The Asia Recruitment Awards is a Human Resources’ event recognising the best within the HRprofession in Malaysia. It serves as a platform to showcase successful recruiting programmes andinitiatives as well as to acknowledge individuals and teams who have proven their calibre indemonstrating excellence in the recruitment and HR field.

Building on this success, we have introduced some new categories for both in-house andrecruitment solution providers in 2020 – Best New Recruitment Firm, Best BackgroundScreening Provider, and Best HR Communication Strategy.

An expert panel of senior HR leaders will judge the entries and determine the winners of AsiaRecruitment Awards 2020. To improve the standard of our awards, we have incorporated thejudges’ feedback as a mandatory field for judges on each entry form.

Once the jury has decided on the scores in each category, the rankings will be finalised, and thewinners of the gold, silver and bronze awards in each category will be announced at the galadinner on 16 April in Malaysia.

The winners of the Asia Recruitment Awards represent the very best in the industry and will befeatured in a print edition of Human Resources magazine.

About the awards Awards gala night Date: 16 April 2020, Thursday Venue: To be confirmed Time: 6.30PM till lateDress code: Black tie

Key dates

Entry submission deadline: 14 February, Friday. Judging begins: 21 February, Friday. Finalists announced: 9 March, Monday. Gala dinner: 16 April, Thursday.

In house HR team categories 1. Most Innovative Recruitment Strategy – in-house 2. Best Employer Branding3. Best Onboarding Experience4. Best Graduate Recruitment Programme5. Most Successful Recruitment Referral Scheme6. Best Use of Recruitment Technology Tools7. Most Innovative and Sustainable Office Design8. Best Diversity & Inclusion Strategy9. Best Regional Recruitment Strategy10. Best Campus Recruitment Strategy11. Best Candidate Experience – in-house12. Best Candidate Assessment Process13. In-house Recruitment Team of the Year14. Best HR Communication Strategy 15. Best Graduate Recruiter of the Year (individual)16. Asia Recruitment Grand Winner 2020 – in-house

Recruitment Solution Provider categories17. Best Client Service by a Recruitment Solution Provider18. Best Recruitment Portal by a Recruitment Solution Provider19. Best Candidate Experience – Solution Provider 20. Most Innovative Recruitment Strategy – Solution Provider21. Recruitment Agency of the Year (under 50 employees)22. Recruitment Agency of the Year (over 50 employees)23. Best Specialist Recruitment Agency 24. Recruiter of the Year (individual)25. Best Background Screening Provider 26. Best New Recruitment Firm 27. Asia Recruitment Grand Winner 2020 – Solution Provider

This document is designed to assist you with your entry submission.

Please read the following instructions and requirements to ensure your entries are submitted successfully.

All entries, supporting documents and required items can be submitted online from 1st October 2019 at https://awards.humanresourcesonline.net/asia-recruitment-awards-my/.

The entry deadline is 14 February 2020. Should your entry be shortlisted, you will becontacted shortly after the judging period has concluded.

Important: Human Resources has enforced a system to ensure there will be noconflict of interest should the judges’ organisations also submit entries. Judges willneither be allocated nor allowed to evaluate the categories in which they havesubmitted entries.

EligibilityProgrammes/campaigns/systems/initiatives entered should have demonstrableresults from the period of June 2018 to January 2020. Initiatives or strategiesdeveloped and implemented prior to this period are also eligible, provided theresults/impact were measured during the past year.

Categories are open to all organisations and recruitment agencies based in Malaysiamay be privately owned, government or NGOs.

All programmes/campaigns/systems/initiatives must have been implemented andcarried out for offices in Malaysia .

Any organisation can submit entries to a maximum of eight categories and is limited to one entry per category.

Award categories

Entry fee

100USD per entry.

Payment modes: Credit cards, cheque and wire transfer.You may indicate your payment option at the end of your online submission process.Credit cards accepted: Visa, Mastercard, American Express.All entries are non-refundable.

For further enquiries, please contact Ryan Ciceron or Hemalatha Siranjeevi at +65 6423 0329 (general line) or at hemalathas@humanresourcesonline.net and ryanc@humanresourcesonline.net

Entry question detailsn your core submission document, address the following sections. Keep your answers

as concise as possible, and do not exceed the respective sections’ word limits. Toensure a fair judging process, please note that judges have the authority to providezero marks to you for a particular section in the event that you have exceeded theword limit.

Tailor your answers based on the category you are entering and please refer to thecategory descriptions below for a detailed description and the expected deliverables.The respective components add up to 100% of the judging criteria.

Entries without qualified evidence will not be considered (evidence can be in the formof reports, charts, graphs, etc, that depict change in business growth/revenue, etc).Recommended information (where applicable) includes key objectives, targetaudience, budget, communication channel/s used, strategic planning andevidence/metrics showing the human resources objectives were met.

1. Context/challenge (max 500 words) – 25% – Provide a brief overview of your company/yourself.– What are the key existing challenges that you are facing?– Describe the issues faced.– What were the primary objectives you wanted to achieve with your product/system/strategy*?

2. Strategy (max 500 words) – 25%– Provide a brief overview of the new system/product/strategy.– What makes it different from others? – Elaborate on the creative and innovative aspects of your system/product/strategy.– How was the system/product/strategy implemented/communicated to all parties involved?– What was the core insight on which you focused your strategy?– Which departments did you/your teams collaborate with in order to implement the system/product/strategy?

3. Execution (max 500 words) – 25% – How did the system/product/strategy make a difference to employees/target market and business objectives?– How receptive were your employees/target market to the change(s)?– List other important factors that were meaningful to its success.– Did everything go according to the plan or did you improve/adjust along the way?

4. Results (max 500 words) – 25% – What were the results of the implementation of the new system/product/strategy?– Give clear evidence and metrics demonstrating its performance.– How do you intend to build on your efforts in the future?– Why do you deserve an Asia Recruitment Award?*System could be a new initiative, programme, campaign, project, etc.

Category descriptions (in-house HR team)

1. Most Innovative Recruitment Strategy – in-houseThis category recognises a recruitment strategy that abandons tried-and-tested methodsin favour of innovative, daring and creative recruitment campaigns that attract high-calibre candidates. Having set and achieved clear campaign objectives, entrants mustdemonstrate how they have successfully leveraged on suitable platforms and channels –be it digital or offline – to execute fresh recruitment campaigns that appeal to their targetaudience.

a. What were the campaign objectives and what issues did your team faceprior to planning this recruitment strategy?

b. Describe the recruitment strategy and how your team conceptualised anddeveloped it.

c. How were the campaigns executed successfully and why were the channelsand platforms chosen?

d. To what extent did the campaigns bring about an increase of qualifiedcandidates for your organisation?

2. Best Employer BrandingThe functional role of recruitment solution providers is dynamically shifting with theconstant evolution of clientele needs in this digital era. In addition to brokering betweencandidates and companies, a superior client service is expected when servicing allstakeholder needs. Providing exceptional value while ensuring a seamless process in clientdelivery and a high-level of client satisfaction is a value-add that is highly sought after.Celebrating companies that have successfully created strong brand stories that resonatewith employees and positions the organisation at the top of candidates’ employer wishlists.

a. What were the issues faced by your organisation prior to creating orrevamping your organisation’s brand?

b. Describe your employer branding strategy and how it was conceptualisedand developed.

c. How were the initiatives implemented?d. Describe the campaign results.

3. Best Onboarding ExperienceOnboarding is integral to the individual and company’s success. This category rewardsorganisations that have excelled in facilitating employees’ smooth introduction, ensuringthat new employees are equipped with the necessary knowledge, skills and dispositionto become effective members of the company.

a. How were employees previously onboarded and how effective was thesystem?

b. Describe your new onboarding strategy and how it was conceptualisedand developed.

c. How were the initiatives implemented?d. Describe the onboarding programme results

4. Best Graduate Recruitment ProgrammeThis award recognises the efforts of organisations in attracting high-calibre graduates that are either recent school leavers or those with one to two years of work experience. The judges will determine the success of the organisation by its ability to display success in achieving targets around cost, timelines and number and quality of desired graduates, while displaying an innovative approach to attracting graduates.

a. What was the graduate recruitment programme’s objectives?b. Describe your graduate recruitment programme and how it was

conceptualised and developed.c. How was the programme implemented?d. Describe the programme results.

5. Most Successful Recruitment Referral SchemeWhen employees are involved in the pre-selection and nomination of candidates for arole, the chances of finding candidates for a better culture fit is higher. After all, who elseis better positioned to determine if a candidate would get along and work well with themthan the employees themselves? But, if employees are to put themselves and othersforward for suitable roles, you will have to engage them and make their effortsworthwhile. This category distinguishes organisations that have successfully engaged andencouraged their employees to contribute to the building of the company’s workforcethrough strong employee referral or internal transfer programmes.

a. Describe the issues that your organisation faced prior to implementing theprogramme(s).

b. Describe the programme(s) that you implemented and how it wasconceptualised and developed.

c. How were the programme(s) implemented?d. What were the results of the programme(s)?

6. Best Use of Recruitment Technology ToolsHave you effectively leveraged on technology to optimise and streamline yourorganisation’s talent acquisition process? Have you demonstrated the ability todifferentiate your company and attract candidates through methods such as transformingyour corporate career website into a powerful candidate engagement platform? If youhave explored innovative technological tools that make recruitment a breeze, we want tohear from you!

a. Describe the issues that your organisation faced prior to the adoption ofrecruitment technology.

b. How did your organisation use technology to strategically overcomeissues?

c. How was the use of the technology implemented and what did the team doto obtain stakeholder buy-in?

d. What results did the innovative use of recruitment technology achieve?

Category descriptions (in-house HR team)

7. Most Innovative and Sustainable Office Design The importance of office design is often overlooked by companies, but forward-lookingorganisations understand the impact of a conducive and vibrant workspace on talentattraction and employee productivity. The best talent wants to work in an inspiring andeco-friendly environment.

a. What compelled your organisation to provide your employees with anergonomic workspace?

b. What is the concept behind your office design?c. How has your office become more sustainable and environmentally

aware over the past year?d. What is HR’s role in this?e. What impact does the office set-up have on recruitment and talent

acquisition?

8. Best Diversity & Inclusion StrategyThis category recognises work undertaken and policies implemented to ensure adiverse and inclusive workforce. The winning entry should demonstrate that theorganisation has taken active steps towards ensuring that no candidate has beenexcluded based on race, gender, age, sexuality and culture.

a. Describe the issues that your organisation faced prior to implementingthe initiatives.

b. Describe the initiatives and policies implemented and how they wereconceptualised and developed.

c. Did you face any roadblocks during the implementation?d. What were the results of the initiatives?

9.Best Regional Recruitment Strategy The war for talent in one country is already a tough one to win, so kudos to regional HRteams and recruiters that have been tasked with the challenge of acquiring and recruitingtalent across a cluster of countries. Showcase the astuteness and effectiveness of yourregional talent acquisition strategy to win this accolade.

a. What were the campaign objectives, and what issues did your team faceprior to devising this recruitment strategy?

b. Describe the recruitment strategy and how your team conceptualised anddeveloped it.

c. How were the campaigns executed successfully and why were the channelsand platforms chosen?

d. To what extent did the campaigns bring about an increase of qualifiedcandidates for your organisation?

10. Best Campus Recruitment StrategyThis category recognises organisations that have successfully engaged and recruited soon-to-be graduates. Judges are looking for organisations that are actively building theiremployer brand and investing in next-generation talent through proactive on-campusrecruitment campaigns and internships.

a. What were the campaign objectives and what issues did your team faceprior to devising this recruitment strategy?

b. Describe the recruitment strategy and how your team conceptualised anddeveloped it.

c. How were the campaigns executed successfully and why were the channelsand platforms chosen?

d. To what extent did the campaigns bring about an increase of qualifiedcandidates for your organisation?

11. Best Candidate Experience – in-houseDoes your organisation consistently deliver a positive, respectful and professionalexperience at all touch-points with candidates – be it from application to interviewingand from hiring to onboarding? Enter this category to be recognised for the exceptionalcandidate experience that your organisation provides.

a. What prompted your company to make the candidate experience a focus?b. How do you assess the needs of the candidates to ensure their

expectations are met during your interactions with them?c. Detail the challenges you faced when trying to meet a candidate’s

expectations and how you overcame them.d. What is the impact of the candidate experience on talent acquisition and

recruitment in your company?

12. Best Candidate Assessment ProcessAn accurate candidate assessment process aids in evaluating, filtering and qualifying thebest-fit employee based on your recruitment objectives. A streamlined andcomprehensive procedure ensures candidates are aligned with corporate goals, cultureand long-term business profitability while maintaining a low level of staff turnover.Winning entries should demonstrate excellence in proactively applying rigorousassessment and selection techniques to gain a better understanding of candidate skills,knowledge, aptitude, capability and personality.

a. What are your primary and secondary recruitment objectives?b. Detail your assessment tools and how they help ensure recruitment

objectives are met.c. List benefits to your business gained from the application of your

candidate assessment process (that is, profit margins, employee turnover,etc.)

d. How do you plan a career trajectory for candidates based on theassessment process?

e. How cost-effective is your process?f. Please map out the candidate journey through your recruitment process.

Testimonials from current employees that support your case would beuseful.

g. How do you integrate digital tools into your talent acquisitionassessment?

Category descriptions (in-house HR team)

13. In-house Recruitment Team of the YearIn-house recruitment teams, which have gone above and beyond with proven experiencein successfully blending organisational excellence with efficiency and innovation inrecruitment, stand a high chance of winning this category. The judges want to see teamsthat can demonstrate their positive contribution to the success and strategic objectives ofthe organisation. Entries should focus on their robust end-to-end recruitment proceduresand will be judged on recruitment strategies, problem-solving techniques, stakeholdersatisfaction and employer branding, as well as client service and experience.

a. What are your team’s goals? How do they align to your company’s strategicgoals?

b. How do you ensure functional and operational excellence between yourteam members?

c. What are some challenges that you faced when executing a comprehensiverecruitment process?

d. Detail the measurement metrics utilised to track the effectiveness of yourrecruitment strategy.

Category descriptions (in-house HR team)

15. Best Graduate Recruiter of the Year (individual winner)Open to standout individuals, this category recognises outstanding creativity, innovationand effectiveness in developing and executing a graduate recruitment programme thathas resulted in the strategic recruitment of graduate trainees. This award recognises theefforts of the recruitment professional in his/her work for sourcing the right graduatecandidates into their organisation. Judges are looking for conviction, thought-leadershipand innovation in the recruitment process.

a. Demonstrate the innovative recruitment programme/s that you haveimplemented.

b. How do you ensure a positive end-to-end recruitment process for yourgraduates post-hiring?

c. What are some challenges you faced when executing campus recruitment

programmes?

16. Asia recruitment grand winner 2020 - in-houseThis is awarded to the organisation which has secured the most wins across all categories. Please note the Grand Winner title is not open for nominations

14. Best HR Communication StrategyLeading organisations are able to stay ahead of talent acquisition by capitalising on thewide array of communication channels present today. By utilising both internal andexternal communication channels, the talent acquisition function can be transformed intoone that is effective and engaging. Pertinent examples would be the use of social media toengage, interact and attract external talent to enable direct communication necessary tochurn out swift responses. The mention of other innovative practices that deliver thebusiness outcome through an efficient system are welcome.

a. What internal communication channels does HR utilise effectively and how dothey improve talent acquisition?b. What measurement metrics do you use to evaluate your channels?c. What is the engagement level that you have through these channels?d. How do you align your talent acquisition strategy to the business throughcommunication platform(s)?

Category descriptions (recruitment solution

provider)

17. Best Client Service by a Recruitment Solution ProviderThe functional role of recruitment solution providers is dynamically shifting with theconstant evolution of clientele needs in this digital era. In addition to brokering betweencandidates and companies, a superior client service is expected when servicing allstakeholder needs. Providing exceptional value while ensuring a seamless process inclient delivery and a high-level of client satisfaction is a value-add that is highly soughtafter. Successful entries will showcase how organisations position themselves differentlyfrom their competitors by putting the welfare of their clients at the top of their list.

a. How do you conduct the assessment of your client’s needs?b. What does the end-to-end client delivery service look like?c. Detail challenges you’ve faced when trying to meet client needs and how

you overcame them.d. How do you ensure a cost-effective service delivery without

compromising on the service provided?

18. Best Recruitment Portal by a Recruitment Solution ProviderThe best recruitment portal delivers its message simply and effectively through its cleanand user-friendly layout, while engaging visitors. It features a comprehensive corporatebranding strategy that increases visibility and generates a significant number of pageviews, playing an important role in the success of the organisation.

a. What is the key objective of your recruitment portal?b. How do you measure the success and effectiveness of your recruitment

portal?c. What are some key elements to your recruitment portal that help ensure

its success?d. How do you differentiate your job portal from your competitors'?

19. Best Candidate Experience – Solution ProviderThe winners of this category understand the candidate thought process and do their bestto improve and streamline the candidate application process. Substantial efforts toprovide a user-friendly recruitment process for candidates should be evident, with greatcare being taken to ensure efficiency and satisfaction for all parties involved. A superiorcandidate experience is one that is innovative, transactional and sustainable.

a. How do you conduct the assessment needs of your candidates?b. What does a successful end-to-end client candidate service look like?c. Detail some challenges you faced when trying to meet the candidate’s

needs and how you overcame them?d. How do you ensure a cost-effective service delivery without compromising

on the service provided?

Category descriptions (recruitment

solution provider)

20. Most Innovative Recruitment Strategy – Solution Provider This award recognises the unique aspects of any innovation (new or existing products)featured extensively in the recruitment process. Judging criteria includes differentiationfrom existing products, processes and services, user satisfaction and effectiveness, as well asthe innovation’s success and popularity among users and management. It must also havelargely contributed to the recruitment sector or process in a positive way, and made asignificant difference to various stakeholders.

a. How does your innovation strategy function help to differentiate you fromyour competitors?

b. What are some tools that you use to enhance your recruitment strategy?c. Detail examples that demonstrate the success of your innovation strategy?d. How cost-effective is your strategy?

22. Recruitment Agency of the Year (over 50 employees)This award will go to the best all-rounder recruitment agency (over 50 employees) thathas delivered exemplary value and quantifiable results living up to the expectations of bigagencies. The criteria for this award is based on the holistic recruitment agency that hassuccessfully achieved the most standout series of business accomplishments over theyear. The winning entry must clearly demonstrate financial stability and profitability whileexplaining how it has helped to enhance the recruitment industry’s reputation inSingapore/Malaysia.

a. What is your annual profit margin?b. Outline new projects undertaken this year.c. Which one big project was the most successful for you, beyond profits?d. What’s your two to three year development strategy?

21. Recruitment Agency of the Year (under 50 employees)The criteria for this award is based on the all-rounder recruitment agency (under 50employees) that has successfully achieved the most standout series of businessaccomplishments over the year – demonstrating that it isn’t only large firms that makean impact. The winning entry should showcase financial stability and profitability as wellas how it has helped to enhance the recruitment industry’s reputation inSingapore/Malaysia.

a. What is your annual profit margin?b. Outline new projects undertaken this year.c. Which one big project was the most successful for you, beyond profits?d. What’s your two to three year development strategy?

23. Best Specialist Recruitment AgencyBusinesses are always looking for experienced and highly skilled candidates to fill nichepositions, as evident in industries such as construction, banking and finance, andtechnology, among others, to drive organisations forward. The winner of this categorymust be an agency with knowledge and a good understanding of the specific industry andwhat employers are looking for. Entrants are expected to provide evidence of greatcustomer service and candidate experience, clear quantifiable results, digital recruitmenttools and a high level of involvement with the industry they serve.

a. How do you fill the gaps for your clients and ensure all expectations aremet?

b. How do you differentiate yourself from your competitors?c. Upon a hire, outline key follow-up procedures you engage in.d. Detail the digital tools used to enhance your recruitment process.e. How do you conduct a needs assessment for your clients?

24. Recruiter of the Year (individual)This award recognises the individual standout performer within a recruitment agency. This exceptional individual understands the needs of different stakeholders, has proven experience and testimonials from clients and candidates, and has brought a significant amount of revenue to the company. She/he serves as a leader and a role model within the organisation, as well as to industry peers.

a. What are some of the innovative recruitment campaigns she/he was involved in?

b. What were his/her main KPIs and how did they achieve them? c. Detail some of the key challenges they faced?

Category descriptions (recruitment

solution provider)

27. Asia Recruitment Grand Winner 2020 – Solution ProviderThis is awarded to the organisation which has secured the most wins across all categories. Please note the Grand Winner title is not open for nominations.

25. Best Background Screening ProviderThe growing incidences of false and fraudulent information in candidate applications hasincreased the need for the type of robust background checking only specialists canprovide. In addition to leaving a company open to embarrassment, being fooled by falsecandidate credentials can allow fraudsters into the organisation where they can dountold damage. The winners will demonstrate excellence in protecting employers fromsuch unscrupulous candidates.a. Give an overview of the vision and goals that your organisation is striving towards.b. How have you pursued the objectives and resolved any challenges along the way?c. What business and commercial benefits did your organisation deliver in the past

year?d. What do your clients have to say with regards to your products and services and

how they have beneficially affected their business processes?e. What other objectives do you plan to pursue next?

26. Best New Recruitment FirmBig organisations aren’t the only ones who are able to make an impact in the recruitmentbusiness industry – newcomers that have proven that they are reliable and commerciallysuccessful should also be recognised. This award goes to the best new recruitment firmsthat have been in the business for not more than five years, but have managed to deliverexemplary value and quantifiable results that have continuously impressed theirprospective and existing clients.a. Give an overview of the vision and goals that your recruitment firm is striving

towards.b. How have you pursued the objectives and resolved any challenges along the way?c. What business and commercial benefits did your recruitment firm deliver in the past

year?d. What other objectives do you plan to pursue next?

Entry fees are non-refundable.

Entries will not be considered for judging if payment is not received within fiveworking days upon being invoiced.

Finalists who submitted videos may be contacted for a hi-res DVD version to beincluded at the awards ceremony. Entrants are responsible for all postage fees andvideos will not be returned at the conclusion of the awards.

The judges’ decisions are final.

The entrant agrees that Human Resources Online or Lighthouse Independent Mediawill not accept responsibility for errors or omissions reproduced in the presentation ofthe Asia Recruitment Awards, or in Human Resources magazine, or for work lost ordamaged under any circumstances.The entrant agrees the Asia Recruitment Awards team has the right to mergecategories or dissolve any categories should it be deemed necessary. Should acategory or categories be dissolved, entries in that category/categories will not berefunded.

Any specific information or content intended for judging purposes only must beclearly indicated in red text. Any text highlighted in red will not be used for anyadditional articles, and will not be disseminated beyond the judging panel in any way.

The entrant grants Human Resources magazine permission to show material from theentries (that has not been highlighted as confidential), at the awards presentation, inthe magazine and at any time as deemed appropriate.

Terms and conditions