Recruitment in APAC is moving at a rapid pace, with digital adoption reshaping how organisations attract and engage talent. Among the innovations taking hold, virtual career fairs have emerged as a powerful tool for recruiters seeking to reach wider talent pools without the limitations of geography or costly physical events.
For years, the Applicant Tracking System (ATS) has been the backbone of recruitment. Designed to store CVs, manage applications, and track candidates through stages, it became the default tool for hiring teams across the world. In Singapore and Southeast Asia, many companies adopted ATS platforms as a way to bring
Recruitment has always been about people, but for too long the process has been defined by paperwork, portals, and waiting games. Candidates spend hours filling in forms and uploading CVs, only to be left in silence. Recruiters, meanwhile, are swamped with emails and repetitive questions, trying to balance speed with
Singapore and Southeast Asia are at the heart of a rapid economic transformation. Digitalisation, new investments, and shifting workforce expectations are creating fresh opportunities. Yet for every opportunity comes a major challenge: talent. Finding and keeping the right people has become one of the toughest business problems in the region.
In 2025, the conversation about work is no longer about whether remote work is here to stay. It is about how companies adapt their hiring processes to match this new reality. With 68% of Singapore’s workforce now enjoying hybrid work options, the highest rate in the Asia-Pacific region (Reeracoen
In the fast-paced world of recruitment, speed, efficiency, and accuracy matter. With talent shortages, high competition, and candidates expecting smooth hiring experiences, employers are under pressure to level up their hiring game. Enter AI: Artificial Intelligence is revolutionising how companies find, evaluate, and engage with talent. But with all its
For decades, a university degree was considered the gold standard of qualification. Job postings routinely listed a bachelor’s or master’s degree as a minimum requirement, regardless of whether the role actually demanded it. But the world of work has changed dramatically. With rapid technological shifts, evolving job functions,
In today’s competitive talent market, how you present your company to the world matters more than ever. Employer branding isn’t just about fancy logos or catchy taglines, it’s about the real experience of working at your organisation. As we move through 2025, companies that stand out are
Remote work has gone from being a trend to becoming a standard operating model for many organisations. With this shift comes a huge opportunity: the ability to tap into a global talent pool. But hiring remotely isn’t just about switching Zoom on and hoping for the best. It requires
Recruitment doesn’t end when a candidate accepts an offer—in fact, that’s just the beginning of the candidate’s real journey with your company. A seamless experience from application through onboarding is critical to securing top talent, reducing early turnover, and setting the tone for long-term engagement. This
In today’s dynamic job market, reactive hiring—waiting until a vacancy arises to search for candidates—is no longer efficient or effective. Companies that rely solely on job postings and ad hoc recruiting often miss out on top talent, face longer time-to-hire, and struggle with business continuity. Building a
Hiring top talent is one of the most critical drivers of business success. Yet many companies unknowingly sabotage their own recruitment efforts through outdated, inefficient, or poorly managed hiring processes. In a competitive job market, small missteps can lead to big losses—with your ideal candidates accepting offers elsewhere or