Background
As a leading specialist recruitment and executive search company, CandidateAsia has a team of human resources professionals, line managers and senior management backed with a history of line and managerial experience, with substantial specialised and technical knowledge of human resources issues, laws, policies and practices. These Senior Consultants who hold Master’s degrees, PhD and other professional qualifications have more than 20 years of working experience in their respective industries prior to joining CandidateAsia. We do not hire fresh graduates or trainee recruiters and hence both candidates and clients can be assured of the highest quality of service.
For candidates, we bring them on a self-discovery journey through a wide range of psychometric tests and assessment tools. This information allows us to better understand our candidates’ goals and preferences so that we can assist them to map out their ideal career path and coach them on how to get there. These tests and assessments also raise the candidates’ self awareness in terms of understanding their personality traits, behaviours, interests, values system and skills set. With these findings, the candidates will then be matched to a role that enables them to contribute to the success of the organisation. They are also more likely to be satisfied and rewarded in a role for which they are well suited.
Clients, on the other hand, can off-load their recruitment and selection functions and focus on their core business and yet maintaining the flexibility to subscribe the additional services as their needs grow. They would have immediate access to human resources expertise, reduce downtime and increase productivity, avoid straining their in-house resource, access to a larger pool of external source of candidates without incurring the huge cost and time in advertising campaigns, and more importantly, client names can remain anonymous for any confidential searches.
Being a neutral party, CandidateAsia is able to offer clients’ valuable feedback from the candidates, whether after shortlisting or after interview, so that they can further improve and enhance their employees’ retention strategy.
