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What is the most valuable asset in a company? The monetary reserve? Think deeper. Who helps you to earn money? Yep. It’s your staff. They are the most valuable asset in any business. So think of how to retain your best staff instead of chasing the digits in the corporate outstanding accomplishment. How can you earn money without people helping you to earn money? Just think of the trouble you are getting into if your staff quit the job. You have to face the time and money consuming candidate search from an ocean of talents and dummies. Feel free to check out another article revealing the bitter truth in searching for top candidates. Let alone the time and money consuming training programs that you need to invest on a new employee, the leaving of staff may actually cause anxiety among the other staff, which might in turn arouse another round of turnover.

As a matter of fact, it is not difficult to retain your staff as long as you are willing to pay efforts in keeping them around you. After all they are the ones to earn money for you and help with the growth of your business. Below are some tips for you to retain your staff:

The GOLDEN RULE: Enhance employees’ sense of belonging to the company
It is the most commonly touched yet the most important topic regarding staff retention. There are quite a few acts that you can take to boost staff’s sense of belonging to the organization.

1. Address staff’s needs:
In order to enhance working efficiency, staff must have the pre- or on-job training, sufficient time to finish the work as well as the right tools which can help them to achieve the target.

2. Accept staff’s opinion:
These can be fall into different categories such as working condition, process or even about benefits. The underlying principal is to make them feel that they are valued and respected, and that their contribution to the company is appreciated.

3. Group activities with staff outside office hour:
These activities can be as simply and casual as picnic or hiking in weekends. Or it could be as big and formal as annual dinner for all staff in the organization. The point is to create chances for staffs in all levels to do something relax together other than working.

4. Provide opportunities for staff to grow and develop:
It is important for staff to realize that they are valued not as working machines for the company. Instead, the company shows care for the growth and development of staff as a person.

5. Communicate with staff about the situation and prospect of the company:
Regular meeting of staff and reveal the situation and prospect of the company to them is important for staff to eliminate any anxiety regarding the company. Thus keep them from jumping to other organizations due to insecure job’s future. Let the staff know about the difficulties or prosperity of the company is of no harm. Instead of driving them away, it can unite them to work harder to help the company in hard times.

The above tips regarding enhancing staff’s sense of belonging are merely the first step. Constant reviewing the strategies you take is the key to success in keeping your staff.

(c)2011. Faro Recruitment Group

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Staff is the most valuable asset among the properties of any business. Management of staff is often a hard subject for companies to conquer. After all, we are dealing with people, rather than numbers or business theories. Here are the five golden rules that organizations should treasure regarding staff management. Want to know the tips for staff retention? Please feel free to check out another article: Key to Success: Keeping the best staff happily around.

1. Keep staff challenged:
Do not let your staff feel that they are merely working machines that repeat the same things at work everyday. Try to keep them busy (a more positive term would be ‘fresh’) in learning and doing new things once in a while. They will enjoy the dynamic it brings to their tedious working life and realize how the company treats them as individuals. Another useful way in keeping staff challenged is to give them feedback on their job performance. It is more convenient for staff to reflect on their own performance after getting feedback from their senior. With the feedback from senior and reflection (probably) from self, staff can improve on their performance and thus enhance work efficiency, which is in turn good for the company.

2. Let staff know what is expected from them
A step further than giving feedback to staff, letting them know their exact position in the company and what is expected form them is a simple and direct way for staff to realize their importance to the company. In this way, they can estimate their effort paid to work and whether they can give more or much more. What’s more, redundant personnel can be detected easily! What an easy way to kill two birds with one stone!

3. Raise equity in the company
If staff has good performance, don’t be stingy on giving them bonuses or other forms of reward. It is the best way to raise their morale as well as sense of belonging to the company since the company recognizes and treasures their contribution. However, you have to be very careful when rewarding staff by raising their salary…. Because there is no secret in the office, especially about salary! You must recognize the impact on other staff who are not being rewarded. The negative impact would be the opposite of boosting staff’s morale and might actually causing loyal staff to leave.

4. Cultivate organization traditions
These could be formal or informal, as long as the staff accept and recognize them. For instant, team lunch or Christmas party. Once a tradition is established, it becomes a strong bond between staff and the company.

5. Utilize staff’s talents and skills beyond the job description
Recognizing staff’s talents and skills would be the first step to achieve this goal. You just need to pay attention to the staff’s resume or simply a usual chat with them and you might have already found their ‘hidden talent’! Try to utilize their talent and skills, you will find it not only benefits the company but also the recognition from staff.

Remember, staff is your most valuable asset in any business. Managing them in a reasonable manner will ensure long term success for your company.

(c)2011. Faro Recruitment Group

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When you feel the need of hiring supreme new blood to your workforce, you will taste the bitter truth of real-life talent war.

As a friendly reminder in your long and exhausting recruitment process, here is the checklist in searching for a top candidate:

First: To know what you really need from the position

1. Arrange for a meeting regarding the recruitment with the recruiter, the HR supervisor, the hiring manager and possibly an associate.

2. Generate and prioritize the key requirements needed from the position and the special qualifications, characteristics, and experience you seek from the candidate

3. With the assistance of the HR department, generate the job description for the position

Second: Try to find the potential employee form your current staff

1. Post the position internally via e-notice board for one week.
2. Send an all-company email to notify staff that a position has been posted
3. To encourage internal transfer of your staff, state in the posting that you are advertising the position externally at the same time
4. Prepare an internal application form for staff to fill in
5. Consider technical qualifications, knowledge and culture fit when screening potential staff
6. If no internal candidates are selected for the position, make sure you have communicated with the applicants that the reason why they were not selected, so as to help the employee continue to develop their skill and qualifications
7. If an internal candidate is selected for the position, prepare a written job offer stating the new job description and salary
8. Discuss with the internal candidate’s current supervisor for a viable transition timeline

Third: Not satisfied with your internal applicants? Develop a candidate pool from external source

1. Put job ad in social media online/ printed source/ professional association websites/universities career centers.

2. Think of other ways that you might need in locating the proper pool of talents

3. Develop criteria to select a pool of well-qualified potential candidates upon meetings with the HR team

4. Screen out unqualified candidates from their CVs before interviews

5. Priorities criteria and qualifications for screening potential candidates

6. Send out emails to all candidates to notify them with the receipt of their CVs indicating potential candidates would be reached by interview phone calls. Also, remind applicants without phone calls that their CVs would be kept for a year in case of other potential positions arise

7. Schedule for interviewing potential candidates

8. Contact potential candidates for interview by phone calls as well as emails with details regarding the interview

9. Arrive into agreement with the HR representatives about the interview goal

10. Prepare and inform candidates for the interview process and anticipated duration.

11. Prepare job application form for candidates to fill in before the interview

12. Assess on the interviewee base on the criteria developed with the HR team and create opportunities for the interviewee to know more about the company and the position to be taken

13. Fill in an evaluation form for each interviewee during the interview

14. Discuss with the HR representatives for selecting potential candidates for a second interview

15. Determine the interviewers of the second interview whose decision can impact on the recruitment. Involve more supervisors in the interview is better.

16. Hold a meeting to determine the role of each interviewer. Each of them may have to focus on one specific aspect of the interviewee depending on the requirement of the post.

17. Schedule for the interview dates making sure every interviewer is available on the scheduled interview.

18. Design and prepare for any written/non-written test for the candidates

19. Rate each candidate according to the evaluation form

20. Select two to three candidates out of the rest. The HR team then has reference check on them regarding previous employment, credentials and other qualifications. If ay candidate is found dishonest, remove him/her from the list

21. The interviewers should arrive into agreement on the finalist. If no candidate reaches the final stage, another round of recruitment process should begin from step one

22. If any discord appears, the supervising manager should make a final decision

Finally, when the one and only one appears….

1. Discuss on the salary with the HR team upon the expected salary of the candidate and the budget of the department
2. Determine the conditions upon the offer and make sure the candidate fully understand and accept them
3. If the candidate does not accept the conditions upon the offer, a negotiation is needed to bring the company and the candidate into agreement and a balance should be reached between the benefits of the company and the reasonable requirement of the candidate
4. HR team then has to prepare a written offer letter stating the salary, position, starting date and other terms and conditions based on the agreement between the company and the candidate. If the candidate refuses to sign on the offer letter, which means he/she does not accept the offer, another recruitment process has to be carried out from step one

– If everything goes smooth….. Congratulations! You have completed an extensive, exhausting and complicated hiring process gaining a new blood in your workforce!

– Want to save the bitter effort in searching for a top candidate? Why don’t you contact a us to complete this mission impossible for you?

(c)2011. Faro Recruitment Group

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We are pleased to announce that Faro Recruitment Singapore have now moved to a new premises. Our new address will be:

230 Orchard Road
#09-232 Faber House
Singapore 238854

All phone, facsimile and email address remain unchanged.

tel +65 63379733
fax +65 63379736

Thank you for your cooperation

Despite of the uncertainties in global economy caused by the eurozone sovereign debt crisis and the unsteady US economic recovery, the recruitment needs in Asia do not come to a halt. As the matter of fact, Asia has never stopped looking for talents to join this dynamic market, be it the IT, engineering, finance or the upcoming trend of new energy industry… Asia is expending its labour force as well as its recruitment market. Want to share a slice of the cake? Here are a few things about the hiring trend in the East that you should know.

The recruitment market in the East has fully recovered from the financial tsunami, neglecting the fact that the West is still dragging themselves out of the shadow slowly. The labour market in Asia has rebounded strongly thanks to the massive fiscal and monetary stimuli initiated by the regional large economies such as China and Singapore. These stimuli not only helped in restoring consumers’ and investors’ confidence, but also in booming the intra-Asian trade. Trading is always an indicator of a country’s wealth. Strong economic bodies will never rely on imported goods. Instead, exporting goods is their main source of revenue, let alone the job opportunities it creates.

In the East, the services sector has always been the main driver of employment growth in recent years. As indicated in a report conducted by the International Labour Office, the total employment in the service sector rose from 33.9% to 35.3% two years ago. The phenomenon was even more prominent in the South East Asia where the employment in the service sector grew by 1% to 30% in 2009. It contrasts with the findings on the industrial sector, which suffers from a decline from 18% to 17.8%. It is not difficult to realize that Asia has already transformed from an industrial hub to an economic body which stresses on service-providing successfully.

Base on the above findings, one can easily explains on the booming of retail industry in Asia, especially in China. The strong economy supports the consumers’ purchasing power which in turn stimulates the growth of retail industry and other related business such as advertising and marketing, thus boosting the needs in recruitment market. Digital marketing is another related field to be noticed. As the prevalence of online activities and the usage portable online devices have wide spread from the West to the East, experienced staff in managerial level is hot pick in these novel fields. Look out for opportunities in these fields!

Sounds optimistic in the Asian recruitment market? Sad but it’s true that there are still a few concerns in the East. The restless global tensions upon monetary policy and exchange rates elevate the risk of intensive protectionism, which could have critical impact on trading and investment. Correspondingly, it will have a pernicious effect on the Asian job market. Export-related industry will be the first to bear the brunt. Cautiously make your decision on hiring and being hired keep you happy and safe in the enormous job market in Asia.

(c)2011. Faro Recruitment Group

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