Recruitment Consultant
Singapore
Business Development to Candidate Sourcing (What I do, Steps)1. Research about the potential clients and their background (What they doing, industry, current & future direction, products, services and etc.) using LinkedIn, indeed, MyCareerFuture, Coldcall, direct visit and etc. 2. Approached the company’s HR/Management. Always ask to scheduled up a meeting to understand their current hiring issues and needs.3. Clarify their available positions: New/Replacement, what is the reason of opening new role – expand or other purposes/replacement – reason of last employee leaving.4. Go deep into the job orders/description, headcounts, preferences, budgets and ***3 main thing required from the candidates. 5. Research about the current market and approached potential candidates: (Always ask WHY and HOW, motivation, red flag, personality, communication skills, current & expected package, notice period & etc. Platform used: LinkedIn, Jobstreet, MyCareerFuture, Signal Hire, Google, social media, Fastjob etc. 6. Profile the decent candidate resumes in standard format according to client preference. Mentioned the client 3 main requirements/candidates’ strength in the profile summary, quick summary, or career summary table. 7. Emailed to client with a brief background for client references. Follow up and checking update with client from time to time according to client’s attribute. 8. Candidate being offered – Budget negotiation, contract review, client/candidate management; Candidate being rejected – Find out reason(must), negotiate with client, client/candidate management. 9. Keep warm with candidates/clients till date of start work.10. Timely follow up with candidates/clients.