hr voty malaysia 2015

H R V E N D O R S O F T H E Y E A R 2 0 1 5 I 1

E D I T O R ' S N O T E

Vendors of the Year is published annually by Lighthouse Independent Media Pte Ltd. Printed in Singapore on CTP process by Sun Rise Printing & Supplies Pte Ltd, 10 Admiralty Street, #06-20 North Link Building, Singapore 757695. Tel: (65) 6383 5290. MICA (P) 178/08/2010. Subscription rates are available on request, contact the Circulation Manager by telephone: (65) 6423 0329 or by email to: [email protected]

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regional editor Aditi Sharma Kalra editor (Hong Kong) Anthony Wong senior journalist Akankasha Dewan journalist Jerene Ang sub editor James Foster regional art director Shahrom Kamarulzaman branding designer Booney Tan senior designer Fauzie Rasid web designer Sherlyn Yap circulation executive Deborah Quek

regional head of Naomi Cranswick advertising & sponsorship regional directors Karen Boh Yogesh Chandiramani Jaclyn Chua regional marketing manager Robin Yeo regional production lead Jenilyn Rabino regional producers Darren Beck Sharissa Chan Nikita Erpini Kenneth Neo Evon Yew

regional head of Yeo Wei Qi event services regional fi nance director Evelyn Wong group editorial director Tony Kelly group managing director Justin Randles

Aditi Sharma KalraRegional editor

THE BEST IN THE BUSINESSWhat you hold in your hands is the fi rst-ever, hot off the press, Malaysia edition of the HR Vendors of the Year special annual edition, spearheaded by Human Resources.

This research into fi nding the HR industrys most preferred service providers is not new in fact, 2015 marks a decade of this special edition in Singapore.

Having received phenomenally positive feedback about the comprehensive listings in the past, this year we are privileged to extend this defi nitive directory of trusted and reliable HR solution providers to Human Resources readers in Malaysia and Hong Kong.

This annual special edition serves as the one-stop guide for reliable HR solutions providers that leaders need to achieve their HR objectives, according to HR managers and directors, the people HR professionals trust most.

In bringing this guide to HR leaders regionally, this year we have also bolstered the entire methodology underlying the research.

Consistent with our aim of improving each year, we set in place much more stringent assessment criteria to ensure the winners and fi nalists you meet in these pages truly stood out in all 23 areas of HR services assessed.

One of the ways in which we did that was to get these vendors judged by the people who matter most: senior HR professionals from the biggest employers in Asia.

The rankings, classifi ed among gold, silver and bronze winners, was based on a two-tier selection process.

Finalists in each category were identifi ed through an extensive online survey of HR managers in Asia, which queried them on their vendor preferences.

The fi nalists then submitted documentation to verify their credentials and this was validated

by a strong jury of HR leaders from some of Asias largest employers.

In effect, the very end users of service providers, such as in the fi elds of recruitment specialists to HR technology providers and mobility consultants, are the ones who made the critical decision of the winners and fi nalists represented in the pages ahead.

Given the vast experience of each jury member, a stamp of approval has been given to each vendor, solution provider and partner featured in this special edition of Human Resources.

This publication has also expanded to a fully fl edged awards show celebrating the very best HR solution providers in Asia over a glittering evening of networking and recognition.

Our warmest congratulations to the winners, and a heartfelt thank-you to all our judges and those HR leaders who took the time to rank the fi nalists.

We sign off for this year with this special edition, and with that, we wish you happiness and success for the festive season, and the year ahead.

Heres to another year of celebrating the best in HR. Enjoy the issue.

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2 I H R V E N D O R S O F T H E Y E A R 2 0 1 5

Editors note 1

Methodology 4

Best Recruitment Websites 6Logging into the leaders

Best Recruitment Firms 10 non-management roles(under US$4k per month)Building a strong foundation

Best Recruitment Firms 14 mid-management roles (US$4k-US$10k per month)Managing the middle

Best Recruitment Firms 18 senior management roles(over US$10k per month)Load up your leadership

Best Overall Recruitment Firms 22Recruiting winners

Best Employer Branding Consultants 24Be what you want to be

Best Psychometric Testing Providers 28Reading your candidates mind

Best Background Screening Providers 30Keeping out the unwanted

Best Succession Planning Consultants 32Passing on the baton

Best Leadership Development Consultants 36Leading from the front

Best Compensation & Benefi ts Consultants 40Getting bang for your buck

Best Corporate Healthcare Providers 44Getting in great shape

Best Relocation Companies 46Wheels in motion

Best Mobility & Orientation Consultants 50Getting ready for day one

Best Management Training Providers 52Time for school

Best Team Building Training Providers 56The collective sum of individual efforts

Best Payroll Outsourcing Partners 60The best way to dole out the dough

Best Recruitment Process 64Outsourcing Partners Partners in hiring

Best Payroll Software 66Paying their way

Best Applicant Tracking Software 70Keeping an eye on your talent pipeline

Best Learning Management Systems 74Learning the ropes

Best Talent Management Software 78Manage your talent smartly and effectively

Best HR Management Systems 82Effi cient systems for more productivity

Index 88

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M E T H O D O L O G Y

PRESENTING THE BEST OF THE BEST

2015 was a year of changes within Malaysias HRlandscape. These ranged from alterations in hiring legislation to an increased focus on local leadership training. Despite this, HR vendors continued to stand as reliable pillars of support for HR departments in the country, adjusting their services and products to suit what was required by fi rms.

This was once again proven in Human Resources HR Vendors of the Year Awards, which is a long-running annual vendor rankings report that recognises and celebrates the very best HR vendors in Asia, starting out in Singapore, and this year extended to Malaysia and Hong Kong. In line with this big development, our team strengthened the rankings judging criteria to ensure 2015s top HR vendors truly represented the best in the landscape.

A strong portfolio of categoriesWe are proud to announce that 23 big award categories have been identifi ed this year. We designed the categories carefully in order to identify the vendors that have truly delivered excellence in growing their business and serving the HR industry at the same time. These cover a range of areas, including Best Recruitment Websites, Best Leadership Development Consultants, Best Relocation Companies, Best Payroll Software, Best HR Management Systems, and Best Team Building Training Providers, among others.

Robust assessment processKeeping in mind the extensive range of categories we fi nalised this year, we also bolstered our

In this exclusive edition of the HR Vendors of the Year Awards, solution providers were ranked based on a two-tier selection process, including robust assessments made by senior HR experts in Asia.

judging process to make it more robust and truly effective. The HR Vendors of the Year Awards was based on a two-tier selection process.

In the fi rst step, Human Resources conducted an extensive online survey which was sent to its comprehensive and large database of HR managers in Asia. These professionals provided us with a list of category fi nalists which refl ected their vendor preferences for each category.

Each fi nalist then provided us with a submission form, profi ling their companies and any special alterations they had made to their products and services over the past year.

In the second step, an esteemed jury of senior regional heads of HR from throughout Asia judged the fi nalists profi les (listed in the table on page fi ve).

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M E T H O D O L O G Y

Companies represented on the HR Vendors of the Year Awards jury are the most respected Fortune 500 organisations and some of the biggest employers in Asia. Jury members hailed from companies such as Volvo Malaysia, Hilti Malaysia, Tetra Pak, Astro Malaysia, CIMB Group, Weir Minerals and Citi Malaysia, among others.

Scores obtained from these judges then led to us identifying gold, silver and bronze winners across each of the 23 categories, along with a list of fi nalists per category (listed out alphabetically). This year, we received close to 150 entries across all of the categories in total.

A regional gala awards showTo culminate the 10th edition of Human Resources' Vendors of the Year research, and to inaugurate the Malaysia special edition, the annual vendor rankings report will be celebrated as a fully fl edged awards gala night.

Recognising and celebrating the best of service providers for HR professionals, this prestigious award ceremony honours the most esteemed HR vendors and promotes excellence across the plethora of HR services and solutions.

At this years hugely coveted awards, gold, silver and bronze trophies will be taken home by the winners presented here in each category.

NO. CATEGORIES

1. Best Recruitment Websites

2. Best Recruitment Firms (non-management roles under US$4k per month)

3. Best Recruitment Firms (mid-management roles US$4k-US$10k per month)

4. Best Recruitment Firms (senior management roles over US$10k per month)

5. Best Overall Recruitment Firms

6. Best Employer Branding Consultants

7. Best Psychometric Testing Providers

8. Best Background Screening Providers

9. Best Succession Planning Consultants

10. Best Leadership Development Consultants

11. Best Compensation & Benefi ts Consultants

12. Best Corporate Healthcare Providers

13. Best Relocation Companies

14. Best Mobility & Orientation Consultants

15. Best Management Training Providers

16. Best Team Building Training Providers

17. Best Payroll Outsourcing Partners

18. Best Recruitment Process Outsourcing Partners

19. Best Payroll Software

20. Best Applicant Tracking Software

21. Best Learning Management Systems

22. Best Talent Management Software

23. Best HR Management Systems

NAME DESIGNATION COMPANY

Zaireen Shahriman Vice-president of human capital Astro Malaysia Holdings

Cynthia Ooi Head of human resources B. Braun Medical Industries

Daniel Leong Head of human resources, APAC Big Dutchman Agriculture Malaysia

Hamidah Naziadin Group chief people offi cer CIMB Group

Nikki Grant-Cook Country human resources director Citibank Malaysia

Thiyagarajan Govindasamy Regional director of human resources, APAC Danfoss Industries

Roy Shanker Vice-president of regional human resources Dunlopillo Malaysia

Natalia Navin Country human resources director Hewlett-Packard Malaysia

Mye Lene Teo Head of human resources Hilti Malaysia

Shankar Nagalingam Human resources director, APAC IHS Malaysia

Milton Foo Head of human resources Tetra Pak

Roopy Dhaliwal Head of human resources Volvo Malaysia

Adam Abdullah Human resources director Weir Minerals

JUDGES

FULL LIST OF CATEGORIES

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B E S T R E C R U I T M E N T W E B S I T E S

Michael Page

This gold winner embarked on a project that positioned itself as a true innovator in the recruitment space, with the success of its NextGen website at Michael Page Malaysia.

Michael Pages NextGen website in Malaysia was one of the fi rst to launch globally within PageGroup. The goal of the website was to improve usability for clients and candidates. After user-testing to ensure it would be simple to navigate, the new website rollout represented the fi rst time Michael Pages global sites have had a consistent look and feel. The design and implementation of this platform has involved the collaboration between the internal IT, marketing, online and communication teams worldwide.

A key enhancement with the NextGen website is the inclusion of a responsive layout optimised to display well across devices. In Malaysias highly mobile-connected society, it is inevitable that an increasing number of potential users are seeking recruitment services from their mobile device. The website ensures it reaches these people through targeted communications and mobile-optimised messaging and user journeys.

The website is enabled with LinkedIn integration

GOLD

allowing users to apply for roles directly using their LinkedIn profi le. With a single click, users are taken to a LinkedIn login page and are then able to submit their profi les as a job application. This is completely integrated with the websites CV submission systems and reduces the time taken in applying for roles with Michael Page.

The websites smarter job search function is updated with keyword-based search that allows candidates to discover jobs more easily and ensures they are presented with the most relevant jobs.

The new websites MyPage service allows candidates to sign up and receive job alerts based on their previous searches or selected criteria. They can also save their CV and view previous applications. This self-management tool simplifi es the job search for candidates.

Clearly, Michael Page is increasingly focusing on a strong and relevant content strategy to sustain interest and drive traffi c to the NextGen website.

This also includes efforts such as regular articles, reports and interactive content published on the site and amplifi ed via third party distribution, social media and internal stakeholders.

Career websites fulfi l one of the most basic needsHR professionals have sourcing candidates easily and conveniently.

With recruitment being one of the top challenges of HR professionals, HR managers would be lost without recruitment websites.

While all recruitment websites have their strengths and weaknesses, the best recruitment

websites are not necessarily the ones that deliver the most candidates.

Instead, the best recruitment websites focus on delivering the most relevant candidates high-calibre, motivated applicants who can do the advertised job well.

Other features of great recruitment websites are candidate management features, ability to integrate

with employers recruitment systems, mobile-friendly, and social sharing-enabled. Employer branding fl exibility, price and customer service are also big considerations.

The winner of the Best Recruitment Website award is the site which ticks the most boxes on the HR professionals wish list. If you are a user of one of these seven fi nalists, youre in good hiring hands. LOGGING INTO THE LEADERS

BEST RECRUITMENT WEBSITESGOLD Michael PageSILVER Mudah.myBRONZE Spring Professional (Malaysia)FINALISTS Career88

eFinancialCareersJobStreet.commyStarjob.com

Finalists are listed in alphabetical order.

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Spring Professional is an international recruitment fi rm specialising in mid-senior level management in the industries of engineering, IT, property and construction, as well as supply chain and logistics.

Since its inception in March 2013, Spring Professional has expanded its regional footprint to cover eight countries in Asia, while at the same time increasing its repertoire of specialisations.

This bronze winner has ramped up its digital and social media attack with targeted build, engage and recruit online tactics, with a particular focus on LinkedIn. Spring has put a lot of effort into becoming a more high-tech specialist recruitment company.

At the end of 2014, Spring embarked on a mobile optimisation charge and the new springasia.com site is now fully optimised for all mobile devices and is fully integrated with its front offi ce system as well as shareable on all social media platforms.

The new site allows CMS job tracking, personalised candidate dashboards, job application history reviews, application analytics, job streaming on mobile for all the latest jobs and jobs streamed straight to Facebook with eco-systemic links to all other social media sites.

Launched in 2007, Mudah.my is part of the portfolio of online marketplaces owned by 701Search, a joint venture between Singapore Press Holdings, Schibsted Media Group and Telenor Group.

In Malaysia, the yellow pages was a popular guide used by everyone when required to search for a service or product back in the day. Inspired by the classifi ed ads, Mudah.my applies the same concept and has become the largest online marketplace for second-hand goods in Malaysia. As a result, this silver winner works rigorously to ensure it is well updated with the latest technology.

Its focus on providing an online portal for recruitment stems from the realisation of the high demand for pink-collar workers in Malaysia, that is, those who perform jobs in the service industry.

Realising the demand for pink-collar workers was high, but they were diffi cult to hire, the website pushed forward in becoming the fi rst online classifi ed ad portal to cater to this market segment.

Currently, the website hosts more than 7,000 job ads and has become the second highest most-visited website in Malaysia for the array of products and services it offers.

BRONZE

SILVER

Apart from the website interface, Spring provides regular industry updates, informative thought leadership and career advice through its Spring professional leadership series, which is available for download on the Spring Asia website.

At Spring Professional, teamwork is recognised as a very powerful tool and it is committed to fostering a collaborative working environment for its colleagues, and ultimately, for its clients.

Springs regional footprint spans eight countries in Asia. It has operations in Europe as well, with the setting up of 45 offi ces in France and fi ve in Spain.

Spring consultants and employees extend their capabilities beyond the offi ce and across borders to gain valuable knowledge and experience about the unique workings of the recruitment industry in different countries.

Spring is undoubtedly at the cusp of a streamlined and more effi cient digital breakthrough as a specialist recruitment company and will defi nitely expand its spring to mind conceptual pitch as its online infl uence continues to grow. It was also recently commended for best marketing campaign at a global awards event.

The website is also evolving from a desktop version to a mobile site and now to an app. As it embraces greater technology, Mudah.my will focus on becoming a mobile-centric company to empower Malaysians to be more technology savvy.

Besides job ads, Mudah.my inspires the lives of Malaysians by giving them opportunities to sell and buy second-hand items online through the community. It is a market leader in second-hand goods, the number one online marketplace for cars and among the top sites for property sales. It has proven to be a lot more than a recruitment website.

The past year saw the prominent hire of Gaurav Bhasin who joined Mudah.my as CEO. His passion for architecting new business models, innovation and innovation accounting, a belief in lean start-ups and design thinking, and building brands led him to join the leadership team of 701Search in July 2010.

With the fi rms steady growth in revenue, Mudah.my also saw growth in the number of employees and a greater focus on them in the design of the new offi ce. This includes two-container meeting rooms, a Kampung House Meeting area, and a personal cave (for the days they wish not to be disturbed).

Spring Professional (Malaysia)

Mudah.my




One of the worlds leading fi nancial services careers website, it is focused on helping fi nancial professionals advance in their careers. A DHI Service, eFinancialCareers operates in 19 markets across North America, Europe, the Middle East and Asia Pacifi c.

It connects fi nance professionals to companies, and companies to investment bankers, traders, asset managers, relationship managers and other employers in fi nance.

Its website is built to equip fi nancial professionals with insights and connections to make the most out of their careers. It organises the worlds talent by compiling the most current data in the most searchable fashion. By unlocking data and applying expertise in fi nance, it allows companies and professionals to make the best decisions about their careers and their workforce. It strives to show professionals the right opportunities and companies the right talent to make recruiting more effi cient.

The fi rm gives fi nancial professionals the vital edge they need to maximise their career. The site contains invaluable industry insights, for example, access to career-changing roles from across the

Career88 is a recruitment agency in Malaysia run by Kayelle (Malaysia) and Jobs Agency (Singapore). The word Kayelle comes from the capital of Malaysia Kuala Lumpur the starting point of its services.

The company was established in the fi rst quarter of 2011 in Malaysia. In 2014, it branched out to Singapore. Its clients include some of the largest multinationals worldwide as well as local small and medium companies. It focuses on industries such as construction, property development, oil and gas and engineering-related sectors.

Recruitment is all about knowing people, working together and ensuring candidates meet the organisational fi t. Career88 pledges to signifi cantly reduce time and effort in the recruitment process by effi ciently directing qualifi ed candidates to an organisation. It offers a comprehensive range of services that includes permanent placement, temporary and contract services, recruitment drives and executive search.

It strives to provide the best recruitment service in the industry. Based on a no-placement, no-fee model, Career88 allows companies to try its services before building a long-term relationship.

industry from leading brands to niche boutiques. It also provides news and analysis, career-shaping advice and professional opinion.

The site focuses on helping fi nancial professionals be the fi rst in line, and best prepared.

It ensures they know about the latest opportunities and have the best market intelligence, wherever and whenever they need it.

For fi nancial recruiters, eFinancialCareers helps them gain a vital edge over competitors. It has an advanced recruitment solution that enables recruiters to source the talent they need, quickly and effi ciently. Recruiters have access to the largest pool of top talent with the right mix of skills, who are keen to progress their career to the next level.

And that access, together with invaluable market intelligence, is tailored to the changing needs of business, allowing businesses to leverage a tangible competitive advantage.

Employees at eFinancialCareers are immersed in an exciting, multi-cultural environment that positively embraces change. They are consistently empowered to achieve the results their talents deserve, while developing a commercial edge.

Whether these companies are looking for a senior executive or just trying to fi ll a part-time job, their assignments will get the equivalent level of attention and commitment.

The fi rm offers a comprehensive screening process, including face-to-face interviews with candidates to effectively identify suitable ones for companies to ensure they get the right talent in terms of job requirements and corporate culture.

Career88 understands that companies may require contract and/or temporary staff from time to time for business developments and operational needs. It has a substantial database of qualifi ed candidates that are readily available, assuring a timely response in fulfi lling additional manpower requirements, when required.

To speed up the recruitment process for mass recruitment, Career 88 has dedicated HR recruitment specialists to handle the whole process for the hiring needs of companies.

With its name starting with Career, this fi rm endeavours to fi nd careers, not jobs for candidates. A closer look at the logo reveals the number 88 being represented as people.

eFinancialCareers

Career88




JobStreet.com represents one of Asias leading online employment marketplaces, helping facilitate the matching and communication of job opportunities between job seekers and employers, across Malaysia, Philippines, Singapore, Indonesia and Vietnam.

Founded in Malaysia in 1997, JobStreet.com now has a big team of talented individuals, giving it a strong local presence in every country in which it operates. Its vision is to connect businesses with talent and improve lives through better careers.

With its understanding and insights on each market, as well its passion for technology, it provides job seekers the best opportunities and delivers exceptional value to employers.

In November 2014, JobStreet.com became part of the Australian Stock Exchange-listed SEEK the worlds largest online employment marketplace by market capitalisation. As part of the SEEK family, it

leverages world-class products to match talented job seekers with reputable employers across the region.

JobStreet.com is committed to continuously improving the value it provides to job seekers and employers. To deliver on this, it continues to evolve its products and services offerings to better facilitate the matching of job seekers to employers.

Candidates can expect an easy creation and updates of their online resume. Their online application can be instantly submitted for local and worldwide job opportunities, even as personalised LiNa job alerts are delivered to their email. The website also enables tracking of their job applications and application status, while providing them access to salary reports, career-related tips and more.

Such services are also available on JobStreet.coms mobile app, which ensures a job application is only one tap away, giving candidates features similar to the websites functionality.

JobStreet.com

Your single point of contact for all of your hiring needs globally

YES, we recruit there.www.npaworldwideworks.com

This website has been recently revamped with the aim of becoming the ultimate career and talent resource for job seekers and employees. The new product offerings leverage on the Star Media Groups integrated media platform, ranging from print to digital and online solutions.

The new myStarjob.com offers new features such as a revamped web portal, a career guide in The Star newspaper as well as online, and training to enable employers to not only recruit quality talent, but also develop and retain them.

One of the most prominent new features is Malaysias fi rst video resume function called Visume. Lifeless resumes now come to life as candidates can upload their video resumes to apply for jobs. This allows recruiters to better assess them and conduct a live video interview with potential candidates. This helps cut costs and saves time for both parties.

As part of the newspaper exposure, along with

the well-established recruitment ads print pull out, a weekly 12-page career guide serves as a valuable resource for those seeking professional advice, and for organisations to use this opportunity to profi le themselves to attract talent and build a reputation. The career guides contents, including all the articles and related videos, will also be accessible online.

Training services are provided by myStarjob.com, in partnership with Leaderonomics, one of the subsidiaries of Star Publications. These encompass seminars, workshops, on-ground training, and talks by industry leaders, which achieve the single-minded purpose of building better talent in the workforce.

Along with this, myStarjob.com also allows talent to connect with fl exible working arrangements through fl exWorkLife.my. This feature enables the fi rm to connect talented candidates with fl exible work arrangements and family friendly employers so that they can optimise work-life integration.

myStarjob.com



B E S T R E C R U I T M E N T F I R M S N O N - M A N A G E M E N T R O L E S ( U N D E R U S $ 4 K P E R M O N T H )

ManpowerGroup

Recognised for its contribution to the workforce industry, ManpowerGroup has been in Malaysia for close to 18 years in eight locations nationwide. With its aspiration to be the number one workforce solution provider through accelerated growth, cost effi ciency and constant innovation, this gold winner has grown its business year on year.

ManpowerGroup consistently pursues better allocation of resources and maintains excellent service for clients. The company focuses on building lasting relationships with customers by carefully analysing and understanding their needs and delivering outstanding service. Its commitment to deliver outstanding services also brings it more opportunities and a wider market share.

Some of the innovative products and services it offers include ART (Associate Reassignment Team), a one-stop career platform for all its candidates inclusive of redeployment and counselling; and MYCORE (Centre of Recruitment Excellence), a centralised recruitment hub that responds to client needs by validating resumes with speed and quality.

Other solutions include CRT (Central Research Team), a dedicated high level team that purely runs

GOLD

on passive sourcing mode for niche, senior level and international assignments; and BTS (Borderless Talent Solution) which fi lls scarcity gaps for niche talent in Malaysia through expat hiring and knowledge transfer.

The company also has a Returning Ladies Programme, to maximise the skills and availability of this demographic into the workforce.

Another one is the strategic client services team where each client is dedicated an account manager, with the focus to become a consultative partner for the client through better understanding of their needs and requirements.

The three key drivers in the way Manpower Group operates are people, knowledge and innovation.

People being the main driver of their business, Manpower Group has innovated and implemented various initiatives for its own people. For example, the staff members are sent for frequent internal and external training programmes. The company also believes in hiring the right person for the right role, enhancing career alignment through detailed assessment and profi ling.

BUILDING A STRONG FOUNDATIONAs an employer, you are constantly on the look out for high potential, multi-skilled talent to do more with less in todays tight labour market.

While some integral skills are industry and job-specifi c, the most in-demand employee attributes are those which unanimously straddle across varied positions, regardless of entry levels and/or industries. Leveraging this array of skills, junior staff keep the wheels of the organisation turning and feed the companys talent development programmes to become the leaders of tomorrow.

Attracting the right junior staff is hugely important and the winner of the Best Recruitment Firm Non-Management Roles (under US$4k per month) category is the recruitment fi rm which best supplies its clients with high calibre entry level and junior talent.

Consider yourself in safe hands if you consistently partner with one of the winners and fi nalists listed in this section.

BEST RECRUITMENT FIRMS(non-management roles under US$4k per month)

GOLD ManpowerGroupSILVER VHR ConsultancyBRONZE Randstad MalaysiaFINALISTS Adecco Personnel

Career ChannelHanodale TechnologiesHays MalaysiaKelly Services (Malaysia)Michael Page


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BRONZE

SILVER



In todays digital age, leveraging on various electronic platforms for recruitment is essential for success. That is exactly what Randstad is known for. The company employs a unique sourcing strategy, a part of which focuses on social media to enhance targeted recruitment campaigns by investing in ad campaigns. Coupled with other social media and digital activities, this has helped the Randstad website receive an impressive hit rate to date.

The company runs a sourcing centre from its Kuala Lumpur offi ce, with dedicated researchers assigned to specifi c client engagements. Through this centre, Randstad is capable of running multiple talent searches for global companies. Thereafter, its specialist recruiters take over and qualify all potential candidates before profi ling them to our clients.

Leading the way in innovation, both globally and locally, the company has set up a Randstad Innovation Fund, a one-of-a-kind in the recruitment industry, with a constant focus on seeking out and investing in the newest disruptive technology. This commitment to invest in emerging technologies has given Randstad a competitive advantage in the increasingly evolving HR services industry.

VHR Consultancy

In a short span of three years, VHR Consultancy has grown from a small study-room set-up into one of the largest engineering specialising executive search fi rms in Malaysia with a solid reputation for timely and accurate delivery of qualifi ed candidates. The company offers a full range of tailored recruitment solutions including market mapping, personality assessment, and coaching upon on-boarding.

It mainly focuses on the sectors of manufacturing & construction, equipment & trading, and automotive & transportation, within engineering.

With a committed team of expert consultants, VHR Consultancy is able to deliver the highest quality bespoke recruitment solutions on time.

Adopting Michael Porters Differentiation Focus Strategy, VHR strongly believes that search consultants must know the industry in-and-out as this provides insightful thinking of the challenges and the candidate's cultural fi t. This founding philosophy became the cornerstone for the companys unique approach in providing services.

VHR offers two key services - retainer and contingency. To best fi t its clients needs, VHR also customises its recruitment services and will go

The company has strenthened its leadership team across multiple divisions including through the new appointment of Ryan Carroll as country director in order to build, develop and lead a team of high performing consultants.

In order to ensure a consistent service level across the business, all new staff are required to go through a comprehensive 16-week induction programme which sees consultants being trained on Randstads values and recruitment standards. As a result, the company is able to achieve high levels of satisfaction for both clients and candidates.

Having just turned 55 globally, while believing that happy employees will focus on delighting clients and candidates, the company celebrated its anniversary by reinforcing focus on organisational culture and people. In recognition of its teamwork, unity and high performance culture, Randstad organises a half-day activity based celebration, the Great People Day, for its staff every year.

This event fosters a sense of affi nity amongst staff, reinforces Randstads culture and values, and ensures employees understand their importance and value to the organisation.

as far as to execute mass recruitment projects as and when a client needs it. The company takes a systematic view and tailors its plans for both client and candidate to succeed in the long term. It also provides personality assessments that gives its clients high levels of clarity in selection decisions.

Knowing the importance in recruiting the right candidate, VHR bases its own recruitment process on the ASK criteria - attitude (A), skills (S) and knowledge (K). To provide the best service to its clients, the company sends its employees for multiple training programmes including but not limited to DISC Thomas International in Malaysia and Oh Norman Sales Training. Starting in 2015, the company also provides employees with the opportunity to take part in Harrison Assessments which will help align their qualifi cations and passion with company specifi c jobs.

VHR believes the key success factors that will bring the company to greater heights are building a service-oriented organisation, by giving suffi cient training programmes to employees, implementing a systemised structure, and being heavily involved in the digital space with LinkedIn and Facebook.

Randstad Malaysia




Adecco Personnel

Adecco Malaysia strives to provide lifelong employment for everyone per their personal, family and geographical needs and abilities. At the same time, it aims to foster dialogue with its societal, governmental and business stakeholders to unlock the potential of its clients staff as well as its own.

Placing customer satisfaction among its top priorities, the fi rm conducts surveys and workshops to keep in touch with clients and candidates alike to gain their valuable feedback. This has played a huge part in the development of Adeccos business and service standards.

The fi rms consultants are specialised in specifi c industry and business divisions such as banking, engineering, IT and more. They also possess the relevant expertise as well as knowledge of industry and employment trends.

In 2013, the fi rm included retail outsourcing as a specialty branch due to the increasing need for customised solutions for its mid-tier to luxury retailers. This is aligned with Malaysias position as an increasingly popular destination for shopping and events.

Adecco Malaysia offers a range of services including recruitment services, employment and outsourcing services, HR consultation services, training solutions, and outplacement services, all of which are geared towards helping people work more effectively and effi ciently. One such example is the aspect of technology. Adecco Malaysia noted behavioural shifts in the general audience towards digital platforms and has tweaked its various job posting platforms to make job distribution more effective for consultants.

Adecco is also well aware that people are a companys greatest assets. It has a strong focus in the area of employee development and has developed Adecco Academy to recognise and develop talents within itself.

Career Channel

Having seen impressive double digit growth in revenue over the past year, Career Channel Executive Search plans to expand deeper into Malaysia to better support its clients. At the end of 2014, the fi rm established a Junior Perm division covering the bulk of the recruitment of junior staff (salary range below RM5,000) for its clients across the whole of West Malaysia.

The company has also confi rmed a joint-venture with Intersearch in order to enhance its services to support clients to recruit from within as well as outside of Malaysia.

With a sharp eye for selecting the best fi t candidate, Career Channel has seen steady growth in headcount as well as minimal attrition rate, assuring clients of doing an excellent job in securing the right candidate for them.

As a result, the company has also witnessed signifi cant year-on-year growth in new clients.

The companys senior leadership team consists of talented experts who are deeply rooted in the industry. The company believes in empowerment of women, and clients can be sure that Career Channel will have the philosophy of gender equality ingrained into its recruitment processes.

Career Channel also believes that in order to ensure the best service is provided to its clients, developing and understanding its own employees is crucial. It provides a result-oriented work environment and allows its employees plenty of fl exibility. This follows its view that a happy employee is a great employee and this will ultimately help bring about better results for clients.

The company also believes in equal opportunity and having a multicultural environment so that it is able to leverage on the strength of being diverse.

Hanodale Technologies

Hanodale takes great care in identifying the right candidates for its clients non-management roles as they are the future managers of the organisations. The company is known for having a good understanding of its clients, as well as its transparency to clients and candidates alike.

With transparency being Hanodales key differentiator, the company allows clients to login to the system to access candidate resumes and shortlist them. This allows its clients to get a feel of the candidates expectations in terms of salary and benefi ts expected as well as other information like their work permit and legal status.

One of the companys key products, TMS Boss, was conceptualised by Hanodales staff under the sales, recruitment and technology team and was projected to the leadership team.

Hanodale believes a candidate with a can-do attitude can be groomed even if they lack technical competencies. While recruiting, it administers a Can-Do attitude test to evaluate its candidates, and its own employees.

Hanodale also opines that in order to succeed, it has to satisfy the clients needs either by providing qualifi ed resources or delivering cost effective solutions which would enhance its clients return on investments.

The company communicates its vision of being a recognised and trusted company that delivers quality and cost effective software solution within a minimum time frame using automated software development process to its employees and clients.

Hanodales leadership team also communicates regularly with its clients and partners on the latest development in the human capital and technology perspectives in order to ensure that its customers are making the most of trends.

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Hays Malaysia

Hays is known as a market leader in recruitment of skilled professionals in Malaysia since its entrance into the market in 2012. Its deep expertise allows it to recruit across more than 16 areas spanning accountancy & fi nance, banking & fi nancial services, IT, construction, engineering and HR, to name a few.

The company has been accredited with the International Quality Standard ISO 9001:2008.

Due to Hays strong global and regional footprint, it is able to source professionals from both its global network of mobile candidates and its extensive database of local nationals.

Committed to delivering the best service to its clients by fi nding them the best talent available, Hays uses innovative candidate sourcing techniques which include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far reaching and accurate search results.

With a high volume of applications and impressive number of visits per month on its websites in Asia, Hays has access to a readily available pool of talent. It also has a large pool of passive candidates on its easy to use database, and through its numerous LinkedIn connections and strong following.

The Hays Talent Solutions business is a leading Recruitment Process Outsourcing expert, delivering intelligent resourcing through a combination of market insight, technical excellence and unrivalled methodology.

The company offers full outsourcing solutions to manage the end-to-end resourcing process or modular-based services to support customers' existing infrastructure. Its services range from discreet projects to support a single Shared Service Centre or site to large scale projects. The company frequently measures customer satisfaction as well.

Kelly Services (Malaysia)

Since 1984, Kelly Services has been partnering with the best local companies, Government agencies as well as some of the worlds most prominent multinational companies to deliver the best talent in the market.

With over 30 years of leading the total workforce solutions industry in Malaysia, Kellys team of dedicated professional and technical consultants places an impressive amount of talent annually with reputable companies. The fi rm offers a comprehensive array of outsourcing and consulting services as well as world-class staffi ng on a temporary, temporary-to-hire, and direct-hire basis.

Kelly has a philosophy of building long-term relationships and its portfolio demonstrates the trust and expertise it is recognised for. At the same time, its ability to manage and retain clients is well validated by its list of loyal clientele.

The last year produced new milestones in terms of winning good clients, demonstrating its ability to help companies with their talent and recruitment needs. Launched in May 2014, Kellys career portal keeps candidates aware of new job opportunities in nearly every discipline and industry and has a strong pool of members.

The companys Business Process Outsourcing (BPO) solutions involve Kelly owning and managing the selected process based on defi ned and measurable performance outcomes such as increased sales, better customer satisfaction, higher level of employee engagement and productivity. This solution allows its partners to focus on strategic business initiatives while Kelly manages critical non-core activities to support business tactics.

Kelly dedicates a specialist team to every partner it supports, that is equipped with adequate industry and company knowledge.

Michael Page

2016 will mark fi ve years of recruitment excellence in Malaysia for Michael Page. As part of PageGroup, it is a leading provider of permanent, contract and temporary recruitment for qualifi ed professionals, clerical professionals and executives. It comprises of 25 disciplines each providing a service to a specialist area of the market. The company recruits permanent, temporary, contract and interim opportunities, typically from second/third job levels upward and works with SMEs to global blue-chip organisations.

The companys agility gives it the confi dence to respond quickly to opportunities and challenges as they appear, navigating the dynamic recruitment space with ease.

True to the Group business model, the Malaysia offi ce has diversifi ed and recruits in 12 disciplines including accounting, engineering & manufacturing, human resources, information technology, marketing, oil and gas to name a few. As a part of PageGroup, Michael Page can leverage on the Groups scale and access industry-leading technology to support the businesses.

In 2015, PageGroup rolled out and enhanced several key technologies including the Page Recruiting System, NextGen Website, Yammer - PageGroups newest communications platform and Join PageGroup - its unifi ed global careers website.

Crucial to Michael Pages success are its people and its strategy to grow organically is achieved by drawing upon their skills and experiences, ensuring that the best, most experienced, home-grown talent are in each key role. Hence, Michael Page Malaysia is led by a directorate group possessing in excess of 100 years of PageGroup experience. Indeed, the company offers its consultants a well-defi ned and varied career in recruitment.



B E S T R E C R U I T M E N T F I R M S M I D - M A N A G E M E N T R O L E S ( U S $ 4 K - U S $ 10 K P E R M O N T H )

Hays Malaysia

Leading the category this year is Hays the worlds leading expert in recruiting qualifi ed, professional and skilled people across a wide range of specialised industries and professions. The fi rm has been in Malaysia since 2012 and is accredited with the International Quality Standard ISO 9001:2008. This gold winner has also made its mark in the fi eld of permanent professional recruitment.

This year, Hays Malaysia opened its second offi ce, and it now has a signifi cant number of staff operating across more than 16 areas of expertise in the country, including accountancy and fi nance, banking and fi nancial services, IT, construction, engineering, HR and many more.

As an international recruiter, Hays has a global and regional footprint, and is able to source professionals from both its global network of mobile candidates and through a database of local nationals.

Hays employs a specialist business model and believes in developing deep expertise in each of the industries in which it recruits. It makes use of this expertise to inform clients, candidates and the wider community on recruitment-related trends and insights affecting various sectors and professions.

GOLD

The fi rm is focused on fi nding solutions combined with quick responses and a fl exible tailored service. It is committed to delivering the best service to clients by fi nding them the best talent on the market. Hays impressive candidate-sourcing techniques include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far-reaching and accurate search results. With a high volume of applications, and a large pool of passive candidates on its database, it has constant access to a readily available pool of talent.

To ensure its ongoing success, the fi rm relies on a talented and engaged workforce. Hays is determined to be recognised as the global industry leader for the way in which it trains and develops its people not only in the quality of the provisions it offers, but also in the way it builds a culture that truly supports and encourages learning, networking, knowledge creation and sharing.

Its training and development programmes focus on developing people into recruitment experts, and giving them the opportunity to further develop their careers to senior-management level.

MANAGINGTHE MIDDLEThe average tenure of a manager has shrunk to less than four years on the job. With companies having to replace key personnel so often, this can lead to a drain on the senior teams time and fi nancial resources to fi ll vacancies.

What is more important is these costs be they monetary or non-monetary are avoidable.

Both line and HR managers can nip the problem in the bud with a strong hiring process.

However the reality is, mid-level talent is often the trickiest to recruit.

Investing in the pipeline of middle managers and grooming them for future leadership positions is

cited as the number one concern of HR heads. Hay Groups 2012 study on Next Generation HR listed developing future leaders as the top priority for HR leaders, not just then, but for at least the following fi ve years.

Experienced enough to understand their core function, yet not suffi ciently seasoned to take

full control of the business, high calibre middle managers are confi dent in their abilities and well looked after by their current employers.

But they are looking to accelerate their careers and are open to joining a new employer if it means taking a step up into a more senior role.

The winner of the Best Recruitment Firm for mid-management roles (US$4k-US$10k per month) award is the recruitment fi rm which excels at identifying high potential talent and linking them with the companies and roles which are the best fi t.

With hundreds of recruitment fi rms in this category dotting Malaysias landscape, if you are working with any of the 10 on this list, you can be assured of working with the best of them.

BEST RECRUITMENT FIRMS (mid-management roles US$4k-US$10k per month)

GOLD Hays MalaysiaSILVER VHR ConsultancyBRONZE Robert WaltersFINALISTS Adecco Personnel

Capita GlobalHanodale TechnologiesKelly Services (Malaysia)ManpowerGroupMichael PageRandstad Malaysia


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Established in 2006, Robert Walters Malaysia is one of the leading global specialist professional recruitment consultancies in the region.

This bronze winners localised expertise gives companies unique insights into specifi c industries and job markets, while the groups global footprint enables it to meet the demands of candidates and clients whose needs extend beyond Malaysia.

A majority of Robert Walters recruiters are industry professionals and are equipped with the necessary market knowledge, professional memberships, affi liations and network connections.

To keep abreast of the areas they specialise in, consultants regularly attend or participate in industry forums and conferences. This enables them to keep updated on the latest industry trends, challenges and developments, and helps them bring the right candidates and clients together.

Robert Walters is committed to investing in their personal and professional development to ensure consultants offer the highest quality of service available to clients. For example, a specialist accounting and fi nance recruiter, who has come from the industry, has the ability and knowledge to

Silver winner VHR Consultancy has become one of the biggest specialist engineering recruitment fi rms in Malaysia serving mainly clients looking to hire mid to senior-level talent.

With a solid reputation for timely and accurate delivery of qualifi ed and talented candidates, the recruiter offers a full range of tailored recruitment solutions, including market mapping, personality assessment, and coaching upon onboarding. The fi rm focuses on the engineering sector, which includes manufacturing and construction, equipment and trading, and automotive and transportation.

VHR offers two types of key services, namely retainer and contingency, which target mid to higher-level positions. It customises recruitment services based on clients needs, and has executed mass recruitment projects when clients have such requests. The fi rm believes that searches should be conducted by consultants who know the ins-and-outs of the industry because they are able to provide insightful thinking of the challenges faced by the position, the candidates cultural fi t and capabilities within the organisation.

It has many years of experience managing

BRONZE

SILVER

speak confi dently about market trends, employment requirements and is even able to provide consultative advice to clients on a tailored recruitment solution that addresses their needs.

Innovation continues to be central to its strategy for growth, providing unique ways to strengthen relationships with clients and candidates. The Robert Walters salary checker app enables job seekers to check and compare their salaries on the go. Salary fi gures are updated according to the most recent global salary survey numbers for the most accurate comparison. The app regularly features in the top 10 business apps across multiple countries.

The fi rm's ability to understand and address market demands has enabled it to stand apart from its competition.

Given the talent shortage faced by clients in Malaysia, it leverages its international database and strengthens the local talent pool by tapping on Malaysians living and working overseas, through its Returning Malaysian initiative.

This allows the fi rm to reach out and keep in contact with Malaysians overseas who are thinking of moving back home.

executive and top management searches in engineering-based public listed and multinational companies. With a well-connected network, a proven proprietary methodology and a committed team of consultants, it is capable of delivering high quality bespoke recruitment solutions on time.

VHR takes a systematic view and tailors plans for both clients and candidates to succeed for the long term. It provides personality assessments that give clients a high level of clarity for all candidate selection decisions. To help clients locate the best talent in engineering, the recruiter is also in close contact with service-oriented organisations to provide training programmes to employees on the latest industry trends and talent needs.

VHR also makes use of systemised structures such as recruitment software and individual consultants performance reviews and is heavily involved in digital spaces such as Facebook.

This year, VHR provided opportunities for employees to take part in Harrison Assessments. These assessments were structured to align peoples qualifi cations and passions with the relevant company specifi c jobs.

Robert Walters

VHR Consultancy



B E S T R E C R U I T M E N T F I R M - M I D - M A N A G E M E N T R O L E S ( U S $ 4 K - U S $ 10 K P E R M O N T H )

Adecco Personnel

Adecco Malaysia offers a range of services including recruitment, employment and outsourcing, HR consultation, training solutions, and outplacement.

With skilled talent and talent attraction areas of focus for many companies, Adecco strives towards innovative solutions. With talent from different fi elds, backgrounds, walks of lives and interests, it launched Top Talent Alert in 2015, aimed to increase the number of fl oat candidate interviews.

Technology is another area of focus for Adecco Malaysia, with behavioural shifts in the general audience towards digital platforms, more evident today than fi ve years ago.

In the past 12 months, Adecco Malaysia has revamped its website for better usability. Job posting platforms were enhanced to make job distribution more effective for consultants and an increasing number of job applications are evident through the website since this improvement.

People remain the most important asset in the business, and knowing this, the products and services Adecco Malaysia has developed are geared to help people work more effectively and effi ciently. Adecco is the fi rst in Malaysia to provide a career programme for the nation's athletes under the Athletes Career Programme initiative together with the International Olympic & Paralympic Committees and Malaysia National Olympic Council. As part of the programme, Adecco has a two-tier approach combining structured career training and job placement for athletes in Malaysia. Under Career Training, Adecco helps athletes through career assessment, CV, and personality assessment. Adecco also helps athletes develop an actionable career plan with additional studies or training opportunities per the recommendations received.

Capita Global

Capita Global was incorporated in Malaysia in February 2012 and has since become among the fastest growing recruitment agencies in Malaysia. Capita Global Malaysia has recently gained new market ground in areas such as retail, technology outsourcing and pharmaceutical sectors where its has steadily added headcount to keep up with the increasing demand.

Its business support division is the core offering, partnering clients in many mid-level corporate support placements. Capitas temporary and contract placement division has also made great progress into RPO services with the inception of Capita Global Outsourcing in 2013. Since then, Capita has partnered with many MNCs and local conglomerates and its temp and contracts businesses is now a core area for the companys growth.

Capita Global has always adopted the inward approach in its practices, by putting its people fi rst. The fi rm believes all it has achieved so far would not have been possible without its strong team. The fi rm also believes in contributing back to society through charitable contributions as well as giving graduate students free career advice. It provides job seekers free consultancy on effective resume writing and interview preparations. As a member of the British Malaysian Chamber of Commerce and NPA Worldwide, Victor Cheah, country director of Capita Global, regularly holds meetings with market and industry leaders on current issues affecting Malaysia.

Another key contributor is the fi rm's joint-venture partnership with Intelligence Asia from Japan. Through this venture, Capita Global is able to further expand its market offering and reach into the Japanese placement market in Malaysia, making a signifi cant impact to the overall business results.


Identifying the right resources for non-management roles is a challenging task, considering these professionals will go onto become future managers of organisations. Keeping this in mind, Hanodale Technologies prides itself in understanding client requirements to the best of its abilities.

One of the key success factor for Hanodale is transparency. Customers can login to the companys systems and shortlist candidate resumes. This gives them a feel of the candidate's needs, in terms of salary and benefi ts, work permit, and legal status.

The challenge in identifying mid-level resources, however, is they are next-in-line to their managers. So, during Hanodale's recruitment cycle, they are evaluated for people management and negotiation skills in addition to domain and technical skills.

Hanodale strongly believes that any candidate with a can-do-attitude can be groomed even if he or she lacks technical competencies. During recruitment, Hanodale administers the can-do attitude test, and then identifi es the top performers.

Out of the talent pool available Hanodale goes as far as to train the cream of the crop on things like confl ict management and emotional intelligence, to aid their move to the next cadre.

Hanodale constantly works with leading universities for industry perspectives on what is being expected from students and how they should equip themselves. The fi rm's leadership team has delivered lectures on entrepreneurship development as well.

Hanodale's MD is T Venkatesh Prabhu, a successful entrepreneur with more than a-decade-and-a-half years of experience in the fi eld of IT. Throughout his career he has executed projects valued at more than eight million Malaysian Ringgit.

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Kelly Services

With more than 30 years of leading the total workforce solutions industry in Malaysia, Kelly Services has been partnering with local companies, government agencies and multinational companies to deliver the best talent in the market.

Kellys specialist search solutions offer a high-touch permanent recruitment service to some of the most respected organisations in Malaysia. Based on the requirements from the Ministry of Human Resources to separate temporary search with permanent placements from temporary and contract hiring, this portfolio was formed in October 2013. Kelly has since acquired various fi nance, banking and engineering clientele as part of its portfolio.

Kellys job board, launched in 2014, is its career portal that keeps candidates aware of new job opportunities in nearly every discipline and industry.

In an effort to go green, Kelly has also kicked off e-initiatives such e-payslips and e-birthday cards for candidates, e-glad letters sent to clients who hired the fi rms candidates and e-congrats letters to candidates.

ManpowerGroup

Having operated in Malaysia for nearly 18 years, Manpower has eight locations nationwide and employs an impressive number of associates. Manpower believes there is no such thing as a bad employee, but rather a mismatch of jobs, so it strives to ensure each future employee fi ts into the right role for the right reason.

In recent years, the recruiter has brought in a series of innovative solutions to enhance its services. Manpowers borderless talent solutions helps to fi ll scarcity gaps for niche talent needs in Malaysia through expat hiring and knowledge transfer. This team is dedicated in mapping the region. For senior and more complicated roles, the central research team runs on a passive sourcing mode.

Clients working with Manpower for consulting services are handled by the strategic client service team, whose focus is to become a consultative partner for the client. Further, ManpowerGroups associate reassignment team provides a one-stop career platform to help candidates develop their careers through services such as redeployment and counselling, while managing candidate attrition.

Michael Page

2016 will mark fi ve years of recruitment excellence in Malaysia for Michael Page. The company, part of PageGroup, is a leading provider of permanent, contract and temporary recruitment for qualifi ed professionals, clerical professionals and executives.

Its Kuala Lumpur offi ce is a platform for expansion in the region, and supports Thailand, Vietnam, Philippines and emerging markets, recruiting for disciplines such as accounting, engineering and human resources. It leverages on the groups scale to access industry leading technology to support businesses.

PageGroups page recruiting system standardises systems and ways of working, thus increasing productivity for businesses.

The newest communications platform adopted by the fi rm, Yammer, is a corporate social network that allows the groups staff to collaborate with colleagues anywhere in the world. At the same time, the recent launch of the unifi ed global Michael Page careers website has signalled a powerful change in the way the company communicates its employer brand to potential candidates.

Randstads strategy to the recruitment sector is one that blends a key account management strategy together with a 360-approach from its consultants. Randstad runs a sourcing centre from its Kuala Lumpur offi ce, where it assigns researchers to specifi c engagements with clients.

It currently runs multiple talent searches for global companies through the sourcing centre, after which, specialist recruiters take over and qualify all potential candidates before profi ling them to clients.

Randstad puts a lot of focus on innovation, both globally and locally. The Randstad Innovation Fund is the only one of its kind in the recruitment industry,

with a constant focus on seeking out and investing in the newest disruptive technology.

Employing a unique sourcing strategy, Randstad focuses on social media to enhance targeted recruitment campaigns by investing in ad campaigns. Randstad is also honoured to be the only HR services provider included as a member in the professional services industry of the Dow Jones Sustainability Indices review in September 2015. The fi rm has been the offi cial partner of the Williams Martini Formula 1 Racing Team since 2006, with the aim of developing and understanding high performing teams.

Randstad Malaysia



B E S T R E C R U I T M E N T F I R M S S E N I O R M A N A G E M E N T R O L E S ( O V E R U S $ 10 K P E R M O N T H )

Kelly Services (Malaysia)

Since 1984, Kelly has been partnering with top local companies, key government agencies as well as some of the worlds most prominent and successful multinational companies to deliver the best talent in the market.

With decades of experience in leading the total workforce solutions industry in Malaysia, Kellys team of dedicated professional and technical consultants successfully recruits and places a signifi cant number of talent annually with reputable companies; positioning itself as one of the preferred working partners for these companies. For the convenience of its clients, Kelly Malaysia has 13 offi ces across strategic locations in Malaysia Kuala Lumpur, Melaka, Penang and Johor Bahru while being supported by a professional workforce.

Kellys executive search team specialises in C-level searches. It also has an outsourcing and consulting team known as KellyOCG.

This team provides extended solutions such as recruitment process outsourcing, business process outsourcing, contingent workforce outsourcing, career transition and executive coaching, executive search and consulting.

KellyOCG was ranked as a leader in the NelsonHall NEAT evaluation for managed services programmes (wider talent management focus market segment) in December 2014.

The fi rms 30-year history gives it strong references within the communities it works in, and its practices are designed with extensive research support to broaden its reach in identifying top talent worldwide for its clients.

Assisting clients in acquiring the best talent to match their strategic direction and growth is its priority. Kellys success today is directly related to the many benefi ts its clients enjoy as a result of their strategic hires. Its portfolio demonstrates the trust and expertise Kelly is recognised for. Its clients encompass a wide range of industries such as FMCG, healthcare and information technology.

This gold winner values its staff and makes every effort to motivate and retain them, with strong retention strategies in place. Kelly invests signifi cantly in learning and development to ensure all employees are comprehensively trained. Kelly Malaysia established a Kelly School of Learning Development, in operation since 2013.

GOLD

As market boundaries blur and organisations tryto cope with increasingly diverse workplaces, the question of senior leadership has to be raised.

Questions such as: do our current senior managers have what it takes to pave the way for your organisations successful future? What makes a truly exceptional leader? How can we fi nd and groom the next generation of leaders?

Answers to all of these lie at the heart of recruitment of senior managers and leaders.

Talking to senior managers and discussing their

careers takes a sophisticated set of skills, not the least of which is the ability to communicate at their level and establish trust.

Identifying senior candidates who are ready for business unit management or top leadership roles and then persuading them to move is an extremely diffi cult task.

The Best Recruitment Firm senior management roles (over US$10k per month) category winner is the recruitment fi rm which has best demonstrated consistent success in this high level area.

If your senior-level recruitment mandate lies with any of the 10 fi rms who have made their mark on this list, then you have just raised your chances of success at hiring leaders.

BEST RECRUITMENT FIRMS (senior management roles over US$10k per month)

GOLD Kelly Services (Malaysia)SILVER Hays MalaysiaBRONZE ManpowerGroupFINALISTS Adecco Personnel

Career ChannelHanodale TechnologiesMichael PageRobert WaltersSpring Professional (Malaysia)VHR Consultancy


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BRONZE

SILVER

Having adopted the philosophy of effi ciency into its day-to-day operations, ManpowerGroup consistently pursues the effi cient allocation of resources, while maintaining excellent services for its clients. Its growth in business and revenue demonstrates its ability to adhere to such standards.

Client retention plays a critical role in sustaining its growth and long-term profi tability.

The company focuses on building lasting relationships with its customers by carefully analysing and understanding their needs and then delivering outstanding service. Consequently, the companys customers honour it with their loyalty.

Although retaining clients is necessary, growing the business by acquiring new clients is still an important aspect of increasing this bronze winners presence in the market. Its commitment to deliver outstanding services brings it more opportunities and a wider market share.

The fi rm monitors its performance based on outcomes. As such, it has implemented a fl ex-work arrangement. With staggered working hours, employees have become more productive and focused on the time spent in the offi ce.

Hays Malaysia

Hays is Malaysias market leader in the permanent recruitment of skilled and professional people. Its deep expertise allows it to recruit across more than 16 areas, spanning accountancy and fi nance, banking and fi nancial services, IT, construction, engineering and HR to name a few. It is accredited with the International Quality Standard ISO 9001:2008.

Due to its strong global and regional footprint, Hays Malaysia is able to source professionals from its global network of mobile candidates and its extensive database of local nationals. The fi rms approach proactively focuses on fi nding solutions combined with quick responses and a fl exible tailored service, while fi nding the best talent in the market for its clients. Its innovative candidate-sourcing techniques include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far-reaching and accurate search results.

To ensure its ongoing success, Hays relies on a talented and engaged workforce. It is determined to be recognised as the global industry leader for the way in which it trains and develops its people not only in the quality of the provisions it offers, but

In the past couple of years, ManpowerGroup has embarked on high-profi le assessments to ensure the right person is fi tted to the right job. This initiative has since enhanced career alignment through detailed assessment and profi ling. The fi rm helps candidates get the right job and ensures its clients have the best talent with cultural fi t, along with traits and competence for success.

As part of giving back to the industry, Manpower has in place initiatives which include carrying out a yearly graduate programme with SEGI College, called the student talent enhancement programme (STEP).

Under this programme, the company provides graduates with soft training, industry training, assessment and counselling.

Having been around for nearly 70 years, with 4,000 offi ces worldwide, this fi rm evidently lives by its core values of people, knowledge and innovation.

Year in and year out, it has been recognised for its contribution and professionalism in the workforce industry. Among its many recent accolades was being listed among the worlds most ethical companies by Ethisphere, and Fortunes list of the worlds most admired companies.

also in the way it builds a culture that truly supports and encourages learning, networking, knowledge creation and sharing.

Its training and development programmes focus on developing its people into recruitment experts, and giving them the opportunity to develop their careers to a senior-management level. The career path at Hays is clear and transparent at all levels and built on a foundation of meritocracy. Appraisals and career reviews are regularly performed and successful employees can seek local, regional and global opportunities within the company through a supportive internal environment.

Hays has been accepting students from tertiary institutions as part of its internship programme for the past couple of years. The internship gives students the foundations they need to enter the workforce once they graduate, with some of them joining the fi rm full-time once they graduate.

Hays talent solutions business delivers intelligent resourcing through a combination of market insight, technical excellence and unrivalled methodology, providing talent solutions that will transform businesses.

ManpowerGroup




Adecco Personnel

Adecco Malaysias continual success can be attributed to the wide range of quality services it provides to its clients and candidates.

The fi rms consultants specialise in specifi c industries and business divisions.

Adecco has also restructured its speciality staffi ng services, delivered through divisions in banking, engineering, information technology, manufacturing, accounting and fi nance and retail outsourcing.

Retail outsourcing was included in 2013 as a speciality branch due to the increasing need for customised solutions for mid-tier to luxury retailers. This aligns with Malaysias position as a popular destination for shopping and events.

In 2015, Adecco Malaysia also revamped its website for better usability. It has seen an increasing number of job applications through the website since the changes were made.

As with the industry, skilled talent and talent attraction is an area of focus for the company. Adecco continues to strive towards innovative solutions for talent attraction and talent sourcing. For talent from different fi elds, backgrounds and interests, the company launched a programme called top talent alert in 2015, with the aim to increase the number of fl oat candidate interviews.

As one of the leaders in the staffi ng industry, Adecco is aware of its role in the markets in which it operates in. The fi rm constantly strives to uphold and foster the dialogue with its societal, governmental and business stakeholders to unlock the potential of its workers, clients and solutions.

Further, its staff are sent for regional training organised by the Adecco Academy on topics such as service excellence and sales leadership to gain the tools and experience needed to excel in their dealings with clients and candidates as well as with their colleagues.

Career Channel

Career Channel believes in developing and understanding its employees so it can work in partnership to create a win-win situation.

It strives to build a result-oriented work environment and prides itself on allowing fl exibility to its employees. It is aware a happy employee will be a great employee, and this will bring about better results and employee retention. It cultivates an environment of equal opportunity and one in which it can leverage on all its employees strengths.

In the past year, the company established a junior permanent division, which covers the bulk of the recruitment of the salary range below RM5,000 covering the whole of West Malaysia. It also confi rmed a joint venture with InterSearch to enhance services to recruit from outside of Malaysia and vice versa.

Also in the past 12 months, Career Channels Penang branch moved to a new offi ce where further expansion has been planned to support this growth. The opening of a Johor brand is planned in 2016 to support clients from South Malaysia.

The fi rms senior leadership team comprises Janice Chong, who has been in the executive search industry since 1998 and established Career Channel in 2006 together with the founding partner. Her strength is in operations, management, training and sales.

Also part of the senior leadership team is Ahmootha Ramachandran, who brings with her HR and executive search experience since 1997 and is among the shareholders of the company.

Her strengths are in sales, management, operational and HR. She has played a key role in developing the whole spectrum of HR for the company and is constantly providing new benefi ts to employees. The fi rms fi nance director K.S. Ng has 15 years of experience in the IT industry, along with a fi nancial background.


The challenge in identifying senior management resources is that they are the ones who contribute most to revenue increase and business growth. As such, the success of Hanodales talent management services lies in understanding client requirements.

Identifying the right resource for a management role is a challenging task as the individual in question may bear the future of the organisation on their shoulders.

Hanodale strongly believes any candidate who has a can-do attitude can be groomed even if they lack technical competencies.

Thats why, while recruiting a candidate, Hanodale administers a can-do attitude test to evaluate candidates. Another key success factor for Hanodale is transparency. Customers can login to the fi rms system and access candidate resumes and shortlist them. Hanodale shares the internal assessment results to its customers through its portal.

By accessing the candidates resumes customers get a feel of the candidates expectations and salary and other information such as a candidates work permit, legal status and benefi ts expected by them.

TMS boss was conceptualised by the Hanodale employees representing sales, recruitment and technology, and was projected to the leadership team. After a careful study the leadership team decided to convert the concept into a product and entrusted it to the employees. Thus, the success of this product was a direct outcome of the employees dedication, even as the leadership team of the managing director, technical director and talent management services director supported it.

Hanodales managing director Venkatesh Prabhu is a successful entrepreneurial business leader. Apart from IT, his passion lies in mentoring and coaching.




Michael Page

Michael Page is one of PageGroups three operational brands, and it has undoubtedly played a role in the groups success by leveraging on the groups proven business model. PageGroup offers its consultants a well-defi ned and varied career in recruitment. This includes a clear development structure with signifi cant opportunities for the most talented.

A focus on team-based performances, rather than individuals, promotes positive corporate behaviour and consistent quality of service for clients and candidates. Its operational metrics focus on productivity by team, discipline and geography. This bottom-up approach aligns expansion criteria throughout the group, focusing and optimising investment on key priorities. The fi rm also regularly moves experienced directors into markets where they can add the most value and gui

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