Why Barclay Simpson is different

There are many recruitment companies offering corporate governance recruitment services in Asia Pacific. Most use a contingency based approach that relies on their database of candidates. Others are search based companies that only work on a retained basis.
In Asia Pacific we are the only specialist corporate governance search company that utilises a relationship-based search methodology which combines our market-leading global contingent candidate database with consultants that are embedded in their specialist markets with extensive networks of contacts and uniquely detailed market knowledge.

At Barclay Simpson we recognise the specialised nature of the markets for internal audit, risk, compliance, legal or information security in the Asia Pacific region. We complement this knowledge with industry-specific, market-wide advertising to attract active as well as passive candidates. When it comes to filling vacancies, this allows us to cover the entire market proactively. It provides a success rate better than retained search projects without the costs associated with that approach.

Bespoke solutions - permanent and fixed term contract

Barclay Simpson consultants specialise in specific industries such as banking and financial services, telecoms, commerce and industry, professional services or the government/public sector. This in-depth market sector knowledge allows us to source all your permanent recruitment requirements. Our unique combined contingent and relationship-based recruitment methodology allows us to identify specific high calibre individuals or even target entire teams.

Our candidate database

Having specialised solely in corporate governance recruitment since 1989, we have built the most extensive international candidate database in corporate governance recruitment. We are able to rapidly identify candidates with the skills and experience our clients seek both locally and if necessary, from across the globe. This capability is increasingly important as approaches to corporate governance are standardised internationally and as businesses build globally consistent corporate governance capabilities.

More importantly, the length of service of our consultants, the expertise they have in their specialist area of corporate governance and the way in which we look after our candidates means that our database is a lot more than a list of contacts, it is a constantly managed series of relationships.

The quality of these relationships with our candidates, collaborative and consultative, leads to high levels of repeat registration and referrals. This has resulted in the most comprehensive and continually expanding database of relevant candidates for our target markets, which means that in the majority of cases, we need go no further to provide high quality candidates in response to a specific brief. This results in significant savings versus other methods of sourcing candidates.

Network Search

For senior level appointments such as Senior Managers and Heads of Department, our starting point will also be our database given the number the of senior candidates it contains. However, in many cases, for senior appointments we choose to network with people we know, to cast the net wider, to exchange ideas and to seek referrals as part of the search process. This is when the quality of our relationships is valuable as not only do most people in the market know us, but they also trust us and will therefore take our calls and listen to us. Hence, the combination of our extensive database, our knowledge of the market and our contacts within it, enables us to satisfy senior level briefs quickly and efficiently.

Advertising

As a result of the strength of our candidate database and our networking capability we rarely use traditional advertising. Traditional recruitment advertising is declining in favour of online recruitment advertising. Candidates are increasingly using the internet as a standard part of their job search.

As a result we invest strongly in our own website, as well as in advertising on a number of other job sites and in a variety of online initiatives such as client micro-sites, as part of an overall campaign to engage interest in specific vacancies.

However, there are occasions when clients specifically require a role to be advertised. If that is the case we have extensive experience of traditional advertising as well as specialist journals and local newspapers to support the rest of the work we are doing to attract candidates.

Selection techniques
  • Competency based interviewing
  • Personality profiling/Aptitude testing
  • Specialist technical skills interviewing/assessment