Kerry Consulting Pte Ltd. - Company Profile

About Us

We believe that every organisation's success is largely determined by the quality of its people.

Our ability to consistently provide high quality services to our clients is based on:

• ·        Trust
• ·        Energy
• ·        Market Knowledge
• ·        Continuity of relationship
• ·        Business understanding

Our firm is staffed by professionals with extensive experience of and commitment to the region. Our structure is one which promotes teamwork, individual growth and organizational stability.

Our aim is to become a trusted long term business partner rather than to be an intermittent service provider.

Services

Our Search and Selection practices aim to provide organizations with suitably qualified and highly motivated candidates in a cost-effective and timely manner, while upholding strict service standards.

Quality people working together in a motivated and cohesive manner are a tremendous source of vitality and competitive advantage for an organization.

Our services include:

Executive Search / Headhunting
Selection
Interim Solutions

Contact

Kerry Consulting Pte Ltd
6 Temasek Boulevard
#31-05 Suntec Tower 4
Singapore 038986

Tel: +65 6333 8530

Genus Search Pte Ltd - Company Profile

Genus Search is a boutique executive search firm focused on leadership recruitment, management positions and specialized sales and technical functions in the Telecommunication and Information Technology sectors. We provide leading-edge executive search services to support our clients in acquiring top talent into their organisations. And we aim to be a trusted partner in delivering quality human capital to our clients in the South-East Asia region.

With almost a decade of unrivalled experience, our solutions are flexibly designed to the needs of the organisations we work with, their market positioning, local conditions and cultural context.

In a people business, we believe in a providing a professional and personalised service where we combine respect, integrity and openness to both clients and candidates alike to deliver the most ethical recruiting standards. We provide equal opportunity to an employer who needs to fill a key position or a potential candidate who is seeking to advance his/her career.

We are highly flexible and accustomed to working both independently and in partnership with Human Resource and/or Hiring Managers.

We provide 3 main services:- Executive Search Placement | Search & Selection Placement | Advertisement Placement

Executive Search Placement is a retainer-based system with a milestone-based payment structure. It is defined by targets organisations, project milestones and deliverables and we work with the hiring company on an exclusive basis.

If you require hiring of executive or specialised positions, our Search Consultants with their excellent industry contacts and focused approach are able to recruit the most talented and qualified executives. We use the utmost discretion when conducting such a search and treat our candidates with complete confidentiality.

All of our projects begin with a job briefing to gather the necessary information to craft a Position Profile. This Position Profile includes key information regarding the opening, in order to ensure that the relevant factors are taking into account in the course of the search:

• Job brief in detail
• Position description 
• Project timeframe
• Candidate qualifications 
• Recruiting targets 
• Key selection criteria 
• Compensation/salary 
• Career advancement potential

Using executive search tools and techniques, our consultants immediately begin researching, contacting, screening and developing potential candidates. Details of potential candidates who, upon an in-depth screening of their employment information, are qualified and interested in the position are developed. In addition, we will interview and evaluate each separate potential candidate soon after your initial feedback. Throughout the search process, our consultants will provide regular reports on the status of search and progress of development through email exchanges and telephone discussions.

Upon the presentation of the candidate shortlist, we would work with the client and selected candidates in the interview process, actively managing expectations and addressing any areas of concern as they arise. Once a final candidate is chosen, our consultants will thoroughly check employment and personal references. Upon your request, we would also coordinate pre-employment investigative checks including salary, past work performance and employment history.

Search & Selection Placement is a success-based system, with the search fee payable only upon the successfully hire of a candidate. A combination of methods, including research, database search, and job advertisement are used to reach out to suitably qualified candidates. Speed is an advantage in this system, where clients are able to receive profiles for most openings within three-working days. It is generally suited for positions that are either generic in nature or does not require the service levels provided for in an Executive Search Placement.

Advertisement Response Placement is a service using the placement of job advertisements to draw interest and applications through electronic and print media. This option is designed for clients seeking to recruit multiple or specific positions. In this selection effort, we will do a preliminary sorting, screening of the applicants and manage all the responses.

With significant expertise in media placement, we are able to identify the best media to target the most relevant audience for you. We will combine our knowledge in copywriting, creative and media know-how to advice on any requirement. Every candidate will be informed in writing as to the result of their application. Shortlisted candidates will be invited for a competency-based interview.

Contact Us

111 North Bridge Road
#07-08 Peninsular Plaza
Singapore 179098
To reach our office, please use Lifts 1 and 2 at the Lift Lobby.

For inquiries on our services, please email us at enquire@genus-search.com
To deposit your resume with us, please email us at resume@genus-search.com

''Dave Chong Associates'' Company Profile

About Us

Dave Chong Associates Started in September 2002, Dave Chong Associates is a client focused, customized executive search firm based in Singapore.We focus on mid to top level executive searches, and our successful placements include C-suite positions such as CEO, COO and CFO, Director and General Manager for global, regional and local companies.

We continuously strive to provide outstanding services to our clients, with passion, energy and commitment - the values upon which our firm was founded.

Our clients are global multinational corporations (MNCs) and small and medium-sized enterprises (SMEs). As a trusted, specialized and client focused firm, we favor long-term relationships with our clients. We take pride in what we do.

Our Team

Our team possesses a unique blend of professional search experience with function expertise. They bring a wealth of professional corporate experiences, having held various management positions in multinational corporations, medium-sized enterprises and entrepreneurial start-ups. We leverage our team expertise to identify and evaluate candidates who can support the development and success of our client organizations.

Our job is not merely doing qualifications and skills matching. We also ensure the mutual fit of our clients' values, cultures, selection standards, needs and expectations with candidates' values, personalities, needs and aspirations, among other things.

We are specialists in our specialized functions and have in-depth knowledge. All of us held executive or professional positions and have worked on the client side of the business prior to entering the executive search industry. This enables us to bring the required understanding of the key industry concerns and company criteria as we search for the right candidates.

We work, respect, care, share and have fun as a team. 

Executive Search

Contingency and Retained Services

We undertake search engagements on contingency and retained basis.

Service Standard
We believe in training and coaching our people to provide our clients with professional and effective search services.

The success of an organization depends mainly on the experience, track record, leadership qualities, skills of its leaders and cultural fit which is an important element in onboarding. We keep this in mind whenever we search for the right leaders for our clients.

We strive to provide our unwavering commitment to our mission. We communicate openly, work ethically and closely with our clients, to whom we have complete dedication. We bring the best of our intellect and passion for excellence to search the right talents for our clients.

Special Engagements
We also undertake special engagements to search for Special Advisors and Independent Directors.

Methodology

Generally, the framework of our search process is as follows:

Organization Profile / Position Specification Development

Formulating a comprehensive position specification to determine the "WHO" we are looking for. Understanding the strategic goals, the  leadership role and competencies needed, company’s culture and critical business issues. Understanding the reporting structure, direct superior and direct reports within the organization.

  

Identifying Candidate Sources & Specific  Candidates

Formulating a search strategy for "WHERE" to search. Setting the search parameters to find the right candidate.
Sourcing from our extensive social and professional networks, industry knowledge and internal research resources to enable a wide reach in identifying potential candidates.

Developing a time frame for the search.

Candidate Interview and Evaluation

Assessing job fit and organization fit.
Conduct stringent face-to-face interviews to evaluate candidate's competencies, communication skills, personalities, behavioral and professional style, achievements and other aspirations. Gathering feedbacks and expectations.

Client Meeting with Shortlisted Candidate

Providing the client with verbal and written reports of the candidate’s profiles and assessment before they meet the suitable candidate(s).

Reference Checking

We conduct comprehensive, well-documented reference checks with former employers, superiors and peers to verify decisions.

Feedback to/from candidate/client

Gathering feedback from the client on the interview.
Informing the candidate about the outcome of his/her interview and receiving feedback about his/her experiences during the interview.

Offer / Negotiation and Closing

Managing the negotiation process, taking into account the client’s budget and the expectations of the candidate.

Follow-up

Following up with post-placement communication with the client and the candidate.

CONTACT US

Locations : 9 Temasek Boulevard

                 #38-01  Suntec City Tower 2  

                  Singapore 038989

 Telephone  :+ 65 6737 3003

 Facsimile  :+ 65 6737 0111

 E-mail        :info@dca-headhunters.com

The Recruitment Consultant Story

Being in the recruitment industry for many years and seeing too many recruitment consultants “suffering,” I would like to share some “nightmare” stories so that people who are not in the industry will understand what it is all about, and, of course, recruitment consultants who are reading this, please have a good laugh…

Manager Kelly: Tommy, your profile looks good, and I am very sure you have what it takes to become a great recruitment consultant and excel in this industry. Our company is willing to pay your requested salary and on top of that, we will even give you commission when you hit a certain target (KPI). You will also be given transport and mobile phone allowances when you meet clients.

Tommy: Well, this sounds good, and I would love to accept this offer to become a wonderful recruitment consultant.

Tommy starts the role of a recruitment consultant the next week and his nightmare begins….

The first three days, he goes through a crash course to learn the process of recruitment consulting and the work he has to go through. From cold calling, visiting clients, presentations, public relationships, entertaining, posting of advertisements, filtering, interviewing, recommending of candidates to clients, arrangement of interviews, following up…etc.

Wow…that seems to be a lot of work for Tommy, who has just realized the role of a recruitment consultant!

Of course, on the very first day, Kelly the manager brings the batch of new recruitment consultants to the top Japanese restaurant for lunch at International Plaza, 2nd story, where the menu is all in Japanese without any pictures. Apparently the whole meal costs a bomb in Tommy’s eyes, and, well, I am sure Tommy is “VERY IMPRESSED.” Anyhow, Kelly is not paying the bill, the company is. Haha.

1st Week

Monday – One week gone, and Tommy is ready to start his engine in high gear! On Monday he calls 50 companies and 49 companies reject him. Not interested in doing business with him…Oops…. The other one out of the 50 did not even give him a chance to talk. They slammed the phone on him! Ouch!

Tuesday – Tommy was drained yesterday, but does not want to give up. He tries to call another 70 companies. He gets 50 rejections, 19 slammed phones, and–finally–one asks him to send his company profile to them. Seems like a good start!

Wednesday – Tommy follows up with that one company and manages to get them interested to meet with him. He is so excited that he tells Kelly about it. Kelly says, “Well done… follow up, and if you need me to accompany you to see the client, let me know”. Tommy continues to call another 50 companies with no more luck.

Thursday – He meets up with his first client along with Kelly the manager, and realizes that he needs to be very good in socializing, entertaining, and presenting, which he is not. Tommy is very uncomfortable, but Kelly helps him out for this round and he manages to get the job order from the client.

Friday – Tommy starts to learn how to post advertisements in Jobstreet, JobsDB and Jobcentral, as well as other not-so-popular websites to attract people to apply for the post that the client requested. He asks himself, why can’t the clients post the advertisement themselves? He is not able to answer the question himself and asks his colleagues. He is told that it is because the clients find it troublesome or are not able to find the right people themselves. Hmmm. Tommy scratches his head. Is that really the case? He wonders….

Week 2

Monday – The advertisements Tommy posted have had some responses. His inbox is filled with 275 unread emails when he switches on his computer. He is so happy about it…Wow! I am going to be very busy today, he thinks…. The first 10 emails are applicants from the Philippines and India. The next 15 emails are also from India and Philippines. The other 129 were also from India, India, India, Philippines, Philippines, Philippines, Philippines, Philippines, Philippines and Cebu…What? What’s Cebu? Where is this place?

He asks Kelly. She says, “It is Philippines TOMMY!!! You never learned this in your school History lesson, huh??????” The day has just passed with the whole day learning about the culture, history and geography of India and Philippines…Oh, by the way, what does history have to do with Cebu City? It should be geography isn’t it? I think Kelly failed her history and geography…. smiles Tommy.

Tuesday – Today gets more interesting. There are applicants from Indonesia, Thailand, Pakistan, and even the Middle East! What the…. Middle East? I am just looking for a simple administrator and people from the Middle East send me their resume. Tommy calls the client and asks them if they take in people from the Philippines, India, Indonesia, etc.…. 

They tell him, “Tommy, we are so sorry but NO, we do not take them, Singaporean or PR only.” He says, “Err…Yes I understand Singaporean, but you said PR, which is Public Relations, which I studied at NTU. What do Public Relations have to do with an administrator????”  

“Excuse me, Tommy, PR means Permanent Residence, NOT Public Relations!” “ Oh…alright…yes yes…. Permanent Residence …so sorry, yesterday I must have slept too late, could not really concentrate….” Tommy realizes that he just made a complete fool out of himself!

Wednesday – An email from iamverypretty@yahoo.com reaches Tommy’s email for the job of administrator. Tommy is very impressed with the resume, and she does look very pretty in the photo, and this candidate is a Singaporean. So he sends her resume to his client immediately without doing any filtering or interviews. The client calls Tommy and asks him to arrange an interview with this “I am very pretty” lady. Tommy is very excited because he has reached the stage of “interviewing,” and if everything goes well, he will be able to close his first case!

Thursday – Tommy arranges the interview with Miss “I am very pretty” for the post of administrator with the client today and Miss “I am very pretty” attends the interview very prettily. 

Then Tommy calls the client and asks the client about the status of the interview.

The client asks, “Did you send in the wrong person?”

Tommy is very puzzled. “What do you mean?” The client tells him that the person in the photo in the resume is very pretty, but the person who attended the interview was “NOT” pretty. They were double the size and apparently her identity card was correct. The client asks, “Tommy, did you see the candidate before sending her to us?”

Now Tommy has a BIG problem: if he says YES, he will SLAP himself, and if he says NO he will also SLAP himself….a few seconds go by…he pauses….all of the sudden, Tommy’s mobile phone rings….He quickly tells his client, “I have a very important call coming in, I will call you back shortly”.

Tommy knows he made a BIG flop…A VERY BIG FLOP, and dares not return the call to the client. Of course, the client does not call back either, and Tommy has learned a very good lesson… 

Recruitment Consultants Nightmare! True Story… (Part 2) Coming soon…

Headhunters - Connecting Employers With Job Seekers

Every headhunter companies in Singapore is recruitment agency but not all recruitment firms necessarily be headhunters. These are the companies that basically do the job search on behalf of their clients. Recruitment companies offer placement services by creating a match between a profession, by finding out the most ideal candidate for that job.

Their responsibility is to perform the legwork on behalf of their clients. They solve the purpose of two parties that is companies looking for candidates and potential candidates searching for jobs. Some companies charge money from candidates while others charge it from their organizations companies.

There are two ways in which companies pay headhunters. The first is contingency basis, and the other one is retained basis. Under the first scheme, an employment agency receives payment only when the search for the right candidate is over and the candidate has begun working with the client organization.

Under the retained basis, headhunters receive a certain sum of fees beforehand, while the rest of sum remains due. That amount is paid when the search for perfect candidate is complete. Firms that work on contingency basis often provide job placement for designations that are higher in position, while the other one is associated with lower job positions.

Headhunters are the go-to people whenever a company falls short of personnel. Especially, now a day, the biggest challenge that companies face is to retain the employees for a long period of time, as people are making quick job switches. That is why, businesses these days have to conduct recruitment on a more frequent basis as compared to earlier times.

In fact, some companies keep hiring candidates for maximum time of the year. In such a scenario, there is a need of a specialized department to take care of personnel management. Since this task would demand extra efforts and time, it is a way better idea to seek professional recruitment help. This is where headhunters come to help.

They work by making use of internet, cold calling, advertising, and news bulletins to gather as many relevant resumes as possible. Then they begin to filter down suitable candidates from the pool of applicants and conduct initial screening rounds to shortlist the creme of crop.

After that, headhunters refer finally shortlisted candidates to their client companies. Then the HR department of the company conducts final rounds to hire right individual from those applicants.

An employment agency reduces a great chunk of work load on the part of the both candidates and companies.

5 Amazing Things About Being a Headhunter Singapore

These days, more and more people are exchanging their profession to become a headhunter.

There are just so many perks in being one. You get to have a job that doesn't entail you to be in a cubicle from nine to five. You'll have more freedom and control over your life. And to top it off, there is an increasing demand for headhunters. Companies are adapting to this change positively. More and more companies are switching from the traditional hiring method to just hiring the services of a headhunter. It'll ease their whole hiring process.

But if you're one of those who are entertaining the idea of being a headhunter but still having some second thoughts about it then, I suggest you go over this list first. We've interviewed several headhunters to find out what they love most about their job. You'll certainly gain a few insights about what you're getting into.

5 Beautiful Things About Being a Headhunter

1. Everyday is an adventure. There is no generic approach in dealing with your clients and candidates. Every one of them is different. Everyday will be different. It's the thrill and the adventure that excites headhunters. There is so much variety in the needs of the companies and the job openings that you'll face different challenges all the time. You'll realize that some candidates are more sought after than the rest and you'll have to do your best to get them to stay with you. The competition is intense but that's the best part right? It's exciting

2. You're practically a matchmaker. There are so many talented candidates out there looking for a job and you'll meet several companies who need these individuals. You have access to both. It's both thrilling and exciting to be able to make a difference in the lives of these people. True, you won't be able to get everyone their dream job but you're already making a difference in their lives. You give them a better chance in landing that job opening and in searching for the right company. You help them out by understanding what they truly want and what their skills are. You get to coach them and entertain their queries about the ins and outs of the industry and the whole recruitment process.

3. You get to know the influential people. In short, the big bosses. Not everyone can get an access to these people but you do. Even their own staff will find it hard to schedule a meeting but they will make time for you. That's because you have what they need - the connections, the talent and that huge database. You'll be able to establish connections that others are dying to have.

4. The pay is big. This is obviously a big factor when people choose to become a headhunter Singapore but you know what? It's not the biggest factor. Most headhunters I know would say that it's the thrill and excitement. Of course, the pay will be next. You get to earn a commission from the salary and depending on your scope, you'll earn a certain fee per hour. With the high demand across all industries, it won't be long for you to earn that much needed savings.

5. It'll take less time for you to reach the top. You're not part of a structured company that you have to abide by their hierarchy to climb up that corporate ladder. You need not wait several years or until your superior vacates his post to get that highly anticipated promotion. You get to have that freedom and control over your career. Do well. Make the necessary connections. Think of your own gameplan and you can reach the top sooner than you think.