Recruitment Guide 2010 (Recruitment Firms & Headhunters in Hong Kong)

2 THE RECRUITMENT GUIDE 2010

BEIJING2W Guomen Building No 1 Zuojiazhuang Chaoyang District, Beijing 10002

T: +86 10 6461 4931F: +86 10 6461 4942E: [email protected]

SHANGHAI501 Pacheer Commercial Centre 555 Nan Jing West Road, Shanghai 200041

T: +86 21 5213 6808F: +86 21 5213 6895E: [email protected]

KUALA LUMPURT: +603 7728 5915F: +603 7725 0710E: [email protected]

SINGAPORET: +65 6323 1108F: +65 6323 1208E: [email protected]

Kuala Lumpur

3THE RECRUITMENT GUIDE 2010

CONTENT08

15

20

26

40

Off to the Mainland

Locking in talent

Beware, culture shock

The HR Consultant Service Index

Checks and balances

EditorWinnie Chung Commissioning editorsJan ChanNora Tong Web editorCarmen Tao Acting chief sub-editorDeen Nawaz Sub-editors Mike McgrathEmma Phillips Charles Warmington DesignerBosco Chiu Contributors John CremerAndrea LiSusie Lunt

www.classifi edpost.com/recruitmentguide

Advertising Tel: 2565 8822Email: classifi [email protected] G/F – 3/F, 1 Leighton Rd,Causeway Bay,Hong Kong PublisherSouth China Morning Post Publishers Ltd Morning Post Centre22 Dai Fat Street Tai Po Industrial Estate Tai Po Hong Kong Printed by Ringier Print (HK) Ltd. 2010 South China Morning Post Publishers Ltd All rights reserved

THE HEART OF A BUSINESS IS ITS PEOPLEHays are the world’s leading recruiting experts in qualified, professional and skilled people. Our deep expertise across a wide spectrum of specialised industries and professions makes us unparalleled recruiters in the world of work.

With this professional know-how we can help you achieve lasting impact, either by finding you the right person who can transform your business or the right job to transform your life.

We’re passionate about connecting our candidates with the right job for them. That’s why, for over 33 years, we’ve powered the world of work.

Contact Hays, the world’s leading recruiting experts in qualified, professional and skilled people on +852 2521 8884 or at [email protected].

hays.com.hk


Off to theMAINLAND

With the mainland’s economy on course for continued dynamic growth, a key priority for many Hong Kong-based businesses is to build

a stronger presence there and expand their operations. That often involves the transfer of staff with the necessary

expertise to provide direction, set up structures or pass on specifi c expertise.

In outlining the mission, most companies do a great job of explaining the scale of the opportunity for employees with the potential to be seconded. They highlight what the move could mean in career terms, how it will broaden perspectives, open new doors and promote personal growth.

But when it comes to arranging the practical details, things don’t always go according to plan. Examples abound of employers overlooking administrative essentials or taking quick-fi re decisions without careful research. Such oversights can leave the employee facing unnecessary problems with work visas, contract status, income tax and lines of reporting.

“Nothing is black and white in this area so you have to feel your way through the process and have a customised solution for every different case,” says Andreas Lauffs, head of Baker & McKenzie’s employment law group for Hong Kong and China. “Problems do happen a lot, and it is always a bit of a struggle with aspects of foreign law, local law and the social insurance issues that can come into play. It is critical for the company to understand the implications of different tax, immigration, employment and corporate culture issues.”

The fi rst question to ask, if planning to move someone to the mainland, is whether to keep them on a Hong Kong contract and second them, or make the individual an employee of the cross-border entity. This has a direct bearing on everything that follows.

Some employers take the view that they won’t send an employee on anything other than a mainland contract, presumably thinking

Care is needed

when staff are seconded

across the border

that approach is more straightforward. And some authorities on the mainland won’t issue a work visa and permits unless the application is supported by local terms of employment.

However, in most places, the relevant bureaus recognise the concept of secondment, and non-mainland companies generally see where the advantage lies.

“We don’t recommend putting [the contract] under Chinese law,” Lauffs says. “The majority of employers lose their cases in Chinese courts and, for labour law purposes, ethnic Hong Kong people are treated as other expatriates.”

The common view is that Hong Kong law is usually more fl exible, for instance in matters relating to grounds for termination. It is also seen as a bit more favourable to employers, and gives an opportunity to mitigate against permanent establishment, or mainland residency status, which has implications for income tax liability.

When using a Hong Kong contract, the employer needs to make it clear that an employee is being assigned to the mainland operation. For the period of secondment, the individual will be “controlled” by the local entity, which will bear certain costs, will not have authority to bind the employer of record, and will pay individual income tax on the mainland.

If taking this approach, it is important to make sure things are correctly worded and properly structured.

“You shouldn’t come up with a whole new [document] that looks and feels like a local mainland contract,” Lauffs says. “Try to keep it as simple as possible, just adding one page to the existing Hong Kong contract to say there is a secondment to China and giving the key details.” Jennifer Van Dale, a Baker & McKenzie partner focusing on employment, compensation and benefi ts, notes that certain

points should be explicit. For example, the wording in the addendum should make it clear that the employee agrees to the change in place of work and any resulting differences in, say, tax arrangements.

If the individual is going for more than 90 days, it makes sense to indicate the likely length of stay –– rather than leaving it open-ended –– to facilitate the visa process. To avoid misunderstandings, one clause should specify something like, “notwithstanding the secondment to Shanghai, ABC HK remains the employer”. And, while there might be details dealing with housing, family, schooling, home return, tax equalisation and even a driver, the guiding principle is to record everything as a variation of the contract between the original “foreign” employer and the individual.

“In such cases, don’t call the Chinese company the employer,” Van Dale says. “The more someone is expected to integrate with the local offi ce and be subject to local policy and culture, the more [the contract] needs to be balanced up to avoid the impression of being a de facto employee of the Chinese entity.”

Maintaining the distinction could make a big difference for everything from dispute resolution and governing law to tax planning and benefi ts. Even so, companies manage to cause problems for themselves with imprecise wording and simple misunderstandings.

For example, they may mistakenly print out a secondment contract on a Shanghai offi ce letterhead, or state that a wholly-owned mainland subsidiary will be “your employer” for the next two years. Even big organisations regularly come up with contradictory documents, signed by people in different companies, thereby creating all kinds of confusion.

“One scenario we see very often is the company intending to do a secondment to avoid mainland employment law, but the HR person in China unintentionally gives the person a mainland

Check list

Companies planning to transfer staff to the mainland should pay close attention to the following:

• whether individuals are seconded under a Hong Kong contract or given a mainland contract. This has implications for issues related to “permanent establishment”, tax status, and possibly having to deal with cases under mainland law

• the wording used in documents, so that it is precise and not unnecessarily complicated

• a clear statement that the person moving agrees to the change in workplace and other circumstances

by John Cremer

• an indication of the expected length of any secondment to make it easier to obtain a work visa and other permits

• understanding of obligations to pay IIT (individual income tax) on the mainland and how the principle of time apportionment can apply

• recognition of the rules for social insurance contributions relevant to the mainland city or province involved

• specifi c lines of reporting within the

organisation to avoid misunderstanding or confl ict


Off to theMAINLAND

With the mainland’s economy on course for continued dynamic growth, a key priority for many Hong Kong-based businesses is to build

a stronger presence there and expand their operations. That often involves the transfer of staff with the necessary

expertise to provide direction, set up structures or pass on specifi c expertise.

In outlining the mission, most companies do a great job of explaining the scale of the opportunity for employees with the potential to be seconded. They highlight what the move could mean in career terms, how it will broaden perspectives, open new doors and promote personal growth.

But when it comes to arranging the practical details, things don’t always go according to plan. Examples abound of employers overlooking administrative essentials or taking quick-fi re decisions without careful research. Such oversights can leave the employee facing unnecessary problems with work visas, contract status, income tax and lines of reporting.

“Nothing is black and white in this area so you have to feel your way through the process and have a customised solution for every different case,” says Andreas Lauffs, head of Baker & McKenzie’s employment law group for Hong Kong and China. “Problems do happen a lot, and it is always a bit of a struggle with aspects of foreign law, local law and the social insurance issues that can come into play. It is critical for the company to understand the implications of different tax, immigration, employment and corporate culture issues.”

The fi rst question to ask, if planning to move someone to the mainland, is whether to keep them on a Hong Kong contract and second them, or make the individual an employee of the cross-border entity. This has a direct bearing on everything that follows.

Some employers take the view that they won’t send an employee on anything other than a mainland contract, presumably thinking

Care is needed

when staff are seconded

across the border

that approach is more straightforward. And some authorities on the mainland won’t issue a work visa and permits unless the application is supported by local terms of employment.

However, in most places, the relevant bureaus recognise the concept of secondment, and non-mainland companies generally see where the advantage lies.

“We don’t recommend putting [the contract] under Chinese law,” Lauffs says. “The majority of employers lose their cases in Chinese courts and, for labour law purposes, ethnic Hong Kong people are treated as other expatriates.”

The common view is that Hong Kong law is usually more fl exible, for instance in matters relating to grounds for termination. It is also seen as a bit more favourable to employers, and gives an opportunity to mitigate against permanent establishment, or mainland residency status, which has implications for income tax liability.

When using a Hong Kong contract, the employer needs to make it clear that an employee is being assigned to the mainland operation. For the period of secondment, the individual will be “controlled” by the local entity, which will bear certain costs, will not have authority to bind the employer of record, and will pay individual income tax on the mainland.

If taking this approach, it is important to make sure things are correctly worded and properly structured.

“You shouldn’t come up with a whole new [document] that looks and feels like a local mainland contract,” Lauffs says. “Try to keep it as simple as possible, just adding one page to the existing Hong Kong contract to say there is a secondment to China and giving the key details.” Jennifer Van Dale, a Baker & McKenzie partner focusing on employment, compensation and benefi ts, notes that certain

points should be explicit. For example, the wording in the addendum should make it clear that the employee agrees to the change in place of work and any resulting differences in, say, tax arrangements.

If the individual is going for more than 90 days, it makes sense to indicate the likely length of stay –– rather than leaving it open-ended –– to facilitate the visa process. To avoid misunderstandings, one clause should specify something like, “notwithstanding the secondment to Shanghai, ABC HK remains the employer”. And, while there might be details dealing with housing, family, schooling, home return, tax equalisation and even a driver, the guiding principle is to record everything as a variation of the contract between the original “foreign” employer and the individual.

“In such cases, don’t call the Chinese company the employer,” Van Dale says. “The more someone is expected to integrate with the local offi ce and be subject to local policy and culture, the more [the contract] needs to be balanced up to avoid the impression of being a de facto employee of the Chinese entity.”

Maintaining the distinction could make a big difference for everything from dispute resolution and governing law to tax planning and benefi ts. Even so, companies manage to cause problems for themselves with imprecise wording and simple misunderstandings.

For example, they may mistakenly print out a secondment contract on a Shanghai offi ce letterhead, or state that a wholly-owned mainland subsidiary will be “your employer” for the next two years. Even big organisations regularly come up with contradictory documents, signed by people in different companies, thereby creating all kinds of confusion.

“One scenario we see very often is the company intending to do a secondment to avoid mainland employment law, but the HR person in China unintentionally gives the person a mainland

Check list

Companies planning to transfer staff to the mainland should pay close attention to the following:

• whether individuals are seconded under a Hong Kong contract or given a mainland contract. This has implications for issues related to “permanent establishment”, tax status, and possibly having to deal with cases under mainland law

• the wording used in documents, so that it is precise and not unnecessarily complicated

• a clear statement that the person moving agrees to the change in workplace and other circumstances

by John Cremer

• an indication of the expected length of any secondment to make it easier to obtain a work visa and other permits

• understanding of obligations to pay IIT (individual income tax) on the mainland and how the principle of time apportionment can apply

• recognition of the rules for social insurance contributions relevant to the mainland city or province involved

• specifi c lines of reporting within the

organisation to avoid misunderstanding or confl ict


pro-forma contract to get their visa,” Van Dale says. “From a legal perspective, they are then an employee of the entity in China.”

In every case, another key factor concerns the payment of salaries. There are decisions about paying in Hong Kong or the mainland, who pays, who gets reimbursed, and what the impact will be for tax. The usual recommendation to employers is to keep seconded employees on the Hong Kong payroll, while making it clear they are subject to individual income tax on the mainland.

However, technical issues can arise. Mainland companies have a legal obligation to deduct tax from salaries and remit that each month to tax authorities. Mainland tax returns are monthly. For this reason, Hong Kong-based employers should take special care to understand the mechanism. In the event of a problem with payment, the authorities can go to the mainland entity to claim back taxes and impose penalties, even if the whole salary for the individual in question has been paid in Hong Kong.

Brendan Kelly, head of Baker & McKenzie’s tax practice in Shanghai, says an impression persists among Hong Kong companies and employees that they can “play around” with their employment contracts and somehow avoid paying higher mainland salaries tax. A typical idea is to have part of the salary paid in Hong Kong and a smaller portion paid in China in the hope of dodging tax.

“That is just straight tax evasion,” Kelly says. “It has become less common but we still get a lot of these questions, and clients have problems because a potential hire will quite regularly say their last employer did that. Basically, we have to explain that if you assume you can maintain two contracts, it makes it very diffi cult to do tax planning.”

He says an employee can have a Hong Kong employment contract and work full-time on the mainland, but then has to pay tax. In terms of effi cient planning, the most important step is to manage

the secondment or permanent establishment side of things and to accept the need to comply with mainland law.

Essentially, individual income tax on the mainland is straightforward. There are dual contract arrangements, and for people who carry regional responsibilities, the principle of time apportionment applies if they can show two genuine positions, one within and one outside the mainland. If someone spends less than 60 days in Hong Kong, they can expect to be exempt from Hong Kong salaries tax. To qualify for time apportionment on the mainland, the individual must leave the country for one period of at least 30 days or a total of 90 days in each calendar year. Combining this with two genuine positions, there is an agreed formula to apportion time, correlate it to salaries or income tax and corporate deductions of such costs, and calculate tax accordingly.

“It should be a fairly regular and manageable situation,” Kelly says. “In other places, there may be some fancy things you can do, but on the tax side, there are just not many tax planning opportunities. The issue is driven by how much time someone spends in each jurisdiction, and you shouldn’t have to pay full tax in both Hong Kong and China.”

Regarding social insurance benefi ts and contributions towards them, Lauffs says there are no hard and fast rules. This is because cities and provinces tend to have their own variation on the basic theme, leading to different rates of contribution depending on locality.

The basic position is that the mainland has fi ve types of social insurance – pension, medical, unemployment, occupational injury and maternity – plus a housing fund, towards which employers and employees contribute a predefi ned percentage of salary. In most cases, the rules are not applicable for third country “foreigners”, but they may apply to ethnic Chinese with a Hong Kong travel document.

“There are special exceptions, but for all practical purposes, expats are not subject to mainland social insurance contributions,” Lauffs says. “The big ticket items like medical and pension do not require foreigners to be enrolled. But it may change soon with a new social insurance law being drafted.”


As the economy gathers steam and companies activate plans for expansion, human resources professionals and senior executives can be sure of one thing. They know that staff

retention will become more of a problem in the months ahead as competition for talent heats up and employees have more cause to consider their options.

Anticipating this challenge, leading companies in the banking and fi nance sector have plans and strategies in place. Quite deliberately, these do not rely on short-term or reactive measures, nor do they depend on mere monetary incentives. Rather, the focus is on implementing policies that are built around core corporate values, are consistently applied, give due attention to employees’ all-round well-being, and accept the realities of the broader job market.

“If people join just for money, they will leave for money as well,” says Rosetta Fong Sut-sam, chief executive of Convoy Financial Services. “We can’t worry too much about losing staff if that is the reason. Instead, we want them to think about the company’s prospects and vision, and to see how far they can go with us.”

The starting point, she says, is to create a generally happy work environment. Since people spend such a signifi cant proportion of their lives on duty, it is only natural they should want to feel their jobs offer more than just hard grind. A key principle for Convoy is to help staff to be “happy, healthy and wealthy”. The company does this by promoting a corporate culture that acknowledges the concept of fun, and recognises that recreation and volunteering can contribute in a big way to job satisfaction and, thereby, to better rates of retention.

“We also try to establish a culture that encourages loyalty and a sense of ownership,” Fong says. “It comes from having an open and transparent commission scheme for frontline staff and benchmarking every year against industry standards for back-offi ce roles. We know that competitors offer each person a special

package, but that also leads to a lot of internal politics and jealousy, which we hope to avoid.”

She adds that fair and appropriate remuneration is important. Overall, though, fi nancial incentives, signing-on bonuses, and “guarantees” of promotion after a certain period does little to raise average rates of retention. What really makes a difference is building relationships with staff, providing new opportunities and helping them achieve ambitions in their careers, and in life.

In doing this, it is a big advantage if the company is well set for growth, rather than static and stable.

“As an organisation, we are young and energetic, and attract that sort of person,” Fong says. “It is both good news and bad news that we are then a target for headhunting in the industry. But people here can see and feel that if they are hard working and committed, they will advance. There is no special promotion programme, but a big number stay with us because they know they have career prospects, will get coaching and will have the chance to build their own team as the company grows.”

Nita Law, Standard Chartered’s regional head of human resources for North Asia, is similarly preparing for changes in the competitive landscape as the economy bounces back. Demand for experienced banking professionals is taking off, making it all the more crucial to fi ne tune both recruitment and retention strategies.

“To have sustained success in attracting and retaining people, we must win their hearts and minds and fi nd ways to stand out among other employers,” Law says.

The secret is to have well-defi ned people management guidelines centred squarely on employee engagement. Experience shows it is possible to draw a more or less straight line linking engaged employees to higher customer loyalty and satisfaction, and from there to better business performance.

Locking in talentMoney may not be the key to keeping employees happy

by John Cremer


Standard Chartered has found that the way to initiate this chain of events is by having regular and effective communication in town-hall style meetings, work groups and individual engagement sessions. The objective is to create a “great workplace” where staff can make a difference and make things happen.

“We believe that people will excel if they are in roles that play to their strengths,” Law says. “But we also take risks by encouraging them to stretch themselves and expand their career horizons.”

This philosophy, she suggests, is the key to offering an environment in which, fi rstly, people are keen to work and, subsequently, want to stay. It also helps to have a culture that rewards performance and an organisation which can offer international exposure and multiple career paths.

Noting the diversity and different generations of today’s workforce, Law does not hide the fact that strengthening engagement and improving retention pose a tremendous challenge. There is no “one-size-fi ts-all” approach. It require responsiveness, imagination and, at times, experimentation.

“People have very different needs and expectations during different stages of their employment life cycle,” Law says. “But by developing exceptional managers and providing a caring environment, the bank is able to drive engagement and enable employees to achieve their professional and personal goals.”

In considering the key aspects of Sun Life Hong Kong’s retention programme, chief executive Roger Steel highlights learning and development. The company values its diverse and talented workforce, but realises that holding on to staff entails the right

balance of encouragement, support, communication and rewards. With this, each person can contribute to the full extent of his or her potential and have less reason to think of trying their luck elsewhere.

To back this up, the company has invested in a dedicated learning and development centre in the belief that “winners” must be equipped with the level of professional skills that come only from continuous self-improvement. In progressive stages, this covers everything from trainee programmes to world-class leadership courses, meaning every member of staff has plenty of opportunities to keep moving forward.

“As part of our employee branding, we want to make staff feel proud to work here,” Steel says. “Nowadays, the remuneration package is not the only concern for Hong Kong people. They are looking for a balanced lifestyle, so we also have an assistance programme to counsel and help staff if they face any diffi culties or worries.”

Overall, Steel says, in terms of improving retention, good communication is often the “glue”. Employees have a right to know what is happening and how it affect them, so the company makes an effort to provide daily e-news updates and arrange occasions where staff at different levels can offer feedback.

“Every quarter we have a separate briefing session for a group of 120 managers and they are required to cascade the message down the organisation,” Steel says. “Good communication and strong relationships between the different levels enable us to have an efficient organisation with high productivity [and better rates of retention].”


Company Name: Ambition Group HK Ltd

Principal: Andrea Williams Managing Director Hong Kong

Contact: Andrea Williams

Email: [email protected]

Website: www.ambition.com.hk

Address: 1202-05, Alexandra House 18 Chater Road, Central, Hong Kong

Telephone: (852) 3101 3066

Fax: (852) 3101 3068

About us

Ambition is an international recruitment group with o� ces in Hong Kong, Singapore, Australia and the UK. As one of the leading players in accounting & � nance, banking & � nancial services and sales & marketing recruitment, we have the integrity, professionalism and local expertise with global coverage to assist our clients to � nd the best talent for their business. We also take great care of our candidates, working closely with them to � nd the career they desire.

Our story

Established in Sydney in 1999, Ambition is

a dynamic, service oriented recruitment

consultancy which has emerged as a fast

growing and successful specialist provider of

recruitment services. The group now operates

across a number of specialist disciplines

internationally. Our senior management team

is recognised as recruitment industry leaders

who have developed high calibre, specialist

consulting teams. Whether you are actively

seeking a new position, managing your career

or recruiting talent for your team, you can

achieve it with Ambition.

Our Specializations

• Accounting

• Finance

• Banking

• Operations

• Middle Offi ce

• Risk & Compliance

• Sales

• Marketing


Company Name: Gemini Personnel Limited

Principal: Callan Anderson Group General Manager

Contact: Callan Anderson


Website: www.gemini.com.hk

Address: 6/F ING Tower 308 Des Voeux Road Central Hong Kong

Telephone: (852) 3552 9100

Fax: (852) 2810 6467

About us

Gemini Personnel was founded in 1983 and has since become synonymous with delivering sustainable client driven human capital management solutions to a wide spectrum of clientele across Asia. With a breadth of experience in unique international sta� ng markets, we have developed a service o� ering that brings regional expertise direct to our clients operations without the need to source from multiple vendors.

Gemini has since grown to become one of the largest recruitment companies with substantial operations in Hong Kong, Shanghai, Beijing, Guangzhou, � ailand and Singapore. As a member of the USA based National Personnel Associates Network, our services span the globe.

Our story

With a track record of over two decades in

business, a strong ethical and honest approach

to business, effi cient internal operating systems

and signifi cant resources Gemini Personnel is

uniquely placed to deliver results for clients in

the following areas:

• Research based Executive search and selection

• Advertised and database recruitment

• Temporary staffi ng

• Management of independent contractors

• Human resources consultancy

Our Specializations

• Construction & Property

• Entertainment & Hospitality

• Financial Services

• IT & Telecom

• Merchandising

• Electronics

• Fast Moving Consumer Goods

• Industrial Manufacturing

• Logistics

• Professional Services


Company Name: Hays

Principal: Emma Charnock Regional Director Hong Kong and China

Contact: Emma Charnock


Website: hays.com.hk

Address: Unit 5805-07, The Center 99 Queen’s Road Central Hong Kong

Telephone: (852) 2521 8884

Fax: (852) 2521 8499

About us

We believe the right job can transform a person’s life and the right person can transform a business. Our worldwide network of specialist consultants work together to source an exciting range of opportunities. We have a proven track record of matching professionals with the right jobs, helping more people make their ideal job a reality.

� at’s why, for over 33 years, we’ve powered the world of work.

Our story

At Hays, we are the experts in recruiting

qualifi ed, professional and skilled people across

a wide range of specialised industries and

professions. We operate across the private and

public sectors, dealing in permanent positions,

contract roles and temporary assignments.

Publicly listed in the UK, Hays is the leading

global specialist recruiting group with more

than 6,900 staff. In 2009 the group placed

approximately 50,000 people in permanent

jobs and found temporary or contract work for

over 270,000 people.

Our Specializations

• Accountancy & Finance

• Banking

• Construction & Engineering

• Education

• Finance Technology

• Human Resources

• Information Technology

• Insurance

• Legal

• Pharma

• Property

• Sales & Marketing

Corporations are becoming increasingly guarded in their reference letters for departing employees, adhering only to the bare facts of an individual’s employment details, but

offering little input on actual work performance, according to human resources (HR) professionals.

“The majority of reference letters provide concrete factual information such as the employment period, title and reason for departure, but they do not give comment on an individual’s performance, partly due to the risk of litigation,” says Barry Wong, general manager in Greater China of First Advantage, a United States-based company which specialises in employment background screening services.

Ricky Wong, director of human resources at the InterContinental Hotel Hong Kong, says the trend shows a growing number of companies are prudent about what they say on paper. “A reference letter used to be more comprehensive, and companies were generally more willing to discuss a candidate, but they have, over time, become quite cautious about commenting on individual performance.”

Consequently, the majority of companies now see reference letters only as a formality, albeit a mandatory one, and will often follow up on the validity of the letter by seeking authentication from the company in question.

Multinationals also do not generally place much weight on reference letters because they themselves do not have a practice of providing the letters, Barry Wong adds.

The InterContinental Hotel’s procedure of sending a reference check form to a prospective candidate’s former employer after obtaining consent from the applicant following an interview is

common practice among companies.

Wilson Hon, executive vice-president of human resources at CSL, says it is rare for employers to provide extensive

comment on individuals unless the referee happens to be someone you know. “The best way for a prospective

employer to obtain a fuller reference, particularly when hiring for a more senior role, is through industry contacts and peers,” he says.

This is why InterContinental uses its existing resources to help scout for new and appropriate talent.

Its incentive referral programme rewards staff who have referred peers with a cash bonus on completion of the individual’s probation period.

For professional services, such as accounting firm Grant Thornton, the purpose of a reference letter is taken for granted, and contributes little to the decision-making process. “I would be quite surprised if a candidate failed to give any names of

references. To us, the reference letter serves more for the purpose of negative assurance,” says Andrew Lam, the fi rm’s staff partner.

Carman Yu, recruitment manager for Dairy Farm, which requires most applicants to provide a minimum of three reference letters from previous employers, says the letters are important because they indicate the integrity of the candidate. “We look at the letters as proof of employment record,” she says.

In the event that fuller references are available, human resources managers warn companies to proceed with caution, taking into account the context in which the letter was written, and its appropriateness for the job at hand.

“A reference letter does, to some extent, help to make the hiring decision, in the sense that it can tell you whether the candidate has been dismissed, disciplined or has a criminal record. But potential employers also need to be open-minded, use their own judgment, and not interpret the letter too literally,” Hon says.

The most obvious limit to a reference letter is the fact that it can rarely be used to make a straightforward comparison for another job, given that every company, management and role is different. Hon cites the example of a typist applying for a receptionist’s position. Due to the different skills involved, a bad

Checks and balances

Reference letters no longer

satisfy potential

employers

typist would not necessarily make a poor receptionist. “Human resources departments need to train their business line managers to interpret these letters in order to avoid misunderstandings,” he says.

HR professionals agree that the most effective recruitment tool ultimately is the interview process. “Good references and the CV can demonstrate a person’s technical strength, but it is hard to pretend to be someone you are not in an interview,” Lam says, noting that most of the fi rm’s positions require two rounds of interviews.

However, irrespective of whether companies choose to outsource or conduct their own reference checks in-house, all corporations should set up their own background screening policy in order to be equipped to make the best hiring decision.

The policy should contain the types of checks that need to be done, the specifi c categories of employees that require checking, and clear guidelines and steps on how to proceed with the checking, according to Barry Wong.

“The policy needs to be a unifi ed approach. In order for it to work, it requires the [support] of senior managers and HR professionals who are willing to follow it absolutely,” he adds.

Catching cheats

A growing number of companies, in particular in the banking and insurance sectors, are outsourcing their reference checks to employment screening agencies in an effort to achieve economies of scale and improve hiring.

“Globalisation is making the hiring environment ever more complex. For example, a Hong Kong candidate these days could have worked and lived in three to four different countries, compared with fi ve to 10 years ago when local applicants were largely Hong Kong based. Companies are dealing with candidate checks in multiple jurisdictions,” says Barry Wong, general manager of First Advantage, one of the largest providers of employment background screening services in Asia.

This level of complication has fuelled the acquisitions and organic growth of the business. In Hong Kong since 2000, First Advantage now has operations in 15 locations across the region.

A trend that fi rst emerged in the United States due to the country’s propensity for litigation, pre-employment screening services have taken off, underscored by the trend for employers increasingly to view checks as a way of reducing risk.

First Advantage primarily offers three types of checks: employment, education and public records, with the latter examining an individual’s civil litigation record for former

and existing cases. It also covers records of bankruptcy, credit and crime in addition to compliance with fi nancial regulations, particularly if the individual is a fi nancial services professional.

The company also carries out reference checks using a pre-set list of questions crafted by the prospective employer. “The questions are designed to put information into metrics so our clients can assess a range of candidates and compare them on an even platform,” Wong says.

“Given the competitive war for talent, companies want to be able to make the right decision the fi rst time, and avoid the cost of a bad hire. If a hiring manager has fi ve candidates to consider, the information from the checks can help him make a better decision.”

In First Advantage’s experience, there is roughly a 15 to 20 per cent discrepancy in candidate claims, with the bulk of cases related to employment problems. Specifi cally, there is the duration of employment, with individuals extending an employment period to minimise the gap between jobs in order to look better, and title infl ation. More serious cases have, on occasion, resulted in false reference letters and fi ctitious university degrees.

“There tend to be more discrepancies in times of recession. The things people are willing to do just to get their foot in the door can be surprising,” Wong says.

by Andrea Li



Corporations are becoming increasingly guarded in their reference letters for departing employees, adhering only to the bare facts of an individual’s employment details, but

offering little input on actual work performance, according to human resources (HR) professionals.

“The majority of reference letters provide concrete factual information such as the employment period, title and reason for departure, but they do not give comment on an individual’s performance, partly due to the risk of litigation,” says Barry Wong, general manager in Greater China of First Advantage, a United States-based company which specialises in employment background screening services.

Ricky Wong, director of human resources at the InterContinental Hotel Hong Kong, says the trend shows a growing number of companies are prudent about what they say on paper. “A reference letter used to be more comprehensive, and companies were generally more willing to discuss a candidate, but they have, over time, become quite cautious about commenting on individual performance.”

Consequently, the majority of companies now see reference letters only as a formality, albeit a mandatory one, and will often follow up on the validity of the letter by seeking authentication from the company in question.

Multinationals also do not generally place much weight on reference letters because they themselves do not have a practice of providing the letters, Barry Wong adds.

The InterContinental Hotel’s procedure of sending a reference check form to a prospective candidate’s former employer after obtaining consent from the applicant following an interview is

common practice among companies.

Wilson Hon, executive vice-president of human resources at CSL, says it is rare for employers to provide extensive

comment on individuals unless the referee happens to be someone you know. “The best way for a prospective

employer to obtain a fuller reference, particularly when hiring for a more senior role, is through industry contacts and peers,” he says.

This is why InterContinental uses its existing resources to help scout for new and appropriate talent.

Its incentive referral programme rewards staff who have referred peers with a cash bonus on completion of the individual’s probation period.

For professional services, such as accounting firm Grant Thornton, the purpose of a reference letter is taken for granted, and contributes little to the decision-making process. “I would be quite surprised if a candidate failed to give any names of

references. To us, the reference letter serves more for the purpose of negative assurance,” says Andrew Lam, the fi rm’s staff partner.

Carman Yu, recruitment manager for Dairy Farm, which requires most applicants to provide a minimum of three reference letters from previous employers, says the letters are important because they indicate the integrity of the candidate. “We look at the letters as proof of employment record,” she says.

In the event that fuller references are available, human resources managers warn companies to proceed with caution, taking into account the context in which the letter was written, and its appropriateness for the job at hand.

“A reference letter does, to some extent, help to make the hiring decision, in the sense that it can tell you whether the candidate has been dismissed, disciplined or has a criminal record. But potential employers also need to be open-minded, use their own judgment, and not interpret the letter too literally,” Hon says.

The most obvious limit to a reference letter is the fact that it can rarely be used to make a straightforward comparison for another job, given that every company, management and role is different. Hon cites the example of a typist applying for a receptionist’s position. Due to the different skills involved, a bad

Checks and balances

Reference letters no longer

satisfy potential

employers

typist would not necessarily make a poor receptionist. “Human resources departments need to train their business line managers to interpret these letters in order to avoid misunderstandings,” he says.

HR professionals agree that the most effective recruitment tool ultimately is the interview process. “Good references and the CV can demonstrate a person’s technical strength, but it is hard to pretend to be someone you are not in an interview,” Lam says, noting that most of the fi rm’s positions require two rounds of interviews.

However, irrespective of whether companies choose to outsource or conduct their own reference checks in-house, all corporations should set up their own background screening policy in order to be equipped to make the best hiring decision.

The policy should contain the types of checks that need to be done, the specifi c categories of employees that require checking, and clear guidelines and steps on how to proceed with the checking, according to Barry Wong.

“The policy needs to be a unifi ed approach. In order for it to work, it requires the [support] of senior managers and HR professionals who are willing to follow it absolutely,” he adds.

Catching cheats

A growing number of companies, in particular in the banking and insurance sectors, are outsourcing their reference checks to employment screening agencies in an effort to achieve economies of scale and improve hiring.

“Globalisation is making the hiring environment ever more complex. For example, a Hong Kong candidate these days could have worked and lived in three to four different countries, compared with fi ve to 10 years ago when local applicants were largely Hong Kong based. Companies are dealing with candidate checks in multiple jurisdictions,” says Barry Wong, general manager of First Advantage, one of the largest providers of employment background screening services in Asia.

This level of complication has fuelled the acquisitions and organic growth of the business. In Hong Kong since 2000, First Advantage now has operations in 15 locations across the region.

A trend that fi rst emerged in the United States due to the country’s propensity for litigation, pre-employment screening services have taken off, underscored by the trend for employers increasingly to view checks as a way of reducing risk.

First Advantage primarily offers three types of checks: employment, education and public records, with the latter examining an individual’s civil litigation record for former

and existing cases. It also covers records of bankruptcy, credit and crime in addition to compliance with fi nancial regulations, particularly if the individual is a fi nancial services professional.

The company also carries out reference checks using a pre-set list of questions crafted by the prospective employer. “The questions are designed to put information into metrics so our clients can assess a range of candidates and compare them on an even platform,” Wong says.

“Given the competitive war for talent, companies want to be able to make the right decision the fi rst time, and avoid the cost of a bad hire. If a hiring manager has fi ve candidates to consider, the information from the checks can help him make a better decision.”

In First Advantage’s experience, there is roughly a 15 to 20 per cent discrepancy in candidate claims, with the bulk of cases related to employment problems. Specifi cally, there is the duration of employment, with individuals extending an employment period to minimise the gap between jobs in order to look better, and title infl ation. More serious cases have, on occasion, resulted in false reference letters and fi ctitious university degrees.

“There tend to be more discrepancies in times of recession. The things people are willing to do just to get their foot in the door can be surprising,” Wong says.

by Andrea Li


Company Name: Lloyd Morgan

Contact: Nicholas Neal Managing Director Hong Kong


Website: www.lloydmorgan.com

Address: 2403A World Trade Centre 280 Gloucester Road, Causeway Bay Hong Kong

Telephone: (852) 2895 5282

Fax: (852) 2577 5902

About us

Lloyd Morgan Hong Kong is part of the ASX listed Clarius Group and has a strong Greater China presence in Hong Kong, Beijing and Shanghai. Operating in this region for 20 years, Lloyd Morgan o� ers recruitment services to multinational companies, local companies and the � nancial services sector. Our services include executive search, contingent recruitment and interim management/contract recruitment.

Our story

Lloyd Morgan has an extensive regional

presence with a concentrated focus on the

Greater China market. Specialising in sourcing

and placing junior to senior management

level professionals into FORTUNE 500

companies, multinationals, SMEs and local

Asian companies, over the past 20 years, Lloyd

Morgan has earned a reputation for delivering

high-value, ethical business solutions to

complex human capital and business practices.

Our Specializations

• Accounting

• Banking and Finance

• Commerce and Industry

• Contracting


• Interim Management

• Project Management

• Telecommunications


Company Name: Manpower Services (Hong Kong) Limited

Principal: Lancy Chui General Manager Manpower Hong Kong and Macau Operations

Email: [email protected] [email protected]

Website: www.manpower.com.hk www.manpower.com.mo www.manpowerprofessional.com.hk

Address: Suites 501-502A, 5/F Asian House 1 Hennessy Road, Wanchai, Hong Kong

Telephone: Client’s Inquiries Hotline: (852) 2525 3513 Job Seekers Hotline: (852) 2525 3516

Fax: (852) 2869 4629

About us

Manpower Hong Kong provides employers a range of services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outsourcing and consulting. Manpower helps both companies and individuals navigate the ever-changing world of work, helping employers and candidates to make sense of the forces shaping tomorrow’s workplace. Manpower Hong Kong operates under 2 brands: Manpower and Manpower Professional across 5 o� ces in Central, Wanchai, Jordan and Macau.

Our story

Over 60 years employment experience with a

global network of 4,000 offi ces in 82 countries

and territories, we know what lies ahead.

From executive talent sourcing, permanent

placement to contract-to hire, there’s just one

name to remember. Manpower.

Manpower Inc. operates under 5 brands:

Manpower, Manpower Professional, Jefferson

Wells, Right Management and Elan.

Manpower Professional specializes in

assessing and recruiting talent across various

specialist practices around the globe.

Our Specializations


• Banking

• Finance and Accounting

• Hospitality

• Engineering

• Logistics

• Manufacturing

• Consumer and Retail

• Sales and Marketing

• Human Resources

• Property and Construction

• FMCG


Company Name: Silenus Hong Kong Limited

Principal: Andy Leung

Contact: Sara Wong HR & Operation Manager


Website: www.silenus.com.hk

Address: 8/F World Wide House 19 Des Voeux Road Central Hong Kong

Telephone: (852) 2185 6300

Fax: (852) 2185 6303

About us

Silenus is certainly your partner of choice who specializes in recruiting talents in the Consumer and Retail sectors in Hong Kong.

We provide customized solutions to meet your speci� c recruitment needs. Leveraging on our deep understanding of your manpower and business needs, coupled with an extensive candidate pool, we can help you recruit the right candidate who will drive your business to new heights.

Our dedicated professional recruitment consultants possess superb recruitment skills. � ey can see the competency, personality, career aspirations and interests of candidates objectively and accurately, thus enhancing the e� ciency and value of the recruitment process.

Our Specializations

• Consumer

• Retail“Talent is a key business driver.”Contact us now to find theright person.


Company Name: Tricor Executive Resources Limited

Contact: Fiona Yung Executive Director and Head of Executive Resources

Email: fi [email protected]

Website: www.hk.tricorglobal.com

Address: Level 28, Three Pacifi c Place 1 Queen’s Road East, Hong Kong

Telephone: (852) 2980 1166

Fax: (852) 2869 4410

About us

Tricor Executive Resources Limited (‘Tricor’) is a member of Tricor Group and � e Bank of East Asia, and the former search and selection practice of PricewaterhouseCoopers in Hong Kong. We have over the last 25 years built an unrivalled reputation for integrity and professionalism, in the recruitment of management and top-level executives for positions in Hong Kong, Mainland China and the Asia region. � e Tricor Group employs over 1,400 sta� operating from 21 cities in 12 countries worldwide, delivering high performance solutions tailor made to meet your business needs.

Our story

Tricor is a leading search and selection specialist

assisting large, medium and small organizations

in the appointment of high caliber candidates to

fi ll senior management level positions. Over the

years, Tricor has been recognized for our high

professional and ethical standards, confi dentiality

and integrity, rigorous standards for quality of

performance, and creativity and perseverance.

Tricor’s comprehensive executive search service

utilizes focused research, intense sourcing and

a highly targeted approach in the identifi cation

of qualifi ed candidates within the appropriate

industry. Our team has extensive experience in

successfully completing search engagements

across a wide spectrum of management disciplines

and in a diverse category of business sectors.

Our Specializations

• Banking & Finance

• Communication & PR

• Consumer Products (FMCGs)

• Healthcare & Pharmaceutical

• Hospitality & Leisure

• Manufacturing & Trading

• Non-profi t Organizations


• Property Development

• Retail & Distribution


When it comes to taking on expatriates, the devil is in the detail. Recruiting talent from overseas not only involves a slew of technical logistics but also requires human resources

professionals to give signifi cant consideration to possible culture shock. “The challenges of recruiting expats are universal,” says Connie Burchfi eld, director of strategy and development at Lee Hecht Harrison Greater China. First, human resources (HR) professionals may have diffi culty identifying where talent is located, she says. “Many companies [like to] hire people from their home country so that they can communicate with headquarters. For example, a France-based multinational company tends to hire a French [person] and relocate him or her to Hong Kong.” However, while this sounds convenient, companies need to help their employees cope with relocation. Expatriates need to be briefed if they are to avoid culture shock. Tension can easily be generated

Helping expatriates adapt is just one of the challenges of hiring from overseas

when fresh arrivals have to handle a new mission, new teams of staff, a new environment and a new location. “Even small things like where to eat and how to get around in the city can create hassles,” Burchfi eld says. “It is all the small things that can go wrong.” KPMG’s answer to helping expatriate staff is to provide ample support to prepare them for the transition to their new home. “Before they arrive, we try to communicate with them as much as possible about what it is like living in the new city. We work with them closely to address their needs and concerns and do our best to help them adapt to the new culture,” says Monnie Pun, KPMG’s senior manager for HR. Once on board, the aim is for expatriates to work in a supportive environment where colleagues and their managers help them adjust to their new location and work style. HR’s role is to assist in this preparatory work to foster a diverse work environment where local and foreign staff can learn from each other. “By ensuring the expats are placed in a working environment that is best for them, HR acts as a custodian to drive effective communication between business units and expat talent and help manage the expectations of each group,” Pun says. Other key issues for HR professionals dealing with expatriate recruitment range from contractual arrangements to visa considerations.

As far as contractual arrangements are concerned, there are specifi c rules for Hong Kong employers hiring expatriates

from overseas. “If a Hong Kong entity is hiring an expat from overseas, the HK entity as the employer may

directly enter into an employment agreement with the employee,” says Winnie Ng, a consultant at

Minter Ellison.

However, if the employee is employed by an overseas associated company

of the Hong Kong entity, the entity may enter into a secondment

agreement with the expatriate.

“In which case, the

employment will still

be governed by the employee’s home country,” Ng says. Alternatively, the overseas associated company may fi rst terminate the expatriate’s original employment agreement and the Hong Kong entity then engage the employee under a new employment contract, she says.

Visa considerations are also key. Among other issues, offers of employment for expatriates should be made conditional on the successful application for employment visas, Ng says. “It is illegal for any person who does not have right of abode to undertake work of any kind without a valid employment visa,” she says. Expatriates coming here with family members are likely to require assistance from their employers in obtaining dependent visas. Expatriate benefi ts packages also come under the aegis of the HR professional, embracing anything from housing to schooling and repatriation reimbursements, annual fl ight tickets home and medical insurance coverage for the employee and family members.

A recent trend is for employers to offer expatriate benefi ts packages closely aligned to local employees with the same ranking, Ng says. “It is, however, still the norm that the expat employee receives extra benefi ts when compared with his or her local counterpart.”

When paid regularly to expatriates under their employment agreement, some allowances, such as housing benefi ts or education allowances, are considered to be part of their wages. Such benefi ts also need to be taken into account when calculating statutory payments, for instance holiday pay, annual leave pay, maternity leave pay, sickness allowance and wages in lieu of notice.

“Employers must also be mindful of the Race Discrimination Ordinance that came into force in July, 2009,” Ng says. “When an employer provides additional benefi ts to expats that are not available to local employees, the employer must ensure that the additional benefi ts are commensurate with the circumstances of the expat and are not given on the mere grounds of race.”

Finally, employers need to pay attention to taxation issues when dealing with expatriate recruitment. Among these, for example, is a tax withholding requirement which arises when an employee is likely to leave Hong Kong for more than a month.

by Susie Lunt

Beware,


When it comes to taking on expatriates, the devil is in the detail. Recruiting talent from overseas not only involves a slew of technical logistics but also requires human resources

professionals to give signifi cant consideration to possible culture shock. “The challenges of recruiting expats are universal,” says Connie Burchfi eld, director of strategy and development at Lee Hecht Harrison Greater China. First, human resources (HR) professionals may have diffi culty identifying where talent is located, she says. “Many companies [like to] hire people from their home country so that they can communicate with headquarters. For example, a France-based multinational company tends to hire a French [person] and relocate him or her to Hong Kong.” However, while this sounds convenient, companies need to help their employees cope with relocation. Expatriates need to be briefed if they are to avoid culture shock. Tension can easily be generated

Helping expatriates adapt is just one of the challenges of hiring from overseas

when fresh arrivals have to handle a new mission, new teams of staff, a new environment and a new location. “Even small things like where to eat and how to get around in the city can create hassles,” Burchfi eld says. “It is all the small things that can go wrong.” KPMG’s answer to helping expatriate staff is to provide ample support to prepare them for the transition to their new home. “Before they arrive, we try to communicate with them as much as possible about what it is like living in the new city. We work with them closely to address their needs and concerns and do our best to help them adapt to the new culture,” says Monnie Pun, KPMG’s senior manager for HR. Once on board, the aim is for expatriates to work in a supportive environment where colleagues and their managers help them adjust to their new location and work style. HR’s role is to assist in this preparatory work to foster a diverse work environment where local and foreign staff can learn from each other. “By ensuring the expats are placed in a working environment that is best for them, HR acts as a custodian to drive effective communication between business units and expat talent and help manage the expectations of each group,” Pun says. Other key issues for HR professionals dealing with expatriate recruitment range from contractual arrangements to visa considerations.

As far as contractual arrangements are concerned, there are specifi c rules for Hong Kong employers hiring expatriates

from overseas. “If a Hong Kong entity is hiring an expat from overseas, the HK entity as the employer may

directly enter into an employment agreement with the employee,” says Winnie Ng, a consultant at

Minter Ellison.

However, if the employee is employed by an overseas associated company

of the Hong Kong entity, the entity may enter into a secondment

agreement with the expatriate.

“In which case, the

employment will still

be governed by the employee’s home country,” Ng says. Alternatively, the overseas associated company may fi rst terminate the expatriate’s original employment agreement and the Hong Kong entity then engage the employee under a new employment contract, she says.

Visa considerations are also key. Among other issues, offers of employment for expatriates should be made conditional on the successful application for employment visas, Ng says. “It is illegal for any person who does not have right of abode to undertake work of any kind without a valid employment visa,” she says. Expatriates coming here with family members are likely to require assistance from their employers in obtaining dependent visas. Expatriate benefi ts packages also come under the aegis of the HR professional, embracing anything from housing to schooling and repatriation reimbursements, annual fl ight tickets home and medical insurance coverage for the employee and family members.

A recent trend is for employers to offer expatriate benefi ts packages closely aligned to local employees with the same ranking, Ng says. “It is, however, still the norm that the expat employee receives extra benefi ts when compared with his or her local counterpart.”

When paid regularly to expatriates under their employment agreement, some allowances, such as housing benefi ts or education allowances, are considered to be part of their wages. Such benefi ts also need to be taken into account when calculating statutory payments, for instance holiday pay, annual leave pay, maternity leave pay, sickness allowance and wages in lieu of notice.

“Employers must also be mindful of the Race Discrimination Ordinance that came into force in July, 2009,” Ng says. “When an employer provides additional benefi ts to expats that are not available to local employees, the employer must ensure that the additional benefi ts are commensurate with the circumstances of the expat and are not given on the mere grounds of race.”

Finally, employers need to pay attention to taxation issues when dealing with expatriate recruitment. Among these, for example, is a tax withholding requirement which arises when an employee is likely to leave Hong Kong for more than a month.

by Susie Lunt

Beware,


Visas vital

Thanks to the Hong Kong Immigration Department’s open economic and immigration policy, overseas hiring is relatively easy compared with other big cities. This is to the benefi t of Hong Kong companies as it allows more fl exibility in workforce planning. For some companies wishing to open branch offi ces in Hong Kong, relocating personnel from their home countries can be a plus as the employees already know the business well, says Connie Burchfi eld, director of strategy and development at Lee Hecht Harrison Greater China. “In other situations, expats are needed perhaps because of the expertise that is not found locally,” she says. “The company simply deploys an expat who can transfer their knowledge.” While some administrative time needs to be spent applying for the necessary visas for expatriate employees, the application process is fairly straightforward, says Winnie Ng, a consultant at Minter Ellison. “An expat may commence work in Hong Kong only after a valid employment visa has been issued.” Employment visas are issued for a limited period of time. If the employment continues after the expiry of the visa, the employer must apply to renew this in order for staff to continue working here.

A boss who employs staff without a work visa is potentially guilty of an offence and liable to a fi ne of up

to HK$350,000, and imprisonment for three years. However, generally speaking, the government’s rules for issuing working visas are straightforward, Burchfi eld says. In most situations, companies will have to explain why an expatriate rather than a local is required. “In order to justify the need to recruit someone from overseas, a company will need to have a strong business case to support the application. For example, if the person has a specifi c skill or knowledge which is not immediately available in the local market,” says Monnie Pun, KPMG’s senior manager for HR. Staff resources, therefore, need to be planned well in advance because target candidates are unable to start work in Hong Kong until their visa is approved, Pun says. If the reasons given are valid, a visa is usually granted within six to eight weeks. “Visa applications can be as fast as six weeks because the Hong Kong government has pledged service quality,” Burchfi eld says. From recruiting a candidate to having him or her in place can take anything from four to six months or even longer, depending on the complexity of the assignment after relocation.



About us

� e Adecco Group, based in Zurich, Switzerland, is the world’s leading provider of HR solutions. With over 28,000 employees and more than 5,700 o� ces, in over 60 countries and territories around the world, Adecco Group o� ers a wide variety of services, connecting more than 500,000 colleagues with over 100,000 clients every day. � e services o� ered fall into the broad categories of temporary sta� ng, permanent placement, outsourcing, consulting and outplacement. � e Adecco Group is a Fortune Global 500 company.

Our Specializations

• Accounting

• Events & Exhibitions

• Human Resources

• Luxury Retail & FMCG




• Logistic & Supply Chain

• Medical & Science

• Telecommunication

Company Name: Adecco Personnel Limited

Principal: Audrey Low Country Manager

Contact: Annie Yuen Manager of Marketing & Communication


Website: www.adecco.com.hk

Address: 12/F, Fortis Tower 77-79 Gloucester Road Wanchai, Hong Kong

Telephone: (852) 2895 2616

Fax: (852) 2895 3571

About us

COREsearch is a banking & � nance focused boutique search � rm founded and based in HK since the 90’s. Aiming at providing quality and e� ective recruitment, consultancy, career counseling and training services to its prestigious local and multinational clients in Hong Kong, China and Taiwan.

Our Specializations

• Banking

• Accounting


• Human Resources

• Legal & Compliance

• Training

Company Name: COREsearch Ltd

Principal: Alison Chang Managing Director

Contact: Iris Wong Director


Website: www.coresearch.hk

Address: 15/F., 100 Queen’s Road Central Hong Kong

Telephone: (852) 2146 1499

Fax: (852) 3007 8916


About us

Michael Page International is a leading professional recruitment consultancy specialising in the recruitment of permanent, contract and temporary positions on behalf of the world’s top employers.

� e Group operates through 142 o� ces in 28 countries worldwide and over 5,000 employees worldwide. We’ve been bringing job seekers and employers together for more than 30 years.

We opened our � rst o� ce in Hong Kong in 1994 and currently have o� ces in all of the main business centres around the world.

Our Specializations

• Accounting

• Banking

• Engineering & Manufacturing

• Human Resources

• Legal

• Marketing

• Procurement & Supply Chain

• Property & Construction

• Sales

• Retail

Company Name: Michael Page International

Principal: Anthony Thompson Managing Director Hong Kong and Southern China

Contact: Mark Enticott


Website: www.michaelpage.com.hk

Address: Suite 611, One Pacifi c Place 88 Queensway, Hong Kong

Telephone: (852) 2530 6100

Fax: (852) 2530 6101

About us

Human Sources is your ideal partner to cope with the needs on hiring and business growth. As a specialist in banking and � nance for more than 10 years, we make all di� culties in the hiring process easy and simple.

Our Services:• Executive Search & Selection• General Staffi ng• Temporary Staffi ng• Secondment Service

Our Specializations

• Consumer & Private Banking

• Commercial & Corporate Banking

• Global Banking & Markets

• Global Custody & Securities Services

Company Name: Human Sources

Principal: Alex Chan Managing Director

Contact: Alex Chan


Website: www.HumanSources.com.hk

Address: 4/F Winway Building 50 Wellington Street Central Hong Kong

Telephone: (852) 2815 8205

Fax: (852) 2815 8306


About us

Rec2Rec Asia is a specialized recruitment-to-recruitment consultancy based in Hong Kong o� ering professional services to recruitment � rm clients, corporate clients, and recruitment consultants both locally and internationally.

We work across industries recruiting top-notch recruiters for key roles with a focus on senior positions in Greater China.

We have strong experience in the Asian recruitment industry and four years in the local recruitment-to-recruitment market.

Our Specializations

• Legal

• IT

• Financial Services

• Banking


• Human Resources

• Accounting


• Commerce & Industry

Company Name: Rec2Rec Asia

Principal: Rebecca McComb Director

Contact: Rebecca McComb


Website: www.rec2recasia.com

Telephone: (852) 9221 6191

Fax: (852) 2858 9695

About us

Page Personnel provides an unrivalled specialist recruitment service for accounting and � nance, business administration and secretarial support sta� . Our Page Personnel team delivers quality recruitment solutions in a time e� cient fashion with a 48 hour turnaround time for short-list delivery and the same service levels, professionalism and quality as Michael Page International.

Page Personnel is an established brand globally with 85 o� ces in 10 countries and we tap into over a decade of local recruitment experience and expertise.

Our Specializations• Audit

• Accountant

• Analysis

• Assistant Accountants / Part Qualifi ed

• Credit

• Payroll

• PA/EA

• Secretaries

• Offi ce Managers

• Finance

• Operations

• Retail Banking

Company Name: Page Personnel

Principal: Anthony Thompson Managing Director Hong Kong and Southern China

Contact: Chris Aukland


Website: www.pagepersonnel.com.hk

Address: Suite 611, One Pacifi c Place 88 Queensway, Hong Kong

Telephone: (852) 3602 2400

Fax: (852) 3602 2401


About us

RGF HR Agent HK Ltd., has a 10 year history delivery fast and responsive recruiting services in Hong Kong and China. We were formerly known as Good Job Creations before our acquisition by Recruit Co. Ltd. – Japan’s largest recruiting business. We specialize in helping MNC’s particular Japanese companies, � nd talented sta� level and managerial candidates with English, Cantonese, Mandarin and Japanese language capabilities. We o� er ancillary HR services particularly for start-ups.

Our Specializations


• Human Resources

• Marketing

• Engineering & Manufacturing

• Technology

• Accounting

• Procurement & Supply Chain

• Sales

• Legal

• Admin, Secretarial

Company Name: RGF HR Agent Hong Kong Limited

Principal: Jimbo Sotaro Group Executive Director

Contact: Gillian Yan Manager


Website: www.rgf-hragent.com.hk

Address: Suite 613, Tower Two, Lippo Centre 89 Queensway, Central, Hong Kong

Telephone: (852) 2537 2557

Fax: (852) 2537 2583

About us

RGF Executive Search is a new HK entrant and the search arm of Recruit Co. Ltd. - Japan’s largest recruiting business. We have more than 40 Consultants operating in Tokyo, Hong Kong and Singapore, enabling us to provide Asia wide search solutions for clients. Focusing on high- end managerial level positions, we have concluded more than 1,000 managerial searches across Asia. Our MD was cited in “Business Week” 2009 as a top 150 global headhunter.

Our Specializations

• Technology

• Manufacturing

• Finance/Banking

• Construction & Property

• Consumer

• Healthcare

Company Name: RGF Executive Search

Principal: Simon Childs Managing Director

Contact: Kitty Cheng


Website: www.rgf-executive.com.hk

Address: Suite 615, Tower Two, Lippo Centre 89 Queensway, Central, Hong Kong

Telephone: (852) 3971 8400

Fax: (852) 3971 8422



Company Name: Best Fortune Personnel Services

Principal: Sammy Tse Managing Director

Contact: Apple Cheng Manager


Website: www.bestfortunepersonnel.com

Address: Room 602, 6/F, 1 Hung To Road Kwun Tong, Kowloon

Telephone: (852) 2295 6395

Fax: (852) 2295 6895

Company Name: Computer Recruitment Consultants Limited

Principal: Sandra Tam General Manager

Contact: Carol Tsang


Website: http:www.crcltd.com.hk

Address: Unit 2209, 22/F., Island Place Tower 510 King’s Road, North Point Hong Kong

Telephone: (852) 2861 3181

Fax: (852) 2528 9091

Company Name: Cyberspace Ltd.

Principal: Maneck Mohan Director

Contact: Dalamu Lama Consultant


Website: www.cyberspaceltd.com

Address: 2706, The Centrium 60 Wyndham Street, Central Hong Kong

Telephone: (852) 2525 0555

Fax: (852) 2525 0060

Investment Banking Technology SpecialistsEstablished in 1994

Hong Kong | Singapore | Tokyo

Company Name: Greycells Executive Limited

Principal: Esther Chu

Contact: Carol Lam


Website: www.greycells.com.hk

Address: Rm 801, 88 Gloucester Road Wan Chai, Hong Kong

Telephone: (852) 2877 9009

Fax: (852) 2877 9222


Company Name: HotelsHR Limited

Principal: Haley Chan Director

Contact: Haley Chan


Website: www.hotelshr.com

Address: Suite 9C, Ho Lee Commercial Building 38 D’Aguilar Street, Lan Kwai Fong Central, Hong Kong

Telephone: (852) 2523 1882

Fax: (852) 2523 2321

Company Name: Junsun & Co Personnel Consultants Ltd.

Principal: Jessica Chan

Contact: Jessica Chan


Website: www.junsun.com.hk

Address: Rm 2104, North Point Asian Pac Comm. Ctr. 10 North Point Road, North Point Hong Kong

Telephone: (852) 2573 3553

Fax: (852) 8161 6642

Company Name: InfoTech Services (Hong Kong) Limited

Principal: Edwin Tam Managing Director - Hong Kong and China

Contact: Ada Chong Senior Account Manager


Website: www.infotech.com.hk

Address: 18/F Tower 2, Lippo Centre 89 Queensway, Hong Kong

Telephone: (852) 2836 0363

Fax: (852) 2836 0351

Company Name: MSI Ltd

Principal: Chris Strachan Managing Director

Contact: Skella Wu Research Manager


Website: www.msi-search.com

Address: 18/F., CNT House, 120 Johnston Road Wanchai, Hong Kong

Telephone: (852) 2892 1319

Fax: (852) 2892 1329


Company Name: RT Search Consultants Ltd.

Principal: Ruby Cheung Director

Contact: Winnie Siu Senior Consultant


Website: rt-search.com

Address: Unit 1013, Hong Kong Pacifi c Centre 28 Hankow Road, Tsim Sha Tsui, Kowloon

Telephone: (852) 2723 6200

Fax: (852) 2723 6622

Company Name: Talent Connect Limited

Principal: Jevan Cheung Director

Contact: Christine Chau Consultant


Website: www.talentconnect.com.hk

Address: Room 602, Fee Tak Commercial Centre 613 Nathan Road, Mongkok Kowloon

Telephone: (852) 2153 3300

Fax: (852) 2153 1199

Company Name: T & C Personnel Consultants Ltd.

Principal: Virgina Chan General Manager

Contact: Virgina Chan


Website: tcagency.com.hk

Address: Unit 1703, 17/F, Fee Tat Commercial Centre No. 613, Nathan Road, Kln, Hong Kong

Telephone: (852) 2810 9621 (10 lines)

Fax: (852) 2891 6646

Company Name: Tri Come Recruitment Search

Contact: Mayce Wu


Address: Rm. 1106-7, Belgian Bank Bldg. 721-725 Nathan Road, Mongkok Kowloon

Telephone: (852) 2395 1368

Fax: (852) 2394 4219


Asian Career Company Ltd.

Principal: Mona Yim

Contact: Mona Yim


Website: www.asiancareer.com.hk

Address: Unit 1802, 18/F World-Wide House 19 Des Voeux Road Central, Hong Kong

Telephone: (852) 3161 5400

Fax: (852) 3163 2898

AVANZA - Avanza Consulting

Principal: Eunice Ng Director, Pacifi c

Contact: Eunice Ng


Website: www.avanzaconsult.com

Address: Unit3-5, 21/F, Queen’s Road Central Central, Hong Kong

Telephone: (852) 2885 1266

Baguio Investment Co. Ltd.

Principal: Nora Cheung

Contact: Nora Cheung


Address: Rm 1303, 13/F, Cambridge Hse 26-28 Cameron Road, TST, Kowloon

Telephone: (852) 2723 0290

Fax: (852) 3579 2722

Carbon International Ltd.

Principal: Sunny Yu Director

Contact: Sunny Yu


Address: 28/F, Soundwill Plaza 38 Russell Street, Causeway Bay Hong Kong

Telephone: (852) 2899 2311

Fax: (852) 8200 1162

Riverchelles International Ltd.

Principal: Joanne Lau Managing Director

Contact: Joanne Lau


Website: www.riverchelles.com.hk

Address: No 8, 20/F., Tower One, Lippo Centre Admiralty, Hong Kong

Telephone: (852) 2777 8886

Fax: (852) 2525 2061

Smart Goal Professional Ltd.

Principal: Hity Lau Director

Contact: Hity Lau


Website: www.smart-goal.com

Address: 15/F Millennium City 5 418 Kwun Tong Road, Kowloon

Telephone: (852) 8102 9823


* hospitality

Locations

H Hong Kong

C China

R Regional/ International

Recruitment & Selection / Executive Search Outsourcing

Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

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Staf

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men

t

Achieve Asia LtdT:8226 6652 F:8226 6653 HC HC HC

Adecco Personnel LtdT:2895 2616 F:2895 3571 R R R R R

Affi nis AsiaT:3102 0700 F:3012 0969 HCR HCR HCR HCR HCR

Aimhigher Consultancy LtdT:2111 8482 F:2157 9090 HCR HCR HCR HCR HCR

Alford Search Associates T:9199 5522 F:2335 1393 HCR HCR

Alkstone Telecommunication Ltd T:2446 1740 F:2446 1742 C HR

Alpha Omega Personnel Services Ltd T:2375 1000 F:2375 1184 HCR HCR HCR HCR HCR

ALS International LtdT:2973 0827 F:2973 0828 HCR HCR HCR HCR HCR

AmbitionT:3101 3066 F:3101 3068 HCR HCR HCR HCR HCR

Amherst Executive Search LtdT:3519 8303 F:3519 8303 HC HC HC HC HC

Aquis Search LtdT:2537 0333 F:2537 0333 HCR HCR HCR

Aries ConsultantsT:2302 1287 F:3904 8549 HC HC HC HC

Asian Career Co Ltd T:3161 5400 F:3020 6946 HC HC HC HC HC

Associated Consultancy T:2721 6998 F:2723 9669 HC HC HC HC HC

Astus Maxim Recruitment T:2104 7766 F:3010 1798 HCR HCR HCR HCR

Astus Recruitment Ltd T:2104 7799 F:3010 1798 HCR HCR HCR HCR

Avanza Consulting LtdT:2885 1266 R R R R R

Baguio Investment Co. LtdT:2723 0290 F:3579 2722 H H

Best Fortune Personnel ServicesT:2295 6395 F:2295 6895 H H H H H

HR Consultant Service Index

Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Besteam Personnel Consultancy Ltd T:2736 8202 F:2735 9726 H H H H H

Betty Chan & Associates T:2147 9688 F:3102 9319 HC H H

BGC Group (HK) Ltd T:2855 6988 F:2855 6988 HR HR HR HR HR

Bó Lè Associates T:2525 4339 F:2525 7153 HCR HCR HCR HCR HCR

Capital People T:2530 1292 F:2525 3868 HR HR HR

Carbon International Ltd T:2899 2311 F:8200 1162 HR HR HR HR HR

Carmichael Fisher Ltd T:2522 9873 F:3189 7689 R R R R R

Cassie D.A. International Ltd - Cassie Personnel T:2877 3383 F:2877 0196

H H H H H

Cathay Employment Agency T:2869 0811 F:2526 7189 H H H H H

Centaline Human Resources Consultants Ltd T:2521 1166 F:2840 0068

HC HC HC HC HC

Center Point Personnel T:2375 2718 F:2375 2716 H H H H H

Charterhouse Partnership T:3151 1317 F:3151 1399 R R R R R

CityWeb Consulting Ltd T:2111 8531 F:2111 4178 HCR HC HCR HCR HCR

Clear Business Solutions Ltd T:2581 2995 F:2541 1306 HCR HCR HCR HCR HCR

Command Group T:2529 7363 R R R R R

Computer Recruitment Consultants Ltd T:2861 3181 F:2528 9091 H H H

ConnectedGroup T:3972 5888 F:3972 5897 HCR HC HCR HCR HCR

COREsearch Ltd T:2146 1499 F:3007 8916 HCR HCR

CQrecruit T:2850 8690 F:2850 4763 HCR HCR HCR HCR

* hospitality



* hospitality

Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Achieve Asia LtdT:8226 6652 F:8226 6653 HC HC HC

Adecco Personnel LtdT:2895 2616 F:2895 3571 R R R R R

Affi nis AsiaT:3102 0700 F:3012 0969 HCR HCR HCR HCR HCR

Aimhigher Consultancy LtdT:2111 8482 F:2157 9090 HCR HCR HCR HCR HCR

Alford Search Associates T:9199 5522 F:2335 1393 HCR HCR

Alkstone Telecommunication Ltd T:2446 1740 F:2446 1742 C HR

Alpha Omega Personnel Services Ltd T:2375 1000 F:2375 1184 HCR HCR HCR HCR HCR

ALS International LtdT:2973 0827 F:2973 0828 HCR HCR HCR HCR HCR

AmbitionT:3101 3066 F:3101 3068 HCR HCR HCR HCR HCR

Amherst Executive Search LtdT:3519 8303 F:3519 8303 HC HC HC HC HC

Aquis Search LtdT:2537 0333 F:2537 0333 HCR HCR HCR

Aries ConsultantsT:2302 1287 F:3904 8549 HC HC HC HC

Asian Career Co Ltd T:3161 5400 F:3020 6946 HC HC HC HC HC

Associated Consultancy T:2721 6998 F:2723 9669 HC HC HC HC HC

Astus Maxim Recruitment T:2104 7766 F:3010 1798 HCR HCR HCR HCR

Astus Recruitment Ltd T:2104 7799 F:3010 1798 HCR HCR HCR HCR

Avanza Consulting LtdT:2885 1266 R R R R R

Baguio Investment Co. LtdT:2723 0290 F:3579 2722 H H

Best Fortune Personnel ServicesT:2295 6395 F:2295 6895 H H H H H


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Besteam Personnel Consultancy Ltd T:2736 8202 F:2735 9726 H H H H H

Betty Chan & Associates T:2147 9688 F:3102 9319 HC H H

BGC Group (HK) Ltd T:2855 6988 F:2855 6988 HR HR HR HR HR

Bó Lè Associates T:2525 4339 F:2525 7153 HCR HCR HCR HCR HCR

Capital People T:2530 1292 F:2525 3868 HR HR HR

Carbon International Ltd T:2899 2311 F:8200 1162 HR HR HR HR HR

Carmichael Fisher Ltd T:2522 9873 F:3189 7689 R R R R R

Cassie D.A. International Ltd - Cassie Personnel T:2877 3383 F:2877 0196

H H H H H

Cathay Employment Agency T:2869 0811 F:2526 7189 H H H H H

Centaline Human Resources Consultants Ltd T:2521 1166 F:2840 0068

HC HC HC HC HC

Center Point Personnel T:2375 2718 F:2375 2716 H H H H H

Charterhouse Partnership T:3151 1317 F:3151 1399 R R R R R

CityWeb Consulting Ltd T:2111 8531 F:2111 4178 HCR HC HCR HCR HCR

Clear Business Solutions Ltd T:2581 2995 F:2541 1306 HCR HCR HCR HCR HCR

Command Group T:2529 7363 R R R R R

Computer Recruitment Consultants Ltd T:2861 3181 F:2528 9091 H H H

ConnectedGroup T:3972 5888 F:3972 5897 HCR HC HCR HCR HCR

COREsearch Ltd T:2146 1499 F:3007 8916 HCR HCR

CQrecruit T:2850 8690 F:2850 4763 HCR HCR HCR HCR

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Creative Management and Career Consultants LtdT:2918 8747 F:2918 9808

HCR HCR HCR HCR HCR

Crossings Executive Search T:3106 2877 F:3104 0101 HC HC HC HC HC

Cyberspace Ltd T:2525 0555 F:2525 0060 H H H

Delken Personnel Consultants Ltd T:2591 1988 F:2591 1222 HCR HCR HCR

DJR Technology T:3972 5700 F:3972 5749 HR

DYK Associates Ltd T:2309 2678 F:2309 2799 HC HC HC HC HC

eCircle Executive Consultants T:3427 8030 F: 3579 0001 H H H H H

eideaLINK Ltd T:2572 1282 F:2572 2081 H HCR HCR H HCR

Elevate! T:3679 3938 F:3585 3710 HCR HCR HCR HCR HCR

Ellerman & Co. Ltd T:2813 5136 HR HR H HR HR

Emaster Consultants Ltd T:2153 8119 F:2153 0181 H H H

Essentials Recruitment Consultants Ltd T:3622 3360 F: 3622 2150 HC HC HC HC HC

Faro Recruitment (Hong Kong) Co. Ltd T:2506 2676 F:2506 2796 HC HC HC HC HC

Financial Technology Group T:9354 6247 R R R

Focus Consultants (HK) Ltd T:2868 9522 F:2868 2904 H H H H H

G A Professional Services O/B G A Career LtdT:3692 5380 F:3692 5333

H H HR H HR

Galen Personnel Services Co. T:3520 3925 F:3544 8253 HC HC HC HC HC

Gemini Personnel Ltd T:3552 9100 F:2810 6467 HCR HCR HCR HCR HCR

Genesis T:3423 4303 F:3423 4363 H H H

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Genuine Personnel Consultants Ltd T:2522 3333 F:2596 0111 H H H HCR H

Greycells Executive Ltd T:2877 9009 F:2877 9222 HC HC HC HC HC

Harvest Personnel Agency T:2312 0060 F:2312 1110 H HC H H HC

Hays T:2521 8884 F:2521 8499 HCR HCR HCR HCR HCR

Haystar Consultant Ltd T:2130 9288 F:2130 9188 HC HC HC HC HC

HotelsHR Ltd T:2523 1882 F:2523 2321 HCR HCR HCR HCR HCR

HRA Recruitment T:2735 9961 F:2735 9967 HR HR HR HR HR

Hudson T:2528 1191 F:2528 2901 HCR HCR HCR HCR HCR

Hughes-Castell (Hong Kong) Ltd T:2520 1168 F:2865 0925 HCR HCR HCR

Human Sources T:2815 8205 F:2815 8306 HC HC HC H

HVS Executive Search Hong Kong T:2791 5868 HCR

Infi nity 8 Talents, the Luxury Recruitment Co.T:3180 7764 F:2730 0829

HCR HCR HCR HCR HCR

InfoTech Services (Hong Kong) Ltd T:2836 0363 F:2836 0351 HC H H HC H

InfraSearch Asia T:2147 8908 F:2521 8665 R R R R R

Initiative Recruitment Hong Kong Ltd T:3752 0515 F:3752 0662 HR HR HR HR HR

Inspire Search & Selection T:3976 5600 HR HR HR HR HR

Insurelink Consultancy Ltd T:2723 6093 F:2723 6098 HC HC HC

Isaac Search Ltd T:3741 1234 F:3741 1200 HC HC HC HCR HCR

J & E Consulting (HK) Ltd T:9436 2763 F:9436 2763 H H H

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Creative Management and Career Consultants LtdT:2918 8747 F:2918 9808

HCR HCR HCR HCR HCR

Crossings Executive Search T:3106 2877 F:3104 0101 HC HC HC HC HC

Cyberspace Ltd T:2525 0555 F:2525 0060 H H H

Delken Personnel Consultants Ltd T:2591 1988 F:2591 1222 HCR HCR HCR

DJR Technology T:3972 5700 F:3972 5749 HR

DYK Associates Ltd T:2309 2678 F:2309 2799 HC HC HC HC HC

eCircle Executive Consultants T:3427 8030 F: 3579 0001 H H H H H

eideaLINK Ltd T:2572 1282 F:2572 2081 H HCR HCR H HCR

Elevate! T:3679 3938 F:3585 3710 HCR HCR HCR HCR HCR

Ellerman & Co. Ltd T:2813 5136 HR HR H HR HR

Emaster Consultants Ltd T:2153 8119 F:2153 0181 H H H

Essentials Recruitment Consultants Ltd T:3622 3360 F: 3622 2150 HC HC HC HC HC

Faro Recruitment (Hong Kong) Co. Ltd T:2506 2676 F:2506 2796 HC HC HC HC HC

Financial Technology Group T:9354 6247 R R R

Focus Consultants (HK) Ltd T:2868 9522 F:2868 2904 H H H H H

G A Professional Services O/B G A Career LtdT:3692 5380 F:3692 5333

H H HR H HR

Galen Personnel Services Co. T:3520 3925 F:3544 8253 HC HC HC HC HC

Gemini Personnel Ltd T:3552 9100 F:2810 6467 HCR HCR HCR HCR HCR

Genesis T:3423 4303 F:3423 4363 H H H

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

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utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

Adm

inis

trat

ion

Rec

ruit

men

t P

roce

ssO

utso

urci

ng

Staf

f Se

cond

men

t

Genuine Personnel Consultants Ltd T:2522 3333 F:2596 0111 H H H HCR H

Greycells Executive Ltd T:2877 9009 F:2877 9222 HC HC HC HC HC

Harvest Personnel Agency T:2312 0060 F:2312 1110 H HC H H HC

Hays T:2521 8884 F:2521 8499 HCR HCR HCR HCR HCR

Haystar Consultant Ltd T:2130 9288 F:2130 9188 HC HC HC HC HC

HotelsHR Ltd T:2523 1882 F:2523 2321 HCR HCR HCR HCR HCR

HRA Recruitment T:2735 9961 F:2735 9967 HR HR HR HR HR

Hudson T:2528 1191 F:2528 2901 HCR HCR HCR HCR HCR

Hughes-Castell (Hong Kong) Ltd T:2520 1168 F:2865 0925 HCR HCR HCR

Human Sources T:2815 8205 F:2815 8306 HC HC HC H

HVS Executive Search Hong Kong T:2791 5868 HCR

Infi nity 8 Talents, the Luxury Recruitment Co.T:3180 7764 F:2730 0829

HCR HCR HCR HCR HCR

InfoTech Services (Hong Kong) Ltd T:2836 0363 F:2836 0351 HC H H HC H

InfraSearch Asia T:2147 8908 F:2521 8665 R R R R R

Initiative Recruitment Hong Kong Ltd T:3752 0515 F:3752 0662 HR HR HR HR HR

Inspire Search & Selection T:3976 5600 HR HR HR HR HR

Insurelink Consultancy Ltd T:2723 6093 F:2723 6098 HC HC HC

Isaac Search Ltd T:3741 1234 F:3741 1200 HC HC HC HCR HCR

J & E Consulting (HK) Ltd T:9436 2763 F:9436 2763 H H H

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

Pay

roll

and

Ben

efi t

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inis

trat

ion

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ruit

men

t P

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Job Power Recruitment Co.T:2110 3223 F:2110 3328 HC HC H HC HC

Job Station Personnel Agency Ltd T:3743 0608 F:3741 0378 HCR HCR HCR HCR HCR

Judd Farris Property Recruitment T:2802 8062 F:2802 8089 HCR HCR HCR HCR HCR

Jumbo Right Ltd T:2771 2701 F:2780 0952 HCR HCR HCR HCR HCR

Junsun & Co Personnel Consultants Ltd T:2573 3553 F:8161 6642 HCR HCR HCR HCR HCR

Kelly Services Hong Kong Ltd T:2522 1186 F:2522 1501 H H H H H

Kingswood Global T:3189 7630 F:2541 3100 HCR HCR

Kinsey Allen International T:3658 9000 F:3658 9003 HCR HCR HCR

Links Recruitment Ltd T:2116 1020 F:2119 9878 HCR HCR HCR HCR HCR

Lloyd Morgan T:2895 5282 F:2577 5902 H H H H

M & M Kas Personnel Ltd T:2498 8002 F:2493 5218 H H H H H

Man Search International Ltd T:2892 1319 F:2892 1329 HCR HCR HCR HCR HCR

Manpower Services (Hong Kong) Ltd T:2912 5517 F:2522 0884 HR HR HR HR HR

Marcom Search Ltd T:2525 2098 R R R R

Michael Page International T:2530 6100 F:2530 6101 HCR HCR HCR HCR HCR

Million Pak Ltd T:2736 8628 F:2736 8627 HC HC HC HC HC

MJB InterCommunication T:2525 7168 F:2560 2388 HCR HCR HCR

Morgan Mckinley T:3907 3907 F:3908 3908 HCR HCR HCR HCR HCR

MRI China Group T:3656 5888 F:2530 9905 R R R R R

Multinational HR Consultancy Ltd T:2399 0866 F:2787 6281 H H H H H

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

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icat

ion

Lega

l

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ufac

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ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

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Con

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ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

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e Se

arch

/D

irec

tor

App

oint

men

t

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ruit

men

t

Per

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New Step International Ltd - Cross Cultural TrainingT:2541 8118 F:2541 8638

C

Nohhi Personnel Agency T:2721 0005 F:2724 3391 H H

Novare Asia Recruitments T:2971 5863 F:2536 4386 HR HR HR HR HR

Peoplus Recruitment T:3188 1290 F:3188 1291 H HCR H HCR H

Pinpoint Asia Ltd T:2375 5000 F:2375 5060 HCR HCR HCR HCR HCR

Polarine Development Ltd T:2143 9510 F:2898 0565 H H H H H

Portfolio Asia T:2531 2200 F:2511 6223 R R R R R

Potential Personnel Consultancy T:3523 1388 F:3523 1333 HC HC HC HC HC

Profi le Search & Selection T:3589 6800 F:2156 1990 R R HC R R

PSD Group T:2531 2200 F:2511 6223 HC HC HC H HC

Pure Professionals Ltd T:3972 5850 F:3972 5898 HCR HCR HCR HCR HCR

Quality Consultants Agency T:2730 0022 F:2735 2888 HR

Quality Search Ltd T:2322 0052 F:2322 0521 HC HCR HCR HC HC

Rail Personnel Ltd T:2753 5636 F:2305 4512 HR HR HR

Randstad Hong Kong Ltd T:2232 3400 F:2501 0900 HCR HCR HCR HCR HCR

Reach Management Services LtdT:2293 2383 F:2293 2344 R R R R R

Rec2Rec Asia T:9221 6191 F:2858 9695 HCR HCR HCR HCR HCR

Recruit Express (Hong Kong) Ltd T:2175 0698 F:2175 0278 H H H H H

Recruit LegalT:2169 0868 F:2169 0201 HC

Red Personnel Ltd T:2730 6282 F:2730 6677 HC HC HC HC HC

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

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ruit

men

t

Per

man

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Tem

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Con

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Oth

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Pay

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Staf

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men

t

Job Power Recruitment Co.T:2110 3223 F:2110 3328 HC HC H HC HC

Job Station Personnel Agency Ltd T:3743 0608 F:3741 0378 HCR HCR HCR HCR HCR

Judd Farris Property Recruitment T:2802 8062 F:2802 8089 HCR HCR HCR HCR HCR

Jumbo Right Ltd T:2771 2701 F:2780 0952 HCR HCR HCR HCR HCR

Junsun & Co Personnel Consultants Ltd T:2573 3553 F:8161 6642 HCR HCR HCR HCR HCR

Kelly Services Hong Kong Ltd T:2522 1186 F:2522 1501 H H H H H

Kingswood Global T:3189 7630 F:2541 3100 HCR HCR

Kinsey Allen International T:3658 9000 F:3658 9003 HCR HCR HCR

Links Recruitment Ltd T:2116 1020 F:2119 9878 HCR HCR HCR HCR HCR

Lloyd Morgan T:2895 5282 F:2577 5902 H H H H

M & M Kas Personnel Ltd T:2498 8002 F:2493 5218 H H H H H

Man Search International Ltd T:2892 1319 F:2892 1329 HCR HCR HCR HCR HCR

Manpower Services (Hong Kong) Ltd T:2912 5517 F:2522 0884 HR HR HR HR HR

Marcom Search Ltd T:2525 2098 R R R R

Michael Page International T:2530 6100 F:2530 6101 HCR HCR HCR HCR HCR

Million Pak Ltd T:2736 8628 F:2736 8627 HC HC HC HC HC

MJB InterCommunication T:2525 7168 F:2560 2388 HCR HCR HCR

Morgan Mckinley T:3907 3907 F:3908 3908 HCR HCR HCR HCR HCR

MRI China Group T:3656 5888 F:2530 9905 R R R R R

Multinational HR Consultancy Ltd T:2399 0866 F:2787 6281 H H H H H

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

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Pay

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and

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t

New Step International Ltd - Cross Cultural TrainingT:2541 8118 F:2541 8638

C

Nohhi Personnel Agency T:2721 0005 F:2724 3391 H H

Novare Asia Recruitments T:2971 5863 F:2536 4386 HR HR HR HR HR

Peoplus Recruitment T:3188 1290 F:3188 1291 H HCR H HCR H

Pinpoint Asia Ltd T:2375 5000 F:2375 5060 HCR HCR HCR HCR HCR

Polarine Development Ltd T:2143 9510 F:2898 0565 H H H H H

Portfolio Asia T:2531 2200 F:2511 6223 R R R R R

Potential Personnel Consultancy T:3523 1388 F:3523 1333 HC HC HC HC HC

Profi le Search & Selection T:3589 6800 F:2156 1990 R R HC R R

PSD Group T:2531 2200 F:2511 6223 HC HC HC H HC

Pure Professionals Ltd T:3972 5850 F:3972 5898 HCR HCR HCR HCR HCR

Quality Consultants Agency T:2730 0022 F:2735 2888 HR

Quality Search Ltd T:2322 0052 F:2322 0521 HC HCR HCR HC HC

Rail Personnel Ltd T:2753 5636 F:2305 4512 HR HR HR

Randstad Hong Kong Ltd T:2232 3400 F:2501 0900 HCR HCR HCR HCR HCR

Reach Management Services LtdT:2293 2383 F:2293 2344 R R R R R

Rec2Rec Asia T:9221 6191 F:2858 9695 HCR HCR HCR HCR HCR

Recruit Express (Hong Kong) Ltd T:2175 0698 F:2175 0278 H H H H H

Recruit LegalT:2169 0868 F:2169 0201 HC

Red Personnel Ltd T:2730 6282 F:2730 6677 HC HC HC HC HC

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

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al

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men

t &

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ply

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n

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n

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ail

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s &

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keti

ng

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arch

/D

irec

tor

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oint

men

t

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t

Per

man

ent

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Con

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Resourcing Options Ltd T:3101 5550 F:3549 7530 R R R R R

RGF Hong Kong Ltd T:3971 8400 F:3971 8422 HCR HCR HCR HCR HCR

Riverchelles International Ltd T:2777 8886 F:2525 2061 H H H H H

Robert Walters Hong Kong PLC T:2103 5300 F:2103 5301 H H H H H

Ross Recruitment Ltd T:2834 4788 F:2152 9921 R R R R H

Roussos Palmer Holt Ltd T:2591 4033 F:2813 4613 HR HR R H HR

RT Search Consultants Ltd T:2723 6200 F:2723 6622 H H H H H

Russell Reynolds Associates T:2523 9123 F:2845 0044 R R R R R

Sara Beattie Appointments LtdT:2507 9333 F:2827 4630 HCR HCR HCR HCR

Seamatch Asia Ltd T:2111 3718 F:3007 1947 HCR HCR HCR HCR HCR

Search Partners Ltd T:2122 9612 F:2180 9124 HR H HR H H

SearchAsia T:2169 0878 F:2169 0108 R R R R R

Sheffi eld Haworth (Asia) Ltd T:2110 1234 F:2110 1233 HCR HCR HCR

Sheffi eld Personnel T:2890 8832 F:2576 9884 H H H H H

Sierra Wireless T:9735 1589 F:2824 0255 HC HC H

Silenus Hong Kong Ltd T:2185 6300 F:2185 6303 H H H H H

Smart Goal Professional Ltd T:8102 9823 HC HC HC HC HC

Smart Shiny Personnel Consultants Co. T:2782 1719 F:8161 7799 HC HC HCR HCR HC

Star Anise Ltd T:2810 9077 H H H

Sterling Search T:2868 9130 F:2868 6713 HR HCR HR HCR HCR

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

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Indu

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Pro

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men

t &

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ply

Chai

n

Pro

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Con

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n

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ail

Sale

s &

Mar

keti

ng

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arch

/D

irec

tor

App

oint

men

t

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ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

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and

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efi t

Adm

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STP LtdT:3796 7111 F:3796 7000 R R R R R

Super Search International LtdT:2180 7633 F:2122 9410 HCR H H H HC

T & C Personnel Consultants LtdT:2810 9621 F:2891 6646 H H H H H

Talent Connect LtdT:2153 3300 F:2153 1199 HC HCR HC HCR HC

Talent Mosaic ConsultingT:3656 7866 F:3656 7879 R HC HC HC HC

Taylor RootT:2973 6333 F:2973 6377 HCR

Teccen Resources Consultants Ltd T:2332 7392 F:2332 2576 HC HC HC HC HC

Telelink HR Services LtdT:2423 2928 F:2423 2918 H H H H H

Theodore WestT:3514 7002 F:2368 4754 HCR HCR HCR HCR HCR

Three Hills Recruitment LtdT:3743 1972 F:3743 1970 H H H H H

Tracy Taylor Personnel & Business ServicesT:2801 5868 F:2537 1493

HCR HCR HCR HCR HCR

Transitions Asia LtdT:2810 0360 F:2525 8516 HC HCR H HC HCR

Tri Come Recruitment SearchT:2395 1368 F:2394 4219 HC HCR HC HCR HCR

Tricor Executive Resources LtdT:2980 1166 F:2869 4410 HC HCR HC HCR HCR

TullyT:2850 8923 F:2850 4763 HCR HCR HCR HCR

Variform Consultants LtdT:2498 9739 F:2359 4623 HCR HC HC HCR HCR

Williams (Hong Kong) LtdT:2537 6618 F:2525 6726 H H H H H

Win Paradise LtdT:2770 2883 F:2780 2672 HC HC HC HC HC

Winner Search Consultant Ltd T:2106 1133 F:2106 1131 HCR HCR HCR HC HCR

York Executive Search LtdT:2528 2212 HCR

* hospitality



Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

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men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

Rec

ruit

men

t

Per

man

ent

Tem

pora

ry &

Con

trac

t

Oth

ers*

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roll

and

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Resourcing Options Ltd T:3101 5550 F:3549 7530 R R R R R

RGF Hong Kong Ltd T:3971 8400 F:3971 8422 HCR HCR HCR HCR HCR

Riverchelles International Ltd T:2777 8886 F:2525 2061 H H H H H

Robert Walters Hong Kong PLC T:2103 5300 F:2103 5301 H H H H H

Ross Recruitment Ltd T:2834 4788 F:2152 9921 R R R R H

Roussos Palmer Holt Ltd T:2591 4033 F:2813 4613 HR HR R H HR

RT Search Consultants Ltd T:2723 6200 F:2723 6622 H H H H H

Russell Reynolds Associates T:2523 9123 F:2845 0044 R R R R R

Sara Beattie Appointments LtdT:2507 9333 F:2827 4630 HCR HCR HCR HCR

Seamatch Asia Ltd T:2111 3718 F:3007 1947 HCR HCR HCR HCR HCR

Search Partners Ltd T:2122 9612 F:2180 9124 HR H HR H H

SearchAsia T:2169 0878 F:2169 0108 R R R R R

Sheffi eld Haworth (Asia) Ltd T:2110 1234 F:2110 1233 HCR HCR HCR

Sheffi eld Personnel T:2890 8832 F:2576 9884 H H H H H

Sierra Wireless T:9735 1589 F:2824 0255 HC HC H

Silenus Hong Kong Ltd T:2185 6300 F:2185 6303 H H H H H

Smart Goal Professional Ltd T:8102 9823 HC HC HC HC HC

Smart Shiny Personnel Consultants Co. T:2782 1719 F:8161 7799 HC HC HCR HCR HC

Star Anise Ltd T:2810 9077 H H H

Sterling Search T:2868 9130 F:2868 6713 HR HCR HR HCR HCR

* hospitality


Locations

H Hong Kong

C China



Ban

king

& F

inan

ce

Engi

neer

ing

FMCG

Hum

an R

esou

rces

IT &

Tel

ecom

mun

icat

ion

Lega

l

Man

ufac

turi

ng &

Indu

stri

al

Pro

cure

men

t &

Sup

ply

Chai

n

Pro

pert

y &

Con

stru

ctio

n

Ret

ail

Sale

s &

Mar

keti

ng

Exec

utiv

e Se

arch

/D

irec

tor

App

oint

men

t

Gen

eral

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ruit

men

t

Per

man

ent

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pora

ry &

Con

trac

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Oth

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STP LtdT:3796 7111 F:3796 7000 R R R R R

Super Search International LtdT:2180 7633 F:2122 9410 HCR H H H HC

T & C Personnel Consultants LtdT:2810 9621 F:2891 6646 H H H H H

Talent Connect LtdT:2153 3300 F:2153 1199 HC HCR HC HCR HC

Talent Mosaic ConsultingT:3656 7866 F:3656 7879 R HC HC HC HC

Taylor RootT:2973 6333 F:2973 6377 HCR

Teccen Resources Consultants Ltd T:2332 7392 F:2332 2576 HC HC HC HC HC

Telelink HR Services LtdT:2423 2928 F:2423 2918 H H H H H

Theodore WestT:3514 7002 F:2368 4754 HCR HCR HCR HCR HCR

Three Hills Recruitment LtdT:3743 1972 F:3743 1970 H H H H H

Tracy Taylor Personnel & Business ServicesT:2801 5868 F:2537 1493

HCR HCR HCR HCR HCR

Transitions Asia LtdT:2810 0360 F:2525 8516 HC HCR H HC HCR

Tri Come Recruitment SearchT:2395 1368 F:2394 4219 HC HCR HC HCR HCR

Tricor Executive Resources LtdT:2980 1166 F:2869 4410 HC HCR HC HCR HCR

TullyT:2850 8923 F:2850 4763 HCR HCR HCR HCR

Variform Consultants LtdT:2498 9739 F:2359 4623 HCR HC HC HCR HCR

Williams (Hong Kong) LtdT:2537 6618 F:2525 6726 H H H H H

Win Paradise LtdT:2770 2883 F:2780 2672 HC HC HC HC HC

Winner Search Consultant Ltd T:2106 1133 F:2106 1131 HCR HCR HCR HC HCR

York Executive Search LtdT:2528 2212 HCR

* hospitality





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Date post:	10-Apr-2015
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Recruitment Guide 2010 (Recruitment Firms & Headhunters in Hong Kong)

Documents