Our executive search and headhunt services tailor to our client’s requirement towards senior positions. This will be a retainer base search service. We will apply the expensive international executive search firm’s methodology but we charge a lower search fee. Moreover, a high portion of the fee will be based on successful placement. We will have a dedicated consultant to follow up your assignment with the support of our Research Team. Our search includes but it is not limited to the following category:
We will make use of our network and our comprehensive database to help our clients match the staffing requirement. This service is targeted at the middle to senior level openings.
We focus in the IT area as we have extensive network in this area and can provide effective and efficient solution towards our clients' requirement:
When our clients have a staff requirement that is short term to medium term and they would like to recruit the staff and manage the staff by themselves, direct contracting is the solution. We will help our clients to select this type of candidate through our network and our comprehensive database.
Our secondment service aims to fulfill our clients' staff and skill requirement which is on project or on short to medium term basis. We have a pool of staff who have the relevant skill and ready to be seconded to our clients' sites to provide the required services. The staff will be on our payroll and therefore we will help our clients on all the salary management and other related human resources legal requirement including e.g. MPF requirement.
We focus to supply staff to major vendors and System Integrators who successfully got the Government tenders or major commercial tenders. We help those vendors or System Integrators on the staffing requirement while our clients can focus on their technical and project management aspect.
We specialized in helping our clients to fill the urgent and short to medium term staffing requirements through our recruitment model which can select quality candidate effectively and efficiently.
Currently, we have over 50 secondee ready to be seconded to different client sites. Below are some of their positions:
The business environment has changed and the concept of life time employment is no longer a topic emphasized by corporations. We provide outplacement service to assist employees who are affected by company downsizing, restructuring or closure. When company re-acts to the change in the external environment by e.g. restructuring or relocation of activities to a more cost effective area, the staff will ultimately be affected.
To be a socially responsible employer, it is advised to provide an outplacement service to the affected employee so that they can transit to another job and or company smoothly. This is especially important for those who have been working for your company for a long period of time and those who intend to work for your company as a life-time employee.
Our consultants have experience in providing the Corporate Outplacement service for big Corporation including the two big outplacement projects by PCCW in year 2002.
Our service will focus on the niche between the International Outplacement companies which charge a high fee and those companies that don’t have a budget for the outplacement service. We charge a very reasonable fee with the service that is required by the affected staff. We will tailor made a solution package to our clients based on their corporate culture, requirements and also the seniority of the affected staff.
Please give us a call so that our dedicated consultant can arrange a meeting with you and advise you on the outplacement solution. The initial meeting is free of charge.
Recruitment is one of the HR Outsourcing function that we are expertise in. On top of this, we will take care of the below HR activities:
Our Human Resources Outsourcing aims to provide service to match the below HR requirements.
OUR WAY
Executive Search and Recruitment
The recruitment process can be very different for different company and diffferent level of positions. We tailor made our solution to each client’s requirement. Nevertheless, we also have generalized our recruitment process as our “Standard of Service”. The below are the steps in our recruitment process.
1. Client Requirement Collection
Before the assignment is received, our consultants will have the specific knowledge and experience in the area of recruitment service they are providing. So, before the assignment, the consultants are already in the market and speak the language and have the market knowledge.
Through the client requirement collection exercise, we will understand the clients' position specific requirements. Questions will be asked and meeting will be arranged to have a full understanding of the clients' company culture etc. Moreover, our consultants will work together with the clients to define the job description and or job specification including e.g. the personal qualities, the experience and other attributes. Feedback will be collected from the clients on Job Description and or Job Specification.
2. Research and Search
Once the job specification is obtained, we will have a good picture on the attribute of the candidates our clients want.
• We will then identify a research strategy (for executive search division) that will lead to a successful recruitment of the target candidate who fit our clients' company culture;
• We will search into our network and our database for the appropriate candidate for permanent position recruitment service.
3. Sourcing (Identifying Potential Candidates)
In the Research and Search process, we will need to identify some potential candidates or specific candidates that fit our clients' requirements. We will do screening and only select those candidates that met our clients' requirements. They will then become the Candidate.
4. Telephone Interview and Screening
We will interview potential prospects on the telephone and obtain the necessary information to decide whether they remain on the list. If the candidates remain on the list, we will gather more information from him through the in-person interview.
5. In-person Interview and Screening
Through this, we will verify the facts concerning a candidate by means of face-to-face discussion. Moreover, we will get a sense of his or her personality. And we will find out more about the candidate through questions and through the judgement of the consultant. We will determine whether the person fits and move to the next step.
6. Preliminary and regular reference check
Preliminary checking of a candidate will be conducted before the client interview. This will be done by various means and depends on the requirements of the clients.
7. Selected Candidates
We will present the list of candidates we selected through the Candidate Report. Each candidate will have report that will include the factual information of: the personal detail, the education background, the experience level etc. and also our comments on the candidate’s fitness with the clients requirements.
We will discuss with our client on the profile of the candidates and then arrange for the client to meet with those candidates and help the client in the final process to select the candidate who is the “most fit”.
8. Offer Negotiation
Once the right candidate is identified, we will participate (if our clients require) in the employment offer negotiation. As the third party and managing the whole recruitment process, we can handle the process smoothly especially when there’s a gap in expectation between the employer and the potential employee. Moreover, being professional in recruitment, we can give advice to our clients on the legal requirement of the Labour Ordinance.
9. Reference Checking In order to avoid any mistakes in the recruitment process, a reference check will help. Detailed references on the employment history and personal attributes of the selected candidate will be obtained as requested. The feedback from the referees will be truly passed and reflected to the client.
10. Post Appointment Follow Up
Our services will not end at the point of filling a vacancy. We will follow up and make sure the new appointed staff is performing well. We will help to ensure a smooth transition for both parties.
OUR COVERAGE
Executive Search and Recruitment
The recruitment process can be very different for different company and diffferent level of positions. We tailor made our solution to each client’s requirement. Nevertheless, we also have generalized our recruitment process as our “Standard of Service”. The below are the steps in our recruitment process.
1. Client Requirement Collection
Before the assignment is received, our consultants will have the specific knowledge and experience in the area of recruitment service they are providing. So, before the assignment, the consultants are already in the market and speak the language and have the market knowledge.
Through the client requirement collection exercise, we will understand the clients' position specific requirements. Questions will be asked and meeting will be arranged to have a full understanding of the clients' company culture etc. Moreover, our consultants will work together with the clients to define the job description and or job specification including e.g. the personal qualities, the experience and other attributes. Feedback will be collected from the clients on Job Description and or Job Specification.
2. Research and Search
Once the job specification is obtained, we will have a good picture on the attribute of the candidates our clients want.
• We will then identify a research strategy (for executive search division) that will lead to a successful recruitment of the target candidate who fit our clients' company culture;
• We will search into our network and our database for the appropriate candidate for permanent position recruitment service.
3. Sourcing (Identifying Potential Candidates)
In the Research and Search process, we will need to identify some potential candidates or specific candidates that fit our clients' requirements. We will do screening and only select those candidates that met our clients' requirements. They will then become the Candidate.
4. Telephone Interview and Screening
We will interview potential prospects on the telephone and obtain the necessary information to decide whether they remain on the list. If the candidates remain on the list, we will gather more information from him through the in-person interview.
5. In-person Interview and Screening
Through this, we will verify the facts concerning a candidate by means of face-to-face discussion. Moreover, we will get a sense of his or her personality. And we will find out more about the candidate through questions and through the judgement of the consultant. We will determine whether the person fits and move to the next step.
6. Preliminary and regular reference check
Preliminary checking of a candidate will be conducted before the client interview. This will be done by various means and depends on the requirements of the clients.
7. Selected Candidates
We will present the list of candidates we selected through the Candidate Report. Each candidate will have report that will include the factual information of: the personal detail, the education background, the experience level etc. and also our comments on the candidate’s fitness with the clients requirements.
We will discuss with our client on the profile of the candidates and then arrange for the client to meet with those candidates and help the client in the final process to select the candidate who is the “most fit”.
8. Offer Negotiation
Once the right candidate is identified, we will participate (if our clients require) in the employment offer negotiation. As the third party and managing the whole recruitment process, we can handle the process smoothly especially when there’s a gap in expectation between the employer and the potential employee. Moreover, being professional in recruitment, we can give advice to our clients on the legal requirement of the Labour Ordinance.
9. Reference Checking In order to avoid any mistakes in the recruitment process, a reference check will help. Detailed references on the employment history and personal attributes of the selected candidate will be obtained as requested. The feedback from the referees will be truly passed and reflected to the client.
10. Post Appointment Follow Up
Our services will not end at the point of filling a vacancy. We will follow up and make sure the new appointed staff is performing well. We will help to ensure a smooth transition for both parties.
