Luke Phibbs

🌟Personal Reflections and New Directions: Steering RK Recruitment's Next Chapter🌟 As RK Recruitment Pte Ltd marks its official launch in August 2020, I find myself reflecting on the journey we've embarked on since co-founding the company. It’s been a rollercoaster of experiences, filled with highs and invaluable lessons. Partnerships are full of unexpected twists, and while some may realize that not all collaborations are seamless, it’s crucial to remain committed to your values. My own experiences have highlighted how essential integrity, transparency, trustworthiness, and commitment are, especially when faced with challenges. This journey has reinforced the importance of staying true to your principles, even in tough times. For those familiar with the background, you may see how these lessons have influenced our path forward. Advice for Business Partnerships 1. Clear Communication: • Emphasize open and honest dialogue between partners. • Regularly discuss business operations, goals, and any concerns. 2. Shared Vision and Goals: • Align long-term vision and goals for the business. • Revisit and adjust goals as necessary to ensure mutual commitment and motivation. 3. Establish a Partnership Agreement: • Create a detailed agreement outlining contributions, profit-sharing, decision-making, and dispute resolution. • This can prevent misunderstandings and provide a clear partnership framework. Maintaining Integrity and Professionalism 1. Uphold Integrity: • Make decisions based on ethical principles and best interests of all stakeholders. • Be accountable for your actions and correct mistakes. • Ensure fair practices, treating all clients, employees, and partners equitably. 2. Foster Transparency: • Maintain openness in communication and actions to build trust. • Share relevant information and updates to avoid misunderstandings. 3. Demonstrate Trustworthiness: • Be reliable and consistent in fulfilling commitments. • Build and maintain trust through dependable and ethical behavior. • Refrain from speaking ill of others: Maintain professional respect by avoiding negative talk or gossip. Provide constructive criticism in a respectful manner and focus on positivity by highlighting strengths and achievements. 4. Lead by Example: • Demonstrate integrity and professionalism in your actions. • Cultivate a culture that prioritizes ethics and rewards trustworthiness. As we celebrate this big milestone, I’m excited about the new opportunities and possibilities for RK Recruitment. This journey has made us even more committed to doing great things. We’re looking forward to new adventures, building connections, and growing together. If you’re interested in working with us, sharing ideas, or just talking about the future, I’d love to hear from you. Let’s connect and see what we can achieve together. Here’s to new beginnings and exciting opportunities ahead! #LeadershipJourney #BusinessGrowth #NewBeginnings #BusinessPartnerships #RKGroup

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In APAC, organisations are moving beyond traditional talent sourcing methods and embracing outsourcing to bridge talent gap. Resource Augmentation offers a straightforward alternative to full-scale RPO. It's ideal for any company size, providing access to unparalleled talent acquisition expertise. Ready to adapt and excel in your recruitment strategy? Tap into our resources now and position your company for success. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #India #APAC

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This is a really interesting The HR World article by Adrian Tan I have always found it hard to understand why HR is overlooked when recruiting into the C-suite. The growth of non-HR professionals taking on the CHRO role will hopefully lead to major changes in this area. HR needs to be fully represented at Board level in my opinion. The article is well worth a read.

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I am excited to share the release of the 5th edition of The Adecco Group’s global study on the future of work! This report reveals key insights on the impact of AI on productivity and offers strategies for organizations to adapt in these changing times. A must-read for anyone interested in the evolving workplace! Here are some key takeaways: 💡 We’ve discovered important findings on productivity boosts driven by AI  💡 The study outlines how organizations can effectively navigate these challenging times  💡 We've pinpointed essential strategies for employers to help their workforce remain adaptable and prepared for the future ➡️ Download the full report here: https://bit.ly/3Nx3Nmz #AdeccoGroup #GWOF24 #GlobalWorkForceOfTheFuture #FutureofWork

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Hiring is harder than ever, but why is that and what can we do about it? We have just launched our Talent Trend 2024 report. The responses from 50k global respondents confirm some of my observations and challenge some of my assumptions. Intrigued? Link is in the comment section, or better yet, connect with me and let us bring the insights to life for you! #TT24 #TheExpectationGap #AI #flexibility #inclusion Rupert Forster | Olga Yung | Steve Parkes | Carly Yau | Ellen Lai | Angela Chan | Cherie Tam (She/Her) | Michelle J. Ma (She/Her) | Joe T. | Eliza (Lok Lam) Lai | Sherman Sung | Anthony Lau | Vivien Leung | Mindy,Hongmin Luo | Alexis Wee | Matthew W.

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In Hong Kong, competitive pay is not enough anymore. If you're among the 50% of businesses struggling to retain talent, dive deeper with our Talent Trends 2024 Interactive Tool to uncover trends in this evolving landscape 🤝 Get more insights: https://lnkd.in/gBgS3qBH #TT24 #TalentRetention #Employment #TheExpectationGap

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Did you know that 85% of Hong Kong companies have already implemented AI technologies? 🤖 If you want to maximise the power of AI, training your staff is essential 👩🏻‍💻 Here's tips on training your staff to use AI⤵️ 🔗Read more: https://lnkd.in/eQ5mDWYj #ArtificialIntelligence #AI #Training #Technology

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🚀 Exciting times ahead in the job market! 🌟 Recent insights reveal positive salary trends across various sectors, highlighting a strong demand for skilled professionals. This projected increase not only reflects economic growth but also creates abundant opportunities for both job seekers and businesses. 💼✨ As a recruitment firm, we’re thrilled to play a role in this evolving landscape, connecting exceptional candidates with organizations eager to innovate and expand. The rising salaries signal a commitment to attracting top talent, which is essential for driving success in today’s competitive environment. Let’s embrace this wave of growth together! By fostering collaboration between businesses and talent, we can shape a brighter future for all. 🌍💪 #ConnectedGroup #StayConnected #CGFinance #CGActuarial #SalaryTrends #Recruitment #TalentAcquisition #CareerGrowth

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We’re not just another recruitment agency—we’re a retained search firm dedicated to finding the best C-Suite talent in Japan—and we’ve developed a recruitment model with a high success rate regarding business decision outcomes and placements. Here’s how we ensure success: ∙ We start with a thorough understanding of your needs. ∙ Leveraging our extensive network, built from years of industry experience and advanced tech tools, we find the best talent. ∙ We ensure a seamless and positive candidate experience. ∙ Weekly meetings keep you informed and involved at every step. ∙ Our rigorous shortlisting means only the best talent makes the cut. ∙ With open communication, we ensure a perfect fit between the candidate and the company. ∙ Our seamless onboarding finalizes agreements that support a successful partnership. With your involvement and partnership, you can discover a new way of hiring. DM if you’d like to find out more. #recruitmentstrategy #Japanrecruitment #talentacquisition #FocusCore

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Navigating Asia's complex business landscape? We've got the leaders you need. CFR Global Executive Search

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In APAC, organisations are moving beyond traditional talent sourcing methods and embracing outsourcing to bridge talent gap. Resource Augmentation offers a straightforward alternative to full-scale RPO. It's ideal for any company size, providing access to unparalleled talent acquisition expertise. Ready to adapt and excel in your recruitment strategy? Tap into our resources now and position your company for success. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #India #APAC

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Take a look at our latest Talent Insights Report. With challenges around the talent landscape is ever evolving, we at ConnectedGroup is always looking for innovative ways to attract top talents for our clients. In our Talent Insights Report we delve into: - Global Talent Trends: Understanding the broader economic climate impacting hiring. - Hong Kong's Unique Landscape: Exploring its strengths and weaknesses in attracting and retaining talent. - Actionable Strategies: Discover defensive and offensive approaches to navigate the market. Get a tactical advantage in the battle for talent by downloading your copy now: https://bit.ly/4b6o6l6

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The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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In Japan, the job market is evolving with companies offering various contract types beyond the traditional full-time employee setup. Understanding these differences is crucial in recruitment to provide candidates with the best options available. For those looking to explore the recruitment industry in Japan or seeking to expand their knowledge, we have curated a glossary of terms, including videos and other content, to help you navigate the sector effectively. Take the first step towards unlocking new opportunities in the dynamic recruitment landscape of Japan. https://lnkd.in/gT9qtNCe #Japan #RecruitmentIndustry #CareerGrowth #EmploymentContracts

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Happy Thursday LI connections! We have recently compiled our APAC Labour Market Insights for the first quarter of 2024. This report is an analysis of labour market trends across 10 markets in the region - China, Hong Kong, India, Indonesia, Korea, Malaysia, Singapore, Taiwan, Thailand, Vietnam. I personally love this report as it is an insightful read with bite-sized information and data points. A few key highlights include: Geopolitical and Macroeconomic Challenges: APAC region grapples with geopolitical tensions, high interest rates, supply chain disruptions and currency fluctuations. Economic Growth Projection: IMF projects steady economic growth for APAC at 4.5% in 2024 despite challenges. Skills Gap and Digital Transformation: Rapid digital transformation increases demand for skilled professionals in software development, cybersecurity, and data analytics. Government Initiatives: Focus on developing skills training and caregiving support schemes to meet evolving labour market demands. Feel free to download the full report at our website at: https://lnkd.in/gSu4cHzj , or reach out to us directly. If you would like additional insights on the current employment market, discuss on your career move, discuss hiring plans, or even just to vent frustrations or need a listening ear on your job search, do feel free to get in touch. 🤗 Adriell Ong BTI Executive Search #jobmarket #recruitment #humanresources

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I've known Dan Cohen for some time now, and I'm really excited for him to have his first opportunity to get in front of the TEAM Network Members this Friday! 👏 Dan will be sharing his expertise on the importance of DEI data in recruitment – a topic we all know is critical as clients increasingly look for diverse and inclusive hiring solutions. This session will be packed with practical advice on how recruiters can begin their DEI journey, win more business, and truly differentiate their offerings. We’re all looking forward to this one! 🚀 #DEI #Recruitment #TEAMNetwork #DiversityAndInclusion #Webinar

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Unleash your full potential and achieve success as a contractor in Hong Kong

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Recruitment Market Update: Mid-Q2 2024 for APAC and MENA APAC Region: Stability and Growth Market Overview: Post-Q1, stability and growth were evident in Asia. Q2 seems back to cautious ways. Strong hiring in PR and communications for us compared to last year. The digitech sector is gaining momentum, but slowly. Advertising and creative sectors remain flat. Market Sentiment: Businesses are more positive than in 2023 but still cautious. Upcoming elections in Singapore add to the uncertainty. Despite talks of recovery, the Chinese economy shows signs of stuttering. Recruitment Dynamics: Nervous markets mean cautious clients and slower hiring processes. Salaries are being debated and challenged more than usual. Active hiring is happening, but it’s not booming; jobs aren’t pouring in. To secure roles, build trust and leverage multiple tools to find clients with a growth mindset. Key Strategies for Us: Focus on building strong relationships. Produce relevant content and discuss market trends. Be a guide to clients and candidates, ensuring long-term success. Leverage our experience and resilience to navigate these conditions. MENA Region: Positive Yet Challenging Market Sentiment: The MENA market remains very positive, driven by government initiatives. Big projects are being announced across the GCC, particularly in Saudi. Dubai still has an influx of people coming in; anyone driving will tell you that. Abu Dhabi was very good to us in Q1. Much like APAC, for MENA most placements were in PR and communications, with Digitech improving. Advertising and creative sectors remain as last year. Recruitment Dynamics: The market is heavily client-driven. Competition for jobs is fierce, with regional experience winning the day in most cases. Increasing competition as more businesses open daily, driving down prices and squeezing margins for many. The region has a reputation for late payments, impacting cash flow for SMEs, which for us can delay hiring as clients are cautious about when they will get paid. A trend we continue to see is that hiring in Abu Dhabi, Qatar, and KSA is mostly for locals, with a limited supply of quality, experienced talent making it very candidate-driven in this area. KSA hiring is in high demand, but processes tend to be very lengthy. Key Strategies We Will Adopt: We launched in KSA and need to hire for that market. We understand and have been adapting our searches to local hiring preferences. We maintain a positive outlook and adapt to familiar challenges; this isn’t our first rodeo, so many of the market moves are those we have seen before. Continue to build strong relationships and stay resilient to navigate the tough aspects of recruiting in the region. Keep hosting events, producing content, and providing market intel. MCG Talent Adam Michael Toctan Sarah Doherty Charlie Bowsher #Recruitment #MarketUpdate #APAC #MENA #HiringTrends #RecruitmentStrategy #GrowthMindset

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