10 Certified Manpower and Recruitment Agencies in Singapore for Staff Outsourcing, Contract Staffing and Staff Augmentation

How to Select a Recruitment and Manpower Agency That Gives Access to the Best Candidates and Reduces the Cost of the Hiring Process

Recruiting and selecting the right employees can be an invaluable asset to any organisation. The right individuals have the potential to take your business in new directions and reach heights never before imagined. Therefore, it is imperative that you trust experts on each step of this recruitment process. The right employees allow you to put together a team that perfectly aligns with your company’s core values, objectives, and goals.

Why Work with a Recruitment and Manpower Agency

Finding the perfect candidate for a small business can be an exhaustive process that requires significant hours of work. To alleviate stress and get through this phase faster, some employers connect with staffing agencies to take away a lot of hassle associated with hiring qualified applicants for open roles.

If you’re thinking about partnering with one for your staffing requirements, here is what you need to be cognisant of:

What is Staffing or Recruitment Agency

Staffing or recruitment agencies provide a valuable service to businesses that need assistance with filling vacant positions. They can assist in recruiting for temporary roles (a role of limited duration) and temp-to-hire assignments (where the employer evaluates performance before making the position permanent). Likewise, they also offer direct hire services, where they act as recruiters for long term placements.

To fill a vacant position, the agency typically posts on job boards and other sites where applicants usually search. Additionally, they use different platforms to contact candidates with the necessary expertise that meet their specific criteria such as industry area, keyword specialisation, location, and job role. This is especially useful when looking for niche professionals or those with specialised skillsets.

After the applications are accepted, interviews and a background check (if necessary) will be conducted by the agency in the same manner any other employer would. Once they've identified their perfect candidate, that person is hired—with one exception: direct hire positions. The employee's paycheck and benefits (if offered), come from the staffing agency; however, how long they stay employed depends on what decision made by said business.

According to the Ministry of Manpower (MOM), Employment agency activities constitute the following:

• Engaging potential job seekers about their applications
• Examining the resumes of prospective job seekers to determine their suitability for employment
• Facilitating Singapore Work Visa applications for employers or candidates to the appropriate authorities
• Matching qualified individuals with rewarding job opportunities

Advantages of a Recruitment Agency

Hiring a recruitment and manpower agency gives you the following advantages:

• Full Support

Your recruiter is there to help you succeed—from tailoring your job postings, to prepping for interviews. They will provide feedback and guidance on the process as well. As a trusted mediator between employers and job seekers, recruitment agencies are here to find the perfect fit—both professionally and personally for employers and job seekers alike. If you are an employer, recruitment agencies can make hiring faster because they work according to the needs of your business, allowing you to quickly fill key positions or even mass hire when needed. The recruiters strive to provide only the best resumes for each role.

• Faster Hiring Process

Utilising the services of a recruitment agency represents an unequaled means to locate new talent rapidly. After providing relevant information about the position and estimated hiring time, you won't have to independently attract and evaluate candidates—that work is taken care of for you. What's more, these agencies possess massive databases filled with talented prospects from which your organisation can benefit. In other words: no more stress or hassle; just provide them the job description and wait for them to deliver the best few applicants for review.

• Better Candidates

It can be daunting to find qualified candidates who have the aptitude and capabilities needed for your job postings. Utilising a recruiter's expertise is an excellent way to make sure you are obtaining the right match with your hiring requirements, as they will provide access to their vast network of pre-screened applicants. Furthermore, recruiters possess the knowledge and skill set necessary in order to accurately evaluate potential hires; thus giving you peace of mind that your company is making sound decisions when hiring new personnel.

• Job Market Knowledge

For an accurate overview of the job market, most recruitment firms specialise in a particular sector, function or level; therefore it's worth searching for one that possesses greater proficiency within this field so as to obtain deeper knowledge and understanding. Even with a generalist manpower agency, invaluable insight can still be obtained from their specialists in the field. As for any recruitment firm, some of the most qualified personnel are present there.

Staffing and Recruitment Process

Strategic human resource planning is an essential component for any successful organisation. It involves having the right number of people, with the correct skills and experience, in the appropriate positions at just the right time to meet organisational objectives. This system-oriented approach requires careful consideration and should be carried out using these specific set of procedures employed by recruitment and manpower firms:

• Needs Analysis

This step involves determining if there is an open position or creating one in response to recent organisational requirements. Subsequently, employers will craft a job description that fully outlines all of the duties and responsibilities attached to this role. In order to identify the criteria that will best serve a job position, factors such as skills and competencies, experience level, age range, and educational background should be taken into consideration. With this information in hand, recruiters then create an application form for potential applicants to fill out along with their resumes. After all of these steps are complete, recruiters can begin advertising the job opening.

• Processing

In the processing phase, recruiters assess applicants’ resumes and applications to uncover suitable candidates for an interview. This may be done over the phone or in person so that recruiters can probe into information provided on their application as well as get a better sense of the candidate's character and communication style. The manpower agencies then take notes during this process which will help them collect data about each prospective employee.

• Eliminating

By utilising the data gathered during interviews and evaluating it against established criteria for a vacant position, recruiters can efficiently narrow down their applicant pool. The skillset, educational background and even personality traits of each candidate must match with that of the advertised job description in order to advance onto selection. Unsuitable applicants are eliminated while qualified candidates will continue into the subsequent process.

• Selecting

When it comes to selecting the most suitable candidate, references are an essential element in assessing their character and competencies. Recruitment firms will often conduct background checks to verify any criminal records as well. The last step is for a final interview between recruiter (or employer) and applicant to discuss further details such as salary, wages, and working schedules before a job offer is made. Ultimately, the selection process culminates with the employer bestowing their vacant position onto the most qualified individual possible.

• Placement and Training

Following the screening process, selected candidates are welcomed to their respective work units and job environment through orientation sessions. Furthermore, training is also provided as an incentive for personnel growth and improvement inside the corporation. To ensure the best possible outcomes, training is tailored to meet the needs and objectives of each activity. Additionally, employees receive comprehensive knowledge in their area of specialisation and are given a chance to prove themselves through key assignments that help evaluate their performance.

Tools for Selecting Manpower

Human resources selection tools are vital components of any successful hiring process. From the initial screening of job applications to the final background check and drug testing, these steps must be followed precisely in order to effectively identify the right candidate for a particular position. The processes may vary based upon organisational constraints as well as demands associated with each specific role.

• Preliminary Screening

When starting the recruitment process, preliminary screening of resumes and application forms is essential to ensure that all applicants meet the qualifications necessary for a particular job. By quickly analysing these documents, recruiters can determine not only if applicants fulfil any fundamental criteria but also adhere to any specific instructions stated in your guidelines and job scope. For example, if it was stipulated that salary history should be included in cover letters, then applications that omitted this crucial information would be instantly disqualified from selection during the initial round of assessment.

• Telephone Interview

Telephone interviews are often used as a two-part selection process by recruiters, to ensure cost-effectiveness. The initial question asked is if the applicant remains eager for the position as this establishes an idea of how devoted and interested in getting hired they are. After that point, questions revolve around qualifications, experience, and goals to determine whether or not they will become viable candidates. If the answer to any question is "no," that's it—the recruiter eliminates them from consideration. Afterwards comes a more in-depth interview where the interviewer queries about job history and experience.

• Hiring Manager Interview

Telephone interviews serve as the gateway to the next stage in recruitment, a face-to-face interview with the hiring manager. Those who convey their expertise and qualifications during this process are deemed candidates—they've passed through an initial assessment of qualifications and job knowledge. The purpose of interviewing with the hiring manger is twofold: decide which candidate meets all criteria for employment, while also assessing if he or she will fit into your workplace culture.

• Background Check

After the hiring manager selects a candidate, background checks are performed as part of extending an initial job offer. The recruiter will make it clear that the offer is conditional on passing results from any investigations carried out. How extensive or in-depth these investigations go into a person's history varies depending on their role and responsibilities within an organisation. For jobs that involve handling large sums of money, employers may conduct background investigations to evaluate a candidate's criminal history and prior employment. This creates solutions for issues related to theft, misappropriation of funds or convictions for fraud or embezzlement.

• Skills Assessment

Offices searching for employees with specific technical abilities or knowledge in particular fields may turn to skills assessments as part of their hiring process. These tests could be anything from a computer proficiency review focused on one area, to a battery of exams designed to identify overall administrative talents. In addition, executives might have to take assessments that examine both their judgment and personality traits.

What to Look for in Recruitment and Manpower Firms

If you are having a difficult time finding the right people for your, consider working with a recruiting firm. These knowledgeable professionals will not only guide you through the hiring process but can also help unlock possibilities in hiring candidates with specialised knowledge. Whether it's temporary or direct hire positions, these firms specialise in bridging job seekers to opportunities tailored specifically to their skillset and requirements.

Look for the following:

Good Reputation

When selecting a staffing firm, it's important to prioritise ones that have established relationships with different local clients and boast an impressive track record. This will demonstrate the trustworthiness of both the organisation and its potential employees; after all, your reputation is contingent on theirs. This is also reflected on the variety and size of their candidate database. Ensure you pick one that reflects your personal values as well as professional standards.

Licenses

All employment companies in Singapore must possess an Employment Agency License (EAL). This safeguards companies as well as job seekers from being drawn into a partnership with job scammers. This particular license is issued by the MOM and applies to recruitment agencies across every field. In other countries, this same license may also be known as:

• Recruitment agency license
• Staffing agency license
• Placement agency license
• Manpower agency license

Agencies that are not actively partaking in the placement of job seekers with employers or do not have a considerable influence on employment terms and conditions, can be exempted from obtaining an EAL.

• Certifications

To work in an employment agency that holds a Comprehensive License, all staff (irrespective of their role—permanent, temporary or contracted) and key appointment holders such as the CEO, CFO, COO, and General Managers must be certified under the Certificate for Employment Intermediaries (CEI) course. Certification is mandatory for key decision makers regardless of whether or not they are actively involved in these operations; while all other employees need only certify if directly relevant work is being done.

• Registered Personnel

All persons involved in the operation of an employment agency, including key personnel and those who work for either a Comprehensive or Select licensed agencies, must be registered with the MOM. Each individual employee can only stay working under one single employment agency at any given point. Not only is registration non-transferable from employer to employer, but if an employee of one recruitment firm seeks employment elsewhere, they must deregister and re-apply for a new registration under the alternative company. Registration is not mandatory for key appointment holders or other agency personnel so long as their duties do not incorporate employment agency work.

• Resume Review Assistance

A simple recruiter may help you with the interview process, but a great one will assist you in crafting the right questions, and criteria for selection. Not only do they point out potential candidates, but they also review the resumes, curate a pre-selected list from their database, and provide helpful tips on how to do follow-ups for promising a job seeker if needed. A great recruiter can make all of the difference when preparing for an impressive professional meeting.

• Confidentiality and Professionalism

Let job consultants, recruitment professionals, and staffing agencies be your guiding light to the next job vacancies. They can help you build a competent staff roster, conduct worthwhile tests and interviews, and find specialists for specific jobs in different industries to which you otherwise have no visibility. Furthermore, their close client relationships with other parties give them access to plenty of hidden opportunities for you to connect with the right people.

Outsourcing is a great strategy for any human resource department to use when it comes to hiring workers or people with specialised skills. The most popular option is bringing on board search firms or manpower/staffing services who can recruit the right personnel, evaluate their abilities, check references, do initial interviews, and go through application pools. However the final selection process must be done by an internal team based upon the recommendations of these external organizations.

Check out our recommended recruitment and manpower companies in Singapore to assist your organisation in finding the right talent.