Candidate for Your Company

Finding the right candidate for your company is a challenging feat. The experience and qualifications that you require are not always easy to find. Add to that figuring out whether the candidate will be an excellent cultural fit for your organization and negotiating the compensation package to meet the candidate’s demands.

However, the worst part is that since employment in Singapore is generally at-will, even after going through all the hoops of fire, the candidate can back out at the last minute, bringing you right back to square one! Or, once they do join, you can discover that they’re not as skilled or qualified as they had claimed to be on their CV or in the interview, which again leaves you in a tiff.

For an organization to function efficiently, it is essential that the workforce is at full or near total capacity and all employees are well-trained and competent. Therefore, it is essential to find the right fit for your team. If you need help finding the right people, here are five tips to help you find the best candidate for your company:

Hire a Recruitment Agency

Although you may have an HR department that looks after talent acquisition, it is always good to have a recruitment agency on the panel to help find relevant profiles for the first stage. Since these agencies work exclusively on recruitment and placements, they have access to an extensive database of profiles which can make the initial screening process much quicker and easier.

There are around more than 1000 registered agencies and you can easily look up Recruitment Agency Singapore by searching on your preferred search engine. You can also ask for suggestions in your circle to get in contact with the most reliable one.

Recruitment Agency

Besides, You can choose from a general recruitment agency or find one which works with specialized talent such as foreign candidates. Based on your requirements, the agency will send you relevant profiles, so you don’t have to sift through countless profiles to find qualified candidates.

Make Comprehensive Job Descriptions (JDs)

Employers often complain that candidates who send in their CVs and come in for interviews are not suited for the job. However, more often than not, this is due to the employer’s fault.

Before you advertise or engage a recruiter for a position, establish what you want from that role as an organization and develop a thorough JD. Have a sit down with the line manager for the position and jot down the requirements for the role.

Without having what you want on paper, you can’t find relevant profiles. Therefore, ensure the job description includes all the tasks that fall within the ambit of the role you’re hiring for. By sharing a detailed description of the role and the responsibilities required of the candidate, you can reduce the number of irrelevant profiles shared and have a much better chance of finding your perfect fit.

Get to Know the Candidate

Since the definition of work has changed drastically over the past few decades, assessing whether the candidate you are considering is a good fit for your organizational culture is essential. Most employers treat the hiring process like an exam, extensively testing the candidates on their skills and qualifications. Unsurprisingly, such employers are seldom happy with their hiring.


Therefore, instead of going with the archaic question-and-answer interview format, take a more casual approach and get to know the candidate outside their professional persona. Find out whether their values align what the company’s agenda and what kind of a leader they are. By looking beyond the CV, you will find the qualities you need in an employee, such as reliability, integrity, and honesty. As for the rest, it can all be taught. However, it’s still a good idea to issue employment skills tests at least as a starting point to measure the knowledge and skills of a candidate prior to their start date.

Ask for References

Nowadays, many people give little to no importance to professional references, and many companies don’t even make a call to the given references. It is a huge mistake! If past employers are one of the references the candidate provides, then they can give you great insight into the capability and competency of that candidate. Therefore, always ask for at least two professional references from potential candidates.

By speaking to people the candidate knows in a professional capacity, you can better understand their work ethic, skillset, and personality. Further, hearing another person’s perception of the candidate will give you a better idea of the kind of individual they are and whether they will fit in with the culture.

Checking with references is also a great way to verify things from the candidate’s CV and interview to ensure the role’s needs will be met if you place the offer.

Trust your Instincts

It all comes down to your gut, which will instantly tell you whether or not a person is a good fit. If you still don’t feel satisfied with the profile after completing all the necessary steps, it may be time to listen to your sixth sense and reconsider placing the offer. As a professional, you come across numerous people daily; therefore, your instinct about potential employees must be paid heed to.


Of course, that being said, you must also have faith in the process. If there’s nothing seemingly wrong even after carrying out extra due diligence based on your instinct, make a decision based on sound reasoning rather than just a feeling. The good part is that if the candidate agrees to join your organization, you can assess them further during the probation before committing to full-time employment.

Final Words

The workforce is the heart of an organization; without a well-functioning heart, the organization can’t function. Finding the right people may be overwhelming and tiring, but once you find your team, the improved functioning and performance of your team will be worth the hassle.

Using the above tips, you can find suitable candidates for any position. However, always keep an open mind and give some weightage to the candidate’s interests. You may need to compromise on the pay scale or benefits if you want quality talent. So keep that in mind when you enter the negotiating arena.