Tag Archive for: recruitment

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Human resources strategies have to align with work trends. Hybrid work, global staffing, remote work, and online onboarding are some of the new trends that have become the norm for HR departments and division heads worldwide. Having more in-depth knowledge of work trends enable employers to make better talents planning.  With a new year just around the corner, we have put together work trends that would essentially mold the future of work.

Human Resources Work Trends for 2023 and Beyond

The labor market today is more competitive than ever. Work setups are continuously evolving. Making decisions for an evolving and uncertain future workforce can be quite difficult. Fortunately, there are trends that we can use as a guide to help us gain insights into how we can create strategies to attract and retain the best talents. Here are some of these HR trends:

Hybrid and Remote Work setups are here to stay

We can look forward to more flexibility in terms of work setups. Employees actually prefer to work from home rather than work onsite. In fact, statistics show that a remote working option is seven times more likely to attract applicants than any other working option. This is not really surprising considering that there are so many benefits to working remotely.

For starters, employees can save time, energy, and money if they work from home. They no longer have to wake up very early to prepare for work and commute to the office. They do not have to buy new clothes and shoes every now and then. They can eat a freshly cooked meal as opposed to a fast-food takeout or a microwavable lunch.

Plus, they no longer have to endure traffic during rush hour. Aside from being able to save time, money, and energy, they also get to spend more time with their family members. This is great for working mothers with younger children.  To accommodate the need of work flexibility, HR departments can design work setups on working with employees that are not physically present most or all the time. There should be clear processes on how to screen, interview, and onboard new employees remotely, supported by cloud-based systems and online portals.

Using Predictive Analytics

There is no doubt that modern technologies are shifting the dynamics of workplaces. Predictive analytics with its combination of artificial intelligence, analytics software, and big data have redefined the talents landscape for employers.

Using predictive analytics can help employers make better hiring decisions. It helps to determine which candidates have higher chances of success in the job and which ones to reject based on their resumes, cover letters, assessments, pre-screens, and even social media. It will also analyze past and present data to effectively forecast future outcomes.

During the hiring process, HR managers can simply run resumes through the software to find out which candidates are qualified. Their profiles will be scanned to see which ones closely match the job descriptions.

If you are running a hiring software, here are some of the major keywords to find out which candidates are suitable:

  • Human resources experience
  • Recruiting
  • Staffing
  • Retention
  • Social media
  • Onboarding management
  • Communication skills
  • Inclusion and diversity
  • Benefits and compensation
  • MS Office
  • Innovation
  • Collaboration
  • Employee relations
  • Human Resource Information System (HRIS)
  • Leadership development
  • Job analysis
  • Manpower planning
  • Performance management
  • Talent development

Predictive analytics basically digs deep through data to extract, dissect, and categorize information. Then, it identifies patterns, correlations, and irregularities. In an organization, the collected data regarding prospective hires and existing employees can be turned into actionable insights.

Using Employee Management Applications

Employee management applications enhance productivity and engagement, whilst providing transparent and real-time data. Implementing them can yield many positive results. Some of these benefits include:

  • Making onboarding easier and more efficient.
  • Enhancing the training experience of employees and bridge communication gaps.
  • Providing more accurate time tracking for processing payrolls.

HR teams can use these applications to analyze employees’ trends, and also to obtain and store employee’s historical data.  Employers can also use these applications to connect with remote employees faster and more conveniently.

Providing Unique Perks

A survey of about 18,000 employees across Asia Pacific was conducted by PricewaterhouseCoopers or PwC Global, a company that offers professional business services. According to results, only 57% of employees in Asia Pacific experience satisfaction with their job. One in five plan to switch to a new employer. One-third intend to ask for a raise in the next twelve months while another one-third intend to seek promotion.

Millions of workers have already changed or quit their jobs. Employees continue to resign in search of more meaningful and fulfilling work. Because of this, small companies have a hard time competing with larger companies in terms of benefits and wages.

Small and medium enterprises can provide unique perks too, based on their own creativity and budget.  For instance, an area allocated for snacking, chilling, and having coffee, vacation bonuses, additional paid time off, or education reimbursement etc.

To find out what employees want, HR department can give out surveys, ask employees for their ideas and preferences, and provide the feedback to decision makers so that they can take the necessary actions. Keeping employees happy is guaranteed to make them want to stay for good.

When employees are happy and satisfied, they will be more productive at work. On the other hand, employees with mismatching skill sets can result in productivity and efficiency loss.

With the recent developments in technology and work setups, HR managers and staff need to reassess how they do things. They also need to learn how to deal with situations that they have never encountered before.

Prioritizing Employee Wellness

Despite continuous efforts on bringing life back to normalcy in most countries, the prolonged COVID-19 pandemic and its aftermath effects have taken a serious toll on everyone’s mental health. So, employee wellness has become more important than ever. HR professionals should find ways to detect mental distress amongst employees. They have to make sure that they are armed with the right resources to deal with such issues.

During and after the pandemic, people are more conscious about the overall wellbeing of their own mental health, their family relationships and personal finances. HR departments can create employee assistance programs as well as wellness programs to help employees deal with their physical and mental health issues. Additionally, they could provide more self-help courses on personal improvements.

Advise for HR Professionals

HR management has long been a vital part of organizations. In fact, they greatly contribute to the successes and failures of the companies they work for.

For HR professionals, you need to realize that work trends are ever-evolving, and that you need to cope with them to stay on top of your game.

Always keep your ear to the ground for new trends. Do not be afraid to think outside the box. Go beyond your own market, country, and industry to learn what other people in other fields are doing.

Read, watch, and listen to news reports. Browse social media and online communities. Find out as much as you can about these emerging HR trends. Then, research how you can improve or adapt your strategies.

Rethink the way you train employees and ask for their feedback, as well as how you convey your messages. Remember that remote and hybrid working models are becoming the norm today. Nevertheless, you should also think long-term. Consider how present trends can affect the HR industry five, ten, or twenty years down the road.




WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved

This article was originally published November 2020.  Updated September 2022

Over the past few years, our experts have carefully studied the hiring process of top companies across various industries. We have learnt how the AI interviews are being structured, the most common skills they’re looking for and what you can do to land your dream job. Keep reading to find out more about the top hacks to have a successful interview.

The rise of AI in the job market

Many Asian companies are now switching to virtual interviews and recruitment webinars when it comes to hiring new talent. Most of these companies are now using artificial intelligence(AI) to hire candidates as well. This is due to the time-saving benefits that come with AI in the hiring process. It has the potential to automate most of the processes and help companies save a lot of time. The recruiter could easily arrange and organize many files, positions and applications at once.

AI is now becoming one of the most widely used recruitment techniques by companies in Asia.  It is being used in the initial stages of sorting, ranking, and shortlisting candidates. This process usually involves the usage of past data from successful and unsuccessful applicants. This data is used to train the AI machine for the hiring process.

AI is being used by most of these companies to collect the data of candidates and students that have been recorded over the years. This will help them in making accurate decisions when it comes to selecting candidates.  Companies are regularly testing the collected data to ensure that the objectives and goals that they need are being met by candidates. It is believed that the application of AI will become more popular in the coming years.

How to have a successful job interview

One of the things that many job seekers fear is rejection. This is why so many job seekers get nervous especially when it’s their first interview. Having a successful job interview is not just about the qualifications and experience that you have. It’s also about being confident and understanding how the process works.  By following the best practices, you will build your confidence, answer questions comfortably, and increase your chances of landing your dream job.

Do your research

The most important thing to do before going for an interview is to make adequate research about the company.  Look out for as much information as possible to make sure that it is a company you would like to work with. Look out for their successful projects, their financial stability and how well the employees are being treated.

Prepare your questions

This is one of the interview hacks that a lot of job seekers seem to miss out. Going for an interview doesn’t mean that you will only be answering questions. There will be a section of the interview where the employer asks if you have any questions for them.

When you ask questions, it shows them that you are interested in the position and you have done your research. Saying ‘No’ at this point can stand against you and affect the rest of the interview. To have a much higher chance of winning the interview, try preparing some questions ahead.

Dress for success

This is another important factor that can determine the success of your interview. Aside from your qualifications, make sure that you are well dressed for the interview. You don’t have to wear expensive suit, so just pick something that makes you feel confident. Try picking the clothes you want to wear a night before the interview day so that you won’t need to rush. Ensure to stay clean and confident.

Take important files and arrive on time

Another interview hack is to always prepare copies of your work portfolio when going for an interview. Even if you have sent it as an email, you need to show them proof of your skills and experience.  By bringing it along, it will build your credibility and make it easier to tell your story. After preparing all the important files, make sure that you respect the schedule. This means that you should not arrive too late or too early. The best practice is to arrive 10-15 minutes before the start of your interview. This helps in making a good first impression on the recruiter and gives you more edge over other candidates.

Stay positive during the interview

You must maintain a positive conversation throughout the interview. Try as much as possible to avoid negative remarks when asked about your past experience. Focus on the lessons you learnt from the experience and don’t try to blame anyone from your past. This shows the recruiter that you are confident in your skills and experience.

Watch your body language

To win a job interview is not just about the things you say. You need to understand how to respond to a professional environment. Your recruiter will closely observe your body language during the interview. Make sure to speak, smile, maintain a good posture and shake hands when necessary.

Tips for a successful interview with artificial intelligence

Always study past questions

One thing that is common about AI interviews is the repetition of question format. The questions won’t be repeated word for word, but it usually has the same structure. Study the recommended texts that were used for the same interview by previous candidates.

Stay focused throughout

When it comes to AI interviews, you must remember that you will be staring into a camera throughout. If you make too many mistakes, the machine automatically disqualifies you. Therefore, make sure that you don’t occupy your mind with distractions, stay focused and try your best to answer the questions. You can try practicing a few times in front of the mirror. By doing this, you will learn more about yourself and discover some habits that need to be changed. The bots have been trained to study all mannerisms and facial features that you may have.

Record your answers

Some companies will give candidates a limited amount of time to answer the questions. Not finishing your answers on time means that you get cut off the section with only a few chances left. Develop your answers and make sure that they are short, succinct and effective. Even if the company promise to give a second trial, respond to the questions as if you only have one shot. You can also try to record your answers during practice. Listen to them over and over again and look out for areas that need corrections.


Winning an interview might be easier than you think. A lot for people keep failing interviews because they don’t prepare enough. Always prepare your mind for any interview you want to attend. Stay confident that the outcome will be positive and make sure to put in your best. You can also seek advice from people who have successfully passed the interview in the past.  This will keep you ahead of the competition and make it easier to land your dream job.


WiseNetAsia Knowledge Center
Copyright © 2020 WiseNet Asia Pte Ltd.  All Rights Reserved


What are some barriers and biases in the hiring process for C-level executives, and have things changed over time? Here we explore some common factors faced by recruiters and how to overcome them.

Age, gender and looks are factors that still consciously and subconsciously impact the final decision in the hiring for C-level positions.  Leaders that carry themselves well and dress up appropriately conveys confidence, credibility and respect to other people.  People are more likely to trust the ‘professional’ looking individual as opposed to a sloppy looking individual, simply because they do not convey self-confidence and do not look trustworthy!

Leaders that carry themselves well and dress up appropriately conveys confidence, credibility and respect to other people.

C-suite roles have greatly evolved over the years, but one thing remains: leadership ability and a sound grip on business fundamentals are still highly sought after. However not all is merit-based, as other factors prone to human bias such as age, gender and appearance also make a huge impact on who gets the role.

Recruiters must be selective in approaching prospective candidates, as hiring parties have much to consider such as timing (the best candidates might not want to wait), profile (whether candidate has the required qualifications and experience) and compensation (the possibility of hiring someone less experienced for a lower sum).

Below are some factors that may affect hiring for C-level positions, including what both recruiters and candidates should be aware of.

Is age just a number?

While having solid experience is certainly valuable, candidates must also stay relevant to compete with younger talents who have similar levels of experience.

Sometimes, in a subconscious act of age discrimination, employers prefer hiring younger candidates because they associate certain qualities with youth. Such qualities may include tech-savviness, energy and stamina, general adaptability and expectation for lower remuneration.[1]

Of course, an older candidate can also embody all these qualities accompanied by years of work experience. To demonstrate this as a candidate, one should stay abreast of the latest developments and software in your specific industry, and keep your resume fresh by showing only experience from the last 10-15 years (nothing older than that unless it’s highly noteworthy).

All is not lost for mature candidates, particularly those in C level positions, as the number of older people continuing to work is expected to rise in the coming years and companies may well benefit from hiring senior candidates, as they can be more proficient at relating to clients and customers under an older demographic.[1] This group may also form the base of legacy customers for some companies, bringing value in terms of loyalty and maintained revenue.

Ultimately, being adaptable to change and staying relevant by keeping up with current trends are efforts to be made by individual candidates, regardless of age.

Does gender make a difference?

Are certain competencies tied to a specific gender? It appears not.

In terms of skill set, both male and female executives in the finance industry were found to have similar levels of competency, with women outperforming men (47% vs 39%) in financial expertise within emerging markets.[2]

According to the December 2019 S&P 500 list, women currently hold 31 (6.2%) CEO positions at these S&P 500 companies.[3] Globally, the percentage of women on boards has increased – from 17.9% in 2018 to 20% in 2019 – based on the MSCI All Country World Index (ACWI) published in 2019.[4]

However some countries still lag behind the global average, which in itself has much room for improvement by having more women in senior management positions.

While personal characteristics and motivations certainly influence real-life decision making, a psychological study found that although both genders were equally strong in terms of willpower, resilience and openness – men tend to have a higher willingness to take risks as compared to women.[5]

Besides personality, this aversion to risk may often be due to family considerations, which is something women tend to display more than men. This could also be due to societal expectations on women to be maternal and family-oriented, which may lead to some women taking a step back in their careers to focus on family.

At the same time, this should not colour the view of recruiters when hiring female candidates, because individual ambitions are vastly different – particularly within recent generations of women who are more educated, informed and independent.

Generalizing the expectations of a whole gender group would cripple the search for promising talents. The focus should be on merit and experience, discarding the lens of long-established gender biases.

Female executives at C-level, possessing their wealth of experience and business acumen, can further mentor younger and less-experienced candidates. Having women in management positions also serves to empower women in junior or managerial positions – demonstrating that this is a reality which is open to them – and that they have as much opportunity to achieve success as their male counterparts.

How much does appearance influence the outcome?

Is it shallow to judge someone based on their looks? Maybe, but it happens all the time.

“Beauty bias” is what makes us attracted to good-looking people, and physical appearance does impact a person’s job prospects and chances for promotion.[1] Looking well has helped people get ahead at work, enabled them to be more persuasive, boosted cooperation with colleagues and increased sale of products.

Obviously, this can lead to overt discrimination e.g. where an employer might prefer an attractive candidate to be the face of their brand, as opposed to a more qualified candidate who may not have the preferred looks.

To stay clear of this, here is a good practice to maintain: what always makes a difference for every candidate is to be well-groomed and professionally dressed. This conveys determination, attention to detail and respect for the task at hand.

Hiring companies can definitely expand their search by looking beyond their current pool of talent and getting rid of common biases. Just as candidates should constantly update their profile, hiring practices should also be updated every once in a while, to ensure the brightest leaders don’t slip through the cracks!


[1] Source: https://www.jobscan.co/blog/age-discrimination-older-applicants-vs-young-pretty-people/ 

[2] Source: https://www.shrm.org/hr-today/news/hr-magazine/0218/pages/hiring-in-the-age-of-ageism.aspx

[3] Source: https://www.straitstimes.com/business/companies-markets/more-women-directors-in-singapore-companies-but-number-still-lags-global

[4] Source: https://www.catalyst.org/research/women-ceos-of-the-sp-500/

[5] Source: https://www.straitstimes.com/business/companies-markets/more-women-directors-in-singapore-companies-but-number-still-lags-global

[6] Source: https://www.iomcworld.org/open-access/age-and-gender-influence-upon-selfreported-leadership-attributesduring-recruitment-2471-2701-1000140.pdf

[7] Source: https://www.glassdoor.com/blog/beauty-work-physical-appearance-impacts-job-search-careers/

Original source from China People’s Daily.  View source in Chinese:  https://bit.ly/2tpLcPV


19 Jun 2018 —


Chongqing Guoyuan Port plays an important role in the multimodal transport system. The picture shows a ship unloading at the Port

In September 2017, Chongqing Connectivity Initiative’s Southern Corridor bound multi-modal transportation of rail and sea ways starting its journey from the Chongqing Railway Port

In September 2017, Chongqing Connectivity Initiative’s Southern Transport Corridor bound multi-modal transportation of rail and sea ways starting its journey from the Chongqing Railway Port


Photo courtesy of Chongqing Gongyun ASEAN International Logistics Co., Ltd.

The first shuttle truck from Chongqing to the ASEAN roads took off from Chongqing ASEAN International Logistics Park on 28 April, 2016, the 10 standard container trucks loaded with export goods passed through Pingxiang, Guangxi, and finally arrived in Hanoi, Vietnam. The journey took about 40 hours, which was 15 days shorter than sea transport.

The trade channel is changing – starting from Singapore, via the Southern Transport Corridor, the container rail and sea transportation arrive in Chongqing in 10 days, which saves 15 days compared to the Jianghai-Channel intermodal route;

The logistics efficiency is changing – the multimodal intelligent system can find cargo information in 5 minutes, realize rapid container collection, and solve the problems of pallet configuration that has plagued the enterprise for many years;

The service industry is changing – the goods, technologies and resources are coming together. New business opportunities have given birth to a number of foreign trade services such as multimodal transport, cross-border big data platforms, and joint venture business collaborations.

Business exchanges are growing – Chongqing and Singapore’s round-trip passenger flow has increased from 45,000 in the past to 190,000 last year, there are more and more business travellers.  Flights have increased from 5 to 14 per week;


The changes originated from the third government-to government project between China and Singapore.

On November 7, 2015, the third inter-governmental cooperation project, the China-Singapore (Chongqing) Strategic Interconnection Demonstration Project (hereinafter referred to as ” Chongqing Connectivity Initiative (CCI)”), “settled in” Chongqing. Over the past two years, with the theme of “modern interconnection and modern service economy”, 116 key projects with a total value of approximately US$20.8 billion have taken root in Chongqing in the four major areas of financial services, aviation industry, transportation and logistics, and information and communications. “.

Southern Transport Corridor Connects International Shipping Network

On April 19th, a 40-foot container full of mold raw materials set off from Singapore. Ten days later, Yi Shen Die Technology (Chongqing) Co., Ltd. successfully received the goods.

This speed of delivery makes the company’s inventory manager Tan Yu happy.  Prior to this, importing goods from Singapore through Jianghai, first arrived in Shanghai and then entered Chongqing, which took nearly a month. “Today, the goods are sent from Singapore, first to Guangxi’s Qinzhou Port and then to “Chongqing New” Railway Sea Intermodal Class to Chongqing. The entire process takes only 10 days.”

This new line is the southbound channel of the Chongqing Connectivity Initiative (hereinafter referred to as the “Southern Transport Corridor”).

As the operation center, Chongqing has a unique geographical advantage. To the west, the Chongqing-Europe railway (YuXinOu) reaches China’s northwest, Central Asia, and Europe; towards east, it connects Shanghai to the sea via the “Golden Waterway” of the Yangtze River. To the south, more than 250 routes converge at the Singapore Port on the southeast side of the Strait of Malacca.

Through the construction of the Southern Transport Corridor, complimented by the Silk Road Economic Belt and the 21st Century Maritime Silk Road.  All three logistics infrastructure completed a perfect trade network.

In September 2017, the Changgui New Tiehai Intermodal trains are fixed as routines and marked the official operation of the Southern Transport Corridor: starting from Chongqing to Qinzhou Port in Guangxi, and connecting sea to reach the ASEAN ports, and then connecting to the international shipping network. network.

At the same time, Chongqing’s cross-border road transport and international rail transport to the Indochina peninsula are also being realized.

Cross-border highway shuttle bus line: It departs from Nanpen Chongqing and exits through border ports in Guangxi and Yunnan, leading to countries such as Vietnam, Laos, Thailand, and Myanmar.

International railway transport links: From the southwestern railway network, through Pingxiang, Hekou, Mohan, Ruili and other border ports, and the Pan-Asian railway network convergence, connecting the Indochina Peninsula.

Three lines, vertical and horizontal miles, complement each other.  Southward, the “secondary governor” of foreign trade in the western region of China was opened up; to the north, the economic and trade exchanges between Singapore and other ASEAN countries leading to western China, Central Asia, and Europe were invigorated. “This will connect most of China’s entire territory with Southeast Asia, Eurasia, and Africa, greatly increasing the speed of cargo transportation,” said Zheng Yongnian, director of the East Asian Institute of the National University of Singapore.

On April 20th, a batch of LCD screens from Vietnam took only 10 hours to reach Qinzhou Port from Vietnam, then onto Chongqing via the Southern Transport Corridor.  The LCDs went on the same day’s Chongqing-Europe railway (YuXinOu) to Poland.

“It takes only 90 minutes to complete the sea-railway transport up to customs declaration in Qinzhou Port. It takes only 70 minutes to complete the railway transit declaration at the Chongqing Railway Port, and it is very fast and efficient!” said Wang Yupei, Chairman of China-Singapore Southern Transport Corridor.   Southern Transport Corridor and Chongqing-Europe railway (YuXinOu) together have achieved seamless convergence.

Currently, the internal and external ports of the Southern Transport Corridor rail and sea transports covered 82 ports in 45 countries and regions including East Asia, Southeast Asia, Africa, the Americas, and the Middle East.

Chan Chun Sing, Minister of Trade and Industry of Singapore, interprets the goal of the Southern Transport Corridor as ‘one channel that connects China and Singapore, one rail and sea intermodal network that reaches every part of the world’.

”Innovation” –

The Chongqing Connectivity Initiative project connects China and Singapore’s strategic channels.  Unlike China-Singapore cooperation in the construction of Suzhou Industrial Park and Tianjin Eco-City, this project has no land development and park planning, and it has no physical scenes.

Han Baochang, director of the Chongqing Connectivity Initiative Management Bureau, stated that there is no precedent when carrying out this project, there are only trials and errors.

In Zheng Yongnian’s view, when there is no physical entity, the Chongqing Connectivity Initiative project will face greater challenges than the previous two Sino-Singapore cooperation projects, and it will have more important innovation significance.

To achieve a “from 0 to 1” leap, we must grasp the “golden key” of innovation. The relevant national ministries and commissions gave support to the project’s 57 innovation initiatives.  In 2017, Chongqing also proposed some new innovation measures.

Innovation begins with the working mechanism. The Joint Implementation Committee “discovered problems”, the Joint Working committee “researched issues”, and the Joint Coordination Council “solved problems.” “The three-tiered working mechanism, ‘from the bottom to the top’, opens up the blockage and promotes problem solving. This is the most attractive facet for the Chongqing Connectivity Initiative,” said Han Baochang.

Step by step, the purpose of Chongqing Connectivity Initiative is increasingly becoming more meaningful.

In March this year, Sasseur REIT was listed on the Singapore Exchange.  As the Western regions first real estate investment trust listed in the Singapore Exchange, this is of great significance for the exploration of the new cross-border financing model for enterprises in the central and western regions.

There are many more “firsts” created under the umbrella of Chongqing Connectivity Initiative: In December 2016, Loncin Holdings issued 0.8 billion yuan of overseas bonds on the Singapore Exchange, the first private corporate bond in western China. It pioneered the launch of innovative financial services such as bill-bill financing, “export double-pace” trade financing, cross-border asset transfer, and inland river carrier liability insurance.

Today, both China and Singapore sides have established diversified cross-border investment and financing channels, cumulatively completed 60 types of cross-border credit financing projects with financing amount of US$5.06 billion, and reduce financing costs by 1.15 percentage points. The cross-border financing for the provinces of Sichuan, Qinghai, Shaanxi and other provinces amounted to 2.23 billion U.S. dollars, and the successful implementation of the China-Singapore cross-border financing model radiated to neighbouring provinces.

Through cooperation with Singapore companies, Chongqing companies are also advancing in innovation. A few years ago, Ding Yan’s Chongqing Pucheng Logistics Co., Ltd. had to implement rapid consolidation through manual inquiries and telephone calls. The Singapore Huilian Group’s multimodal intelligent system requires only the input of container, departure port, and destination information, and cargo information can be found within 5 minutes. Seeing this, Ding Yan immediately agreed to the requirement of “51% stake in the company.” Last May, the two companies jointly set up a new company – Chongqing Huilian Pucheng International Logistics Co., Ltd.

Ding Yan benefited from the sophisticated management brought by innovation: from the numerous departments and the complex management level, to the development of individual assessment and profit indicators according to the branch company model; from focusing on the cost of employing personnel to the use of a comprehensive compensation system.  “The staff has increased by 1/3, but the efficiency has more than doubled.” Ding Yan said: “Even the design of the warehouse has been optimized and innovative, and the warehouse has become a double storey. The increase in cost per square meter is less than 1,000 yuan, but the area of usage has increased by twofold.”

Many small and medium-sized enterprises are not able to form a full case of transportation due to the small volume of goods. The Chongqing Connectivity Initiative has brought business opportunities for Chinese and Singaporean companies collaborations.  Fuxin Europe (Chongqing) Supply Chain Management Co., Ltd. and Singapore Huantong Logistics Group jointly established Zhongxin Huantong (Chongqing) Multimodal Transport Co., Ltd. in February last year to provide public LCL services.  Mixed pallet price is similar in shipping, but it also saves time,” said Wang Huoquan, deputy general manager of the company.

“Sharing” –

Expanding channels of “friends circle”

Chongqing Liangjiang Digital Economy Industrial Park, an office building with coffee and musk – this is the Chongqing Coffee Exchange Center.  Sun Zheng, Deputy General Manager of the center, said that before, coffee beans imported from Vietnam were shipped to Chongqing via JiangHai intermodal transport route, processed into coffee powder and sent back to Vietnam. After the launch of the Southern Transport Corridor, the time efficiencies for transportation has greatly increased, and foreign companies have set up factories in Chongqing.

As the largest coffee spot trading place in China, Chongqing Coffee Exchange Center will also sell coffee from Yunnan and Southeast Asia to Europe to form an agglomeration of the global coffee industry.

Not just for coffee commodity, after the Southern Transport Corridor and the Chongqing European Railway (Chongqing YuXinOu Railway) are seamlessly connected, the canned tuna in the Philippines, Vietnamese clothing, etc. will no longer need to be transferred from Iran. After customs declaration at the Chongqing Railway Bonded Logistics Center, the goods can board on the Chongqing European Railway the same day, depart China from Xinjiang and arrived in Germany in less than 20 days.  Onions, apples, summer vegetables, and Chinese herbal medicines in northwestern China have also begun to become “demanding goods” in Southeast Asian countries.

“The higher the amount of freight traffic aggregated on the channel, the more participants there are and the greater the economies of scale, which can reduce costs, benefit all parties including enterprises, benefit the business environment in western China, and promote investment.” Chan Chun Sing said.

As the Southern Transport Corridor continues to expand through multiplying effects, the economic values for it’s surrounding areas are enhanced.  As an operation center, Chongqing will cooperate with Guangxi, Guizhou, Gansu, and Qinghai to conduct regional cooperation and jointly discuss the establishment and sharing of the Southern Transport Corridor.  In April of this year, the Southern Transport Corridor Chinese joint meeting has invited Inner Mongolia, Sichuan, Yunnan, Shaanxi, Qinghai and Xinjiang provinces to participate.

The channel is not a simple “aisle”.  It needs continuous improvements in services. China-Singapore Smart City has launched pilot projects in five districts and counties, and cooperation in smart transportation, smart animal husbandry and smart buildings is underway. Three unattended supermarkets will be launched in Singapore during the year; the data service platform went online in April this year. The platform gathered information on corporate data from the two countries and promoted the transnational development of enterprises. The Zimwork Sino-Bilingual Talent Service Trading Platform has been officially launched as joint venture between Chongqing Zhūbājiè Network and Singapore Press Holdings Group.

Interconnection, creating new opportunities for opening up inland

Since the beginning of this year, WiseNet Asia (Chongqing) Co., Ltd. has added 10 Singaporean corporate customers who are preparing to invest in Chongqing.  Karen Wong, GM of WiseNet Asia (Chongqing), plans to recruit more talents from the neighboring provinces.  According to Karen, “Southern Transport Corridor connects Singapore with the mainland of China. Our business is getting busier.”


About WiseNet Asia (Chongqing) /重庆中新巍海商务咨询有限公司

Wisenet Asia (Chongqing)/重庆中新巍海商务咨询有限公司 is a wholly owned subsidiary of Wisenet Asia (S) Pte Ltd.  It is the first overseas high-end headhunter company in Chongqing’s Human Resources Industrial Park, dedicated to implementing the Chongqing Municipality’s HongYan (talent) scheme, and helping Chongqing organizations in their talent needs.  The company was also selected as one of the Talent Acquisition Service Provider for Chongqing Municipality from 2018-2019 under the HongYan (talent) policy.

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WisenetAsia awarded the ‘Chongqing Municipality Talent Attraction Office’ by Chongqing Municipal Bureau of HR & Social Security

8 Jun 2018 – WisenetAsia (Chongqing) and Chongqing Industry Park of Human Resources signed an agreement for recruitment of  high-end talents.  For this, WisenetAsia (Chongqing) is awarded the ‘Chongqing Municipality Talent Attraction Work Station’ by Chongqing Municipal Bureau of Human Resources and Social Security.


In recent years, with the steady development of the social economy, the demand for high-end talent in Chongqing has soared. The city has successively introduced a number of talent attraction policies, such as the Hong Yan program, and has increased efforts to “motivate the talents” and hopes to successfully introduce more high-end talents to Chongqing to live and work. In order to encourage headhunting companies to settle in and recruit talent for Chongqing’s socio-economic development, the Chongqing Human Resources Service Industrial Park officially established the nation’s first headhunting base. The first objective is to implement the strategy of vigorously attracting talents; the second is to support the development of the headhunting industry in Chongqing.


Xie Xin, Deputy Director of the Industrial Park Management Committee, and Wang Xiaojian, Member of the Standing Committee and Organization Department of Yubei District of Chongqing Municipality, unveiled the headhunting base for the Industrial Park.


Headhunting companies receiving their awards


WisenetAsia (Chongqing)/重庆中新巍海商务咨询有限公司 is a wholly owned subsidiary of WisenetAsia.  It is the first overseas high-end headhunter company in Chongqing’s Human Resources Industrial Park.  The company was also selected as one of the talent acquisition service provider for Chongqing Municipality from 2018-2019 under the HongYan (talent) policy.

WisenetAsia is established in year 2011 in Singapore, with an employment agency license issued by the Singapore Ministry of Manpower. The company specialized in high end talent acquisition from mid to senior level management, and has a database of more than 50,000 international talent information. Headquartered in Singapore, WisenetAsia’s other locations include Kuala Lumpur, Chongqing, Shanghai and Hong Kong.

WisenetAsia works with customers in various industries including real estate, technology, financial services, infrastructure, investment funds, health care, aviation and logistics.  It’s client base consist of state-owned enterprises, multinationals and government linked companies.



Feb. 2018 – WiseNet Asia Pte Ltd is appointed as Consultant to Chongqing Aerotropolis & Investment Promotion Co, a state owned enterprise set up for promoting investment opportunities in Chongqing Yubei District.

As a Consultant to Chongqing Aerotropolis & Investment Promotion Co, WiseNet Asia is authorized to provide investment promotion advisory services, project planning consultation, events planning and facilitating collaborations in the areas of aviation, finance, ICT, healthcare, legal for Sino Singapore Aviation Hub and Xiantou Big Data Valley.


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April 13. 2018 – WiseNet Asia(Chongqing)重庆中新巍海商务咨询有限公司 is selected as one of the talent acquisition service provider for Chongqing Municipality from 2018-2019 under the HongYan (talent) policy.  During the bidding process, WiseNetAsia is selected for it’s full suite of HR solutions, international recruitment teams and many years of professional HR experience.

Talent Supplier Contract Annoucement CGQ 2018 2019

In Jun 2017, WisenetAsia set up a wholly-owned subsidiary in Chongqing – 重庆中新巍海商务咨询有限公司.  It is the first overseas high-end headhunter company in Chongqing’s Human Resources Industrial Park, dedicated to implementing the HongYan (talent) scheme, and helping Chongqing organizations in their talent needs.

WisenetAsia is established in year 2011 in Singapore, with an employment agency license issued by the Singapore Ministry of Manpower. The company specialized in high end talent acquisition from mid to senior level management, and has a database of more than 50,000 international talent information. Headquartered in Singapore, WisenetAsia’s other locations include Kuala Lumpur, Chongqing, Shanghai and Hong Kong.

WisenetAsia works with customers in various industries including real estate,technology, financial services, infrastructure, investment funds, health care, aviation and logistics.  It’s client base consist of state-owned enterprises, multinationals and government linked companies.




16 Jan 2018 –  The first Chongqing ‘Innovate Entrepreneurial Ecology Summit’ was an event jointly organized by the Chongqing Municipal Bureau of Human Resources and Social Security, Chongqing Municipal Finance Bureau, Chongqing Municipal Committee of the Communist Youth League, Women’s Federation of Chongqing, Chongqing Expressway Group and Chongqing Employment Service Authority in the Yuelai International Conference Center in Yubei District, Chonqing.

The purpose of the summit is to implement and encourage the ideas of innovation driven business strategy and entrepreneurship generating employment.

Municipal leaders, chairman of the New Oriental Education Group, Hongtai Foundation co-founder Yu Minhong, founder of zbj.com, Zhu Mingyue, Cerberus Lvke Group Managing Partner Li Jisheng, a total of 10 big ventures, 175 high-quality business incubators in all districts and counties , 44 venture capital agencies, 79 venture incubators and 8 well-known human resources organizations, plus a total of 1,000 people attended the summit.  All participating entrepreneurs can submit BP to investment institutions, hatching bases, headhunters and leading companies to discuss cooperation projects.


Picture above:  WisenetAsia’s China GM Ms Karen Woong speaking at the summit.

In the summit, WisenetAsia’s China GM Ms Karen Woong shared with participants how headhunting firms work to help organizations in talent acquisition solutions.

WisenetAsia is established in year 2011 in Singapore, with an employment agency license issued by the Singapore Ministry of Manpower. The company specialized in high end talent acquisition from mid to senior level management, and has a database of more than 50,000 international talent information. Headquartered in Singapore, WisenetAsia’s other locations include Kuala Lumpur, Chongqing, Shanghai and Hong Kong.

In 2017, WisenetAsia set up a wholly-owned subsidiary in Chongqing – 重庆中新巍海商务咨询有限公司.  It is the first overseas high-end headhunter company in Chongqing’s Human Resources Industrial Park. WisenetAsia is committed to implementing the Hongyan Project launched by the Chongqing Municipal Government which sought to bring in talents to Chongqing.

WisenetAsia works with customers in various industries including technology innovation industry, real estate, financial services, infrastructure, investment funds, health care, aviation, logistics, and so on.  It’s client base consist of state-owned enterprises, multinationals, start-up companies and private-owned companies. Every company has its distinctive corporate culture.  WisenetAsia team has the competitive advantages in skilled matching between different types of personalities with different types of company culture.  Ms Woong gave an example whereby people working in start-up companies need to be prepared to accept uncertainties in their job, need to be able to accept ambiguous situations, need to understand not everything will have an immediate answer, need to roll up their sleeve and be prepared to be really hands on and work overtime when required.  With experience working with different organizations, the WisenetAsia team understand what type of job candidates to match with each businesses.

WisenetAsia‘s successful placements coverage areas include China, Singapore, Southeast Asia, the Middle East, Japan and South Korea, India, Australia, etc. It’s successfully placed positions include Applied Science, Finance, Investment, Marketing, Human Resources, Project Management, Legal Affairs, Asset Management, Procurement, Digital Technology, Operations Management, Quality Management and more.

Ms Woong explained to the audience ‘What is headhunting?’ In summary, headhunting is a bridge between the hiring unit and talents.  Headhunters will look for suitable  job candidates, including passive ones, based on the hiring unit’s requirements.

Ms Woong also shared the following reasons for engaging headhunters:

First, talent is hard to find. Talent shortage is the problem many companies are facing.

Second, by outsourcing cumbersome recruiting jobs to headhunters, companies can focus their energies and time better on business development or management.

Third, with talent shortages, enterprises cannot passively be waiting for talents to apply for their jobs. Through headhunters, companies have the opportunity to reach out to people who are not actively looking for a job, because headhunter will not just look at the existing talent in the market, but also take the initiative to contact those who are not actively looking for a job.

Fourth, when businesses want to expand into new markets, they can rely on headhunters to find suitable candidates in local markets.

Finally, in her speech summary, Ms Woong shared with the audience how headhunters operate.  According to Ms Woong, “Upon being commissioned by the employer, we will conduct an in depth study of the company’s background, business, strategy, challenges, culture and competitors.  We will also communicate with the employer and confirm the understanding of job vacancies, responsibilities, employment specifications and so on.  We will analyze the talent market according to the needs of our clients, list which industries or enterprises may have the necessary job candidates, and then through our talent pool and contacts, systematically and actively seek out targeted talent and discuss with them if they are willing to join a client’s company or position.  We will recommend interested candidates to the employer to consider for an interview, and finally assist in the staff on-boarding.  Throughout the whole process, we will keep in close contact with employers and personnel.”

WisenetAsia is honored to have this opportunity to interact with these start-ups in Chongqing.  Looking at so many entrepreneurs taking the stage and sharing their creative projects, we feel the strong support of the Chongqing municipal government in start up businesses.  We are convinced that the atmosphere of innovation and entrepreneurship in Chongqing will be increasingly prosperous.


On 18 Nov 2017, a Nursing Seminar was organized by Singapore Raffles Medical Group in Chongqing Sheraton Hotel. More than 300 nurses attended the Seminar.  At the Seminar, the experienced nursing team from Singapore Raffles Hospital shared on Professional Development in Nursing and Nursing Transformation. The Deputy Director of Inpatient Operations also gave an introduction of the Raffles Medical Group and a brief insight of the Chongqing Raffles International Hospital which is going to start operations in 2nd half of 2018.


Participants attending the seminar listened earnestly throughout the 3-hour seminar and expressed keen interest to join the Chongqing Raffles International hospital when it opens.


During the Q&A session, they asked questions about joining the hospital. At the tea-break, they surrounded and expressed great enthusiasm in communicating with the Raffles nursing team.


Being the co-organiser and the Project Manager of this event, Wisenet Asia is delighted to see the great success of this nursing seminar.

Raffles Medical Group is one of the many Singapore companies who are establishing their footprints in Chongqing. Under the Chongqing Connectivity Initiative (CCI), more and more Singapore companies are going to Chongqing. Located in the upper reaches of the Yangtze River in Western China, Chongqing is a key city which links China’s Silk Road Economic Belt and the 21st Century Maritime Silk Road strategies.

Also amidst this background of increased business activities between Singapore and Chongqing, Wisenet Asia has established its branch office in Chongqing, with the objective of serving the human resources needs of Singapore companies entering Chongqing or China companies establishing their presence in Singapore. Wisenet Asia is a total HR solutions provider offering a wide range of customised services in headhunting, Talent e-Management, Talent Transition, Talent Development, etc.

For the Singapore Raffles Hospital Nursing Seminar held in Chongqing on 18 November 2017, Wisenet Asia played the key role in managing this project on behalf of Raffles Medical Group, starting from conceptualizing the event, managing the project from planning, co-ordination, implementation, setup and on-site management on the day of event. Wisenet Asia understands the needs, international standards and quality requirements of our client and is able to pull together resources to ensure a successful running of the event.