PHR


PHR is your KEY to global talent. We search the world for the best professionals for you.



Global Executive Search Company


PHR International Executive Search provide our clients with a smooth and seamless executive search service around the world. We are a member of the NPA Worldwide Recruiting Network. Our executive search expertise and coverage include the world. 

We have experience in countries around the world like Australia, China, India, Indonesia, Japan, Korea, Malaysia, Middle East, Philippines, Singapore, Taiwan, Thailand, United Kingdom, United States, Europe and Vietnam.





PHR International Executive Search is an international executive search corporation with offices in the Asia Pacific region and around the globe. The PHR International Executive Search Practice is broad-based in nature due to many years of extensive search experience accumulated across diverse industry sectors over the past ten (10) years.

Our Group operate with the highest integrity and display the highest ethical business behavior when interacting with our clients, candidates, suppliers, employees and governments.

PHR take pride in delivering a positive, consistent and unique experience to all stakeholders.

Our Group has a strong track record and in-depth knowledge of the regional markets. PHR International Executive Search's clients include both Asian and Western multi-national corporations, as well as government-linked corporations (GLCs). Over the years, the Group has established an extensive regional network of leading executive search operations in Asia and around the globe.  
We offer unrivalled comprehensive experience and expertise to our clients in a broad range of industries, functions and geography. We understand our clients' competitive landscapes, business strategies and operations.  
More importantly, our comprehensive network provides us the access to exceptionally qualified executives around the globe.




No search is completed until the very best candidates have been identified, interviewed and presented. This is generally the result of a painstaking custom search activity.
Often, the best people are comfortably employed and their resumes are not in circulation. We identify these high caliber people in the region and present them to you, our clients, for your consideration.


Our Valued Clients



To discover more about our extensive executive search service, please feel free to contact us:


Stanley Tan, MBA
M:  65-9430-9168      W: 

Head/President 
PHR International Executive Search
17, Upper Circular Road, #03-00, Singapore 079314
(opp Clarke Quay MRT)
T:
65-65-334-331; “
F:  
65-65-338-355 

Skype ID:  stanleytan1000; Twitter: @stantan 

 


Tuesday, November 21, 2006

Interviewer’s Role In An The Interview (Part II)

The interviewer should be as knowledgeable as the candidate.
Irrespective of the subject matter or objective of the interview, the interviewer should be as knowledgeable as the candidate. Make sure everyone coming to the interview (on your end) is prepared and knowledgeable. It must be emphasized that the first impression counts a lot.


Everyone interviewing the candidate should be prepared.
All members on your interview panel should be of such a caliber that they could fit into the position they were interviewing for. Interviewers of a lesser caliber would not add value to the interview and might send the wrong signal to the candidate.

Do not have follow-up interviews in mind.
The first impression counts a lot. A HR Assistant who is not an expert in the work of your department should not represent your organisation to the candidate. Like what we had said before, treat your candidate as a customer. Would you send a junior staff to meet a customer? Would you send someone who is not familiar about your company to meet a customer? Likewise, do not send someone from another department to interview your candidate as that is not going to add any value at all. Why let a Finance manager interview a Programmer about his career goals?


Your best team member for the interview.
When the time is suitable, introduce the candidate to his peers. Your goal is to assess the candidate and to establish your credibility. Only the team member who can impress the candidate and can hold his own should be in the introduction meeting. The selected team member should be a motivated employee. Do not put him into the front line if he is not.

You are interviewing to recruit top talent, not to talk.
Many a times, an interviewer mis-manages the interview by talking about himself, his goals, etc, etc. Or, he spends the time interrogating the candidate about the past or the future. All these might be important topics, but not until the key issue is addressed: the work.


Step back and ask yourself this: If the candidate passes your personality and credential tests, would you offer him the job if you found out he could not do the work properly? The answer is obvious. Find out if the candidate can do the work first. The rest can be established later.

It is common that managers sometimes avoid detailed discussion of the work content because they themselves do not really know enough of it to discuss. A head-count is approved so someone has to be recruited, but no one is clear about why. Sounds familiar?


Before the interview, be prepared. Make sure you understand the purpose of the position and the work content in detail. Otherwise do not interview the candidate or that might reflect badly on you and your organization.

A job candidate is an invited guest to be treated like a customer.
Recruiting and interviewing are not an administrative process. This is a highly skillful social art: the art of influence a top talent to join you and your team. You have to do it responsibly. You must constantly focus on the state of the candidate. Is he warming up? How is he reacting? Is he opening up? Does he look enthusiastic? You are responsible for what the candidate thinks; as that depends on how well you have managed the interview.

Do you have any comments on this article? Share your thoughts and comments with us.

Cheers,
The Singapore Headhunter,

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