Randstad Malaysia’s Post

During a recent trip to Shanghai office at Cornerstone Global Partners (CGP Group), I had the opportunity to sit down with our marketing team and discuss what makes CGP Thailand stand out from other recruitment companies. In this video interview, we cover important topics such as who CGP Thailand is, what sets us apart, and provide valuable insights into Thailand's recruitment market. Check out the video to learn more about our unique approach to recruitment and how we can help you find the perfect fit for your organization. #CGPThailand #Recruitment #ThailandMarketInsights

In Japan, traditional recruitment agencies typically operate under two main service models: 1. Contingency Model: Clients pay a fee of 35% or more of the candidate's annual salary, but only upon successful placement. 2. Retainer Model: Fees are comparable to the contingency model. However, payments are divided into two or three installments, contingent upon meeting specific milestones. While the retainer model is often perceived as offering a more committed approach than the contingency model, imagine a third option—an option 100% dedicated to your account and 30% or more cost-efficient than traditional recruitment models. We have that third option. Find out more below!

In Japan, traditional recruitment agencies typically operate under two main service models: 1. Contingency Model: Clients pay a fee of 35% or more of the candidate's annual salary, but only upon successful placement. 2. Retainer Model: Fees are comparable to the contingency model. However, payments are divided into two or three installments, contingent upon meeting specific milestones. While the retainer model is often perceived as offering a more committed approach than the contingency model, imagine a third option—an option 100% dedicated to your account and 30% or more cost-efficient than traditional recruitment models. We have that third option. Find out more by visiting the link below: https://lnkd.in/gwbXUJ5k

In Japan, traditional recruitment agencies typically operate under two main service models: 1. Contingency Model: Clients pay a fee of 35% or more of the candidate's annual salary, but only upon successful placement. 2. Retainer Model: Fees are comparable to the contingency model. However, payments are divided into two or three installments, contingent upon meeting specific milestones. While the retainer model is often perceived as offering a more committed approach than the contingency model, imagine a third option—an option 100% dedicated to your account and 30% or more cost-efficient than traditional recruitment models. We have that third option. Find out more by visiting the link below: https://lnkd.in/gwbXUJ5k

In Japan, traditional recruitment agencies typically operate under two main service models: 1. Contingency Model: Clients pay a fee of 35% or more of the candidate's annual salary, but only upon successful placement. 2. Retainer Model: Fees are comparable to the contingency model. However, payments are divided into two or three installments, contingent upon meeting specific milestones. While the retainer model is often perceived as offering a more committed approach than the contingency model, imagine a third option—an option 100% dedicated to your account and 30% or more cost-efficient than traditional recruitment models. We have that third option. Find out more by visiting the link below: https://lnkd.in/gwbXUJ5k

In Japan, traditional recruitment agencies typically operate under two main service models: 1. Contingency Model: Clients pay a fee of 35% or more of the candidate's annual salary, but only upon successful placement. 2. Retainer Model: Fees are comparable to the contingency model. However, payments are divided into two or three installments, contingent upon meeting specific milestones. While the retainer model is often perceived as offering a more committed approach than the contingency model, imagine a third option—an option 100% dedicated to your account and 30% or more cost-efficient than traditional recruitment models. We have that third option. Find out more by visiting the link below: https://lnkd.in/gwbXUJ5k

IT'S GLOBAL TALENT ACQUISITION DAY 🎉 Global Talent Acquisition Day is celebrated yearly on the first Wednesday in September honouring the contributions of the talent acquisition agents to employers everywhere. 🏆 A critical component of the job sector is recruiting employees with the right skills and qualifications. There's no doubt that they have a vital job, and they deserve a day to be appreciated. 🙌 #recruitment #team #consultants #careers #talent #recruitmentconsultants #talentacquisition

I traveled to the Philippines with the intention of sharing my recruitment expertise and facilitating a cultural synergy between the Philippines and Australian contexts. Following an enlightening conversation about the organization's operational protocols, I delved into my intuitive approach, elucidating how I leverage my intellect and recruitment acumen to secure top-tier talent, while also offering valuable insights into effective candidate management strategies for optimizing individual potential. After a rich and insightful discussion that plumbed the depths of recruitment intricacies, I left Boomering with a trove of valuable insights, a heightened understanding, and innovative methods to refine and streamline their hiring processes. #internationalspeaking #talentinstinct #optimizingtalentwithinstinct #recruiter #recruitmentlife #speakership

Recruitment Strategies: Adopt proactive recruitment strategies that extend beyond the confines of internal talent pools. This involves a continuous effort to source external talent, diversifying the organizational talent reservoir and presenting viable options for strategic succession planning. Example: Recruitment efforts identify Maria, an external candidate with a wealth of industry experience, introducing fresh perspectives and expertise to enrich the internal talent pool for succession considerations. #successionplanning #julianaimam

In an increasingly interconnected world, the global talent marketplace is rich with opportunity, especially when it comes to bridging the gap between Mexican talent and US-based organizations. As specialists in sourcing exceptional Mexican candidates for our clients in the United States, we have come to understand that the cornerstone of our business is not merely in the transactions we facilitate but in the relationships we nurture. Treating your client as the top priority is a philosophy that transcends borders and industries – and it is particularly crucial in the field of international recruitment. (Click on Article to continue reading) #CrossBorderTalent #RecruitmentExcellence #ClientPartnership #GlobalTalentAcquisition #MexicanTalent #USTalentSolutions #HumanResources #InternationalRecruitment