ARA2015_SG_Entry

Entry Guidelines
28 May 2015, Thursday
InterContinental
Singapore
6.30pm till late

2 www.asiarecruitmentawards.com
Editor’s introduction
In-house talent acquisition teams and recruiters, it’s your time to
shine. Welcome to the very first Asia Recruitment Awards 2015.
In an environment where talent is everywhere but hard to find,
recruitment professionals have one of the most difficult jobs in
the industry. At the forefront of the hiring process, you are tasked
with finding the right people for the right role at the right time and
seamlessly seeing them through the entire recruitment process.
This inaugural awards ceremony, brought to you by Human
Resources magazine, is a unique opportunity for recruiters in Asia
to make their mark.
Our publication has always been focused on sharing best practices,
trends, strategies and programmes within the recruitment world,
and we are hugely excited to bring these principles to life in these
first ever Asia Recruitment Awards.
Open to in-house talent acquisition teams and their hardworking
recruitment agencies, the Asia Recruitment Awards will identify
the best recruitment teams out there according to a clear set of
guidelines mapped out in this document.
Across 22 categories, these awards will highlight the excellent work
and recruitment achievements made from June 2013 to January
2015 based on clear and quantifiable results.
From Best Recruitment Advertising Strategy, to Best Recruitment
Innovation to Best Career Website and In-House Recruitment Team
of the Year, the award categories cover every aspect of the function
and will be judged by a hand-picked panel of senior HR practitioners
from the largest organisations in Asia.
If your team achieved something remarkable this year, use these
awards as an opportunity to shout about it! It’s time for you and
your team to show the industry why you’re the best in the business.
The following pages contain all the information you need to enter
your submissions, as well as all the pertinent details about the
awards ceremony itself.
The best of luck to you all!
Aditi Sharma Kalra
Editor
Human Resources

Submission Overview
This document is designed to assist you with your entry submission.
Please read the following instructions and requirements to ensure
your entries are submitted successfully.
All entries, supporting documents, and required items can be
submitted online beginning 1 February 2015, at
www.asiarecruitmentawards.com
The entry deadline is 17 April 2015.
Should your entry be shortlisted, you will be contacted shortly after
the judging period has concluded. The winners will be featured in
Human Resources magazine.
Important: Human Resources has enforced a system to ensure there
will be no conflict of interest should the judges’ organisations also
submit entries. Judges will not be allowed to evaluate, nor will they
be allocated, the categories in which they have submitted entries.
Eligibility
Programmes/campaigns/systems/initiatives entered should have
demonstrable results from the period of June 2013 to January
2015. Initiatives or strategies developed and implemented prior
to this period are also eligible, provided the results/impact was
measured during the past year.
Categories are open to all organisations and recruitment agencies
based in Singapore. Organisations may be privately-owned,
government, or NGOs.
All programmes, campaigns, systems or initiatives must have been
implemented and carried out for the Singapore office.
All programmes, campaigns, systems or initiatives must have been
implemented and carried out for the Singapore office.
Key Dates
17 April - Asia Recruitment Awards submission deadline
20 April - Asia Recruitment Awards judging begins
1 May - Asia Recruitment Awards judging concludes
28 May - Asia Recruitment Awards Presentation & Gala Dinner
Entry Requirements
During the online submission process, you will be prompted for the
information below. You may wish to prepare them in advance.
Any or all information (unless specified as confidential and for
use only by the awards jury) may be used during and after the
Asia Recruitment Awards gala dinner, and on any and all related
materials including trophies, signage, certificates and write-ups in
Human Resources magazine.
Start Registration
Email address (key in your email address to proceed with the online
submission process)
Contact Person
Full Name: Telephone Number: Email:
Company Name: Mobile Number: Mailing Address:
Job Title:
Entry Details
Category:
Name of Campaign/Initiative/Programme/Individual/Team:
Organisation:
Team Credits:
(Separate team members with a ‘;’ e.g. ‘<full name>, <job title>,; <
full name>, <job title>,;etc.)
Files to upload
Core Submission Document that contains:
1. Cover Page with -
a. Category:
b. Name of Campaign/Initiative/Programme/Individual/Team:
c. Organisation:
2. Context/Challenge (Max 300 words)
3. Strategy (Max 500 words)
4. Execution (Max 500 words)
5. Results (Max 450 words)
6. Appendix
For items 2–5, please refer to the judging criteria below. If you
are submitting more than one entry, or the same entry for multiple
categories, tailor each entry to its respective category guidelines.
*Any specific information or content intended for judging purposes
only must be clearly indicated in red text. Any text highlighted in red
will not be used for any other purpose, and will not be disseminated
beyond the judging panel in any way.
Supporting documentation (graphs, charts, illustrations, videos**, etc)
Supporting images (photos, articles etc)
** For Videos, you may upload them into any video-sharing
websites e.g. YouTube. Set the privacy setting to ‘Unlisted’ so that
the video is accessible to only those with the link. Include the direct
link in your Entry Submission Document. If you password-protect it,
do include the access password in your document.
Required Formats
Core Submission Document: .pdf
Supporting documents: .pdf, .xls, .ppt, .doc
Images: .jpg, .ai, .psd, .bmp
Max file size (all documents): 10MB
Min resolution for Images: 300dpi
Entry Fees
99 SGD per entry
Payment modes: Credit cards
Credit cards Accepted: Visa, MasterCard, Amex
For further enquiries, please contact Bernadine Reyla
at +65 9005 2136 / bernadiner@humanresourcesonline.net,
or Suhail Suhaimi at +65 9830 4454 /
suhails@humanresourcesonline.net

Entry Question Details
In your Core Submission document, address the following
sections. Keep your answers as concise as possible, and do not
exceed the respective sections’ word limit. Tailor your answers
based on the category you are entering (see the Category
Descriptions below). Entries are classified into organisational,
team and individual categories. The respective components add
up to 100% of the judging criteria.
Organisational Categories
Categories 1-13, 17-21 & 23
1. Context/Challenge (max 300 words) - 20%
• Describe your existing system*
• What were the key challenges in your existing system?
• Describe the issues faced with your existing system
• What were the primary objectives of implementing the new
system?
2. Strategy (max 500 words) - 30%
• What were the considerations before implementing the
stated system?
• Provide details of the new system
• What makes your system different from that of others?
• Elaborate on the creative and innovative aspects of your
system
• How was the system implemented/communicated to all
parties involved?
• What was the core insight on which you focused your
strategy?
• Which departments did you/your team have to collaborate
with in order to implement the system?
3. Execution (max 500 words) - 30%
• How did the system make a difference to employees/target
market and business objectives?
• How receptive were your employees/target market to the
change(s)?
• List other important factors that were meaningful to its
success
• Did everything go according to the plan or did you improve/
adjust along the way?
4. Results (max 450 words) - 20%
• What were the results of the implementation (of the new
system)?
• Give clear evidence and metrics demonstrating its
performance
• How you intend to build on your efforts in the future?
• Why do you deserve an Asia Recruitment Award?
Entries without qualified evidence will not be considered
(Evidence could be in the form of reports, charts, graphs etc.
that depict change in business growth/revenue etc.)
*System could be a new initiative, programme, campaign,
project etc.
Recommended Information (where applicable)
• Key objectives
• Target audience
• Budget
• Communication channel/s used
• Strategic thought behind the idea
• Evidence/metrics showing that the human resources
objectives were met

Team Categories
Category 14
1. Description of Team (max 300 words) - 20%
• Describe the role and responsibilities of the team
• What key personality traits and experience do team
members have that make them suitable for their role in the
team?
• What were the team’s KPIs?
• What did the team do that made his/her efforts different
from others?
• What was the core insight on which the strategy focused
on?
• What were the considerations before embarking on this
unique strategy?
• How did the team demonstrate innovation and commitment
throughout the strategy?
• Describe how the strategy solved a problem or overcame a
challenge efficiently
• How were the efforts communicated to all parties involved?
• Describe efforts made by the team to ensure user satisfaction
and a seamless experience for all
• Was collaboration required with other departments to
achieve the intended objectives?
• How did the team make a difference to employees/target
market and business objectives?
• How receptive were the employees/target market to the
change(s)?
• List other important factors that were meaningful to the
team’s success
• Did everything go according to the plan or did the team
have to improve/adjust along the way?
• What were the key results and achievements of the team?
• Provide clear evidence which demonstrates improved
performance including exceeded KPIs, testimonials, and
increased revenue/profit
• How does the team intend to build on efforts in the future?
• Why does the team deserve an Asia Recruitment Award?
• Key objectives
• Target audience
• Budget
objectives were met

Individual Categories
Categories 15 & 22
1. Description of Individual (max 300 words) - 20%
• Describe the role and responsibilities of the individual
• What are the individual’s key personality traits and
experience that make him/her suitable for this role?
• What were his/her KPIs?
• Describe the existing environment/culture/system in the
company/department before the individual joined
• What did the individual do that made his/her efforts
different from others?
• What was the core insight on which the strategy was based?
• What were the individual’s considerations before embarking
on this strategy?
• How did the individual demonstrate leadership and
initiative?
• How did the individual demonstrate innovation and
commitment throughout the strategy?
• Elaborate on the creative and innovative aspects of the
strategy
• How were the efforts communicated to all parties involved?
• Was collaboration required with other departments to
achieve the intended objectives?
• How did the individual make a difference to employees/
target market and business objectives?
• How receptive were the employees/target market to the
change(s)?
• List other important factors that were meaningful to the
individual’s success
• Did everything go according to the plan or did the individual
have to improve/adjust along the way?
• What were the individual’s key results and achievements?
• Provide clear evidence which demonstrates improved
performance including exceeded KPIs, testimonials, and
increased revenue/profit
• How does the individual intend to build on efforts in the
future?
• How is the individual a role model for others in the company
and industry?
• Why does the individual deserve an Asia Recruitment
Award?
• Key objectives
• Target audience
• Budget
objectives were met

Category Descriptions
Award Categories
1 to 15 are open to in-house corporate recruitment teams only
1. Best Recruitment Advertising Strategy
This category is open to all companies that have used any channel
of recruitment advertising to leverage their brand recognition.
This award celebrates a campaign that is innovative, functional
and, ultimately, productive. The entries should be clear in
explaining the marketing challenge and, wherever possible,
examples of the KPIs set before the campaign and evidence
of how these KPIs were met post-campaign. The judges will
rate the winner by assessing both thorough and creative ideas
in addition to alternative ways of attraction that their target
audience could relate to.
2. Best Use of Digital Media
This category rewards the innovative use of digital media,
irrespective of whether it’s based on the channel, placement or
format. It is seeking the likes of brands that use digital media to
create cut through. Judges will not be looking for the use of new
technology per se, but will reward the interesting use of digital
technologies. The entries should be able to justify their standing
by citing examples of how they were able to maximise their
reach through the more unusual channels on a low budget.
3. Best Career Website – In-House
The best career website gets the message across simply and
effectively through its clean and user-friendly layout while being
engaging and impressive to visitors. It features a comprehensive
corporate branding strategy that increases visibility and
generates a significant number of pageviews, assuming an
important role in the success of the organisation.
4. Best Employer Brand Development
This category celebrates the organisation that is commonly
described and/or rated as one of the best companies to work
with. The judges will assess companies that have demonstrated
their success through external and internal channels with
outstanding results. To stand a better chance at winning, it is
recommended to list out all of the channels used against their
effectiveness and the challenges faced whilst doing so.
5. Best On-Boarding Experience
This category rewards the organisation that has excelled in
creating an atmosphere that is conducive to employees’ smooth
introduction to the company. With every new employee comes
on-boarding which allows new employees to acquire the
necessary knowledge, skills and behaviours to become effective
members of staff. On-boarding is integral to the individual’s and
the company’s success. Highlighting some impressive processes
that go beyond the norm is recommended so the judges can
assess the successful implementation.
6. Best Graduate Recruitment Programme
This award recognises the efforts of the organisation in attracting
high calibre talent from top-notch universities. The judges will
determine the success of the organisation by its ability to display
success in achieving targets around cost, timelines, number and
quality of desired graduates, whilst displaying an innovative
approach to the graduate-attraction strategy.
7. Best Staff Referral Programme
This category is designed to distinguish the organisation that has
been able to gain popularity with its current employees thereby
attaining a standard that is sought by most organisations. The
judges will determine the winner of the category by the best
one that has demonstrated its effectiveness in engaging existing
employees to recruit family, friends and associates, with success
in achieving desired targets in efficiency, number and quality of
candidates and retention.
8. Best Use of Recruitment Technology
This category celebrates the effective use of recruitment
technological practices within the organisation. The entries
will be judged by how implementation of the technology
helped organisations optimise their talent acquisition efforts by
enhancing realism and candidate engagement and improving
the overall ROI of recruitment programs. Entrants can increase
their winning chances by describing the challenges that they
were faced with before seeking out to technology and the
success thereafter.

9. Best Diversity & Inclusion Strategy
This category recognises the consistency, sustainability and
creativity required to develop a contemporary and effective
Diversity & Inclusion Recruitment environment. The judge will
assess entries based on the strategies best implemented to
create an inclusive environment for people across various ages,
cultures and backgrounds. The winning entry should have
clearly demonstrated how the work they have undertaken had
ensured that no one is excluded from being part of the company
due to their differences. The strategy should also had impacted
a wide range of people and played a major part in the cultural
shift within the organisation.
10. Best Regional Recruitment Programme
This category celebrates organisations that successfully search
for and acquire talent throughout Asia and beyond, in at least
two countries. The entries will be measured on how effectively the
company was able to implement its shrewd strategy and excellent
regional talent acquisition programme.
11. Best Candidate Experience – In-House
This organisation prioritises how candidates think and does
its best to improve and streamline the candidate application
process - from application to offer. Substantial efforts to provide
a user-friendly platform for candidates are evident, with great
care taken to ensure efficiency and satisfaction for all parties
involved. A superior candidate experience also involves
some form of creativity and innovation that fulfils strategic
organisational priorities.
12. Best Recruitment Innovation – In-House
This award recognises the unique aspects of any innovation
(new or existing products) featured extensively in the recruitment
process. Judging criteria include differentiation from existing
products, processes and services, user satisfaction and
effectiveness, as well as the innovation’s success and popularity
among users and management. It must also have contributed
to the achievement of organisational objectives, and made a
significant difference to various stakeholders.
13. Best Recruitment Evaluation Technique
The winning entry for this category should have demonstrated
excellence in proactively applying rigorous assessment and
selection techniques to their recruitment process. As a result
of such comprehensive evaluation techniques, staff turnover
is consistently maintained at a low level. Employee aptitude,
capability and personality are also aligned with corporate
goals to ensure a good fit with company culture and long-term
corporate profitability.
14. In-House Recruitment Team of the Year
This award is open to in-house recruitment teams in all sectors
and organisations which have proven experience in blending
organisational excellence with efficiency and innovation in
recruitment. The result should have positively contributed to the
overall success and strategic objectives of the organisation.
Entrants will also be judged on recruitment strategy, problem-
solving techniques, stakeholder satisfaction, employer branding,
as well as client service and experience.
15. In-House Recruitment Professional of the Year
This category is open to all in-house corporate talent acquisition
and recruitment professionals. This award aims to recognise the
efforts of the recruitment professional in his/her work sourcing
the right candidates to their organisation. The work done
could be original or one of the company’s existing processes
which was thoughtfully implemented. The judges will base their
decision on the one entry which has displayed most conviction,
thought-leadership and innovation in the recruitment process.
16. Asia Recruitment Grand Winner 2015 -
In-House (Not available for entry)
Awarded to the organisation which has secured the most wins
across all categories.

Award Categories
17 to 23 are open to recruitment agencies only
17. Best Career Website – Recruitment Agency
The best career website gets the message across simply and
effectively through its clean and user-friendly layout while being
engaging and impressive to visitors. It features a comprehensive
corporate branding strategy that increases visibility and
generates a significant number of pageviews, assuming an
important role in the success of the organisation.
18. Best Candidate Experience – Recruitment Agency
This recruitment agency knows exactly how candidates think
and does its best to improve and streamline the candidate
application process. Substantial efforts to provide a user-friendly
recruitment process for candidates are evident, with great care
being taken to ensure efficiency and satisfaction for all parties
involved. A superior candidate experience also involves some
form of creativity and innovation that sets the winning recruitment
agency apart from others.
19. Best Client Service
Superior client service is essential in any industry to differentiate
from the competition, and this is no exception in the recruitment
agency business. In addition to merely being a broker between
candidates and companies, adding exceptional value to all
stakeholders is essential to ensure a seamless process in client
delivery, providing for a high level of client satisfaction.
20. Best Recruitment Innovation – Recruitment Agency
This award recognises the unique aspects of any innovation
(new or existing products) featured extensively in the recruitment
process. Judging criteria include differentiation from existing
products, processes and services, user satisfaction and
effectiveness, as well as the innovation’s success and popularity
among users and management. It must also have largely
contributed to the recruitment sector or process in a positive
way, and made a significant difference to various stakeholders.
21. Best New Recruitment Agency
It isn’t just the big firms that are able to make an impact in the
recruitment agency business; industry newcomers which have
proven themselves to be reputable and profitable can also be
recognised. This award will go the best all-rounder which has
been in business for not more than three (3) years, but managed
to deliver exemplary value and quantifiable results similar to
those of big agencies.
22. Recruitment Consultant of the Year
This award recognises the individual star performer of
recruitment agencies. This exceptional individual understands
the needs of different stakeholders, has proven experience and
testimonials from clients and candidates, and has brought a
significant amount of revenue to the company. He/she serves as
a leader and a role model to others in the organisation, as well
as to industry peers.
23. Recruitment Agency of the Year
The winning agency must have demonstrated evidence of all-
round achievements and delivered measurable results in the
areas of client service and candidate experience, as well as
employee and candidate satisfaction. In addition, a reputable
branding, strong profits, solid business knowledge and low
staff turnover are factors crucial to set the stage for future
organisational growth.
24. Asia Recruitment Grand Winner 2015 -
Recruitment Agency (Not available for entry)
Awarded to the organisation which has secured the most wins
across all categories.

Terms & Conditions
Entry fees are non-refundable.
The judges’ decisions are final.
The entrant agrees that Human Resources magazine or
Lighthouse Independent Media will not accept responsibility for
errors or omissions reproduced in the presentation of the Asia
Recruitment Awards, or in Human Resources magazine, or for
work lost or damaged under any circumstances.
The entrant agrees that the Asia Recruitment Awards team have
the right to merge categories or dissolve any categories should
it be deemed necessary. Should a category or categories be
dissolved, entries in that category/categories will not be
refunded.
Any specific information or content intended for judging
purposes only must be clearly indicated in red text. Any text
highlighted in red will not be used for any additional articles,
and will not be disseminated beyond the judging panel in any
way.
The entrant grants Human Resources magazine permission to
show material from the entries (that has not been highlighted as
confidential), at the awards presentation, in the magazine and
at any time as deemed appropriate.

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