Yee Tin

Project management - Assume the role of project lead for several Jobstreet’s Prehire projects, responsibilities include monitoring project timeline, lead sourcing, delegating weekly submission targets to talent sourcing team, compiling weekly reports, and participating in regular client meetings. Completed projects involve roles in IT, Finance, Sales, Engineering, Project Manager, Business Analyst, Retail, Corporate Services.

External stakeholder management - Build and maintain robust relationships with clients to understand their hiring needs, provide strategic recruitment advice and solutions to manage clients’ expectations and ensure successful placements.

Internal stakeholder management - Work closely with Account Managers from Jobstreet in promoting Prehire products. Manage expectations of Account Managers and recommend suitable type of Prehire product according to clients’ unique hiring requirements. Occasionally join alignment meetings to support sales pitch process.

Candidate management and talent pipeline - Manage the entire lifecycle of candidate experience from initial contact to offer stage, ensuring successful building of positive relationships that will establish a pipeline of qualified candidates who may be suitable for future opportunities.

Business development and sales - Develop relationships with existing clients as well as actively building and converting new prospects into clients to ensure a healthy sales pipeline. Successfully achieved top sales of Q2 (Oct - Dec 23) and Q3 (Jan - Mar 24).

Mass hiring - Fill 20 – 30 positions for the global operations team on a monthly basis.

End-to-end recruitment - Handle the entire recruitment process from sourcing, screening, assessment, interview arrangements, background check, salary negotiation and closure of positions for the operations team.

Stakeholder management - Communicate with hiring managers regularly, update them on progress, challenges, feedback, and next steps. Manage their expectations and trade-offs by explaining market realities, pros and cons of each option and its potential impact on the hiring outcome.

Employee offboarding - Conduct exit interviews, reveal patterns and provide insights in employee resignations by performing employee turnover data analysis and present the findings to senior stakeholders.

End-to-end recruitment - Act as the primary liaison between candidates and hiring managers across a diverse range of positions. Provide support during pre-onboarding phase for new hires and facilitate orientation as required.

Stakeholder management - Collaborate closely with hiring managers to understand and address their specific hiring requirements as well as managing their expectations.

Performance evaluation - Involved in employee performance management, assisting new hires and managers with probation evaluation and annual appraisal.

Recruitment strategies - Strategize different ways to build talent pipelines, including relaunching employee referral program, restarting internship program as well as collaborating with MMU students to recruit part-timers for events.

End-to-end recruitment - Responsible for the entire hiring process from sourcing to onboarding.

Employee support - Act as the point of contact for all employees, providing admin support and managing their queries.

HR admin - Maintain HR data such as staff records, leave records, staff insurance and attendance tracking of all employees.

Payroll - Prepare payroll by calculating attendance and maintaining payroll records.

Performance evaluation - Work with management to create performance management plans and oversee the entire process, including goal setting, performance appraisal and rewards.

Interview arrangement - Manage end-to-end logistical arrangements for interviews.

TA Operations - Support TA admin functions including preparation of offer letter, employee p-file management, onboarding and induction.

Ad hoc - Involved in ad-hoc projects or requests within HR functions such as those from HR operations and L&D teams.