TestGroup’s Post

If anyone is interested in developing their skills in Human Resources (HR), a quick thought based on my experience that might be helpful. 💬 Here are some tips for developing this skill: Focus on Competency and Potential: Don't just tick off resume skills. Use behavioral interviews (asking for past examples: "Tell me about a time to assess soft skills like adaptability, critical thinking, and learning agility. Treat your company culture as a product. Use platforms like LinkedIn, Glassdoor, and your career page to consistently showcase your values, mission, and employee experiences.

A strong CV opens the door. But it’s not the only thing European employers look at. Recruiters across Europe are increasingly evaluating candidates on adaptability, communication, teamwork, and cultural fit—not just technical skills. Why? Because international hires often work in diverse teams where collaboration matters as much as experience. Soft skills like punctuality, willingness to learn, and problem-solving ability are often mentioned by employers as decisive factors. In fact, several labour market surveys in Europe highlight that employers rank “reliability” and “adaptability” higher than degrees alone. For candidates, this means interviews are the space to show more than what’s written on paper. For employers, it’s a reminder that skills are important, but character and attitude are what make an international hire succeed in the long run. 👉 Learn more at quickplus-recruitment.com

Does speaking the local language make a difference in recruitment? In markets like Hong Kong and Singapore, it definitely helps. It builds trust faster, smooths communication, and often makes clients feel like you really 'get' their business. But it’s not the only factor that determines whether someone succeeds here. I’ve worked with plenty of recruiters who don’t speak Cantonese or Mandarin and still do incredibly well. Because they make the effort to understand the market - how decisions are made, what motivates people, and how to build credibility in a completely different environment. Recruitment here isn’t just about language, it’s about connection too! If you can communicate clearly, listen properly, and follow through on what you say you’ll do, that builds trust just as quickly. Of course, language can give you an edge - it makes collaboration smoother and opens doors to local networks you might not otherwise reach. But it doesn’t define your potential. The recruiters who do best across Asia are the ones who adapt fast, ask questions, and take the time to learn. That curiosity matters far more than whether you’re fluent in Cantonese or not. SJ Rec2Rec | Scarlett Althorp-Radcliffe | Felix Fanshawe | Ellie R.

Day 6 at RSPL – Soft Skills in Recruitment: Communication Matters✉️ Day 6 was when I started noticing the invisible threads that hold recruitment together: communication. I watched HR professionals interact with candidates and colleagues — every word, every tone, every small gesture mattered. A reassuring message could ease a nervous candidate; a carefully phrased email could make the process smoother. I realized that HR is more than processes and policies; it’s about connecting with people, understanding their emotions, and making them feel valued. By the end of the day, I reflected: soft skills aren’t just “nice-to-have” — they are the heartbeat of HR. The right communication builds trust, confidence, and a positive experience for everyone involved. 🌸 Every word counts — a simple greeting, a thoughtful message, a patient answer — all shape the candidate’s journey. 💼 #RSPLInternship #Day6 #SoftSkills #Communication #Storytelling #HRJourney

As of October 2025, ✅️ 1,200+ clients coached across Malaysia, Singapore & international markets ✅️ 30+ industries served ✅️ 900+ CVs reviewed and optimised ✅️ 650+ LinkedIn profile transformed to attract recruiters ✔️ Average CV score improvement: +45% ATS friendliness ✅️ 480+ candidates landed new roles ✅️ Average salary increase: 18%-30% after consultation ✅️ 120+ clients relocated for international roles ✅️ 750+ interview coaching sessions delivered ✔️ 82% of coached clients progressed to the next interview stage your success could be next.

The Emoji Communication Strategy ⭐: In today's digital-first recruitment landscape, strategic emoji use can increase engagement by up to 300%. Use 2-3 relevant emojis in job postings and candidate communications to humanise your brand and clarify tone. Remember: consistency builds recognition - stick to a core set of professional emojis that align with your company voice.

I had the pleasure of delivering two taster sessions of the Inclusive Recruitment training last Tuesday at the WISE Annual Conference at the Institution of Engineering and Technology (IET) Savoy Place. It was fantastic to see such strong engagement, thoughtful insights, and valuable feedback from participants – thank you to everyone who joined! 🤓 Our session explored key topics, including: ➡️Why inclusive recruitment matters at every stage of the hiring process and employment journey ➡️Using data to inform and strengthen your inclusive recruitment strategy ➡️Recognising and addressing bias, particularly those types that commonly arise during recruitment ➡️Designing inclusive job descriptions and person specifications that attract a diverse talent pool We also discussed some thought-provoking questions: 🟣How honest should we be in our job descriptions and adverts to avoid attracting only a specific group and unintentionally excluding others? ⚪How can we remove unnecessary barriers that prevent capable candidates from applying? 🟣Should we include EDI (Equality, Diversity, and Inclusion) statements in our job adverts – and if so, how can we make them meaningful? ✅If you're thinking about these challenges in your organisation and want practical answers, this session is for you. Get in touch! . . Photo by Anne-Marie Bickerton https://lnkd.in/e-mNHuD9 #InclusiveRecruitment #WISEConference #DiversityAndInclusion #EquityInHiring #RecruitmentStrategy #InclusiveWorkplaces

What happens when an experienced IT Manager moves back home… and the job search doesn’t go as planned? After years of success in the Netherlands, our client returned to Poland expecting a smooth transition. Same industry. Similar level. Familiar market. Instead, they faced stalled applications, weak responses, and fading motivation. Here’s what changed everything: - a clear, step-by-step job search strategy, - ATS-optimized CV & recruiter-friendly LinkedIn profile, - targeted outreach to decision makers and headhunters, - 3 interview simulations with tailored preparation. The result? - response rate of ~57%, - interview rate of ~6%, - a consulting offer through a personal recommendation. Want to reboot your own job search after moving countries? Read the full story here: https://lnkd.in/dXcgdR-a

The best workplaces don’t just hire skills; they nurture people. If your current company isn’t helping you grow, it’s okay to explore where you’re valued. The right company grows you, not just your CV. #CareerGrowth #ProfessionalDevelopment #RecruitmentUK

📢 As someone who has been in recruitment for quite some time, I’d like to share a thoughtful observation. I often come across candidates applying to international companies and English-written job postings using résumés prepared in another language — most often Turkish, in my case 🙈 This always makes me wonder about the motivation behind this choice 🤔 From a recruiter’s standpoint, while it may seem like a small detail, it actually says a lot about a candidate’s culture fit and mindset at first glance — particularly their awareness and readiness to operate in a global environment. Let's nail it with English resumes 🌟