Recruitment service process of Malaysian headhunting company

1、 Job requirements analysis and contract signing for recruitment positions

This stage is the foundation of cooperation, ensuring that headhunters and clients have a consistent understanding of the goals.

1. Job Requirements Analysis Meeting:

Headhunting consultants will have in-depth discussions with client companies (usually HR or department heads).

The discussion content includes: job responsibilities, required skills and experience, corporate culture, team composition, salary budget, and most importantly, the candidate's "soft" requirements (such as leadership style, professional values, etc.).

In the multicultural context of Malaysia, language proficiency (Malay, English, Chinese, etc.) and understanding of the local market may also be considered.

2. Market information and salary recommendations:

Headhunters will provide the salary range and market talent distribution of the position in relevant industries in Malaysia based on their market database, helping clients set competitive compensation.

3. Sign Service Agreement:

Both parties officially sign the contract, specifying the following terms:

Service scope: Exclusive or non exclusive agency.

Warranty period: usually 60-90 days. If the candidate resigns during this period, the headhunting company will provide a replacement candidate free of charge.

Fee structure: Typically, it is a percentage of the candidate's first-year annual salary (20% -33%, depending on the position level).

Payment method: It is common to pay a portion after the candidate accepts the offer and the balance after joining the company.

2、 Talent search and screening

This is the core execution stage of headhunting work, involving actively seeking and evaluating candidates.

1. Develop a search strategy:

Headhunting consultants will use various channels to search for potential candidates:

Exclusive talent database: a high-quality talent pool accumulated by headhunting companies themselves.

Proactive search: Conduct "poaching" targeting customers, competitors, or specific company candidates.

Social media: LinkedIn is the primary platform and also uses local platforms such as Facebook, JobStreet, Ricebowl, etc.

Network recommendation: rely on professional networks within the industry to obtain recommendations.

Advertising recruitment: In some cases, anonymous recruitment advertisements may also be posted to attract proactive job seekers.

2. Preliminary screening and interview:

Resume screening: Based on job requirements, select candidates who meet the basic requirements from a large number of resumes.

Preliminary phone/video interview: Evaluate the candidate's communication skills, job motivation, salary expectations, and basic skills.

In depth interview: Conduct face-to-face or in-depth video interviews with candidates who have passed the initial screening. Assess their professional knowledge, project experience, career planning, and alignment with the client's company culture.

3. Background check:

For candidates who are shortlisted, headhunters will conduct professional background checks, including:

Contact the previous employer to verify the duration and position of employment.

Understand the work performance, abilities, and teamwork spirit of the reference person.

Conduct simple educational background or credit checks for some senior positions.

3、 Candidate recommendation and interview arrangement

Headhunters act as a bridge between clients and candidates, coordinating the entire interview process.

1. Submit candidate report:

Headhunters don't just send a resume. They will prepare a detailed evaluation report for each candidate, including:

Skills and job matching analysis.

Highlights and potential concerns during the interview.

Salary expectations and start date.

Recommendations from headhunting consultants.

2. Arrange client interviews:

Coordinate the schedules of both parties and arrange one or more rounds of interviews.

Provide interview coaching for candidates, introducing the culture of the client company, the background of the interviewer, and precautions.

Provide feedback to clients on the candidate's interview experience and initial response.

3. Follow up after interview:

Collect feedback from both customers and candidates.

Assist in resolving any misunderstandings or issues that arise during the interview process.

4、 Talent recruitment and onboarding

This is a crucial stage to ensure successful implementation.

1. Salary negotiation:

As a neutral third party, headhunters assist both parties in negotiating salary and benefits, striving to reach a win-win solution. This is particularly important in Malaysia as the benefits may include complex components such as EPF (Provident Fund), SOCSO (Social Security), annual bonuses, medical insurance, vehicle allowances, etc.

2. Official offer letter issued:

Assist clients in drafting and issuing formal employment notices.

3. Candidate Resignation Assistance:

Guide candidates on how to resign from their current employer and handle handover matters properly to avoid disputes.

4. Follow up on employment and guarantee period:

After the candidate officially joins, the headhunter will continue to follow up to ensure that he/she adapts smoothly to the new environment.

During the entire warranty period (usually 60-90 days), if the candidate resigns for any reason (excluding breach of contract by the client company), the headhunting company will search for a replacement candidate free of charge according to the agreement.

Malaysian headhunting companies look forward to providing a two-way cooperation bridge for more overseas enterprises and talents!