Sher Lynn Lee’s Post

Good opportunity

One long year has flew quite quickly, I must say. And it is an achievement I would like to celebrate as I completed my one year of service as a HR Generalist at Benchmark, Penang. Diving into Talent Acquisition while also managing with Learning & Development departments is definitely not a piece of cake. Especially when the amount of hiring is at all time peaking. The process of learning throughout the whole year has been very insightful. A long and hectic process, but chock-a-block with information. Jam-packed! To more knowledge to be gained! Happy One Year Work-sary! And a little throwback to my very first day! #HR #HumanResources #BenchmarkWaterfront #OneYear #TalentAcquisition #celebration

rich culture in Penang

We are located in Penang

True & a question is how to address such issues.

[Coupang] We have a job opening for a "Tech Talent Sourcer" role! If there is anyone insterested, please let me know! 🚀 Key Responsibilities 1. Researcher - understand and know the market best. He/she should be able to conduct in-depth talent market mapping to identify and track potential candidates for current and/or future positions within Coupang. By conducting talent mapping, he/she can gain insights into the talent landscape, including the availability of talent, key competitors, and emerging trends in the industry. This information presents an incredible wealth of talent intelligence to all levels of the company to run data-driven and strategic recruitment to attract top talent, ultimately leading to improved business outcomes. 2. Strategic advisor the business and recruitment teams. Represent values and turn the business needs into storytelling. And he/she does this through great pitching messages and calls, strategizing different ways to build talent pipelines and tap into hidden gems (ex. through alternative search techniques, diversifying innovative sourcing strategies, exploring new sourcing channels, leveraging trending media), supporting the candidates throughout the recruitment process to make a hire. 3. Systematic approach to sourcing candidates. He/she should have a systematic approach to how to find the right talent for different roles and leverage his/her know-how on how to source them and build a pool of highly qualified candidates that they can work on converting into applicants. A good sourcer knows how to build interest; a good recruiter knows how to evolve and maintain it. 4. Independently conduct initial interview/phone screening of his/her directly sourced candidates to assess the fitment for the role/team/company against organization’s short-term and long-term goals and sets of skills/experience/qualifications needed for the role to achieve those objectives. Should be able to provide detailed screening notes on why he/she deems the candidate suitable.   🔎 Essential Qualifications - KR-ENG Bilingual (ENG spoken and written skills should be of business level ~ native fluency) - 4+ years of sourcing experience gained with an executive search firm or in-house recruiting team - Track record of successfully placing candidates for a wide array of technology roles across various levels from non-executive to executive, inclusive of specialized and niche positions - Experience identifying qualified candidate profiles using various sourcing techniques (ex. crafting Boolean Search strings) and diverse sourcing channel platforms - Experience approaching and engaging passive candidates, converting them into applicants - Experience conducting in-depth phone screening of candidates against specific required skills/experiences/culture fit to assess fitment for the role being considered for - Experience leveraging data (sourcing metrics) to develop and execute on new and more efficient sourcing solutions

Hiring decisions shape your team’s future. Our Practices for Hiring Smart: 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆-𝗕𝗮𝘀𝗲𝗱 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗮𝗻𝗱 𝗦𝗲𝗹𝗲𝗰𝘁𝗶𝗼𝗻 workshop helps you: ✅ Craft behavior-focused questions that reveal real potential. ✅ Assess cultural fit and long-term compatibility. ✅ Avoid common hiring mistakes with evidence-based strategies. 📅 Date: 19 - 20 February 2025 📍 Location: St. Giles Boulevard Hotel, Kuala Lumpur 💡 𝗠𝗮𝗶𝗻 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀: 1️⃣ Find candidates who truly align with your organization’s needs. 2️⃣ Reduce turnover by hiring for the long term. 3️⃣ Make informed, data-driven hiring decisions. 📧 Contact askmj@wtc-intl.com to secure your spot today! #CompetencyBasedInterviews #SmartHiring #HRExcellence

Sharing insight of what I learned from hiring manager

Greetings from Penang, Malaysia. ( Pearl of the Orient ) What is one of the BEST Investment ? The importance of investing in the development of your team cannot be overstated. Some leaders hesitate, fearing their investment will walk out the door. However, the real risk lies in not investing at all. Organizations that prioritize employee development foster a culture of continuous learning, innovation, and engagement. When you invest in your people, you empower them to grow, adapt, and contribute at higher levels. This not only enhances their skills but also boosts morale and loyalty. The question is not, "What if we invest in our people and they leave?" but rather, "What if we do not, and they stay?" Failing to invest in your team's growth can lead to stagnant performance, low engagement, and ultimately, higher turnover as employees seek growth opportunities elsewhere. Investing in your people shows that you value them and their future. It creates a positive environment where talent thrives and the organization can achieve sustainable success. Remember why you hired them in the first place!

Some individuals on this platform proudly emphasize their past affiliations with top companies like FAANG. It's akin to saying, "My ex-partner was exceptional. So, what do you bring to the table?" Shouldn't your resume speak for your work history? If I was a hiring manager, my initial query would be, "Why did you leave, since it seems you have not gotten over it?" This approach may appear overconfident and counterintuitive, yet these individuals do secure positions. #FAANG #LinkedIn #hiringmanager