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Category: Recruitment

  • CGP Singapore: Official Statement on Job Scams and How to Avoid Them

    CGP Singapore: Official Statement on Job Scams and How to Avoid Them

    CGP Singapore, part of the Cornerstone Global Partners (CGP) Group, is aware of recent incidents involving individuals claiming to be employed and/or associated with CGP and are recruiting in Singapore & Malaysia. We, at CGP, take our candidates safety seriously during the recruitment process. When in doubt, it is always best to contact the company the recruiter is claiming to be from via the official number/email.

    Scams including job scams hit all time high in Singapore, recording 45000+ cases in 2024 and in the first half of 2025, there were 2,701 reported job scam cases.  So far in 2025, job scams were the third most common scam type (2701 cases reported), after phishing and e-commerce scams, while victims reported over 9043 cases in 2024.

    In this scenario, how can you ensure a legitimate job opportunity and protect yourself from falling victim?

    Understanding Job Scams

    Job scams are fraudulent schemes where scammers pose as employers or recruiters to deceive individuals seeking employment. The primary objectives of these scams are to extract money, obtain personal information, or exploit victims for free labor. Scammers often advertise fake job openings through various channels, including online ads, social media platforms, and even reputable job search websites, sometimes mimicking legitimate companies to appear credible.

    Common Warning Signs of Job Scams

    • Unprofessional Communication:  Correspondence from recruiters or employers containing grammatical errors, generic email addresses (e.g., Gmail, Yahoo), or unprofessional language. Professional organizations maintain a standard of communication; deviations may indicate fraudulent activity.
    •  Unsolicited Job Offers: Ambiguity in job descriptions can indicate a scam. Additionally, promises of high income for minimal work, especially for entry-level positions, are often too good to be true.
    • Requests for Personal or Financial Information: Legitimate employers will not ask for sensitive details like your Social Security number or bank account information early in the recruitment process.
    • Upfront Payment Requirements: Be cautious if asked to pay for training materials, background checks, or other fees. Authentic employers typically cover these costs.
    • Vague Job Descriptions: Job postings lacking clear details about responsibilities or qualifications may indicate a scam.
    • High Earnings for Entry-Level Positions: Offers that promise substantial income with little experience required should be approached with skepticism.

    Nov 2025: Impersonation Alert: Fake Consultant Calls Reported

    We are aware of recent incidents involving individuals impersonating our consultants and contacting candidates via phone calls. These impersonators may offer fake job opportunities or inquire about employment status under false pretences.

    We take candidate safety seriously and urge everyone to remain vigilant. As part of our Protective Measures Against Unsolicited Communications, please note the following:

    • All CGP Singapore consultants will state their EA Personnel Registration number, which begins with “R”, when contacting candidates.
    • All CGP Malaysia consultants will provide their JTK license number or registration number during outreach.
    • See below to understand how to stay vigilant and verify our consultants.

    How to Protect Yourself from Job Scams

    • Research the Company: Verify the organization’s legitimacy by checking for an official website, reading reviews, and confirming contact information. At CGP, our official emails are from @cornerstoneglobalpartners.com or @cgptalent.com
    • Be Cautious with Personal Information: Share sensitive details only after confirming the employer’s authenticity and receiving a formal job offer.
    • Avoid Upfront Payments: Decline any job opportunity that requires you to pay fees before starting employment.
    • Trust Your Instincts: If something feels off about a job offer or recruitment process, it’s wise to step back and reassess.

    Protective Measures Against Unsolicited Communications

    We’ve been getting reports about unsolicited WhatsApp messages from people pretending to be from ‘CGP Personnel’ or ‘CGP Singapore.’ Sometimes, they use fake names of people who don’t even work here; other times they use the name of one of our consultants.

    Unless verified, these messages aren’t from us. Here’s what you can do:

    • DO NOT respond to text messages or calls from unknown numbers and avoid any communication with unverified individuals.
    • DO NOT click on any links within the message unless verified.
    • DO NOT share any personal information at the initial stage of the interview process.
    • DO NOT proceed with any monetary transactions as we at CGP never ask for any form of payment from candidates as part of the recruitment process.

    We are grateful that all our potential candidates exercised due diligence by verifying with us, and our CGP team responded promptly to prevent them from falling victim to these job scams.

    scam msg 1

    Stay vigilant from job scams

    We encourage all job seekers to take extra precautions, especially when receiving unsolicited messages. . If you receive an unexpected communication claiming to be from CGP, you can verify the person’s identity by using the  Ministry of Manpower EA Directory. You can also contact us directly at contact@cornerstoneglobalpartners.com before responding.

    CGP’s Official Social Accounts 

    ​CGP Group’s only official social media accounts in Singapore are on LinkedIn, Facebook, Instagram, and our WhatsApp channel: 

    For information on reporting suspected recruitment scams, please refer to the Singapore Police Force’s guide.

  • Cornerstone Global Partners: Building Future-Ready Teams Across Borders 

    Cornerstone Global Partners: Building Future-Ready Teams Across Borders 

    Most executive recruitment companies focus on aligning resumes with jobs. However, there are few that tackle the real problem, which is finding culturally agile, crisis-tested leaders in places where the leadership pipeline is still developing. Nowhere is this more pressing than in Asia, where accelerating economic expansion outstrips talent supply. The demand is not just for executives but visionaries who can take businesses across borders. Filling this leadership void demands not only process—but purpose. 

    It is this purpose that propels Cornerstone Global Partners (CGP), one of the fastest-growing executive search and recruitment firms within the Asia-Pacific region. Established in 2012 by six pioneers in the executive search industry in Greater China, CGP started with the big ambition: to reinvent executive search in a rapidly shifting world. What began as a local enterprise is now a worldwide firm with offices across Mainland China, Hong Kong, Singapore, Japan, Malaysia, Thailand, Vietnam, Dubai, Saudi Arabia, and the United States, and European expansion in the pipeline. 

    “Having an operating model based on multi-brand and multi region, we have made over 15,000 successful placements and boasted more than 600 team members,” says Sean NG, Co-founder and Managing Director for the Asia Pacific region at Cornerstone Global Partners. However, its focus is not on numbers, but on people. The firm’s mission is to liberate talent and empower entrepreneurs to pursue their career, financial and personal objectives. This candidate-first vision implies prioritizing leaders who shape the company’s futures and creating meaningful careers for individuals. It also provides its people with the power of ownership, growth and global prospects. 

    A Full-Spectrum Talent Strategy Engineered for Growth 

    As the Asian continent continues to face shortage of leaders, especially in Southeast Asia and Singapore, CGP is designed to take on the burgeoning complexity in the market. The need for interim executives in technology, life sciences, ESG, and financial services keeps on increasing. Despite the uncertainty of the economy and rapidly changing global dynamics, organizations demand faster, high-impact hiring. The firm meets this challenge through the deployment of sector specific teams, the creation of executive talent communities, and through bespoke, strategic support. 

    Also to mention, CGP is a perfect blend of local understanding and international capability which allows customers to tap into local and international expertise. It has developed a highly innovative talent intelligence platform that combines features of predictive hiring tools, compensation analytics and real-time market mapping capabilities. Furthermore, they use AI-based search to help their recruitment process become efficient without sacrificing the high-touch, consultative experience that defines their services. 

    In addition to executive search, CGP provides the full cycle of talent services through contracting, RPO, inbound/outbound hiring strategy and talent consultancy. The company provides its recruitment services across 20 industries, which includes AI, financial services, semiconductors, retail, and real estate, spanning functional roles in sales, marketing, finance, operations, supply chain, IT, and HR. Each of the engagement is supported by a strong proprietary database and research capacity. 

    executive search & permanent recruitment team

    Technology is central to CGP’s innovation. Its hybrid recruitment platform provides over 1,500 curated positions, backed by offline consultants and one-on-one career guidance. This combination of AI-based capabilities and human intelligence enables candidates to make more intelligent, timely, and informed decisions about their career pathways and provides better results to clients. 

    CGP’s leadership exemplifies the firm’s entrepreneurial approach. Sean brings over 21 years of executive search experience across industrial, construction, property, FMCG, and life sciences. Chris Watkins, Co-founder & CEO, has more than 27 years of leadership experience in the U.S. and China, advising both multinational and Chinese firms at the board level. Adding further, the founding team — Alfred Chu, Jillian Wu, Sally Li, and Sophie Wong – each contribute over two decades of expertise in executive search and talent consulting. “Together, we have built a leadership culture grounded in deep industry knowledge and entrepreneurial spirit,” mentions Sean. 

    weixin image 20251111161628 160

    “Having an operating model based on multi-brand and multi region, we have made over 15,000 successful placements and boasted more than 600 team members”

    Awards, Accolades, and a Vision That Scales 

    CGP’s approach has earned widespread recognition. It was awarded Best Executive Search Firm in Singapore in the year 2022 and 2023, and Best Mid-Management Recruitment Firm 2023. It holds Great Place to Work certification across Singapore, Thailand, Vietnam, and Japan (2024–2025), and has won China’s Shanghai “Bo Le” Award five years running, along with LinkedIn’s Global Excellence Talent Management Award in 2021 and 2022. 

    Clients have repeatedly acknowledged CGP for its strategic advisory, responsiveness and accuracy in hiring executives. One HR Transformation Project Lead at A Regional Telco credited the firm with helping them access “high-caliber candidates that wouldn’t have reached otherwise.” HR Director at a fast-growing Technology Start-up noted, “The process was seamless, consultative, and tailored — a true extension of our internal team.” Candidates, too, speak highly of the firm’s role in shaping career pivots and long-term success. These testimonials are a reflection of the trust it has earned over time, by showing up, staying curious and delivering consistently. For CGP, success is not just about placements; it’s about impact.

    HR VOTY Awards Team Images
    CGP Singapore Won Best Executive Search Firm and Best Mid-management Recruitment Partner in 2023

    Looking ahead, CGP’s ‘Going Global’ initiative is focused on entering new markets, including the U.S., Europe, Indonesia, and the Philippines. The firm is building a million-level cross-border talent database, positioning itself as the only HR provider with a global pool across multiple sectors. In doing so, CGP is not just filling leadership roles—it’s helping companies build the future, one visionary hire at a time. 

    At CGP, we believe every great business begins with the right leadership. Whether you’re seeking visionary executives, building regional teams, or scaling globally, our consultants are here to help you secure talent that drives lasting impact.

    Partner with us today to discover how CGP can support your hiring needs across Asia and beyond.

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    *As featured in Asia Business Outlook – Top 10 Service Providers From Singapore 2025

  • International HR Day 2024: CGP Leaders Share Their “Why” for Working in HR

    International HR Day 2024: CGP Leaders Share Their “Why” for Working in HR

    Every year on May 20th, the Human Resources industry across the world comes together to celebrate “International Human Resources day”. The day celebrates the incredible people who shape our workplaces: our HR professionals! This year’s theme, “HR Shaping the New Future,” perfectly reflects the impact HR has on everyone’s careers. Every HR professional’s contributions to this industry are invaluable. From all of us at CGP, we extend our heartfelt thank you for their dedication, growth, and strategic thinking as we navigate the future of work together.

    This year, we asked our leaders to share their “why” for working in HR and how their role impacts others. Their stories are inspiring! 💡

    en cover 1
    en v2 chris watkins
    en sean ng
    en alfred chu
    en sophie wong
    en jillian wu
    en sally
    en jarrold lin
    en edward liau
  • Employer Branding and Recruitment: How Your Brand Impacts Your Ability to Hire Top Talent

    Employer Branding and Recruitment: How Your Brand Impacts Your Ability to Hire Top Talent

    In today’s fiercely competitive job market, attracting and retaining top talent has become a strategic imperative for organizations worldwide. Gone are the days when job seekers solely evaluated potential employers based on salary and job responsibilities. In the contemporary landscape, the perception of an organization as an employer, known as its “employer brand,” plays a pivotal role in attracting, engaging, and retaining the best talent.

    Organisations are leveling up their games in the competitive landscape to fuel talent acquisition. As per LinkedIn, 59% of recruiting leaders worldwide are investing more in employer brand. The reason is the realisation of the fact that a strong brand impacts whether qualified candidates will accept your job offer or join a competitor’s team. If companies cannot stand out as great employers, it will become impossible for them to achieve business objectives.

    It all starts internally. If employees enjoy where they work, they will likely send a positive message to the world. This article will delve into the intricate relationship between employer branding and recruitment, shedding light on how a strong employer brand can give you a competitive edge in the war for top talent. 

    Employer Branding: How Does It Impact Your Hiring Potential?

    Employer branding is critical to your bottom line and impacts an organisation’s ability to hire top talent. Creating a memorable and strong employer brand keeps candidates informed and excited about what your organisation stands for. By understanding the importance of building an employer brand, leaders can pave the way for better talent management by drawing the attention of competent candidates. Read on if you wish to continue learning about the role of employer branding in hiring talent. 

    1. Improves the quality and quantity of job applications

    A strong employer brand draws job applicants toward it and gives them sufficient reasons to apply for jobs. As a positive outcome, it simplifies your hiring process and reduces the amount of effort you would otherwise put in. And the benefits do not end here and extend to bringing quality applications that come from engaged and suitable professionals.

    1. Boosts key recruiting metrics

    A strong employer brand can contribute to improving key recruitment metrics. Understand it this way: When candidates feel confident about joining an organisation due to its strong brand presence as an employer, the offer acceptance rate goes up. Moreover, the time to close positions also reduces to a great extent. The bonus point here is the turnover rate reduction because employees stay satisfied and get what they see before joining.

    MUST READ: Using Employee Engagement Surveys to Drive Recruiting

    1. Provides control over the narrative

    Organisations can tell their story the way they want to. For instance, if a company doesn’t promote itself as a brand or tell its story, other parties sometimes do it. And the worst that can happen is the floatation of negative reviews, which can be spread by current employees. Fortunately, employer branding allows companies to exercise control over narrative and save employer reputation. 

    1. Enhances interaction with candidates

    A solid employer brand engages job seekers strategically, which leads them to apply to the organisation. On top of it, the candidates know beforehand what the company is about and its mission & vision. As a result, they connect to the brand strongly, boosting the quality of interaction with the employers. If the candidate does not get hired for some reason, there is a high probability that the candidate will improve and apply again. This is due to the brand’s reputation in the market. 

    1. Maintains credibility among customers

    With companies trying every possible way to stay in the competition, they often forget the importance of employer branding. Simply put, it predominantly affects customer perception of you. What you are determines customers’ decision to buy your goods or seek your services or not. In addition, customers don’t support organisations that mistreat their employees. And with a decreasing number of customers, you will start losing business and, thus, employees. 

    Concluding Comments

    With the ongoing war for talent, companies that work on employer branding will be in a better position to get the best out of recruitment efforts. Bringing a reduction in cost-per-hire, employer branding also betters candidate experiences, simplifies the application processes, and fosters a community of competent candidates. 

    Remember, it is a long but fruitful process that will help you attract and hire top talent for a long. Once put in place diligently, there will be no looking back for you. 

    Edward E. Lawler rightly quotes: “Every organization is known for certain things when it comes to how it treats its employees. This “employer brand” is a key part of what attracts talent to a company.” 

    Are you looking for a recruitment partner? Then, explore our services and choose Cornerstone Global Partner (CGP) Singapore to fulfill your hiring needs.

  • What Is The Difference Between Recruiter And Hiring Manager?

    What Is The Difference Between Recruiter And Hiring Manager?

    ​While navigating the job hunting and the interviewing process, one of the most challenging things – and, at the same time, the key to success – is to understand whom you are talking to. There are a lot of titles: Hiring Manager, Recruiter, Consultant, Talent Acquisition Specialist… But who are, in fact, all these people?

    Let’s break them down, and let’s give a good explanation for all of them!

    First, let’s start talking about the term “Recruiter”.

    Understanding Who Are Recruiters

    I would say that “recruiter” is an umbrella term that covers mainly two figures: the In-house Recruiter (or Talent Acquisition Specialist) and the Recruitment Consultant (recruiting agency).

    An In-house Recruiter is an employee of a specific company who takes care of the hiring process of that company. They use input from the manager, work directly with the organization, and work with all the company’s departments covering various positions. Through them, the company hires people directly.

    On the other hand, a Recruitment Consultant is someone like us at CGP who works for an external agency looking for the best market talent to introduce to our clients. As Recruitment Consultants, we have a portfolio of clients we work with, and, as such, we can introduce you to different kinds of opportunities in your industry. We manage the

    • sourcing and hiring for an external company,

    • developing our internal candidate database and

    • matching these candidates with all the available positions at the companies we are working with.

    At CGP Singapore, we cover multiple functions, such as Accounting & Finance, Financial Services, Human Resources, Legal, Sales, Marketing & Digital, and Technology as well as industries like Engineering, Energy, Government, GLC & Healthcare and Supply Chain & Procurement. Still, there are recruiting agencies that focus only on a specific industry.

    Learn More About Our Expertise

    As Consultants, we also help our clients and candidates understand the job market, advising them on how to proceed with the recruiting/interviewing process to be successful.

    In-house Recruiters and Recruitment Consultant may have similar duties:

    • Updating clients/hiring managers about the recruiting process,

    • Sourcing clients through different channels,

    • Conducting screening calls, and

    • Scheduling interviews

    How does the Hiring Manager fit into this?

    A Hiring Manager is responsible for hiring an employee to fill an opening position at an organization. Often, Hiring Managers will be the new hire’s future supervisor. Hiring Managers coordinate with the HR team, which supervises the interview and the hiring process.

    People often need clarification on Hiring Managers and Recruiters. While both are involved in the hiring process, their tasks are complementary rather than overlapping.

    Recruiters are responsible for building a strong pool of qualified candidates for a given position.

    Hiring Managers are then responsible for identifying and hiring the most qualified applicant from that pool.

    To summarize, a recruiter’s job is to give a pool of suitable candidates to the Hiring Manager, who will interview them and then decide whom to hire. He is the final decision maker. Recruiters and hiring managers have distinct roles within the hiring process. and effective collaboration between these two roles is crucial for successful talent acquisition.

    So, next time when you are going for an interview, it is essential to know whom you are talking to, knowing that you can plan how you want to proceed; especially it will be necessary for you to ask the most relevant questions to your interviewer. So, whenever you go for an interview, feel free to ask who your interviewer will be!

    ​At Cornerstone Global Partners Singapore, all our consultants are specialized in their field of industry or function. We will always strive to build a trustful relationship, along with an ownership mentality. Your next promising hire or job could be just a click away.

    Get in Touch

    ALSO READ:

    ​This article is originally published by Claudia Fazzari from Cornerstone Recruitment Japan and is further repurposed by CGP Singapore.

  • Beyond Recruitment: The Additional Value A Recruitment Agency Can Bring To Your Business

    Beyond Recruitment: The Additional Value A Recruitment Agency Can Bring To Your Business

    The question is crystal clear: What benefits can a recruitment agency bring to your business?

    In the quest to assemble the perfect team, employers often turn to recruitment agencies to aid in their talent search. While it is often perceived that for recruitment agencies it is just about ‘filling a position’, however, the values of recruitment agencies extend far beyond merely identifying suitable candidates.

    From market expertise and time-saving efficiencies to a vast talent pool, thorough screening processes, and strategic insights, there are several additional benefits that a reputable recruitment agency can bring to your business. They play a pivotal role in shaping your organization’s success by ensuring you not only hire the right talent but also optimize your entire recruitment process.

    Discover how partnering with a recruitment agency can be a game-changer for your hiring efforts, helping you secure the best talent while saving you time, resources, and potential hiring pitfalls.

    RELATED READ: Debunk Common Myths Associated with Recruitment Agencies

    It’s More Than Just Hiring

    #1 Access a Wider Talent Pool

    Talent shortage leaves employers with fewer options and makes hiring difficult. Nonetheless, that should not mean reaching out to the same candidates over and over again. Though it is a complex task to find and approach new candidates, a professional team of specialist recruiters manages to do it.

    Recruitment agencies nurture an extensive network of candidates that facilitates faster talent acquisition. They know how to locate new candidates and add them to the pool. This widens your talent pool and increases the chances of finding the perfect fit for your organization.

    #2 Provide Industry Insights

    Partnering with a competent recruitment agency means employers can use the agency’s extensive knowledge, such as the job market trends, salary benchmarks, and the availability of talent in your industry. The benefit of being tuned into their knowledge is employers can gain an understanding of local, national, and international job markets to formulate recruitment tactics.

    Moreover, they understand the issues and expectations related to each open position. Therefore, they can provide you with the best advice, insight, and candidates, thus helping you make informed hiring decisions.

    #3 Spot Relevant Candidates

    The hiring process can be time-consuming and resource-intensive. It is impossible to manually sift through CVs, social media, and profiles of thousands of candidates. That’s why modern-day recruitment agencies use automated CV screening tools. Although AI-based screening tools cannot replace a recruitment team, they still assist in making the process easier and faster.

    Experienced recruiters can filter profiles with the help of tools and screen the candidates interested in the role. Not only this, but a recruitment firm also assesses whether the candidates’ profiles match the client’s requirements.

    #4 Limit Risk-taking

    Using a recruitment agency limits the recruitment errors and risks involved. In simple terms, you stand a better chance of recruiting the right people at the right time and reducing the likelihood of hiring someone who is not a good fit for your company.

    This is because candidates are evaluated based on their skills, which guarantees the match between selected candidates and businesses. As a result, candidates relate better to the organisation’s beliefs and goals.

    RELATED READ: The Hidden Costs of Bad Hires

    #5 Develop Content that Stands Out

    Only a reliable recruitment agency can tread a tightrope and maintain a balance between employer branding and skill requirements. To reach new talent, you must craft a compelling message to engage the candidates and inspire them to respond.

    The recruiters know how to engage new jobseekers without being nagging at the same time. They make sure your message stands out and gets noticed by active and passive job seekers.

    #6 Facilitate a Controlled Process

    A recruitment agency is the best talent acquisition way and helps you focus on your business functions. The expertise and methodology of recruiters take care of the distribution of the job offer across social media and channels, getting feedback from the candidates, and organising interviews.

    The comprehensiveness of the process allows organisations to place better candidates in their work environment. Also, if you have specific hiring needs, such as executive-level positions or niche roles, recruitment agencies with expertise in those areas can provide tailored solutions.

    #7 Help You Build a Strong Team & Relationship

    A recruitment agency can help you build a strong team by finding candidates who are a good fit for your company culture and who have the skills and experience you need. They can also help you onboard new employees and provide them with the support they need to be successful.

    Further, a strong relationship with a recruitment agency can lead to long-term benefits. They get to know your company culture, values, and unique needs, making future hiring processes even more efficient.

    Values a Good Recruiter Should Have

    A good recruiter doesn’t need to speak for their work. In fact, their values become the brand ambassadors. Therefore, if you are looking for a recruitment firm, you must look for the following values.

    • Integrity – A team of recruiters that ensures compliance with rules and maintenance of quality is the one you should hire. This value must start from the beginning of the recruitment process and continue till the end.
    • Honesty – Recruitment agencies must remain honest with candidates and employers. In addition, the team should ensure constant communication and deliver timely reports to the clients.
    • Commitment- There must be a consistent commitment to providing the best services to clients and never fail to fulfill what was committed.

    KNOW MORE: 3 Advantages of Working with a HR Specialist Recruiter

    Make Your Hiring Journey Smooth

    When choosing a recruitment agency, it’s important to find one with a good reputation and specialises in the type of talent you’re looking for. You should also interview the agency to ensure they understand your needs and have a process in place that will help you find the right candidate.

    Here are some of the things you should look for in a recruitment agency:

    • Reputation: Ask for references from past clients and check their online reviews.
    • Specialization: Make sure the agency specializes in the type of talent you’re looking for.
    • Process: Ask about the agency’s process for finding and screening candidates.
    • Communication: Make sure the agency is responsive to your inquiries and that they keep you updated on the status of your search.

    Final Comments

    Hiring talent is no easy task. Of course, job boards & social media platforms can do the job, but they can’t replace a professional’s expertise to filter out and identify the right candidates. Most business leaders believe that a good recruitment process builds a strong and productive team of employees. Therefore, hiring a recruitment agency can be profitable for your business.

    Onboarding a reliable agency allows you to tap into their expertise. A good recruitment agency will always add value to your business by expanding its services beyond recruitment.

    How Can CGP Help?

    The team at Cornerstone Global Partners (CGP) Singapore is client-focused and candidate-focused. Our performance-driven culture has helped numerous businesses find the right workforce possessing the required capabilities and character. We don’t take shortcuts and dig deep to know what our clients demand. Allow us to help you find the best talent for your growing team and organisation.

    Get in Touch

    FAQs

    What is the importance of recruitment agencies?

    Sourcing and placing the most suitable candidates is not an easy task. Moreover, it consumes many employers’ time, making them miss their important tasks. However, hiring a recruitment agency can help businesses in many ways. First, organisations can tap into their expertise and hire better resources. Secondly, recruitment agencies often develop a candidate pool that makes hiring faster.

    What’s the most inspiring part of being a recruiter?

    The most inspiring part of being a recruiter is constantly bringing people together. Clients and candidates reach out to recruiters to look for employees and employers, respectively. It is incredibly satisfying to help both parties connect and find each other.

  • AI In Recruitment: What Works and What Doesn’t

    AI In Recruitment: What Works and What Doesn’t

    The recruitment sector remained static for decades, with an outmoded hiring process. And the process involved identifying a vacancy, placing a job advert, screening applicants, conducting job interviews, and making the final offer. However, the scenario is no more the same as talent acquisition has undergone a transformation phase.

    The present-day reality is that recruitment is not a one-size-fits-all concept, and multiple driving forces exist behind it. Artificial Intelligence is taking the recruitment world by storm among all the forces for good reasons. However, on the flip side, AI also has a downside that comes to the forefront when recruiters adopt the wrong ways of using it.

    Our latest blog delves deep into the realm of AI in recruitment, separating fact from fiction. Join us as we explore real-world applications and the limitations that organizations must grapple with. Whether you’re an HR professional, a job seeker, or simply curious about the future of hiring, this blog is your essential guide to understanding what truly works and what falls short when AI meets recruitment.

    Benefits of AI for the Recruitment Sector

    According to Predictive Hire, nearly 55% of companies are investing in recruitment automation as they believe it will enhance efficiency and help them make data-driven judgments.

    Let’s take a look at the pros of Artificial Intelligence in recruitment.

    #1. Saves time on administrative tasks

    Admin tasks are an indispensable part of the recruitment industry. Though necessary to maintain an effective workflow, they are repetitive & time-consuming. Fortunately, AI is there to automate administrative tasks and allows more time for recruiters to spend on other activities. Simply put, they can focus on vital tasks of talent acquisition.

    #2. Reduces the chances of unconscious bias

    Unconscious bias spares no company; even the best organisations fall flat at the hurdle. In the hiring process, unconscious bias refers to forming opinions about candidates based on first impressions. AI eliminates these biases and ensures that candidates are evaluated purely on merit. In reality, truly automated recruiting is the only way to source and evaluate candidates without bias and access a wider variety of candidates.

    #3. Creates a positive candidate experience

    Candidates look for positive experiences. However, some companies reject applicants without even providing them with feedback. As a result, this set of candidates is twice as likely not to apply to the same organisation. Artificial Intelligence can automate simple tasks that impact candidate experience. First, chatbots are here to answer job candidates instantly. Secondly, application tracking software sends application updates to the candidates. Thirdly, automated rejection emails let candidates know why they were unsuccessful.

    #4. Demonstrates a higher level of accuracy

    The need to select candidates based on their skills and place them in a position that meets their abilities. AI demonstrates a higher level of accuracy as compared to recruiters. On top of that, it increases the business’s productivity and motivates candidates to improve their skills.

    RELATED READ: An Era of Smart Recruitment with Technology​

    The Downside of AI in Recruitment

    #1. Overlooks unconventional talent

    Undoubtedly, AI provides accurate results. However, this sometimes comes as a blow to the recruitment process. For instance, if a recruiter asks AI to scan applications having “one year of experience in web development”. In such a case, AI might miss candidates looking for new job opportunities but with two years of experience. As a consequence, it misses unconventional talents.

    #2. Keyword-dependent

    AI depends on keywords that recruiters provide to scan through the pool of candidates. This becomes an advantage for a few candidates familiar with how AI is programmed. They may include relevant keywords that can potentially lure AI and trick the system.

    #3. Possesses the potential to be biased

    Despite all the popular conceptions, AI still has the potential to be biased. Moreover, AI is only as intelligent as its programming. Therefore, users must be cautious about what criteria for scanning applications they feed to AI.

    In 2015, Amazon detected that its AI recruitment tool showed bias against women in the hiring process. As a result, the tool did not let the applications containing the word “women” proceed further.

    The instance justifies the need for users to set the proper selection criteria for AI.

    #4. Impersonal

    AI isn’t human and doesn’t connect to candidates and hiring managers & candidates as a human. In other words, it lacks human touch and forms the basis of ineffective communication. As a result, candidates and recruiters feel detached from the process.

    Responsible Use of AI

    What is the key to preventing AI from taking a gigantic form and disrupting the recruitment sector with its downside?

    Well! The answer is making responsible use of AI in the hiring process. As recruiters, you must understand that AI must only be used to identify candidates who have specific skill sets while ignoring aspects such as gender, education, and names.

    Related post: 10 Proven Ways for Rapid Recruitment

    Final Words

    The main benefits of using AI include saving recruiters’ time by automating high-volume tasks. Additionally, AI uses the quality of hire through standardised job matching. On the other hand, the significant challenges of using AI are the requirement of a lot of data, the need to learn human biases, and the skepticism of recruiters about the technology.

    While Artificial Intelligence is paramount for the recruitment sector, every recruiter must keep abreast with the technology.

    More importantly, it is necessary to understand that the AI trend in the recruitment sector is here to stay long. AI is a necessary evil; recruiters must adapt to the new conditions to embrace the changes.

    How do we embrace AI at CGP?

    Since its establishment in 2012, Cornerstone Global Partners (CGP Group) has delivered Executive Search, Staffing Solutions, Contracting, and other HR services to a wide range of industries and clients. 2018/2019 was the year of transformation for CGP when the self-developed revolutionary AI O2O recruitment platforms including https://www.cgpo2o.sg/ were launched. CGPO2O is a powerful cross-functional, cross-industry, and multi-geographic talent sourcing platform that has integrated with a professional offline team of industry recruiting experts to curate talent.

    How does the O2O Platform benefit our clients and candidates?

    What Makes Us Better for Clients?
    • Find talent that best fits your growing company: Save time with our AI matching technology, expert offline recruiters, and fully automated client dashboard.
    • Find talent at the speed you need: Take just 5 minutes to tell us what you’re looking for, and our platform will do the rest. With our curated pool of talent, let us do the work for you so save your time.
    • Hire the best talent in the market across multiple industries. Gain access to 1 Mn+ pre-screened and pre-qualified candidates.
    • Cost efficiency: Save up to 50% on recruitment costs when you utilize our platform

    We provide a market-leading 1-year guarantee for our retained full-service clients. Your next star employee is just a click away.

    Submit a Vacancy

    What Benefits We Offer to Candidates?

    With AI matching technology and expert offline recruiters with a fully automated candidate job dashboard, CGP offers our candidates one of the best O2O portals for mid to senior positions.

    • Apply only one time and get multiple offers with our AI matching technology, and fully automated candidate dashboard.

    • Receive 1-on-1 personal career counseling from our professional Talent Advisors throughout the hiring process.

    • Just upload your profile or connect your LinkedIn account and let us do the work for you.

    Ready to take your career to the next level? It’s time to let your dream job find you.

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    FAQs

    1. What is the downside of AI in recruitment?

    Deficient or insufficient data may not be sufficient for a successful recruitment process. Moreover, lacking human touch might lead recruiters to miss deserving candidates. Also, AI ignores resumes that aren’t search engine optimised. It also doesn’t assess tone, personality, or soft skills. Also, AI screening doesn’t assess whether the candidate possesses decision-making skills.

    2. What is the problem with using artificial intelligence to do recruiting tasks?

    Undoubtedly, AI helps in automating recruiting tasks. However, incomplete or wrong information can lead to an overwhelming recruiting process. Moreover, the lack of human touch generates chances of missing out on deserving candidates.

  • Why Should Job Seekers Consider Working With A Recruitment Agency?

    Why Should Job Seekers Consider Working With A Recruitment Agency?

    Finding Your Perfect Fit Job

    Hands up if you have exhausted your energy and resources to find the right job.

    Let’s admit the fact: job hunting can be tormenting. Why? It is because there is a difference between finding an employer and finding the ‘right’ employer. Moreover, as time passes and the rejection rate increases, job seekers lose confidence and enthusiasm.

    Just as every movie has a plot, a protagonist & a supporting actor, a job seeker’s story also begins with the struggle to find a good job. And a recruitment agency is in the supporting role. But before proceeding to avail a recruitment firm’s assistance, make sure to seek answers to the following questions and look for solutions, if lacking:

      • Do you lack experience?

      • Do you find the job market challenging and competitive?

      • Is your age affecting your application?

      • Are you unable to fit into the job roles offered to you?

      • Are you pushing yourself hard to meet your job requirements?

    Once you have the answers, working with a recruitment agency will be easier. The blog entails the reasons why job seekers should consider working with a recruitment agency.

    ALSO READ: 7 Traits Every Employer is Looking for in a New Employee​

    The Role of Recruitment Agencies in Your Job Search

    Although platforms like LinkedIn can help you land your dream job, there’s an even easier way— hiring a recruitment agency. Expert recruiters provide multiple career opportunities that match candidates’ skill sets and expectations.

    Here are the top five reasons a job hunter must consider hiring a recruitment agency.

    A recruitment agency does the job search for you

    A recruitment agency takes the burden off your shoulders and relieves you from the overwhelming job-hunting process. Recruiters maintain a vast database of positions, including ones not advertised publicly. This helps candidates cover the gap between finding a job and the right one.

    A recruitment agency provides you access to various jobs at once

    You know what it feels like looking for a new role. Right? Fortunately, recruitment firms help candidates sail through the arduous process. Their eagle eye focuses on the market constantly and records job openings. Furthermore, they consider one candidate for multiple career opportunities, keeping the employer’s and employee’s requirements in mind.

    A recruitment agency helps you put your best foot forward

    There is a misconception that recruiters stay occupied with the application and screening process. However, they also work to

    • gain employer insights,

    • determine the candidates they are looking for, and

    • help you prepare accordingly.

    They can help you with your resume, cover letter, portfolio, and financials.

    A recruitment agency provides you with inside knowledge

    The task of gaining employer insights and market knowledge is no cakewalk. Nonetheless, recruiters spend much time speaking with the client and knowing what they require. Further, they share the information with the job seekers to help them prepare for interviews and understand what is expected of them.

    A recruitment agency gives you constructive feedback

    As a job seeker, it would benefit you to gain constructive feedback to boost your chances of getting the right job. They can help speed up the job search process and increase their chance of securing good jobs.

    Are you looking for a job? 

    Cornerstone Global Partners is right here. While we do not encourage you to leave everything in our hands, we work to increase your chances of success. How do we make that possible?

    1. We save you time. Our team knows what jobs are out there in the market and devote time to filling them with the right candidates.

    2. We help you network on a large scale. You can take advantage of our connections and strengthen your job search.

    3. We provide you access to more job opportunities. Since not all open positions are posted on job boards, you can apply for the confidentially advertised jobs.

    4. You stay in our database. Even if you are not hired for the first potential match, your profile stays with us and is considered for future positions.

    Contact our specialist recruiters and boost your visibility in the market. Our team will assist you in getting placed in fulfilling careers by aligning your career advancement goals with the employers’ requirements.

    VIEW CURRENT JOB OPENINGS

    Final Thoughts

    The market is highly competitive, and there are millions of candidates looking for jobs. Undoubtedly, there might be many of them who will surpass your academic achievements and skills, but you can have a leg-up against the competition. And the best way to do it is by availing of specialist recruiters’ services. Additionally, develop a lasting relationship with them to keep your ear to the ground and check the availability of new roles.

    The only thing you must be careful about is choosing the most genuine and reliable recruitment agency. Only some recruitment firms are worth your time and effort.

    RELATED READ:

    FAQs

    1. Why should you work with a recruitment agency?

    Finding the right employer is an uphill task and time-consuming. As a result, job seekers fail to land their dream job and keep looking for the right offer since they do not possess market knowledge. Moreover, they do not know how to reach the right employers. Fortunately, a reliable recruitment agency can help job seekers to connect with genuine employers. Therefore, candidates can join jobs that match their financial and growth requirements.

    2. What do recruiters look for in job seekers?

    Recruiters look for employees who are passionate about their work and stay loyal to their employers. Secondly, recruiters prefer hiring candidates with a high emotional quotient. Other factors that recruiters consider before hiring a candidate are their commitment to work, communication skills, track record, leadership skills, and ability to work with a team.

  • The Hidden Costs Of Bad Hires: Why A Recruitment Agency Is A Cost-Effective Solution

    The Hidden Costs Of Bad Hires: Why A Recruitment Agency Is A Cost-Effective Solution

    Nothing but Jeff Bezos’ words are a perfect start for the blog that entails the hidden cost of bad hires.

    “I’d rather interview 50 people and not hire anyone than hire the wrong person.”

    Bad hires can be costly, both financially and in terms of lost productivity. The hidden costs of a bad hire can include recruitment costs, training costs, decreased productivity, and damage to the company culture. A recruitment agency can help you avoid these hidden costs by providing you with access to a pool of qualified candidates, conducting thorough screening and reference checks, and providing you with expert advice on the hiring process.

    Globally, several organisations are falling foul of bad hires. In most cases, the true cost of a bad hire is roughly 3.5 times the employee’s annual salary. While a bad hire can have a significant financial impact, at the same time, it can also damage the culture, impact productivity as well as result in overall dissatisfaction between employees and employers.

    In this blog, we will discuss how bad hires can impact your organisation’s reputation & profitability and the best option to fix the situation.

    Counting the Costs: The Impact of Bad Hires

    Hiring a new employee is costly. But the recruitment process can become costlier if you make a bad hire. If an employee is not the right fit, the employer loses the money spent on recruiting and training. Moreover, starting the process over again consumes employers’ time and resources. Things get even worse when the employee is hired to complete a project with tight deadlines.

    1. Loss of productivity

    Your business won’t function at its best productivity level if you have a bad hire. Often, an employee who isn’t a good fit for the role will deliver output that won’t meet the standards. Therefore, you will lose money against the value you expected. As a result, other team members would face additional work pressure to complete the work left incomplete by the bad hire.

    2. Reduced employee morale & workplace culture

    One bad apple ruins the bunch. Hiring those who are not a good fit for the organisation can make the workplace stressful. Ultimately, it affects existing employees’ attitudes toward their jobs, colleagues, and the workplace. At times, the employees would feel demotivated to manage extra work without additional compensation.

    Do you know? Bad hires bring along a host of issues:

      • 37% higher absenteeism rates

      • 18% less productivity than good hires

      • 15% less profit than good hires

    3. Unhappy clients

    A bad hire may lead to you losing valuable customers. Your clients have certain expectations from your business, but a bad hire would fail to meet them. In other words, they won’t leave their comfort zone to satisfy the client.

    4. The ding to the company’s reputation

    Your employees are the brand ambassadors of your organisation. An employee who doesn’t represent your company well can send a negative message to clients and prospective employees. This tarnishes your brand’s reputation and keeps new clients, partners, vendors, and prospective job applicants away.​

    Why is a Recruitment Agency a Cost-Effective Solution?

    These days, finding an ideal candidate is hard. Granting all this, even if you manage to hire a candidate, things can get upside down if you make a bad hire. In such circumstances, nothing can be wiser than hiring a recruitment agency because it’s cost a cost-effective solution.

    1. Faster hiring

    Availing of the services of a specialist recruiter shortens the time to hire. You won’t have to spend time sourcing and placing the right candidates. A reliable recruitment agency can find candidates faster because of the availability of a candidate pool. Employers can tap into its talent pool that comprises already vetted candidates.

    2. Industry expertise 

    A good recruitment agency houses specialist recruiters that possess industry expertise. These recruiters understand industries, market trends, salary levels, and skills candidates require to be successful.

    RELATED READ: Agency Recruitment vs In-House Hiring: Which Is Right For Your Business?

    3. Network

    Recruiters develop a candidate pool using the network they have developed over time. This means employers can choose from a wide candidate database and select the ones that suit the role aptly. Also, if a company doesn’t hire a suitable candidate for some reason, they can still stay in touch with them through the recruitment agency.

    4. Flexibility

    A reputable recruitment agency also maintains a pool of temporary or contract candidates that can be placed temporarily. The flexible options give employers the opportunity to onboard someone for a short period or on a contract basis.

    To Conclude

    The hidden cost of bad hires: It’s more than what you observe.

    It’s painful when you make the wrong hire. So, learn to correct the wrong steps you took previously while hiring. Be selective with whom you hire and ensure you see red flags to spot bad hires. The ultimate formula to prevent bad hires is to focus on your requirements and look for a recruitment partner that can assist you in hiring candidates you deserve and desire.

    Why choose us?

    Cornerstone Global Partners (CGP) Singapore has a track record of helping employers find the best employees. We are a group of recruiters that help businesses stay focused on what matters. Our team has continually adapted to meet the dynamic needs of organisations and the variety of roles they wish to fill.

    Our passion for connecting the right employers with the right employees has remained unwavering all these years. That’s one thing we will never change. Contact us if you are looking for star candidates to work for your organisation, and we would be more than happy to connect.

    OUR SERVICES

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    FAQs

    1. Which source of recruitment is cost-effective?

    Hiring a recruitment agency is the most cost-effective source of recruitment. They maintain a candidate pool that consists of already vetted candidates, making it easier for employers to find employees. Moreover, they possess industry expertise that helps them understand employers’ requirements. Another benefit is that recruitment agencies offer flexible options for temporary or contractual employees.

    2. How does cost affect recruitment?

    Various factors affect recruitment. However, the most dominant factor is cost. Hiring an employee is a costly affair as it consists of the following expenses:

      • Advertising the open positions

      • Screening the candidates

      • Interviewing candidates

      • Conducting background checks

      • Training the new employee

     All these factors affect recruitment and determine how employers find suitable candidates.

  • Recruitment Marketing vs. Recruitment Operations: Maximizing Talent Acquisition Success

    Recruitment Marketing vs. Recruitment Operations: Maximizing Talent Acquisition Success

    Recruitment seems easy: Post a vacancy, interview candidates, and hire the best. Isn’t it? But that’s not what it is. The world of recruitment has changed. Similar to how businesses attract clients, recruitment teams must market their employer brand to attract high-quality candidates and define work processes for effective talent acquisition. Thus, the two key components which can help you devise a successful recruitment strategy include recruitment marketing and recruitment operations.

    While recruitment marketing and recruitment operations are two distinct disciplines, they are closely related and work together to attract and hire the best talent.

    In this blog, we will discuss how recruitment marketing focuses on building an employer brand, attracting candidates, and creating engaging experiences, while recruitment operations streamline and optimize the logistical aspects of hiring, ensuring efficiency and accuracy.

    What is Recruitment Marketing?

    It is promoting your employer brand using marketing methodologies to attract, engage, and nurture relationships with employees. Recruitment marketing can involve activities such as:

    • Creating a strong employer brand,
    • Developing and executing marketing campaigns, and
    • Using social media to connect with potential candidates.

    While it sounds like another HR buzzword, it’s a full-fledged business function.

    What is Recruitment Operations?

    Recruitment operations are functions that define work processes, assist talent acquisition teams to work more effectively, and oversee hiring processes. This can involve:

    • Using applicant tracking systems (ATS),
    • Managing job boards, and
    • Coordinating with hiring managers.

    As a result, human resources teams can leverage the incorporation of recruitment operations into the process.

    Let us get into the details of what separates the two terms.

    Let’s Talk About Recruitment Marketing…

    Recruitment marketing uses a traditional marketing funnel to entice, engage, and nurture talent. The term embraces four stages under its umbrella.

    1. Awareness

    Spread your brand awareness and market your company to attract job seekers to work with your organisation. A majority of job seekers do not actively look for opportunities. Therefore, employers must reach them before they even actively start looking for jobs.

    2. Interest

    After attracting their attention, it is time to narrate your brand story. And do it so that they remember your brand for a long time. Then, devise a content marketing strategy to ensure constant communication with them.

    3. Decision

    Bring out your best offers just as a salesperson highlights a product’s USPs. Simply put, you need to share the benefits & perks you can offer. As per a LinkedIn study, 49% of candidates seek compensation-related information, 33% want to grow professionally, and 29% prefer work-life balance. So highlight what you offer and tell why they should choose to work with your organisation.

    4. Action

    The last stage is the call-to-action for candidates to apply. Furthermore, look out for loopholes in your hiring process and make improvements. This will attract top talent to apply and proceed to further steps.

    What does a Recruitment Marketing Manager do?

    Are you a large company and setting up a dedicated recruitment marketing team? or, a small company having HR professionals work on recruitment marketing activities?

    In both cases, the duties & responsibilities of a recruitment marketing manager will include the following:

      1. Identifying candidate persona, which consists of the profile and skill sets of ideal candidates.

      2. Improving or modifying company culture as per the current employees’ feedback and suggestions.

      3. Working on content and communicating with the outside world through blog posts, videos & social media.

      4. Organising events to promote employer brand.

    Understanding Recruitment Operations…

    There are three major components of recruitment operations.

    1. Processes

    Processes in recruitment operations refer to the sequence of activities that ensure a clear understanding of recruiting workflow among the members.

    2. Responsibilities

    The recruiting & hiring team members carry out various responsibilities to play their roles well and work for the organisation’s common goal. This sets expectations and provides clarity to every member.

    3. Technologies

    Recruiting operations are maintained using various technologies that differ from one organisation to another.

    What does a Recruitment Operations Manager do?

      1. Strategising to map out the possible solutions to prevent loopholes in the hiring process from hampering effectiveness.

      2. Streamlining recruitment to find the best talent, enhance employee experience, and successfully train employees.

      3. Collecting and learning from data to improve the hiring process, enhance employee experience, or improve the company culture.

      4. Identifying the workflows and evaluating whether the systems are working effectively.

      5. Finding the best digital solutions for recruitment, such as recruitment software, to improve efficiency and assist in developing sourcing strategies.

      6. Managing the recruitment budget.

      7. Making employees aware of the circumstances that call for a change. Additionally, helping them understand their changing roles and how to adapt.

      8. Ensuring the organisation complies with employment policies, rules & regulations.

      9. Managing the brand’s reputation and ensuring effective promotion.

    Conclusion

    Recruitment marketing and recruitment operations are the two inseparable aspects of any organisation. While the former is the process of promoting your company’s employer brand, the latter is responsible for the administration and management of the recruitment process. A modern-day employer cannot choose one over the other, owing to the importance of both processes.

    Are you ready to propel your career to the next level? Are you someone who is passionate about the recruitment industry and want to make a positive impact on someone’s life and career?

    We are currently seeking passionate and driven individuals to join our team at Cornerstone Global Partners Singapore!

    JOIN US

    FAQs

    1. What is the meaning of recruitment marketing?

    Recruitment marketing refers to the inbound strategies and tactics an organisation uses to find, attract and nurture talent before they apply for a job. Recruitment marketing builds awareness and visibility to help attract top talent. The most important benefits of recruitment marketing are as follows:

      • Reach more candidates

      • Strengthens brand’s value and trust

      • Conversion of candidates into applicants

    2. What are the two types of recruitment process?

    Two types of recruitment processes are:

      • Internal recruitment: This process occurs within an organisation. Three sources of internal recruitment are transfers, promotions, and re-employment.

      • External recruitment: External recruitment is external to an organisation. External recruitment sources are advertisements, employment exchanges, employment agencies, educational institutes, and recommendations.