some organisations that see RPO as a great opportunity for the business and the in-house recruitment team.

However, there are still many who view outsourcing of recruitment as a threat. In a less mature market where the concept of RPO is little understood and scarcely proven, this barrier to entry is the most significant feature that currently defines the market in Asia.

A common misconception is the belief that outsourcing recruitment may put the careers of the in-house team at risk. “As an illustration, on hearing about the RPO concept for the first time, one client’s immediate response was that she should be delivering all of those results in-house,” said Simon Bradberry, MD Asia, Resource Solutions.

In many cases, HR does not have access to the data that could reveal insight into their current recruitment processes.

“Without this evidence, some don’t understand the risks they are open to (with no control over their temporary workforce, for example) or the cost impact they face (with no real idea of average time to hire or cost of recruitment),” said Bradbury.

Still, the adoption of recruitment technology is accelerating across the region, increasing by 10% in permanent recruitment during 2012, and by 22% in temporary recruitment. However, users have not been happy with the results. The survey shows that satisfaction with the quality of management information available fell by 17% during that time.

It is clear from the survey that quality remains a priority in recruitment, whether it is quality of candidate, quality of service delivered to hiring managers, or the quality of the candidates’ experience. However, HR is generally missing opportunities by not seeking the feedback that they could from managers, candidates or suppliers: • 65% don’t measure the performance of their recruitment agencies • 56% don’t regularly survey managers to measure whether they are satisfied with recruitment process or practices • 66% don’t regularly survey successful or unsuccessful applicants for feedback on their experience.

Active job candidates are much more interested in opportunities for

advancement Source: LinkedIn’s inaugural Talent Trends 2014 report

More than

90%

of people believe severe corruption exists in university recruitment in China Source: China Youth Daily survey

Despite growing concerns over skills gaps and challenges posed by extended vacancies, only

38%

of US employers continuously recruit throughout the year for positions that may open up down the line Source: CareerBuilder survey

SINGAPORE

Employers face difficulty in recruiting talent Employers are struggling to recruit the right staff in Singapore. According to the inaugural Management Agenda survey by Roffey Park, this is the top people challenge reported by HR managers.

One of the key findings from the Singapore research – which took in the opinions of 650 HR leaders across industries – is that the country faces a talent retention and talent attraction problem, with 63% of managers expressing the intent to move from their organisations in the near future.

Nearly two-fifths of HR managers report “often” or “almost always” experiencing recruitment difficulties. The top two reasons nominated were a lack of candidates with suitable skills (69% of managers cited this) and lack of candidates with suitable experience (65%).

Less than a third of HR managers reported using structured methods to identify high potential employees. Performance appraisals are the most widely-used method, raising questions about fairness and the effectiveness of identifying talent.

Oil and Gas skills shortages a challenge for employers Almost three quarters (71%) of oil and gas employers in Singapore plan to increase their headcount this year, the Hays Oil & Gas Global Salary Guide has revealed.

The guide, based on data from 24,000 respondents, also shows that skills shortages are a significant challenge for 39% of Singapore oil and gas employers. Thus, hiring plans will exacerbate the already skills-short market and add pressure to increase salaries.

In other key findings, 85% of employers predict an upturn in salaries in the coming year as hiring managers vie for top talent, at the same time as further emphasis is placed on nonmonetary benefits. The number of employees receiving benefits grew by 2.2% over the last 12 months as employers looked to bolster compensation packages with incentivised bonuses or attractive pension plans.

In Singapore, 52% of employees are offered bonuses, 24% have a health plan and 20% have a car or transport allowance included in their salary package. Overall, bonuses account for 15.9% of the total package and are seen as a valuable tool for employers to attract and retain staff without increasing base salaries.

Mike Wilkshire, Director of Hays Oil & Gas, commented: “The rise in local salaries and drop in expatriate salaries has been a continuing trend for some time now in Singapore but this is still very much a work in progress for other countries in the region.”

“Last year we predicted slowing salary growth year-on-year, and globally this trend will be the same. But we expect Asia to buck this global trend and we will see aboveinflationary rises in salaries moving forwards,” he added.

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NEWS

RPO, Search & Recruitment US

Employers prefer promotion to hiring Employers in the US prefer to develop existing employees into management roles rather than hiring new employees – but the lack of promotable skills is a major hurdle.

According to a new survey of senior human resources and general management leadership by the non-profit College for America found that 71% of respondents say their organisation’s strategy prioritises the development of existing employees into manager jobs rather than hiring new employees into those roles. This focus is amplified at lower levels in the organisation.

Top employee development challenges include the need to build talent and leadership (94%); employees missing skills for promotion (87%); and difficulty finding well-qualified applications (85%). Commonly voiced issues of employee engagement, retention, and succession planning appeared to be less widespread priorities.

Seventy-six per cent of employers currently offer a tuition reimbursement policy to help employees pursue a college degree, and virtually all of those employers made it available to all levels of employees in the organisation.

“This survey reveals that American employers are almost universally in agreement about the importance of building talent and leadership within their organisation— and they overwhelmingly see internal employee development as a better tactic than hiring from outside the company,” said Kristine Clerkin, Executive Director, College for America. “That being said, nearly nine out of ten employers report a gap where their current employees are missing key promotable skills.”

SINGAPORE

HR professionals needed 63%

of employers in New Zealand are unable to fill vacant positions after four weeks of job advertising Source: Parker Bridge Employer and Employee Insights Survey

Job opportunities for professionals in the UAE increased by

12%

in a month’s time – from January to February 2014 Source: Morgan McKinley survey

88%

of employers in Hong Kong say they will increasingly manage a blended workforce of permanent, contract and virtual teams Source: 2013/14 Randstad World of Work Report

More jobs are being created for HR professionals in Singapore, with a number of large companies growing their presence across Southeast Asia, recruitment consultancy Hays has found.

“We are seeing new opportunities and high demand for robust and sturdy HR, Compensation and Benefits and Learning and Development professionals with specific industry experience to manage long-term strategies,” says Chris Mead, Regional Director of Hays in Singapore and Malaysia.

“The emphasis on learning, training and development is a response to New Year budgets allowing for additional headcount to up-skill workforces. We are also seeing steady demand for regional HR managers within the oil and gas, logistics and manufacturing fast-moving consumer goods industries.”

According to Hays, vacancy activity will rise further following bonus payments as candidates enter the jobs market to improve their prospects. This will naturally also see replacement hiring increase.

The three HR skills in greatest demand are: • Learning and Development – “Training budgets have been reviewed and employers are hiring new Learning and Development experts for the year ahead,” says Chris.

• Compensation and Benefits – “Annual reviews have taken place, and bonuses are being paid. As a result, candidates will now begin to explore their options in the jobs market and retention will become a key focus for all businesses. That’s why companies are looking for compensation and benefits professionals to build more robust incentives and benefits departments.”

• HR Generalists – “Generalists at all levels are in demand, particularly those with strategic business partnering experience.”

JAPAN

More companies want to hire graduates One in three major companies plans to hire more new graduates next year as compared with this year.

According to an Asahi Shimbun survey, 34% of large enterprises surveyed said they hope to increase the number of new hires in 2015, as opposed to only nine per cent that said they envisage hiring less. In last year’s survey, only 22% said they hoped to expand new hires.

The increase is a reflection of the recovery in earnings across many industrial sectors, which is driving the demand for more workers.

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Nearly half (45%) of companies said they plan to employ about as many new graduates in the spring of 2015 as they will this spring. Twelve per cent are still undecided.

Seventy-two per cent of the companies surveyed plan to hire a total of 37,000 new graduates next spring, a more than 10% increase from the 32,800 new graduates that they are actually hiring this spring.

By sector, steelmakers and financial companies showed the most eagerness in seeking new hires for 2015.

PROFILE

Hudson

Recruitment and talent management you can trust Hudson is a global talent solutions company with expertise in leadership and specialised permanent and contracting recruitment, RPO and talent management.

We believe in working closely with you to help you solve your toughest people challenges. Our business and market knowledge, together with our proprietary assessment tools, helps us deliver the right talent for your business. As your trusted partner, we’re committed to delivering superior, long-term results for both you and the candidates we place.

Hudson RPO Hudson RPO manages the people, processes and technology associated with recruitment of permanent or contingent talent on a fully outsourced, hybrid or

project basis. A global force in talent solutions, Hudson RPO designs, implements and manages custom recruitment process outsourcing programmes for mid- to large-cap multi-national companies across a range of diverse industry sectors.

Services include:

Recruitment demand forecasting, sourcing, talent pooling & pipelining, internal recruitment, response management & screening, interviewing & selection, psychometric testing & behavioural assessment, job offer and placement, recruitment administration, vendor management, technology selection, deployment and ongoing management and onboarding.

Hudson Talent Management Hudson Talent Management assists organisations throughout the employee lifecycle – from defining competency frameworks and position descriptions, and selecting the right people with rigour and objectivity, to engaging and developing your people to maximise their potential. We also support organisations through periods of change and the individuals affected by them.

Services include:

Hudson Global Resources Web: www.hudson.com Global CEO: Manuel Marquez Asia Pacific CEO: Mark Steyn Number of employees: 2000+ Locations: Hudson operates in more than 20 countries including in the Americas - Brazil, Canada, Mexico, United States, in Europe - Belgium, Czech Republic, Denmark, France, Hungary, Ireland, Luxemburg, Netherlands, Norway, Poland, Slovakia, Spain, Sweden, Ukraine and United Kingdom and in Asia-Pacific - Australia, China, Hong Kong, New Zealand and Singapore.

Psychometric testing, assessment centres, interview training, competency profiling, job design, career management, development centres, leadership development, high potential programmes, coaching, 360-degree reviews, outplacement services and change management support.

Leadership & Specialist Recruitment Our unique proprietary recruitment methodology embeds our talent management expertise into a rigourous recruitment process. It delivers the crucial difference between ‘filling a vacancy’ and truly evaluating candidates to pinpoint high performers who will deliver long term benefits in our clients’ organisations.

Hudson’s professional team of consultants source high calibre candidates for permanent and contract positions for many Global 1000 companies on a regional basis across a wide range of industries and professions.

Andrew Tomich Executive General Manager, Singapore Tel: +65 64305505 Email: andrew.tomich@hudson.com Hamish Gordon Client Solutions Director, Hudson RPO Asia Tel: +65 6430 5533 Email: hamish.gordon@hudson.com Stephen Tan Managing Consultant, Hudson Talent Management Tel: +65 6430 5356 Email: stephen.tan@hudson.com

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FEATURE

Recruitment

Staffing agency

myths busted!

If you’ve never used a staffing agency to bring on new talent, you might have some misconceptions about the industry. HRM busts some common myths that may stand in the way of making your dream team a reality

By Shalini Shukla-Pandey

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Recruitment has become far more sophisticated in recent years. It is no longer about advertising a role and waiting for the CVs to fill your inbox. “Successful searches typically arise through constant engagement between recruiters and hiring managers,” says Joanne Chua, Associate Director, Robert Walters Singapore.

“Due to our longevity in the Singapore market, we have gained a strong understanding and appreciation of the talent landscape in Singapore, one which cannot be replicated if you do not have the experience,” she adds.

In this current market, employers are not looking for recruiters to find profiles that they can source directly.

“The niche, confidential and difficult hires are the main reason to use a reputable recruitment firm,” Chua explains.

FEATURE

Staffing agencies such as Robert Walters thrive on building long-term relationships, rather than just transactional recruitment. “Most of our consultants come from the industry they recruit for,” says Chua. “As such, they are better positioned to understand the requirements of our clients, having been from that side of the table.”

At a senior level, Robert Walters engages with clients to understand their businesses and strategies and provide talent insights, such as the availability of talent and salaries paid, in order for clients to consider before they put up the headcount for approval.

“We partner with various professional bodies in the areas we specialise in and conduct regular roundtable sessions to facilitate the sharing of best practices and ideas,” says Chua.

Kelly Services, on the other hand, has evolved from a US-focused company concentrating primarily on traditional office services into a global workforce solutions leader with a breadth of specialty businesses.

“We have expanded our business to include the recruitment of mid to senior-level professionals in the fields of accounting and finance, engineering, information technology, science, HR, sales and marketing, procurement and supply chain, and healthcare,” says Mark Hall, vice president and country manager of Kelly Services.

With human capital expertise operating across AsiaPacific, Europe and America, Kelly can mobilise the right people, skills and technology to help clients define and implement recruitment and HR outsourcing and consulting solutions – anywhere, anytime.

Chris Mead, Regional Director of Hays in Singapore and Malaysia believes that jobseekers and employers should be able to deal with a recruiter who utilises world bestpractice, with processes that have been developed, improved and validated in line with quality assured standards, so only best practice methodologies are used.

Hays’ services include e-commerce capability and an operational system that harnesses the power of Google searching. Our database coordinates with LinkedIn’s network to deliver the most up-to-date and productive connections.

“The recruiter’s ISO 9001:2008 certification – which it has now held for 20 years – proves that our systems stand apart in the Asian market and set a new standard for other recruiters to aspire to,” says Mead.

Staffing agencies and external recruiters are no doubt gaining popularity as a resource for companies to find talent, as well as a means for job-seekers to find positions.

Still, there are several myths about staffing companies that need to be dispelled.

Myths busted Some common misconceptions include the fact that recruiters only need to match CVs to job descriptions.

“What we do is far beyond this,” says Chua. “A good

Singapore’s recruitment priorities over the next 12 months • Quality of candidate – Improving the quality of candidates attracted • Cost savings • Hiring Manager services – Improving the quality of service delivered to hiring managers • Candidate experience – Improving the quality of candidate experience • Market intelligence • Reducing time to hire • Adherence to global processes • Diversity • Reducing the business’ exposure to risk in engaging temporary or contingent workers Source: Resource Solutions’ 2014 Recruitment Outsourcing Insights report

recruitment company would qualify the candidates in person as opposed to doing a five-minute phone chat before representing the candidates across.”

Qualifying candidates goes beyond technical skills. “At the senior level, one needs to qualify leadership skills and soft skills,” Chua explains.

Another common misconception is that recruiters are not cost-effective. “Don’t just look at fees,” says Chua.

“While we understand that budget is a constraint, the search firm that offers the lowest rate might not necessary be able to deliver or to turn around fast enough.”

When it comes to the bottom line, a company that engages the services of a recruiter for temporary staff gets the talent but not the HR overhead and the risk that goes with it, says Mead.

“The employee reports to the company but they have no liability for worker’s compensation, payroll taxes and unemployment claims,” he explains. “Hiring a temporary resource through a recruitment agency is also more secure than hiring an independent contractor as they can be engaged and released at short notice, allowing headcount flexibility to cope with times of slow or peak workloads.”

It is imperative that recruitment agencies put experienced and technically-minded recruiters on the job in ased question. “If the eam-b ith a t fort and w ’ s t n f recruitment agency a e onsult behaviour, ays s its c over-compromises on e is alw eward gnises r o id c s v r e o r r e p h lt , e a ic a w h u W h e w t r C s vic their fees, they may not be Robe ot y bonu res the ser says Joanne e do n u tionar s e ,” W r t n “ c e . n is e e r is d li able to retain these talents o h c p T e “ a . h g t f in mes rests o rt Walters S ture.” outco in their business – which e st inte s t ru c n the be irector, Rob io in s is eventually could have a iate D idual comm Assoc indiv n a negative impact on their t p ado service delivery,” says Chua.

ers t l a W t Rober tive Model Incen

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FEATURE

Recruitment

65%

of companies don’t measure the performance of their recruitment agencies Source: Resource Solutions’ 2014 Recruitment Outsourcing Insights report

A good recruitment agency should also offer valueadded services, such as the ability to offer clients competitive advertising rates due to its buying power with key media; added seminars and industry lunches where clients can network and discuss current issues; and providing regular market updates on the industry and recruitment trends.

The most common misconception is that staffing agencies only fill temporary jobs. “While most staffing agencies provide temporary staffing, staffing agencies have extended their services and now also offer direct hire and permanent positions,” says Hall.

Both external and internal recruiters should communicate the company’s strategy to ensure that there is no misunderstanding and that the roles are clear. “The company will then be able to achieve optimal results with a strong in-house team and an external team to complement them,” Hall explains.

Many times, HR is under the impression that recruitment agencies rely only on their candidate databases. “A good agency must have a strong database to draw candidates from but this is only one tool used to source the right candidate for any position,” says Mead.

Sometimes, HR also believes candidates are generated at random from a database. “This perception comes as a result of a number of poor agencies who have under qualified and untrained consultants playing numbers games to reach their targets,” Mead explains.

At Robert Walters, all candidates are shared, not “owned” by individual consultants. Therefore, clients have access to the whole database each and every time. “We have one of the strongest databases in the market where the information is constantly updated through strong database management, ensuring that any information

THE RECRUITER ADVANTAGE Ultimately, recruiters can potentially help HR to: • Save time and costs by taking over and managing the entire recruitment process • Gain access to a wider database of quality talent who otherwise may not be open to opportunities in your organisation • Evaluate your HR requirements and provide consultation and advice on your organisation’s actual needs and candidates’ expectations • Stay competitive as an employer by offering objective opinions and insights on the industry, as well as current market and salary trends for any job opening in that sector • Interview, choose and qualify the proper candidates, relieving you of the burden of having to go through both relevant and irrelevant candidates • Keep your recruiting activities confidential, particularly if you are planning to replace someone in the company or poach from a rival • Search for candidates for an office in another country • Source mid-to-senior level candidates who prefer to have a recruiter representing their needs, manage the communication and ensure neutrality and objectivity in conversations Source: Joanne Chua, Associate Director, Robert Walters Singapore

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h

ouc T e n O s’

ds metho ment e g s a it g and en idates from ction nd te attra ing with ca a id d n t a c c e the n e f th con tem in h.

One o s uses is re ed sys e Touc t d n a e y r O a ic e , t H w that system most sophis Google-po ignment or tional is the an ass ris Mead, e r fo r m opera f p h o c o t s u o s ie h c ws u “One T peten ion,” says C it allo ic com it t and ysia. la specif tic of a pos a e M m a rk e h t & es on apore cteris s e a rc h chara ays in Sing idual H iv f d o in r an ecto nal Dir Regio

Hay

provided to clients is up-to-date,” says Chua. “It also ensures that we can respond quickly to contract and temporary recruitment assignments.”

Unfortunately, one of the biggest problems in the recruitment sector is that almost anyone can start up in business as a recruitment agency without any qualifications or experience. “In the past, this has led to a lot of negative customer experience which has tarnished the reputation of the industry as a whole,” says Mead.

“That’s why it is important for employers to work with an agency that has been certified.”

Recruiters of the future The roles of staffing agencies have evolved over the years.

The shift from a technical to a consultancy role requires HR professionals to work more closely with companies across industries.

“This allows HR professionals to acquire an in-depth knowledge of different companies and requirements of various industries, and they are therefore in a better position to advise and negotiate contracts for candidates,” says Hall.

Staffing agencies no doubt navigate the talent pool to identify a shortlist of the most appropriate professionals.

“Ultimately, we believe the right job can transform a person’s life and the right person can transform a business,” says Mead. “So we’re passionate about connecting the right people with the right jobs.”

In addition to sourcing potential candidates, recruitment agencies should also be on hand to advise on best practices for interviewing and selection, take responsibility for negotiating salary packages, and communicate with the successful candidate throughout their notice period to ensure that they are fully prepared for their start date.

Josh Bersin, founder of Bersin by Deloitte sums up the future for recruiters in his commentary in Forbes – The 9 Hottest Trends in Corporate Recruiting: “As companies globalise and look for more specialised skills, the role of the recruiter becomes more and more important. And where do we want recruiters spending their time?

Interviewing people? Or sourcing great candidates?”

PROFILE

Capita

Connecting talents At 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 you build valuable human capital in a company.

Our success is also our clients’ success. Our relationships with our clients go beyond delivery. We understand the importance of obtaining the right talents to charter our clients’ growth. However, at Capita, it is not just about getting talents, but about contributing to our clients’ business objectives.

We provide a 360 suite of talent management solutions to your business, including: • Talent search for business support, general administrative, banking, technology and engineering industries • Outsourcing, temporary and contract placements

• One-stop payroll centre • Recruitment Process Outsourcing To further cater to the increasing business appetite of our clients in Asia, Capita has also collaborated with Intelligence Ltd, one of the oldest and largest HR service companies in Japan, to establish a joint venture, Intelligence Asia. Intelligence Asia specialises in recruiting for Japanese-speaking candidates, with a focus on Executive and Specialist recruitment.

At Capita, clients-candidates’ well being is our top priority. We understand how important it is for businesses today to meet the right people and make the right choices. Capita constantly reshapes our services to suit our clients’ needs and add value to their business operations. We strive to be your trusted talent resource partner by bringing to you a professional and personalised service.

For an in-depth discussion on your recruitment needs, please contact us at hrsg@capitagrp.com or +65 6603 8000.

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PROFILE INTERNATIONAL HR

Robert Walters

Leading recruitment consultancy in Asia Pacific An award-winning business

Robert Walters Singapore is an award-winning business specialising in helping organisations hire quality permanent, contract and temporary professionals across all levels of seniority. Our mission is to provide the highest quality of service to clients and candidates alike, and to continue to set new standards of innovation, vision and leadership in the local recruitment market.

As a recognition of our success, we were recently awarded the coveted Preferred Overall Recruitment Firm 2013 at the HR Vendors of the Year awards, and were also voted number 1 in two other categories. Our global business was recognised as the Best International Recruitment Firm in the Recruitment International Awards held in London.

The Group has a network of 53 offices spanning 24 countries. Our global footprint means that we are able to attract the highest calibre professionals from across the world to meet the demands of clients whose needs extend beyond the local markets.

With 29 years’ experience in the recruitment industry, Robert Walters has an established track record with leading institutions, from multinational corporations to smaller enterprises and business start-ups. Our teams of professional consultants have expertise in recruiting on a permanent or contract basis across the following areas: • Accounting & Operations • Engineering • Front Office & Risk • General Management • Human Resources • Information Technology • Legal & Compliance • Marketing • Procurement, Supply Chain & Logistics • Sales • Secretarial & Business Support • Technical Healthcare

Resource Solutions – Our RPO business Resource Solutions is a provider of recruitment process outsourcing (RPO) solutions. Part of the Robert Walters Group, with our head office in Singapore, we provide teams of specialists recruiters to work on-site alongside our clients’ HR function throughout the APAC region to deliver tailored recruitment solutions. Our RPO solutions are typically underpinned by our priority technology talentsource, providing end-to-end and real time candidate relationship management, talent tracking and contractor process management which in turn provides our clients with visibility and control across the entire recruitment lifecycle.

Toby Fowlston

Simon Bradberry

Contact us for your recruitment needs.

Permanent and Contract Toby Fowlston Managing Director, Singapore Tel: (65) 6228 0227 Email: toby.fowlston@robertwalters.com.sg

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Recruitment Process Outsourcing (RPO) Simon Bradberry Managing Director, Resource Solutions, Asia Tel: (65) 6228 0299 Email: simon.bradberry@resourcesolutions.com

Partner us When you partner with Robert Walters, you will receive excellent and flexible recruitment services that are tailored to the unique needs of your business and consistent across all regions and specialisations. When we work with you, our focus will be on aligning with you to offer a completely accountable, transparent and results-oriented service.

PROFILE INTERNATIONAL HR

Frazer Jones

Frazer Jones, HR Recruitment Established in 1996, Frazer Jones is a niche, highly specialised global boutique human resources recruitment consultancy. Part of The SR Group, we operate in Asia, the Middle East, Europe and Australia. We exclusively focus on recruiting HR professionals whose responsibilities cover local entities, countries, regions, continents or span global remits. We act for the full spectrum of HR professionals – generalists, learning and development, talent, reward, operations, recruitment & more.

Dedicated to the HR market, our clients range from international

financial institutions and FTSE listed firms to pharmaceutical, retail, FMCG and local government.

We have a team of over 50 consultants dedicated to being leaders in the HR recruitment space, and produce a range of reports, salary surveys and career guides which provide valuable information to HR professionals working in Asia and around the world.

Our brand is synonymous with excellence – in our people, our candidates, our methods and our global leadership team.

To contact your local office, please use the details below.

Singapore & South East Asia Fiona Nesbitt, Country Manager Tel: +65 6420 0515 Email: fionanesbitt@frazerjones.com

Hong Kong & North Asia Vicky Tung, Associate Director Tel: +852 2973 6737 Email: vickytung@frazerjones.com

HR Recruitment in Asia Frazer Jones is a uniquely specialist HR search and recruitment firm. With offices in Singapore and Hong Kong and global offices across Australia, the Middle East, the UK and Europe, we offer the opportunity to find work on local, regional or global platforms. With 40 dedicated HR consultants worldwide, Frazer Jones is well placed, knowledgeable and dedicated to each of the markets they operate in so whether you’re looking to make a career move of your own, or hire into your HR team, speak to the HR recruitment experts.

For further information please contact Fiona Nesbitt on +65 6420 0515 or email fionanesbitt@frazerjones.com Alternatively visit frazerjones.com

frazerjones.com @frazerjonesHR Frazer-Jones

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PART OF THE SR GROUP Brewer Morris | Carter Murray | Frazer Jones | SR Search | Taylor Root UK | EUROPE | MIDDLE EAST | Asia | AUSTRALIA | OFFSHORE EA Licence No: 12C6222

PROFILE

The GMP Group

Your one-stop solution Founded in 1991, The GMP Group is one of the largest staffing and human resource consultancies in Singapore.

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

• Retail and Food & Beverage • Finance • Industrial Services

GMP Recruitment

GMP Technologies

GMP Recruitment specialises in staffing services for junior to mid-management positions in all industry sectors including: • HR & Administration • Sales & Supply Chain • Customer Service and Marketing Communications

GMP Technologies focuses on Information Technology, Engineering, Healthcare and Life Sciences positions.

GMP Banking GMP Banking is dedicated to recruitment for banks, stock-broking firms, insurance and fund management companies.

GMP International GMP International is a premier recruiter for foreign workers worldwide.

GMPRS1045 GMP HR Magazine 186x119.5mm pa.pdf

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14/1/13

GMP Consultancy GMP Consultancy offers outsourcing services and HR consultancy to employers on organisational development issues. It is also a career management centre for working adults and students.

GSI Executive Search GSI Executive Search, the headhunting arm of The GMP Group, focuses on international search for senior management positions.

Today, GMP is headquartered in Singapore with offices in China, Hong Kong, Malaysia and Thailand.

The GMP Group 1 Raffles Place #13-01 One Raffles Place Tower 1 Singapore 048616 Tel: (65) 6736 2022 Fax: (65) 6736 2155 Email: info@gmprecruit.com Web: www.gmprecruit.com

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PROFILE INTERNATIONAL HR

Kelly Services

New centralised operations and recruitment centre Kelly Services is a world leader in workforce solutions headquartered in Troy, Michigan, USA, offering a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, contract and permanent basis. Serving clients around the globe, Kelly provides employment to more than 540,000 employees annually.

Founded by William Russell Kelly in 1946, Kelly has provided workforce solutions to customers in a variety of industries throughout its history. Kelly’s range of workforce solutions has grown steadily over the years to match the needs of our customers.

Kelly has evolved from a US-focused company concentrating primarily on traditional office services into a global workforce solutions leader with a breadth of specialty businesses. We have expanded our business to include the recruitment of mid to senior level professionals in the fields of accounting & finance, engineering, information technology, science, human resources, sales & marketing, procurement & supply chain and healthcare.

Kelly’s principles from more than 68 years of experience remain the foundation of the way it works today: delivering expertise, integrity, accountability and teamwork. With human capital expertise operating across Asia Pacific, Europe and America, Kelly can mobilise the right people, skills and technology to help clients define and implement

For more information, Kelly Services (Singapore) Pte Ltd 11th Floor, 20 Anson Road, Twenty Anson Building, Singapore 079912 Tel: +65 6709 3388 Web: kellyservices.com.sg EA License No. 01C4394 | RCB No. 200007268E

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Mark Hall Vice President and Country General Manager, Singapore

Natalia Shuman Senior Vice President and General Manager, EMEA & Asia Pacific

recruitment and HR outsourcing and consulting solutions – anywhere, anytime.

With more than 35 years of experience in Singapore, Kelly partners with more than 700 leading organisations in the country, filling nearly 8,000 placements in 2013.

Due to our continued expansion and growth, we have combined our central office locations into one large Operations and Recruitment Centre. This will help us to: • Provide complete synergy across our various specialist Kelly Brands and practice groups to enhance customer experience • Identify opportunities to streamline back office support, whilst investing in more resources to enhance the speed in which we can provide talent • Become a sourcing hub for talent to register and gain access to job opportunities We believe that this will enable us to provide a faster, more value-added service offering to all our customers and candidates.

We know your dreams are We’re here to help.

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Singaporeans get a job with Kelly Services each week. great years in Singapore.

Visit us at kellyservices.com.sg

BIG.