To support the mental wellness community, WiseNet Asia donated booklets of carnival vouchers to the SACS (Singapore Anglican Community Services) organisation. The charity tickets are for an upcoming MINDSET fundraising carnival event, organised by Jardine Matheson. SACS is a welfare organisation, reaching out to a community of people who seek psychiatric, family and senior care services.

Singapore Anglican Community Services

More information about SACS here:



Oct 2017

Closed the role of Director of Strategy, for our client, a well known Property Asset Management company in the Asia Pacific region.

Oct 2017

Successfully helped our client, a major logistics player in Singapore, to close the position of Learning & Development Manager.

Oct 2017

Assisted our client, a long standing F&B brand in the APAC region, to successfully close the role of Category Brand Manager.

Written by TY Chin
Copyright © 2017 WiseNet Asia Pte Ltd.  All Rights Reserved

Can Recruitment Apps Replace Headhunters


Recruitment apps are able to filter resumes and hire people but they could never replace the complex human intricacies involved in recruitment that only human themselves could work out.  Technology will help with routine tasks within preset parameters, but beyond that are more complex issues such as managing employer and job candidates’ expectations, selling the company and brand to high potential candidates, analyzing an individual beyond their projected outlooks, and so on.  It’s a people business that requires complex human handling.

The ability to see beyond a projected image

An app might be able to analyse one’s facial expression during interviews.  However, people are trained to project a certain outlook and speak certain ways to sell themselves.  A trained recruiter with an eye for detail will be able to see beyond the packaged image, tell if the real personality is a good fit for the company’s culture, whether the candidate will be able to get along well with existing team members, and if they will be happy in the company environment.

Employee and employer’s personalities match/mismatch determines how they interact with each other and perform at work.  Ultimately, mismatches affect bottom line company performance.

Recruiters have deeper insights through their networks

Candidate’s self-perception and how peers see them might be different.  One’s self-perception determines how they present and write about themselves.  Headhunters or professional recruiters who spent their career knowing both candidates and clients will be able to discover the other aspects that the candidates might not even know about themselves.

People who worked on the same team in the same company at the same time might not be equal performers; though their resumes will imply so.  A professional recruiter who follows the candidates throughout their career will be able to discover the differences through their sources.

Professional recruiters have their own system of candidates’ management, which help them to keep track and communicate with countless candidates that they have encountered.  The system also enables them to keep in touch with high quality candidates.  Being in the know means a professional headhunter is more likely to know if someone with good resume in linked-in is ready to switch or not.  Thus, they don’t spam potential candidates with unsolicited job notice, hence maintaining a positive relationship.

“Selling” a job to quality candidate

A job advertisement will attract existing job seekers.  However, for senior post with more stringent requirements, there might be better candidates who are not looking for a job but are more qualified.  Headhunters, who network in their job, will be able to pick up more qualified candidates from their contacts list and then soft sell the new job.  A professional headhunting recruiter is also able to manage the process of closing employer/candidate expectations, and provide counselling to candidates through a seamless job switch.

Globally, what do HR veterans think about technology versus human recruitment?

“If you think about the smartest, most switched-on person you’ve ever worked with, and then think about the biggest slacker and do-nothing person you’ve ever worked alongside, the contrast between those two people is obvious. Yet no ATS in the world could distinguish between them, as long as the two people worked at the same job in the same company at the same time.” Liz Ryan, Forbes (source)

“Some of this “data” is not machine readable: for example, how a candidate presents themselves, how they answer questions, and the attitude and intelligence they display.” Andy Campbell, Personnel Today (source)

“While a candidate may have the perfect experience and skills for a particular job, he or she may turn down an interview request simply because they don’t want to work in that industry. Whereas a headhunter would have known this and not approached a candidate with the opportunity, corporate recruiters looking for talent on LinkedIn simply lack this insight….What’s missing from recruitment in the age of LinkedIn is the personal connection. It was the deep understanding of candidates that made headhunters so successful.”  Maury Hanigan, Entrepreneur (source)

In conclusion, talents are bottom line pre-requisite for every company, and recruitment is the intricate function that puts talents at the right place at the right time.  Recruitment is about knowing the good people, maintaining the relationships and encouraging productivity. There is still an extent where the computer algorithms can handle and manage complex human behaviours.  Ultimately, it’s still the human touch that makes the difference.

Written by TY Chin Copyright © 2017 WiseNet Asia Pte Ltd.  All Rights Reserved In the next three years, the Chongqing aviation industry will see massive growth through the development of an Aviation Economic Demonstration Zone. The zone will house an aviation economic ecosystem that consists of aircraft manufacturing, aircraft supporting industries, logistics and various intelligent manufacturing […]

Sep 2017

Successfully closed the role of Senior Finance Manager for our client, a key media company in the Asia Pacific region.

Sep 2017

Assisted our client, a well known real estate holdings organisation in Singapore, to place Head of Learning & Development within their HR department.

Sep 2017

Successfully assisted our client, a global infrastructure company, to close the role of Project Director, for their Singapore office.

Updated 7 Oct 2018

Written by TY Chin
Copyright © 2017 WiseNet Asia Pte Ltd.  All Rights Reserved

10facts bri1

1. Objectives

For Belt and Road Initiative (BRI) or One Belt One Road (OBOR) Countries:  China led shared economic growth through joint infrastructure developments and trade connectivity.

For China:  New markets for China products; exporting of China’s engineering and technology expertise, drive growth in the hinterlands.

2. Coordinating Government Agency

National Development and Reform Commission (NDRC), China’s premier economic planning agency.

3. The Routes

Silk Road Economic Belt consist of three land routes from China’s western region through Central Asia, extending up to North of Europe.

21st Century Maritime Silk Road consists of two shipping routes from Western Asia, through South East Asia, Africa and Europe.

4. Coverage

3 continents – Asia, Europe and Africa, 68 countries, 1/3 of the world’s GDP and 62% of the global population.

5. Common Traits of Belt and Road Countries

  • Belt and Road countries in Asia are mostly emerging economies with infrastructure deficits, except Singapore.
  • Suppliers of natural resources.

6. Major Beneficiaries

Banks in ASEAN, large scale infrastructure and townships developers, construction companies, construction engineering machineries, building materials, marine projects, water and power installations.

7. Financiers

  • China Policy banks: China Development Bank (CDB) and the Export-Import Bank of China (EXIM).  Both have extended $200 billion loans in Belt and Road projects as at 2017.
  • Multilateral development banks: Asian Infrastructure Investment Bank (AIIB), Asian Development Bank (ADB), New Development Bank (NDB). AIIB was set up specifically for funding infrastructure projects, it has a registered capital of $100 billion with 56 members countries.  ADB’s key mission is to eliminate poverty.  Southeast Asia and South Asia are major destinations for ADB’s lending.
  • Funds: Silk Road Fund. Renminbi Overseas Funds and China-Russia Development Fund.  The Silk Road Fund was launched in 2015 with $40 billion of initial capital.

8. Flagship project

The China-Pakistan Economic Corridor (CPEC) is a massive infrastructure development program in Pakistan.  Started in 2013, the CPEC is budgeted to cost USD62 billion.  The project is estimated to create 2.3 million jobs between 2015–2030, and add 2 to 2.5 percentage points to the country’s annual economic growth.

9. China Outward Direct Investment in ASEAN

(in million US$)


10. Future of Trade in ASEAN

  • Internationalisation of RMB as OBOR countries increasingly used RMB for transactions.
  • Reduce trade barriers.
  • Shifting the global economic centre of gravity.

Disclaimer:  The opinions in this article are those of the authors and do not represent Wisenet Asia Pte Ltd.


WiseNet Asia. (2017). China Insight: Bridging the gaps between China and Foreign Investments in Belt & Road Initiative (BRI) – WiseNet Asia. [online] Available at: (2017).

The Belt and Road Initiative | HKTDC. [online] Available at: (2017).

The World Factbook — Central Intelligence Agency. [online] Available at:

Navigating Asia Pacific, China’s One Belt & One Road Initiative. (2017). 1st ed. CIMB, p.58. (2017). China–Pakistan Economic Corridor. [online] Available at: (2017). China encircles the world with One Belt, One Road strategy. [online] Available at:

(“ASEANstats Official Web Portal”, 2018)