How to make a Million dollars as a Headhunter

The MILLION DOLLAR question:

How to make a million dollar as a Headhunter?

I am sure many headhunters or potential headhunter will want to know to it.

Below are some of the paths you will need to do to earn that million dollar.

1)      When you are being employed by others –You should never ask for a basic salary, once you ask for the basic salary, your income will never reach the million dollar mark.

You will need to get a deal with the company you are working with to work based on 100% commission basis. No basic salary should be asked. That is to say that for every deal done, you will be paid a huge percentage of the sales. How much the agency is willing to pay you will vary upon the individual agency, that are extreme cases where they are willing to pay 80% of the deals, if you managed to find such deals, it will be good to consider seriously.

2)      Ask for a very high commission, working in commission based only will be able to yield good money if you are earning at least 80% of every dollar you make. That is to say that for every dollar you generated you will be given $0.80 as a commission. If you are not getting 70% of the deal, switch to another firm that are able to give you that kind of rate.

3)      Ensure that the company you joined had a good reputation, you do not want to do all the sales and business and end up the clients do not trust you because the company had a poor reputation.

4)      Target on bigger companies- The logic is very simple, only big companies able to pay big bucks, small businesses or companies will not be able to afford your fees

5)      Focus on big-ticket job assignments – If the value is too low, you will need to work on many cases to even reach a portion of the million dollar mark.

6)      Focus on an industry you are able to handle and become an expert in it. Research, read, travel and dig out anything and everything about that industry. Become the next guru in it and your will become a highly sought after headhunter.

7)      Network – Make sure you attend all the events, exhibitions, trade shows, open house, company functions so that you can gather huge network for your database, Not all of them will be useful but it the later part you will need them when the opportunity arises.

8)      Your first big case will come only later part of your career- it will not come immediately. Hence you need to have plenty of patience in what you are doing.

9)      Get personal improvement every single day, read books, audio, CDs, VCD and videos from top gurus in the industries.

10)   Get a mentor that is able to help you, understanding that you are not perfect and need that third party to show you the way objectively and they can motivate you, guide you and pull you back if you are making mistakes.

11)   Invest plenty of time and money in technology and outsourcing, this will allow you to accomplish many things within the shortest period of time.

12)   Create your personal brand by having a top class website, write articles and engage in social media and let everyone knows that you exist, let them feel your presence!

13)   The path to reach your million dollar mark will be full of nasty hurdles but stay focus on what you want and go for it. Never give up.

14)   There is always a price to pay to reach the million dollar mark. Determine whether you find it worthwhile to pay those prices, if you decide it is worth to do so, then you will have to sacrifice it and pay them accordingly.

15)   Healthy body, healthy mind and great relationship will make your journey easier and smoother. Make an effort to ensure these 3 needs are balanced.16)   Remember that the role of the headhunter is to find jobs for clients and candidates. Never lost touch of this basic rule. Period.

Hacking into Job Advertisement and get the Clients Details

Yesterday afternoon I was doing a personal mentoring with my student who is a recruitment consultant and we were discussing how to generate job orders and also doing some filtering to ensure that the job orders are real and valid.

During the mentoring session, I demonstrate the ability to retrieve ANY competitor job orders and discover their client contact details even if the information is not there….

This is what we have done:

1) Go to a specific job portal and search for a job assignment by ANY recruitment firm that we targeted.

2) Read the advertisement and understand the information.

3) Digest the information on the advertisement and find a “loop-hole”

4) Focus on the “loop-hole” and do further research.

5) Within 30 seconds we had discovered that this job assignment is being serviced by more than 10 recruitment agencies and on top of that, we also discover who the client is, their company name and contact person.

My student looked into my eyes and said…Oh my god…..this is so interesting…..

I asked the student and said: If you have a really suitable candidate and you KNOW that the company is open to hiring from an agency, do you think you can close this case?

The answer is a high YES.

The student, in fact, can bypass all the recruitment agencies and contact the potential client immediately and discuss the position and possibly even close the case because all the other agencies had already path the way for the student!

This student had saved so much time and resources and can get the case close faster, easier and with almost minimum effort!

In fact, the method we are using is so potent that almost any agencies who are working on the cases will “lost” the deal with this “HIjack” method, this type of advance “ATTACKING” technique is hardly used by recruitment agencies because they do not know it exists and of course perhaps they have never even heard about it.

With the market tumour where companies do not give the agencies the exclusiveness, it is very difficult for recruitment agencies to get the order and really close the case.

Most of them will use plenty of resources in term of time, effort and money and eventually the results will be almost ZERO…. With the HIJACK method used above, the problem gets worse.

Anyhow such “HIJACK” method used is totally legal is because the method uses information that is public information and as such anyone can see the information and will not cross any lines and with such knowledge one will be able to be at an upper hand compared to any recruitment consultants out there.

You see, information does make a difference between whether a person is successful or not….

Recruitment strategies for recruiters and headhunters

Recruiting candidates, especially for recruiters and headhunters, is always a great challenge because the supply is usually very limited; and with so many thousands of recruiters searching for the same people, the task is not easy.

We would need to find innovative methods and platforms to find the right candidates.

Below are some platforms for recruiters and headhunters to use.

LinkedIn – If you have yet to use LinkedIn, establish an account with them at www.linkedin.com and set up your profile. Ensure your profile is done professionally with most of the information for the public to see. Connect with a few friends and start to explore who are the people you want to connect with. Most LinkedIn profiles are real and most people will respond to you when you approach them professionally. If you are a recruiter or headhunter, do identify yourself as one because the other party would like to know who you are before they respond to you.

Facebook – This is quite similar to LinkedIn, but LinkedIn is perceived to be more professional and on a higher lever. You can also start to connect with many friends on Facebook and let them know what positions you are looking to fill so that they can drop you a resume.

Bullhornreach.com – This is an interesting website that focuses on recruiting. Compared to Facebook, LinkedIn, and Twitter, it is still not as popular, but it is being used by many people worldwide. If you are going to recruit people from overseas, this can be something worth looking into.

Twitter – Although it is one of the very popular micro-blogging platforms, it is quite amazing that many people in Singapore still do not know what is it about. Some of them know, but are not using it to its maximum potential. There is gold everywhere in this!  Look into it; harvest it, and you will be able to find it!

Email Marketing – An old horse that is still running very strong. Many people may know email marketing, but very few do it effectively. With over 20 years of experience with email marketing, all I can say is that if you are really good in this, you can make a HUGE fortune in it, because with this, you have the ability to reach a potentially UNLIMITED number of people in just a single click. With that, you can find almost anyone if you are recruiting in any industry, as long as you have the right database.

Personal Networking- Do not underestimate the power of networking. If you are doing your job exceptionally well, your friends and network will automatically pull their friends to you without you even asking for it. I have come to a stage where almost 30 people from the same company sent me their resume at the same time because I managed to find a great job for their colleague within one week at a salary above her expectation. That’s how powerful networking is!

May your recruitment journey be successful! Be Happy Always!

An article by Dougles Chan, SEO Singapore Master | Digital Marketing Singapore Guru 

If you are currently a Singapore headhunter and are having some tough time choosing which job portal to use, you can use the guide below for references:

Job Central Singapore – Basically it is a job portal for junior positions, very focus on polytechnics, ITE, university graduates, their database are majority pretty much people who are quite young. In this job portal, it is not recommended for you as a headhunter.

JobStreet Singapore – Very focus in low to middle level positions, if your job assignments has some middle management positions, it might be an alternative choice, but not the main choice to use to post your advertisements or database search.

JobsDB – Generally middle level to middle-high management jobs, however, in the last few years, they seem to have a lot of junior jobs too. Hence this job portal had a good mixed of candidates from many sectors and industries. Can be a fairly alright choice to post advertisement and database search.

Monster Singapore – The number one choice for posting advertisements for Singapore headhunter and executive search companies, had a very good database in their list, seems to be pretty focus in IT sectors. All in all, a very nice choice for any headhunter.

eFinancialCareers Singapore – Very focus in the banking, finance and account industry, in you are into any of these sectors, it is a very good choice to go into ONLY if you are in any of that sectors.

An article by Dougles Chan, SEO Singapore Master | Digital Marketing Singapore Guru

Dougles Chan - SEO Master in Singapore, also known as the Digital Marketing Guru in Singapore. Started digital marketing career since 1998 in the dot-com era.

The 3 MUST C’s You Need to Know to Get New Clients for Recruitment Agency

The 3 MUST C’s You Need to Know to Get New Clients for Recruitment Agency
Throughout the years when I was doing recruitment I saw a trend where the recruitment consultants are having extreme difficulties in getting new clients for themselves. Even until the present, the same thing seems to be happening.  Well, I do not know how their senior taught them but apparently, I can see that many of the recruitment consultants are still using the old fashion method of getting new clients.

The good news is that with the technology available, we can sweep all the old methods of getting clients and let’s do something more interesting, I call it the 3 MUST C Rules of Generating new Clients for Recruitment Agency.

MUST Consolidate – You will need to collect data from as many places as possible, such as business cards, directories, suppliers, ex-customers, internet, friends data, etc etc etc…..Anyone can become a client, YES anyone. Do not be judgemental and decide that they are not a potential client. Even though they may not be a client now, you never know who they know may need your services.

Personally, how I do the consolidating process is that I focus on using email marketing as the main channel of communications. Hence, I only collect email address and their names. Anything else I will not focus on.  Once I have collected at least 1,000 or more, I will start to do the next C.

MUST Communicate – Upon consolidating of the data, I will send the list on the services available and will continue to update them with what are available almost every week. You see, the best part about email marketing is that I need not have to spend hours to call them; it just takes me a press of a button and BINGO!

If you do it right, you can expect to get about 10-20 inquiries from the list itself, hence every day I will focus on the 10-20 of them and definitely will be able to close many cases every week! For the last few years, I have consolidated over 400,000 email database which is very active. Imagine if you are only working on 1% of the list…..you will be super busy!

MUST Connect – Clients are human and you must always position yourself in such a way that they are your partner. When you do that, the clients will treat you as a friend rather than just another supplier. Here is what I meant by CONNECT, for example, when I see that there is something wrong with their websites or email signature, I will notify them.

Connect with them via Facebook, Linkedin, Twitter etc….CONNECT with them as many and as much as possible, if you see a video from Youtube that is worth watching, send it to them. If Facebook notifies you that it is their birthday soon, send them a note….you see, you can go all the way to connect with them. With this connection, you will be able to retain them further and longer! That is most important!

Getting client is easy, retaining them is the difficult part, anyhow wish all the consultants a great journey in this recruitment industry. It’s going to be a bumpy ride 

An article by Dougles Chan, SEO Singapore Master | Digital Marketing Singapore Guru

Dougles Chan - SEO Master in Singapore, also known as the Digital Marketing Guru in Singapore. Started digital marketing career since 1998 in the dot-com era.

How to Generate More Recruitment Agency Clients using Rapport Building

Generating more clients for a recruitment agency for some people are very tough. In fact, every single day,  I am being bombarded with many agencies owners and consultants all over the world from Australia, UK, Malaysia, Hong Kong, South Africa, USA, India, Middle East and many others seeking help on how to generate clients for them effectively.

Today will like to share some valuable tips on rapport building to generate more recruitment agency clients.

Rapport building is a process where your create similarities with the other party you are talking or meeting them in order to gain trust and confidence and with that it could lead to many positive events that could happen and one possible outcome is that the potential prospects will become your long team client, some people use this rapport building technique so well that they are able to convert almost anyone to become their good friend without the other party figuring out why.

Rapport building is in fact extremely powerful and lethal, using it well at the right time and environment will create many wonders for you and your offerings.

Let me give you an example on how to generate clients using rapport building skill.

When I reached a clients office and introduced myself as the representative of the company “ABC”. I gave him the firm hand-shake to showcase my extreme confidence.

I noticed the manager is holding a mobile phone – Samsung Tab 2, I recalled how I also had the same model and at that very instant, I started to highlight about his Samsung Tab 2 and also mentioned the DISADVANTAGES, I intentional did not mention the advantages because usually, people are more lean towards gossiping about the negative side rather than positive side.

As we were discussing the negative aspects of the tablet, I notice he was very keen on the topic and I continue to gossip further about the tablet. Within a few minutes, I had aligned to the “direction” I was looking for, to be in “TUNED” with me…after talking about the tablet, I began to switch to another topic about how neat and comfy his office is and I can see that this actually boost his ego about the company and that is what I wanted.

Although it is not a must to polish the boots of the other person, it is always good to give a sincere compliment to them or things related to them. Some nice and sincere words will usually help.

After I aligned his thinking, gaining his trust and boosting his ego a little bit, I start to discuss about the main topic and he explained to me how difficult how his company is not able to find good staff for the company. With that, I also start to relate real stories about his industry that are also having this problem and from there I showcased on how I managed to solve the client problem within a short time. This actually is called “Stealth Selling” where you are selling your product and services without actually going through the hard selling process.

With the real example of the previous client problem solved, I am able to build a strong confidence and let him know that I have the ability to help him and solve his problem and within the next 30 minutes, he shows me the positions he needed to be filled and the job order was given to me exclusively.

After which the order was fulfilled within a short span of time where it builds further confidence and trust. With that the client became a loyal client for a very long period of time.

Rapport building is actually a skill and cannot be learned via through reading, you will need to be on the ground to test, evaluate and see how it will help you. You will need to go through plenty of rounds of failure before you actually start to see some lights and answers, it takes times and sometimes it can be quite long. However, you need to be persistent and learn from every mistake or error that you had made. Never stop learning and use rapport building extensively because it will help you in almost anything that you do.

Cheers and good luck!

An article by Dougles Chan, SEO Singapore Master | Digital Marketing Singapore Guru

Recruiters nightmares and disasters

Recruiters experience their share of ups and downs in the industry.  They experience great satisfaction from consistently hiring and placing employees in the right positions.  Unfortunately, even the best recruiters can experience these all-too-common disasters.

Employees who confuse contract work with permanent employment. It’s no surprise that many people hope their contract work will lead to permanent employment, especially for high-profile companies.  Unfortunately, regardless of the number of times that you’ve repeated the phrase contract assignment, there are some who will just not get it.  Numerous stories exist of contract employees approaching on-site supervisors about salaries and benefits.  These types of scenarios might lead to uncomfortable conversations and awkward situations, but can often be remedied through coaching.  However, when the contract employee relocates for a position anticipating permanent employment, the stakes get a little higher.  Relocation can be kind of a big deal, so it’s really important to make sure that your globe-trotting candidate truly understands the risk involved.

Placing someone who doesn’t fit the company culture. Sure, that candidate looked amazing on paper.  After all, he had every skill that was required and years of experience to back it up.  He said all the right things in the interview, but you had an inkling that something was off.  You couldn’t put your finger on it, so you proceeded anyway.  As it turns out, the “something” that was off was the candidate’s personality.  It didn’t mesh with the client’s expectations.  Maybe, it was the baby boomer who didn’t fit with the laid-back tech start-up or fresh college grad who didn’t meet the expectations of the half-dozen mother-hen types in the office.  Just because a candidate has the right skills and experience doesn’t mean that the position is the right fit.  The company culture is an important factor to consider.  That doesn’t mean you cast judgment and pigeon hole every candidate.  Offer the opportunity, but if you have concerns make sure you talk to the candidate and client about their expectations before finalizing the placement.

Placing someone with a customer who fails to train them appropriately. A new client is always exciting.  Finding a candidate to fit their needs is beautiful.  Later, fielding calls from the client that your employee isn’t coming up to speed as they’d hoped or calls from the employee stating that she is having trouble adjusting…not so great.  Lack of adequate training is a burden in every industry and to salaried and contract employees alike.  Setting the expectation with a new client from the start can alleviate a lot of stress down the road.  It’s probably a good idea to find out what kind of training or onboarding process they already have in place, too.  Of course, it’s equally important to check in with your employee frequently in the first few weeks to make sure they have what they need. It’s better to find out early that your employee is not getting the training she needs so you can advocate for her.  Otherwise, you end up with a dissatisfied customer, a frustrated employee, and potentially having to refill the position.

Embarrassing interviews. Not every interview can be great, but many recruiters have had downright embarrassing interviews.  Maybe you work in a small town, or maybe a not-so-small town, but you have a big network.  Now, let’s say you are interviewing a candidate and he continually indicates his extreme dissatisfaction with his co-workers.  He paints a pretty grim picture, so it’s easy to empathize until you find out that one of his co-workers is a distant relative.  Awkward! How about a candidate with a foul mouth?  Everyone has a different opinion on what language is appropriate or inappropriate in certain circumstances.  It should go without saying that foul language does not belong in an interview.  So, what do you do when a candidate continually uses potty talk during your interview?  Depending on the situation, maybe you feel it could be a coaching opportunity or maybe it seals the deal.

Candidate chooses the wrong reference. Most resumes and employment applications require references. Applicants don’t always make the best choice in references, though.  This is unfortunate because if you’re checking references, then the candidate has probably already made it through a screening process and possibly an interview.  When you pick up the phone to have a quick chat with his references, you find out that your candidate’s references are not expecting your call, they’re not happy about it.  This unexpected call reminds them of all the ways that your candidate has failed to meet expectations in the past, and it all goes downhill from there.  It’s always a good idea to remind candidates that you’ll be calling to check their references.  Maybe that will prompt them to notify their references.

Candidate accepts the assignment, then disappears from the face of the planet.There’s always an immense sense of relief when you fill a position. After all, you’ve made it through sourcing, screening, interviewing, hiring, checking references, coordinating client interviews, making a job offer.  Then, the candidate’s start date arrives and she doesn’t show up.  You receive a call from the frustrated client and attempt to smooth over the situation.  After all, she accepted the job and she’s a professional.  Something has gone wrong, but it can be fixed, right?  You bet something’s wrong.  Your candidate doesn’t return your phone calls or emails and then you notice her new job title on LinkedIn. 

She took another job even though she accepted yours.  Nothing is more frustrating to a recruiter.  After all, you’ve been an advocate for your candidate, helping her secure a position with your client.  Now, she’s acted completely unprofessional and made you lose credibility with your client.  Unfortunately, there’s not much that can be done here except apologize to your client, start the process over again and note the unprofessional conduct of the previous candidate in her file.

All recruiters face their share of good and bad times. 

The best you can do is learn from your mistakes and improve your processes where you’re able.  Everyone in the job market is not a professional, but maybe you can help them become one.  Offering coaching and training experiences are good ways to let your candidates know you care about them and want them to succeed.  In the meantime, you’re engaging your candidates in meaningful opportunities, so that you can build a relationship out of mutual respect and professionalism.

An article by SEO Singapore Master | Digital Marketing Singapore Guru - https://dougleschan.com/Dougles Chan

How to recruit headhunters into your Headhunter Firm

Finding headhunter to join a headhunting firm is not too easy, finding a GOOD headhunter is definitely a real challenge for many headhunting firms. Many of them will take many months to actually get good headhunters to join them as the supply are not many out there. Sadly the majority of them is not even able to find anyone!

However, you can use the various techniques and strategies to make you and yourself to have a better chance to attract the right Singapore headhunter to your firm, here they are:

Using the Right Medium:

Many headhunting firms actually advertise aggressively using job portals, without really filtering them carefully, many results in a great disappointment and a total wastage of time and effort, If you are looking for good Singapore headhunter, you can try Monster Singapore database search, if you are a potential new client, you can request for a free 1 month subscription, many of the salespeople will be willing to provide you with the free subscription, if the Singapore salesperson is not willing, try the salesperson in India, they will be more willing to do so. In fact, there are 2 groups of the sales team, one in Singapore and the other in India, it looks strange but that is how things work at Monster.

Using Google Adwords: Surprising, many top-level headhunting companies are not using this avenue to attract potential headhunter in this area, you will be able to reach out to many potential candidates from this avenue. If you do not know how to do so, give me a note at dc@dougleschan.com. I be glad to help you.

Asking good questions: What industry are you focusing on? What medium allows you to have more exposures to the correct candidates? Ask this questions, focus on it and come out with 20 possible answers, likely you will be able to find a good solution.

The positioning of Company: Is your website good enough compared to the top few players in the market? If your brand, logo, and tagline of the company make people feel proud? Ask a few people about your company, obviously do not tell them that you belong to this company, you might be able to have a few insights on how people perceive your company, from there you can do some changes to make it much better.

Make use of Google Natural Search – SEO: Make sure your website is ranked in the first page in many important keywords of your industry focus, not only you are able to get more clients, you can get more candidates for your clients and candidates to become your firm headhunters. If you need advises on this, give me a buzz.

Here you are, the strategies and methods to hire better headhunters.

Smile, it's getting better every day!

Regards – Dougles Chan, SEO Singapore Master

How is Social Media Important for Recruitment?

In the present world social media is playing “The” most important part in as a medium of communication among people. On the other hand recruiting good people is becoming extremely important for the companies. So, can social media play an important role in recruiting the right people for the companies? Let us now look at how important is social media in the recruiting the right people.

What is social media?

Social media compromises of Twitter, LinkedIn, Facebook and many more out of which these three are the most popular and most used social networking websites. People spend anywhere between few minutes to few hours on social media. They do it for both personal as well as professional purpose. Professional purpose includes networking, knowledge sharing, business development etc. while personal purpose includes chatting with family and friends, sharing pictures etc. Some people also look at it as a platform for exchanging opinions and ideas.

Among the various professional activities, job recruitment is one of the activities for which social media is extensively used for. Companies are looking for people with the right talent as this has become the most difficult task for the companies these days. They are spending huge amounts of money to get the right kind of people. They are trying out new methods for recruiting the right kind of people. Earlier it was said that getting the right kind of people in IT/ITeS was difficult but, these days it is difficult to get people in all areas of work like HR, Operations etc.

A company generally recruits people through referrals, giving job advertisements, hiring professional recruiters, subscribing to the database of the job portals etc. The common sources through which people are hired are through job portal database, referrals and job consultants. Hiring can indeed be called a mix of science and art.

Let us now look at how it helps the companies to recruit through social media:

Social Media websites like Facebook, Twitter and LinkdeIn have almost 500 million users who are very active. These websites are also not any country specific and have users all over the globe. Social media also lets the employer know about the nature of the person, his likes and dislikes, about his social life and what exactly his interests are. This makes it easy for the recruiters to access the nature of the person. One can also know what his achievements are and what sort of network he belongs to.

Reports show that not even 50% of the people who are present in the social networking sites are present in the job portals. Companies not just get to know the professional aspect of a person through their profile page but also their personal page is known to all. Social media when used for recruitment allows the companies to tap a lot more talent then through any other source.

Finally, it can be said that social media can be a very powerful tool for the recruiters as well as for those who are looking for jobs. Though the other methods of recruitment will still be present, Social media is bound to take the leap and provide bother recruiters as well as job hunters with ample opportunities.

A recruitment article by Dougles Chan - The Recruitment https://dougleschan.com/Business Coach

IT Employment Agencies in Singapore

Employment agencies in Singapore IT usually serve as industry specialist and assist in hiring applicants having a particular talent like SAP, Business Intelligence, Oracle, as well as IT developer's sectors. Since they focus and work merely on particular technology vertical they've developed industry broad contacts with professionals in the industry. They're service driven agencies and work on offering good-quality service to the IT sector. They need to keep altering strategies based on the changes within the technologies and keep working in the direction of merging fresh new elements and beginning fresh new activities that can benefit both the business and the applicant.

Agencies also need to look closely at business ethics and offering greatest levels of client satisfaction. This often ensures they are highly quality targeted agencies. IT employment agencies usually are agencies, which work in the direction of offering devoted IT support as well as solutions to both private and public companies within the IT sector. IT employment agencies can also work on comprehensive ranges of contract employment, long-term employment, end-to-end solutions as well as short-term business solutions.

Dealing with IT specialists and gain access to a countrywide database and references that assist in getting applicants regularly, recruitment agencies are extremely helpful for getting applicants on an emergency basis. Generally, they will work with IT project management or perhaps IT directors to comprehend first hand staffing needs over their IT section or perhaps their overall business.

Many IT employment agencies have lots of vacancies at a given point, and applicants who get in touch with all these agencies will get positioned based on the expertise they have. These types of agencies supply services for it employment and staffing. IT companies get hold of these agencies with different needs associated with the IT field, and all these applicants are short listed based on the potential and expertise they have.

IT employment agencies need to work in a challenging industry which goes through changes in short spans. IT employment agencies must use a flexible strategy to deal with the technical requirements and also sustain a constant learning process for their recruiters who aid in comprehending the IT employment as well as the IT industry generally.

The ideal choice for applicants or IT specialist searching for a job will be to contact employment agencies in Singapore it, because these agencies will be able to stud the applicant cv and put them at a place where by their expertise can be put to use, and so the applicant can accomplish career growth and work fulfillment.

Healthcare Recruitment Agencies in Singapore

Recognized healthcare recruitment agencies in Singapore play a huge role in assisting business employers within the healthcare industry to get highly competent and experienced staff.

They focus on offering the appropriate applicants to healthcare facilities in the least amount of time and also benefit medical professionals in obtaining best-suited positions in leading health-related establishments.

1. Placement with the Very best Health care Establishments

 By signing up with health-care recruitment agencies, energetic and competent applicants within the profession of medicine such as professionals in physical therapy, speech-language pathology as well as occupational therapy can effortlessly get short-term, long term, full-time, part-time, permanent or temporary or travel positions in well-known organizations. Such as government organizations, educational facilities, hospitals, nursing facilities, out-patient clinics, long-term treatment care centers, acute-care clinics, doctor's offices, home-health care agencies as well as rehabilitation centers.

These types of placement services are offered to both domestics as well as internationally experienced specialists. Applicants fulfilling the prescribed requirements will be eligible for great compensation as well as other benefits such as:


• retirement savings plan

• Paid housing

• Professional liability insurance

• Travel allowances

• Short-term disability insurance coverage

• Training programs

• Medical care insurance coverage

• Completion bonuses

 Additionally, the applicants will also get a chance to work together with professionals in various other areas of expertise, which further improves their expertise as well as level of confidence.

 2. Professional Services benefit Business employers

 Health care employment agencies take every single measure to offer the very best of services to the business employers also. They've got a panel of professionals who execute the complete recruitment process such as candidates finding, first assessment and interviewing in order that the correct candidates are hired. Therefore, employers can help to save time, money and effort that will be required to carry out the candidate selection process by themselves.

 3. Sign up with Experienced Health care Employment Agencies

 Qualified medical professionals driven to locate placement in reputable health-related settings should register with professional healthcare recruitment agencies in Singapore. This will help them to find great job opportunities.

Searching for online recruitment agencies in Singapore?

If you are searching for online recruitment agencies in Singapore sg, then continue to read on...

The worldwide depression has hit and worsened the financial stability of huge numbers of people around the world, particularly those who've been given the pink slip in reaction to the threatening bankruptcy of the organizations they are employed by. The joblessness rate increased in one year alone, raising the demand for individuals in terrible need of work opportunities. No matter if you've been downsized or perhaps is a fresh graduate looking for work experience the very first time, searching for a new position can actually be challenging. Fortunately, you don't need to cope with job searching alone. With all the on-line recruitment agencies willing to offer a helping hand, getting a brand-new job is easy. They're the best spots to use if you wish to get a new job in the smallest period of time possible.


After you send your cv to an on-line recruitment agency, your cv will probably be screened and enhanced to make sure that it lives up to the standard as well as the competitiveness of the employment arena without having any subsequent costs which you have to pay. You'll be supplied with up-to-date newsletters and e-mails concerning the candidate selection process of most firms as well as the workforce generally such as the fundamentals of one-on-one job interviews and tips about marketing yourself to prospective business employers. In addition, your cv will get to a lot more businesses and hr manager, that is certainly a lot more than what you will have attained if you attempted to search for jobs by yourself.

 One other good thing with regards to approaching on-line recruitment agencies is that they are able to assist you save more cash and more time while you are along the way of searching for a job. Rather than paying the postage fee to send out your cv to numerous firms, the on-line recruitment agencies will get it done for you at zero costs whatsoever. Additionally, you will not need to go through pre-screening processes to make sure that you are qualified for the position since the on-line recruitment agencies will likely be sure of that even before your cv is delivered. It is hassle-free; it is simpler, and it is easy for you as well as the potential business employers you're planning to work for.

 You will no longer need to worry about maintaining your day-to-day expenses or where to locate the cost for your upcoming job searching adventure. Regardless if you are getting started in the field of unemployment, or perhaps you're on the edge of desperation to acquire a new position; on-line recruitment agencies in Singapore sg are the quickest and the most effective approach to get a position

What is a recruitment agency in Singapore

A recruitment agency in Singapore is one whose sole function is to provide client companies with suitable candidates to fill in job vacancies that may be available. There are two classes of agencies: those that have specialized in a given sector as well as those that will work in just about any field under the sun. An example of sectors where these agencies may have specialized in includes law, sales and marketing, information technology as well as the medical field. All recruitment agencies will charge a fee regardless of the niche that a client company has established for themselves. This fee is not a fixed amount, and will usually depend on the agency as well as the job position in question.

The client company when it comes to using a recruitment agency in Singapore refers to the corporate entities that make use of the agencies in order to get employees. Clients are, generally speaking identified by way of marketing impressive curriculum vitae. An alternative process to this is cold calling. This refers to the process of successively working one’s way through a number of companies, making phone calls to each and everyone of them and making your brand visible. In cold calling, the services been marketed are employment services. Marketing a CV on the other hand, involves getting in touch with companies which have carved out a niche for themselves in the field that the applicant has indicated.

A recruitment agency in Singapore will usually have the core function as sourcing for potential employees, but there are a number of additional services that such an agency may offer. Ranging from staffing solutions to advertisement placing and response to writing of curriculum vitae that sell, a recruitment agency may provide a one stop centre for all your human resource needs. In spite of the numerous advantages of using an agency, some companies are reluctant to make use of the services of an agency. One of the most common reasons cited is that it is costly to hire such services. A closer look, however, reveals that in the long run, the use of an agency is far much cheaper, and has fewer headaches than going it alone.

The common clients for any recruitment agency in Singapore are small and medium sized enterprises (SMEs). Part of the reason for this is that the fore mentioned companies will not usually have a dedicated human resource department to handle the activities that accompany the recruitment and hiring of new employees. To do this effectively, most enterprises will contact a number of employment agencies in a bid to receive numerous applicants from a large pool of experienced people in the respective field. It is therefore clear that in spite of the fact that it costs money to hire these services, it does reduce the work load considerably.

How a Recruitment Agency in Singapore Carry Out Assessment?

For a company that is looking to increase its productivity, one of the ways to do this is to make use of a recruitment agency in Singapore. These agencies will shortlist applicants from the hundreds of applications received. During screening of the applicants to see whether they meet the minimum requirements, the agency will usually subject them to a myriad of tests in order to determine whether they are suitable for the job at hand. This is the process that is referred to as assessment, and will usually take various forms as discussed below.

The first form of assessment that a recruitment agency in Singapore is likely to engage in is to decide whether or not an applicant has met the minimum requirements for the job. Part of this assessment involves a number of test questions in the given area of specialization. Depending on the answers that an applicant gives, they can then be shortlisted and proceed to the next phase. For instance, an agency that is on the look out for an administrative assistant will want to test the applicant’s prowess on basic programs such as Microsoft Word and Excel. An individual seeking for a job as a statistician will have to be comfortable in different methods of data collection and analysis. It is clear that assessment is highly individualistic since it depends on the job description at hand.

The results of the assessment carried out by the recruitment agency in Singapore are then obtained from different applicants and compared to determine who has the best skills to fill in the vacancy. Ideally, agencies who avail temporary staff to their client companies will often present the applicants to additional tests to see whether they are competent enough the aim of this test is to create a way to filter through the candidates so as to pinpoint the required skills. It is important for job seekers and clients to be well aware that the assessment tests may take some time, especially depending on the seniority of the position been advertised for.

On the part of the job seeker, a recruitment agency in Singapore would make it clear that personality counts as far as the assessment comparison is concerned. How, one may ask. Often, although this goes unsaid, a company would rather go for a likeable individual who can gel with other employees, but requires additional training. This is in sharp contrast with an individual who requires no training, but cannot get along with other people. The reason for this is that at the end of the day, the company would like someone who can get integrated into the company’s culture as this is paramount to the productivity and growth of the company. It is therefore correct to say that assessment is necessary, both for the job seeker and the company.