Global Wings ‹ No.❶ Global Wings ›
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Foreign Manpower

With a track record of 20 years in manpower recruitment is no doubt Global Wings is a global manpower recruitment agency. Many candidates have been recruited for various projects globally.

Our candidates are sourced from numerous countries in Asia namely India, Sri Lanka and others. They are deployed mainly in Malaysia and Singapore with numbers up to 100,000 workers.

Construction and infrastructure, healthcare, food and beverage, hospitality and retail are just a few of the industries in which we operate with general workers, unskilled and skilled workers.

In conclusion, Global Wings is a global recruiting firm that operates in several nations.

The human resources staffing process serves as the foundation for a conventional sourcing, selection, processing and deployment chart. The flow from determining staffing needs to integrating a new hire into the business is depicted in the chart. The entire recruitment life cycle is another name for the procedure.

01

Sourcing

This initial stage is to proactively search for and attract qualified candidates.

  • Workforce planning :The organization will use their business goals, anticipated turnover and assessing current skill sets to identify their future staffing requirements.
  • Job analysis :The vacant position’s requirements will be spelled out by the company and in this way it leads to a well outlined of duties and the necessary skills and qualifications requirements.
  • Candidate sourcing :A profound method is to comb the various channels for suitable candidates.
    • Internal sourcing :Combing for qualified candidates within the organization through promotions, transfers or employee referrals.
    • External sourcing :Captivating candidates from outside the company through job boards, social media, career fairs, and recruiting agencies.
02

Selection

Evaluating candidates to choose the best fit for the role based on the company culture.

  • Screening and shortlisting :Unqualified candidates are processed out by reviewing applications and conducting initial assessments.
  • Interviewing :An array of interviews are conducted to ask specific, consistent questions or be more open-ended.
  • Background checks and reference checks :Background checks used to verify the candidate's credentials, employment history and performance.
  • Final selection :Based on all assessments above the hiring team makes a final decision to choose the top candidate.
03

Processing

This stage formalizes the employment relationship.

  • Offer and negotiation :A formal job offer including salary, benefits and start date is extended to the selected candidate,. The offer is subject to negotiation until both parties reach an agreement.
  • Hiring and pre-boarding :Once the offer is accepted, the candidate is officially hired. The pre-boarding phase involves preparing for the new employee's arrival by completing necessary paperwork, setting up their workspace and handling IT provisioning.
04

Deployment

Assimilating the new employee into the organization is the final stage.

  • Onboarding :Orientation sessions covering company policies, culture and job-specific training are formalised to welcome the employee into the company.
  • Placement :The new employee is assigned to their designated role and team, ensuring they are positioned to contribute effectively.
  • Training and development :To assist the employee to grow in their role and career, ongoing training is provided. This increases the employee's skills.
  • Performance appraisal :A systematic evaluation method is used to analyse the new employee's performance against job standards. This will ensure the new employee meets expectations and identify areas for further development.
Sourcing
Selection
Processing
Deployment
Human Resources

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