In May 2017, Google CEO Sundar Pichai unveiled Google for Jobs– a new job search engine with the ability to search and apply for open positions directly from Google search and it has just been launched in Singapore. Recruitment in Singapore has been at its toughest since 2008, with over half of employers struggling to find the suitable candidates for key jobs, according to ManpowerGroup.
The emergence of Google for Jobs indicates that recruiting must evolve with the times (trends in technology, towards personalisation, diversity etc) to find new and more efficient ways to match candidates with jobs of their preference. Especially in a highly competitive recruitment environment like Singapore, hiring practices ought to be top notch so you do not lose candidates to the others.
This week, examine your company’s hiring practices for unintentional bias or discrimination and get into the mind of a recruiter (which seasons they are most active in hiring and how they assess your resume).
Today, almost every single company conducts interviews that favour extroverted candidates and dismiss their introverted counterparts, effectively eliminating a third to a half of the talent pool. There are six steps you can take to make sure you are giving introverted candidates a fair chance in order to create balanced teams and ensure you’re not leaving loads of talent on the table.
Thought leaders and leading practitioners are reckoning with more than just outright discrimination in their talent programs. They dig into the accidentally biased practices that, though unintentionally prejudiced, are problematic nonetheless.
Think you're in the clear? Take a look at the examples below. These six slip-ups are in fact common primarily because the underlying bias is accidental (and, for many, non-obvious at first glance). See if any of these sound familiar.
Job seekers are free to toot their own horns on résumés and cover letters. So for a slightly less subjective opinion, hiring managers may turn to candidates’ references.
Although you may feel as though the reference-checking process is out of your control, there are a few steps you can take to increase your chances of receiving a favorable review.
When it comes to connecting with the right job opportunity, timing isn't everything, but it's certainly something. Like most business functions, recruiting and hiring activity has ebbs and flows, and if you pay attention, you just might be able to time your application to when a hiring manager is most eager to bring in new talent. Here's a look at how recruitment cycles may factor into your job search
About Timeo-Performance
We were founded with a vision to improve the world of work for everyone
We are in the Skills Business!
Through recruitment, training and consulting, Timeo-Performance provides solutions for increased performance of companies, teams, and individuals. As our clients are in the center of global business and often serve the APAC region, our solutions need to be sustainable in a multicultural and remote context.
Our joint venture with Akteos, the European leader in intercultural training, and partnership with digital learning solutions provider CrossKnowledge have therefore been organic and logical additions to our service. Timeo-Performance has been helping companies in APAC increase business performance since 2008 with offices in Singapore, Malaysia, and Hong Kong.
We love what we do, feel the Timeo-Performance experience!
As busy professionals, our schedules are often filled to the brim with meetings and tasks to complete. We can get so caught up with work that we might even forget our all-important lunch and power through dinner as well. Alas, we can only do so much given the 24 hours we have in a day. While time management is vital, being productive is another matter in its entirety.Enter time batching.
