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| OUR METHODOLOGY |
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At WMRC, we employ search analytics and techniques which emphasize
on accuracy, efficiency and cost effectiveness. We adopt
an end-to-end and integrated approach towards searching for
the best talent for a particular job role.
The reason for doing
this is we recognize that in every job role, the ideal candidate
typically needs to satisfy 4 key aspects outlined in the following
diagram:
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Personality. The personal characteristics of a candidate often determine the kind of jobs and companies he would most likely be attracted to work in and for. Certain jobs such as sales-related roles require someone who is outgoing and articulate, while jobs within operations or internal control would typically suit someone who is by nature, meticulous and self disciplined.
When we approach the selection process, we are especially sensitive to a candidate’s personality traits to ascertain not only suitability to a particular job role but also the potential ability of the candidate to get along with the new team members he will be working with.
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Direct Experience. The previous work history of a candidate determines how much
of direct experience he possesses for a particular role. Based
on the past performance of a candidate in a similar role
capacity, it is possible to predict to a degree of accuracy
how likely he would be successful in the new role.
In the process of working with our candidates, we typically
ask questions to elicit information on the level of direct
experience they possess for a role. We add value to
our clients by thoroughly covering areas which include the
work responsibilities and achievements our candidates have,
which are relevant to the role they is applying for.
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Skills are techniques and abilities possessed by candidates
which are relevant to a job role. Skills can be analytical
or creative and can manifest themselves in a broad range
of capabilities covering verbal, communication, interpersonal,
numerical, stress-management and even entrepreneurial abilities.
Skills and Direct Experience complement one another – i.e.
a lack of direct experience could be compensated by transferrable
skill sets or vice versa. Skills can be acquired either
through formal training or inherited as part of one’s
natural ability.
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Circumstance here refers to the career situation at which our
candidate is at. We ascertain whether our candidate
is currently happy, indifferent or unhappy with his current
job. Candidates are motivated by several factors when
considering a new job, and we assist them in sorting out
the various priorities and offering them an objective perspective.
In addition to that, we ask what make sense for our candidate
in considering a career move. Sometimes a lateral move
to a different job function could be warranted, especially
if the new role is within a
high-growth sector. At times,
a vertical move is absolutely necessary to advance in one’s
career development. Other times, a new job with a more
attractive salary package could mean a higher quality of life
for one’s family.
It is important for us to sit down with our candidates to weigh
the various pros and cons with them before they make a career
decision, as career decisions are important decisions in every
working adult’s life.
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At WMRC, we believe our success
lies in how well we utilize our methodology to mitigate the
risks associated with a wrong hire (for our client) and a wrong
career move (for our candidate).
By applying a sensible and
conscientious approach to the work we do, we are able to obtain
greater buy-in from our clients and candidates alike, resulting
in a better matching of expectations and a higher level of
satisfaction derived from our service.
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