During an executive search and recruitment agencies Singapore process, the recruiter starts by advertising the executive post and all the requirements needed for the job interview. The manner of advertisement solely depends on how fast the post has to be filled. There are some techniques used that draw a lot of applicants and thus the post can be filled as soon as they are all interviewed and the best one chosen. The recruiter can also advertise the job to a particular job market so that the recruiting process can be made easier. This type of job advertisement is what attracts the experienced applicants to apply.
The recruiter uses contacts to sift through and speed up the recruiting process. This is one way of avoiding lengthy interviews. The advantage of contacts is that they recommend experienced and competent executives that are known in that job industry. It does not matter whether these individuals are in other jobs or not. They can be given a better package that would entice them to work for the searching party. Another way of going through contacts is by other executives recommending each other. If a certain executive turns down the job offer recruitment agencies, he or she can recommend other equally qualified and competent executives.
If there is no available and qualified executive in mind, then the recruiter will start by going through the curriculum vitae. The main factor that will be considered is the requirements for the job. Those who have not met the education job requirements will be eliminated. The next requirement is experience; if they do not have ample experience then their curriculum vitae will be discarded. Another thing that will help in the elimination of applicants is their references. If they have nothing positive to say about the applicants then they will be removed from the batch. The applicants who have made all the requirements go through a background check to make sure that felons and criminals are not being given such a sophisticated post.
After narrowing the applicants, the ones who have made it through will be called for interviews. Eloquence, consistency, and ability to communicate well during the interview will determine if the interviewees will be recommended. The majority of the time, problematic leadership situations are put across at the interview and those who can give advanced and comprehendible solutions will excel in the interview. Zeal and passion for a job will also be seen during an interview and that is put in high consideration because that shows signs of commitment.
Previous projects will be analyzed as a preview of executive skills of the interviewee. This is what seals an interview process and that is how majority executives get hired. So at an executive search and recruitment process, the chief executive officer does not have to do the recruitment. There are numerous recruiters who specialize in getting the cream executives in the industry. A recruiter gets to recognize executives who can make the cut and saves the CEO time of having to go through the sifting process. The recruiters sift, interview and then presents the final interviewees to the CEO for the last decision making interviews.
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