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This Is How The Company Recruitment System Works

March 18, 2020 | Author: Zoe Gan | Posted in Business

This Is How The Company Recruitment System Works

Recruitment agents in Singapore are a common way for companies to outsource the process of finding short-term staff, or screening applicants for full-time positions to several managed candidates. From the outside, whether you need a staff member or need a job, can feel like you are talking to only one person in the company and they handle the whole process of matching vacancies with workers. In reality, recruitment is teamwork, both within the agency, and with clients in vacant positions and candidates who are looking for work. Here we look at how recruitment agency standards in Singapore work, and how vacancies are filled by recruiters.

Standard practice in recruitment agencies in Singapore

Usually, recruitment agents in Singapore that are larger than a few people will divide their staff into two roles. ‘Consultants will talk with agency clients and collect requirements.’ Resources’ will find the right candidate for the consultant and client vacancies defined.

This division of roles allows each staff member to concentrate on the different tasks an institution must be clever. Consultants can build relationships with clients and grow to understand their business, the problems they have, and their work environment requiring contractors and full-time staff to adjust.

A resource needs to be good at communicating with people who are looking for work, assessing which teams they will work well with, how reliable they are, what skills they have, and how someone’s skills can change over time.

As they progress through their work lives, a candidate’s experience and skills will change, and their needs and desires can change too. Younger people may be relatively inexperienced, but are willing to commute long distances to roles that will accept them, or stay in cheaply accommodating near workplaces for contracts. Conversely, the same person a few years later may have more experience, but also a family and will not be willing to spend time away from home. However, their expertise might mean clients will accept them working from home if the right balance between that and attendance at the office is negotiated.

In many institutions career advancement involves starting as a Resource and moving to becoming a consultant after some experience and training, but this is not always the case, some people remain as very successful, looking for resources for their entire career.
How vacancies are handled by recruitment agents in Singapore
When clients from the agency have a vacancy, whether full time or short term, they will discuss their needs with an agent’s consultant. The Consultant and Resources then discuss this in the agency and will examine their internal database of registered candidates to see if it contains anyone suitable for the role.

If a suitable candidate is registered with an agent and has recently been on good terms because they contacted the agency or vice versa, Resources will either call or e-mail them to check availability and interests in the position. If the candidates are available and interested, the Resources and consultants will begin the process to confirm their suitability for the position. Depending on the client’s requirements, this might include a telephone interview or technical test before the details of the candidate are passed on to the client.

Candidates who have been in contact recently have been contacted first because the agency knows their availability, it is cutting short to contact them rather than calling all people who have the right abilities as many who have never been connected recently will be happy in their full time jobs, or part of the way through a contract and not looking for a new job. Before all CVs are handled digitally, the recruiter used to pick someone from a pile of CVs who had just arrived at their table. Now that e-mail and digital records are prevalent, this is not so common, but prioritizing people who have recently been in touch makes sense to quickly fill positions as recruiters can be sure candidates are currently looking for.

If some or no candidates have recently been linked in a suitable database body, two actions are taken: candidates with the right skills who have not been recently contacted, and an advertisement for a position is created, usually on the agency’s website and other big job websites like https://www.wegotthis.com.sg/hr/ Big job websites charge for advertisements placed on them, so smaller recruitment agencies in Singapore will avoid advertising that is far and wide if they have suitable candidates registered with them and will spend longer candidates researching them knowing about before new ads.

Applications from new candidates to the agency will be registered in the CV database or ignored, depending on their suitability. Candidates not appropriate for the position but who are in accordance with other criteria such bodies will also be registered, but are not included forward for the position being advertised.

Once the agent has some of their candidates positively right for the position, they will pass a copy of their details to the client, often with contact details for the candidate removed, even though it depends on the relationship between the agent and the Client. The client then decides, sometimes in collaboration with a consultant, who is to interview, or which to hire-for short-term contract work, interviews are not always a requirement.
The agency will send contracts to successful candidates, which govern the relationship between candidates and the Agency. This sets out the terms of payment, what legal rights the candidate and the Agency have in relation to employment, and other matters relating to labor law. If the candidate is placed in a full-time job at a client company, they will also have a contract to sign with the client.

When candidates fill in the blanks in the client, the agent receives their fees, either as a percentage of the hourly rate of the candidate in the case of an employment contract, or as a fixed fee that can be based on a percentage of the position’s annual salary for full-time staff members.
During the contract phase, the consultant will keep assessed client progress, and the agent can keep other candidates ready to step in the contract should negotiations fall through for any reason.

After the candidates sign up, they will be marked as working in the agency database, and if the work is a limited-term contract, the expected completion date will be registered, because the agency will look to place it in another contract when they become Available.
If other candidates who have good skills have come to light during this process, agents can try to place them with other existing clients, or use them as a way to get new clients if they see relevant job vacancy advertising companies. If the candidate has good skills, an agency would prefer to put them in a position rather than lose contact with them, even if they miss the original job advertised.
Virtuous circle

All recruitment agents in Singapore want to have a large database of candidates with good CV skills and fresh details, so the agency knows who is looking for, what for, and when they are available. They also want to be good at understanding what their clients want from staff members, both skills and personality. Staff in good agencies crack these two problems, and then sit in a virtuous circle. Clients are happy because they get good staff, candidates are happy because they get an attractive supply of jobs that matches both what they do and how they want to work. Clients want more staff from the agency because they are good at choosing the right candidate, candidates want more work as a good agency in finding the right position for them.

Author: Zoe Gan

This author has published 1263 articles so far. More info about the author is coming soon.

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