Executive Talent Mapping

Recruitment Strategy: Aligning your expectations

Singapore’s CEO Outlook for 2026 reveals a leadership agenda shaped by disciplined growth, innovation and talent. Through direct interviews with CEOs across key sectors, WeLinkTalent uncovers how market expansion, AI adoption and execution capability are defining competitiveness in the year ahead. Talent remains the critical constraint — not strategy, not technology.

As the tech industry continues to evolve and adapt to changing market conditions, layoffs are unfortunately becoming more common. From small startups to large multinational corporations, no company is immune to the possibility of layoffs. As a recruitment agency, we've seen firsthand how these layoffs can impact HR departments and their organizations. In this article, we'll explore what the recent tech layoffs in the tech industry can mean for HR executives and how they can

As recruitment and HR experts, we have helped many companies find the best executive talent in their industry. But increasingly, HR...

What is OnBoarding? Employee onboarding is the process of integrating a new employee into a company and its culture while obtaining the tools and information needed to become a productive member of the team for the new employee. According to HR experts, the onboarding process should be strategic. How employers manage the first few days and months of a new employee's experience is crucial to ensuring high retention. Why is Onboarding important? A better onboarding programme ca

As we examine the economic toll of COVID-19, its impact on the world of work has been more severe than previously estimated. As the...

Why does everyone want to work at Google? Everyone knows about Google and their lax corporate structure, exciting projects, employee...

It is a candidate’s world now. With different factors such as economic growth, the creation of new jobs due to technological...

Most of our processes have been adapted and changed for safety in the face of COVID-19. Whereas it was unthinkable to hire and onboard a...

Employee retention is a critical issue as companies compete for talent in a competitive market. The costs of high employee turnover are...

With organizations of every size gradually adopting the hybrid model of work, employee engagement efforts must be increased to ensure...

When the COVID-19 swept up the world and forced everyone to adapt and survive, many businesses were forced to change, modify and adapt...

All hiring managers can agree that identifying key candidates from your competitors is the key to understanding what talent is needed to...

Let’s be honest: recruitment is a painstaking, time-consuming process that requires significant resources and effort, and often without guarantees. The process of filtering through countless resumes, interviewing and selecting the best-fit candidates is tedious and may not even promise results. The hiring process of a high-level executive is even more crucial to the organization as the risks of losing operational efficiency are high. Therefore, a recruitment strategy must be

Hiring the wrong employee can incur heavy costs (between 5x up to 15x the annual salary of the incumbent). Make a poor hiring decision, and it may cost you more than that—your customers may start leaving you for good. A good hire starts with recruitment: which is often a time-consuming and process that requires strategic decision making and systematic selection. Here are 5 steps to keep that process efficient: 1. Effective Candidate Sourcing Effective hiring starts with a goo

As Covid-19 rips through the economy, all of us are left thinking: what will this hold for jobs in the future? Will we ever be the same...

Following this unprecedented situation, the recruitment industry has faced several challenges over the last few months. Have you ever hired someone without a physical meeting, no real human interaction? This was our new reality and we quickly faced many issues we had to adapt to in our recruitment process. Firstly, most employees were confined. Even for essential businesses, the number of attendees was rarely over 30%. By employee, they were defined as every seniority layer o

Stop taking inconsiderate risks, and start doing a proper reference check to mitigate your hiring risks.

Contingency or retained, pros and cons.