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Psst... #Singapore #HiringNow #Recruitment #Sales #Contact: Demi 👧 We worked together closely before she made the move down under to become the Queen of #APAC! If you're an #experiencedrecruiter curious to compare confidentially, reach out to be considered by the best! Whatever happens, you'll have a great call be it for now or the future 🚀 Why.... Unlimited #commission, #career growth, luxury #incentives & a cool #cloud aligned desk putting the right people in the right place within a variety of cutting edge #tech related roles/projects (to name but a few!) If you've billed on any #360 proactive #businessdevelopment & #delivery market, get in touch & don't stay stuck at the same level this Spring! If you prefer #newcastle or #london in the #UK, contact myself or Salome Maybanks (DipRM) for more info on all #sales ops at all levels or a range of rewarding #businesssupport #admin roles within #billing & #payroll! Who knows, maybe you'll transfer internally internationally like Demi in future! Frank Recruitment Group Tenth Revolution Group Salome Maybanks (DipRM) Nicholas #jobsearch #techrec #applynow #interviewing

The top 10 jobs in 2024 prove that data and technology roles offer a promising future for professionals in the Philippines. ✨ Did your dream job make the shortlist? See the most sought after roles: https://hubs.li/Q02gxmnv0 #OutsourcingPhilippines #Outsourced #Offshoring #Staffing

Prioritising skills-based hiring is a crucial strategy in cultivating a thriving workforce. According to LinkedIn, talent pools expand on an average of 10x when using a skills-first approach. 84% of companies that embraced skills-based hiring experienced a positive impact on workforce diversity. This highlights the potential of prioritising skills over traditional metrics, fostering a workplace that is characterised by diversity and inclusivity. In Singapore, the commitment to this approach is evident, with over 100 companies spanning different industries pledging to incorporate skills-based hiring practices, particularly when recruiting tech talent. The Skills-Based Hiring Handbook for tech roles, developed by Institute for Human Resource Professionals (IHRP) and TIP Alliance and supported by IMDA, serves as a valuable guide for businesses seeking to adopt skills-based hiring for tech talent. Visit our knowledge bank at https://myhr.sg/guest or download the latest Skills-Based Hiring Handbook for Tech Roles at https://lnkd.in/gM8jirGf #IHRP #DataBytes #HR #SkillsBasedHiring

Mid-way through the quarter. This is, in many ways, the most important quarter for 2024 for most Recruitment Agencies that we work with. Here’s what I’ve learnt so far: #Singapore - Q1 was a waste, Q2 didn’t really look up till the second half. Q3 seems to have more positive news in general. Yes big tech companies have had a number of layoffs but not all sectors are hurting, and some are actually growing. - Agencies working with regional companies are seeing an increase in open roles in Malaysia, Indonesia, Vietnam and Thailand. Unit economics are slightly different but still workable given the volume. Given the cost of living here, much of this has been in the works for some time. - Given the variety and volume of CVs available in the market, selective CV selling has gained even more prominence and is yielding results. It is arguably harder to get the hiring manager’s attention given all the noise, but once you do, you can score fast. #Australia - First quarter of the new financial year. Lots of energy and anticipation given the two lack lustre quarters preceding this one. Transformation projects are starting to pick up momentum again which should translate to new jobs. - Number of live open jobs per recruiter is actually trending upwards which is a good sign. - Financial forecasts for most Agencies we’ve spoken with are based on practical attrition rates in the industries served, and marginal growth in new jobs. Sensible. A great indicator for us at Scout | Helping Staffing Companies increase revenue using AI is that we’ve doubled our demos per week! Anyone else have any insights to share? #headhunting #hrtech #automation #recruitment

When SMEs and startups are looking to scale their teams and reach out to us, they are usually dealing with the same set of problems: - High costs of hiring - Lack of talent availability - Job opportunities open for too long Here’s how we solve these 3 problems. 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 𝟏: High cost of hiring Posting job ads, reviewing hundreds of applications, conducting interviews - this process requires hours and a significant amount of money. Both of these resources would be better applied to growing your business. 𝐇𝐨𝐰 𝐰𝐞 𝐬𝐨𝐥𝐯𝐞 𝐢𝐭: Implement our efficient 4-step process For example: if you're looking for two social media managers, you don't have to do recruitment on your own anymore. We do everything from talent sourcing, skills assessment, candidate vetting, and handling the complex legalities of international hiring. 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 𝟐: Lack of talent availability Small businesses often rely on local talent pools, limiting the availability of talent. This often results in intense competition with demand for high salaries and fancy perks. 𝐇𝐨𝐰 𝐰𝐞 𝐬𝐨𝐥𝐯𝐞 𝐢𝐭: Offshore talent from the Philippines For example: if you're looking for an affordable specialized healthcare writer, we instantly find the best matches among 200 qualified Filipino candidates. Our access to this massive talent allows you to tap into vetted hires that simply don't exist in your local area. 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 𝟑: Job opportunities open for too long Leaving positions unfilled for months cripples growth initiatives and overwork teams. With a local talent shortage, employers usually wait 3-6 months for the right talent to come. 𝐇𝐨𝐰 𝐰𝐞 𝐬𝐨𝐥𝐯𝐞 𝐢𝐭: Tap into a pool of skilled Filipino talent For example: If you're looking for three developers urgently, we expedite the hiring process by leveraging our extensive network of professionals in the PH. Our proactivity ensures you have access to quality hires immediately, so you can fill positions without delays. Want to end these hiring headaches? DM me! We’ll analyze your talent needs and tailor a solution to help you scale your team.

Talent Discovery on its way! A game-changing solution that will help your recruitment process, and Reimagine Hiring. #foundit #hiringreimagined foundit Sapna Verma Reach us now for a Demo -> sapna.verma@foundit.ai

🌏 The Future of Hiring in Southeast Asia: What’s Next? Hey everyone! Southeast Asia is booming as an economic powerhouse, and with it, the recruitment scene is evolving fast. The region’s cultural richness and tech boom bring both exciting opportunities and unique challenges. So, what’s on the horizon? 🚀 🔍 Flexible Work: Remote work is here to stay, making where you work less important than what you deliver. How are companies in Southeast Asia adjusting to this shift? Is the office becoming a thing of the past? 🌐 Digital Hiring: AI and digital platforms are changing the hiring game. Are these tools helping us find the best talent, or are they just making things more complicated? And what about reducing biases—are we seeing real progress? 🌱 Diversity and Inclusion: Southeast Asia’s cultural tapestry is rich, but D&I initiatives are still catching up. How can we make sure our workplaces truly reflect the diversity of our region? 📈 Learning on the Go: With change being the only constant, how are companies keeping their teams agile and upskilled? What’s being done to ensure no one gets left behind? Looking ahead, what do you think will be the biggest shift in hiring practices across Southeast Asia? How is your organization gearing up for these changes? We’d love to hear your thoughts! 💬

Are you missing out on top talent due to a limited local search? It’s time to rethink your hiring strategy. By confining your search to just your local area, you could overlook a wealth of qualified candidates who could bring fresh perspectives to your team. Here’s what you might be missing. 1. Global talent that brings unique solutions, 2. Access to top-tier talent without breaking the bank, 3. Team members with local knowledge in various markets, 4. Different time zones would mean round-the-clock productivity for you. I remember when we first expanded our search globally. It was daunting, but the results were game-changing. We found developers in Eastern Europe, customer service reps in the Philippines, and marketing experts in South America. Our productivity soared, and our services improved dramatically. But it's not just about cost savings. It's about finding the best person for each role, regardless of location. Discover how global hiring can transform your business, just like it did ours. P.S. What's your biggest concern about hiring internationally? #LinkedInNewsAustralia

🔍 Here Are 3 Challenges I Noticed That HRs Will Likely Facing—And How to Overcome Them! .. .. The tech industry is booming, but with growth comes unique hiring challenges. As HR professionals, we know that finding the right talent in a competitive market isn’t easy. Here are three common hurdles—and some strategies to tackle them head-on: 💡 Talent Shortage: The Challenge: The demand for skilled tech professionals far exceeds the supply. How to Overcome It: Focus on upskilling and reskilling existing employees, and broaden your search by looking beyond traditional tech hubs. Remote work has opened up a global talent pool—leverage it! ⚖️ Culture Fit vs. Skill Set: The Challenge: Finding candidates who not only have the right skills but also align with your company’s culture. How to Overcome It: Use behavioral interviews to assess how candidates align with your company values. Don’t just hire for today—think about how they’ll grow with your company. ⏳ Long Hiring Processes: The Challenge: Lengthy hiring processes can cause you to lose top candidates to faster-moving competitors. How to Overcome It: Streamline your hiring process by using technology to automate where possible and empower hiring managers to make quicker decisions. In the tech world, staying agile and adapting to change is key. By addressing these challenges head-on, we can not only attract the best talent but also build teams that drive innovation and success. 💬 What challenges have you faced in tech hiring, and how did you overcome them? Let’s share insights and learn together! #TechRecruitment #HRInsights #HiringChallenges #TalentAcquisition #RecruitmentStrategies #HRCommunity

🚀 Attracting and retaining top talent is a key priority for any organization. But in today's competitive job market, traditional recruiting methods may no longer be enough. 🌟 Let's face it, the landscape has changed. The days of posting a job ad and waiting for the perfect candidate to come knocking are over. 🙅♀️ To truly attract and retain top talent, we need to think outside the box and embrace innovative recruiting approaches. So, how can we do the same? Here are a few ideas to get you started: 1️⃣ Embrace social media: In today's digital age, social media is a powerful tool for attracting top talent. Use platforms like LinkedIn, Twitter, and Instagram to showcase your company's culture, values, and unique perks. 📱 Engage with potential candidates and build a strong online presence. 2️⃣ Offer flexible work arrangements: With the rise of remote work and flexible schedules, offering these options can be a game-changer for attracting top talent. 💼 Give your employees the freedom to work from anywhere and create a healthy work-life balance. 3️⃣ Provide ongoing learning and development opportunities: Top talents are always looking to grow and improve. Offer them the chance to attend conferences, workshops, and training sessions. 📚 Invest in their professional development, and they'll be more likely to stick around. Now, more than ever, companies need to adapt and innovate to attract and retain top talent. 🌍 So, what are you waiting for? 🤔 Embrace these innovative recruiting ways and watch as top talents flock to your organization. Together, let's create a workplace where innovation, growth, and success thrive. 💪 #Recruiting #TalentAcquisition #Innovation #TopTalent #WorkplaceCulture 🔥🚀🌟📱💼📚🌍💪