Singapore

Streamlining the recruitment process to get the best person for the job is a continuing challenge to most firms. There is a lot of time and money involved in hiring personnel, and if the ones chosen turn out to be the wrong employees, in firing them. Recruiters either hire the wrong employee or miss out on the right ones because they have poor or no recruiting and hiring strategies. Many times, their selection standards are unclear. Thus many organisations coming from diverse fields painstakingly undertake this critical aspect of the business and specialise in creating hiring techniques and procedures to lessen the risk. Holistic method The process of Executive Search is an opportunity to create a blueprint for an organization’s direction. It could be a make or break for the company, with some leaders able to turn a faltering company around or sustain a great run, as others bury their organisations deeper into the pit. Knowing that companies need to tap the right leaders-those who are dynamic and possess the right vision-PotterHouse, initially organised as an executive search and selection firm, uses performance appraisals not only to assure that the candidate selected can truly deliver but also to determine areas of improvement. But to achieve breakthrough solutions and maximum production out of the targeted results, PotterHouse expanded its services to offer a holistic method of matching both employers and candidates. “PotterHouse was established as more than just an Executive Capital Acquisition firm. In line with our Company’s values, we have also developed an Outplacement Consulting Specialty,” explains Audrey Cheang, Director, Professional Services of Potterhouse. “With our expertise in talent acquisition, management and retention process as well as planned talent attrition process, we support as subject matter experts to partner employers through each of those processes so that their staff can continue to add good value to their business,” she adds. More importantly, PotterHouse believes that people are not here by chance. That people are formed for a special reason, thus they are one of a kind. PotterHouse emphasizes that personally knowing an employee is the best way of measuring how they could perform and their importance to their operations. “This is not to say that resumes are unimportant in the recruitment process as they provide the foundation of the discussions and behavioural interviews. But not only must it accurately detail the candidate’s past experiences, education and successes, recruiters must also explore beyond the written qualifications since some applicants have reached their peak in performance for a job category and whose performance may have plateaued or be on a downward spiral,” Ms. Cheang points out. While PotterHouse sees to it that candidates meet the basic qualifications before they are considered for interview, these qualifications are not carved in stone as many qualified candidates often do not fit the role they are applying for. Ms. Cheang warns that companies should avoid the pitfall of looking for someone with more skills beyond what is necessary as positions are often left vacant because of this. “At times organisations can satisfy themselves with the best candidate available at that point in time,” she points out. PotterHouse conducts Executive Coaching through Ms. Cheang who holds a Master Coach Certification from the Behavioral Coaching Institute in the United States to assist clients develop talents who are consistently resilient and successful in all they do and fit in with the company’s clients. “With clients, we strive to continuously enhance our working partnership by working with speed and planned accuracy to provide optimal human capital solutions,” says Ms. Cheang. “But we don’t tell a client that this is the ideal candidate,” Ms. Cheang explains. “Rather, we show them a particular candidate’s strengths and see if that is what they are looking for. We give them a feel of how that candidate can add value to their business,” she emphasizes. Having matched many right candidates with employers while upholding values of high integrity, prompt response, and feedback as they explore all avenues to assist both clients and candidates is the hallmark of PotterHouse.