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How success profiling can help you make better hiring decisions

How success profiling can help you make better hiring decisions
Any manager who has ever hired someone who didn’t end up performing as well as expected – or perhaps was a complete disaster – knows that recruitment selection can be an inexact science. As human beings, our unconscious biases lead us towards hiring people we like or who resemble ourselves. We can get swayed by CVs that tick all the boxes, or by someone’s impressive interview skills.

When a new employee doesn’t fit well into your team or struggles to perform, it can be a humbling experience to realise that you’ve made the wrong call – as well as being a negative experience for the employee and the team, potentially with serious consequences.

 
 
 

Are resumes still relevant? How to improve your digital profile and make the shortlist for job interviews

Are resumes still relevant? How to improve your digital profile and make the shortlist for job interviews
Between the creative resumes that go viral, video applications and the increasing need for everyone to have a digital presence, you might assume that it’s time to file away the traditional two-page career summary for something a bit more flashy.

The resume hasn’t disappeared yet, but its role is changing. If you’re looking at finding a new job in the near future, you may need to re-think your approach to getting your career history in front of the right people in order for you to make the shortlist for an interview.

 
 
 

Flexible work conditions: New platform removes the worries about bringing up flexibility in a job interview

Flexible work conditions: New platform removes the worries about bringing up flexibility in a job interview
Despite the shift towards more flexibility in the workplace, flexible work options can still be daunting for candidates to bring up at the interview stage, for fear of missing out on a role.

Yet job seekers are increasingly looking for flexibility, such as part-time work, working from home or different work hours, as technology and changes in society are re-shaping the workplace.

A new website, FlexCareers, hopes to alleviate this fear by providing job seekers with opportunities from employers who are happy to discuss flexible work options right from the first interview.

 
 
 

The most important leadership strengths for four different business scenarios

The most important leadership strengths for four different business scenarios
A politician achieves mass popularity due to a strong vision of the future, but fails to deliver on key promises.

A football coach leads a struggling team to victory, but gets fired the next season as the team can’t maintain their winning streak.

A manager delivers on a major project, but most of the team quits within a year.

I’m sure we’ve all seen people who clearly have exceptional leadership strengths, yet are ill-suited to the situation they are in.

 
 
 

How to hire the perfect candidate: it takes both science and art

How to hire the perfect candidate: it takes both science and art
What’s the biggest hiring challenge for employers? Recent research from Hudson shows that employers in Singapore rated the three biggest challenges as:

1. Finding candidates with the right technical skills for the roles (29%);
2. Finding candidates with the relevant soft skills (21%)
3. Finding candidates with the right cultural fit for the team (20%).

From my experience talking to clients, the real challenge is actually a combination of all three: finding the perfect candidate with the right technical skills and soft skills and cultural fit.

 
 
 

Corporates vs startups: an innovative solution

Corporates vs startups: an innovative solution
“Don’t fear disruption, be smart – harness it.”

This is the advice to corporates from Karen Lawson, CEO of Slingshot, on the best way to compete with tech startups.

Lawson was the guest speaker at a breakfast seminar that Hudson recently hosted in conjunction with the Australian Human Resources Institute (AHRI).

 
 
 

Reimagining the workplace so that two heads are better than one

Reimagining the workplace so that two heads are better than one
In 1965 NASA sent its first manned spaceship, under the Gemini program, into space.

Operated by Gus Grissom and John Young, Gemini 3’s launch was so smooth that the astronauts did not even feel the lift-off. They orbited the Earth three times before re-entering and landing safely – a major milestone in NASA’s history-making journey to the moon.

More than 50 years later, another Gemini 3 is about to lift off, this time in the HR technology space.

 
 
 

Three kinds of emerging HR tech ideas: which one will be the most disruptive?

Three kinds of emerging HR tech ideas: which one will be the most disruptive?
As business leaders, we’re used to making data-driven decisions in every facet of our organisations, except, perhaps, for our people.

While the world of work is changing rapidly, there are still aspects where organisations generally do things the way they’ve always been done, such as the way they find candidates for roles, select new hires, and identify and develop top performers.

 
 
 

Hiring for cultural fit: why managers find it so hard and get it wrong so often

Hiring for cultural fit: why managers find it so hard and get it wrong so often
I’m sure we can all think of a time we’ve worked with someone who wasn’t a good cultural fit. For hiring managers, you might even think of a specific person who you hired with high hopes, who turned out to be a square peg for a round hole.

I’ve heard of a case where only three weeks after starting, the new hire decided that the role and the company wasn’t what she wanted. She didn’t share the values, nor did she feel challenged in her role. Yet when she was hired, she had the perfect resume, interviewed well and what she said seemed to point to the fact that she wanted to work for the organisation.

 
 
 

Why you might be missing out on the best hires to take your team into the future

Why you might be missing out on the best hires to take your team into the future
In my role at Hudson, I have a lot of conversations with senior leaders in businesses across Asia about the critical capabilities they need to hire to help their businesses adapt and change in a fast-moving world. No one wants to be the next Kodak.

What we keep coming back to is that businesses need people who are adaptable and flexible in their mindset and in their approach to work.

 
 
 
 
HUDSON
Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.

Hudson Global Resources (Singapore) Pte Ltd
EA Licence Number: 03C4590