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Recruitment Services

Whether you are currently recruiting, looking for advice on industry recruitment trends or simply want to source information on expected salary rates, we can help.

Akkam is a professional recruitment agency specialising in the recruitment of permanent, contract and temporary positions on behalf of the world's top companies. The role of a recruitment consultancy is to act as an intermediary, identifying and sourcing suitably qualified candidates on behalf of its clients. Candidates are recruited either for permanent or contract positions (typically for a fixed term) or on a temporary basis. Within the overall recruitment industry, the market for professional recruitment services is a specialist sector which has developed more recently.

The quality of our service is demonstrated by the fact that major business comes from referrals and repeat clients. We service both individual aspirants and company requirements.

We offer three kinds of placements for companies:

Direct Hire :We help you find candidates for a permanent position to work directly with your company.

Contract-to-Hire :We place our employee with your company to work on contract basis. When the contract ends, you have the option to hire that employee.

Contract Employment :We place our employee with your company to work on a contract or project basis.


Reasons to partner with AKKAM:


1.Employer Centre


Salaried Professionals, not on commission

Our consultants are salaried professionals and are encouraged to work as a team to find the best candidate for your company, as opposed to competing against one another for commissions

Global Presence : With our presence in multiple cities and countries and a large number of consultants, we are able to source candidates from around the world.

In depth Experience : We have in depth experience as a specialist global recruiter.

Consistent Service : We will not compromise on quality just for pecuniary benefits. Our focus is on finding the right people for our clients with a view to establishing successful long-term relationships.

Stability Aspect : Our leadership team has a experience of many years in varied professional fields.

Specialist Consultants : We invest heavily in training and development to ensure our consultants have the skills necessary to meet our stringent client service key performance indicators.

Training and Development : We invest heavily in training and development to ensure our consultants have the skills necessary to meet our stringent client service key performance indicators.

Global Market Research : Our globally recognized and respected brand attracts the highest caliber jobseekers.

Reputation : Over 90% of our current business comes from personal referrals and repeat clients.

Superior Sourcing Strategies : We use a range of innovative sourcing solutions to find you the best talent in the market.

Managing Candidate Response : Our sophisticated applicant management system ensures that every applicant receives a timely response that represents your company as you would like to represent yourself: professional, personal and polite.

Our Sourcing Methodology

We will deliver a fully comprehensive sourcing strategy that covers standard forms of sourcing as well as innovative solutions to ensure we are attracting the most suitable candidates in the market. We work with each of our clients to develop a sourcing solution based on a combination of the following.


Targeted Candidate Solutions

1.Search based Target : We have a dedicated research team that analyzes the market to identify the most suitable talent for your organization.

2.Domestic and International database : We offer one of the most extensive candidate databases in the world, with all job seekers interviewed and screened prior to registration.

3. Domestic and International sourcing : We are one of the few recruitment companies with a team specifically dedicated to sourcing candidates from around the world.

4. Networking : We have built up an extensive candidate network based on our extensive operational experience. Each consultant also has a personal network of contacts from which to gauge interest and solicit referrals.

5. Digital Marketing : Being professionals and experts we guarantee prime positioning and visibility in the print media to ensure maximum response.

We recommend the most qualified candidates for your job opening to you. We can promise this because of our extensive verification process.


The Recruitment Process

Here’s a step-by-step guide of what you can expect when you work with us to recruit a new permanent, temporary or contract employee.

Our Recruitment Process in 10 Steps

1.Connect : To discuss your hiring process, please contact us or upload your job specification to our website and your best point of contact will call you as soon as possible.

2. Clarification : We arrange an in-depth teleconference or face-to-face meeting to discuss your requirements. If you don’t have a job description, we can help with the preparation at this stage.

3. Market update: We provide an honest appraisal about market conditions, the availability of candidates and how attractive your role and compensation package are.

4. Requirements Analysis : It’s not all about the technical requirements on paper, so we take the time to understand your business and the type of individuals that would thrive in your culture.

5. Timescale definition: Project timescales and milestones are agreed to beforehand and stuck to throughout the recruitment process.

6. Client Specific Solution: Our teams are all specialists in their markets, so while they’ll know your industry inside out, they also know that no two recruitment processes are ever the same. We start with a fresh viewpoint and advise you on your best course of action.

7. Availability of best candidates: Our access to top candidates is provided by our industry-leading database, range of advertising solutions, active networking with key contacts in the market and keeping up-to-date with social media trends.

8. In-depth interviewing: We complete extensive interviewing to select your preferred candidates from a group of people who’ve been qualified against all of your technical, creative and personality requirements. We are also able to arrange psychometric testing and assessment centers as part of your vetting process.

9. Referencing: We perform full referencing for your potential new employee to guarantee their credibility.

10. Management : We manage offers to make sure that you secure your new hire in your ideal timescales at the right salary level.

As part of a global group with hands-on market knowledge, we’re able to offer informed recruitment solutions for all areas of your organization.


Analyzing a Candidate’s Soft Skills

Soft skills is a term often associated with a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, interpersonal skills managing people, leadership, etc. that characterize relationships with other people.

Soft skills or non-technical skills are transferable skills that are used in many different types of jobs. They are personal qualities and attitudes that can help a candidate work well with others and make a positive contribution to your organization. While technical skills can be taught on the job, something like critical thinking or effective communication can’t. There are a few ways recruiters can evaluate a candidate’s soft skills.

What is the difference between hard and soft skills? By contrast, soft skills are less tangible and harder to quantify. Examples of hard skills include job skills like typing, writing , math, reading and the ability to use software programs; soft skills are personality-driven skills like etiquette , getting along with others, listening and engaging in small talk.


Retaining Staff is a Key requirement

When it comes to effective staff retention strategies, one size does not fit all. The most forward-thinking employers understand that each person has a specific combination of drivers that motivate them to invest their talents and energies in a company. Taking the time to discover what your employees need to thrive will help you to retain top performers and develop them into the future leaders of your company.

Here are some tips to help keep your employees motivated, engaged and committed to your business.

Empower and Enable : For employees to succeed in their role, a sense of personal ownership in their work is essential. Provide a clear understanding of deliverables and timeframes, and then give them the space to decide how that work gets completed. Be sure to supply them with the necessary information, training, time and resources needed to get the job done, so that they can focus on producing their best work. Where possible, involve them in decisions that affect their work and the overall direction of the company. As well as demonstrating your respect for their contribution, this also helps employees to ‘own’ their role and feel connected to the future of the business.

Reward and Recognize : Frequently recognizing and rewarding accomplishments is one of the most powerful staff retention strategies. Boost your employees’ visibility by publically recognizing them at staff meetings or through a business-wide email. Taking the time to say a genuine thank you is also an easy and effective way to make people feel valued and appreciated for their efforts. Compensate your employees for their hard work with appropriate monetary rewards (such as a salary increase or bonus) or non-monetary incentives (such as the opportunity to lead a new project) to assist with career progression.

Challenge and Develop : Opportunities for growth and advancement are key to retaining your top performers. High achievers tend to be life-long learners, so be sure to provide ongoing training to keep their skills up-to-date and advance them to their next promotion. Challenge your staff with new responsibilities and allow them to lead projects where they can be stimulated and acquire new skills.

Lead and Support : The quality of an employee’s relationship with their manager and co-workers is a critical factor in their overall satisfaction at work. As a manager, ensure your expectations are clear, communicate openly and honestly, and keep your promises. Offer frequent feedback and encourage suggestions and new ideas. Ensure workloads are achievable and appropriate. Spend one-on-one time discussing their progress so they feel like a valued member of the team. Foster a positive, motivating work environment and facilitate opportunities to socialize and have fun.


Conducting a Job Interview

Recruiting the right people is critical to the success of any company. Conducting an effective interview will allow you to determine if an applicant has the right skills, knowledge and abilities to perform the job successfully, as well as uncover if their attitude, motivations and values will see them thrive within the company.

Follow these tips to ensure your next job interview is conducted successfully.

Preparing for the Interview : To conduct a meaningful job interview, preparation is crucial. Read through the applicant’s résumé thoroughly, noting any questions that will help you draw out more information about their personal qualities and professional skills. Think about how you will highlight the benefits of your company and the position offered. Reserve an appropriate space to hold the interview, ensuring it is comfortable and free of distractions. Provide the applicant’s résumé to any colleagues that will be attending the interview, as well as the list of questions you intend to ask.

Composing Interview Questions : When conducting job interviews, behavioral-based questions are an effective way to identify if your applicant has the specific skills and traits required to successfully perform the job. The technique is based on past behavior being the best indicator of future performance. Referring to the job description, write down the key characteristics, knowledge, behaviors and abilities needed for the role. Next, compose a list of questions that ask the applicant to explain how they demonstrated these attributes in the past, citing specific examples.

Conducting the Interview : Begin the interview by introducing yourself and any other attendees. Explain the format of the interview, and offer a brief overview of your company, including what it does, its size, financial position, growth plans and culture. Provide an engaging description of the role offered, including upcoming project work and career progression opportunities.When conducting the interview, listen carefully to the responses and take notes for future reference. Be aware of attempts to evade questions, and probe deeper if required. Paying careful attention to the applicant’s personal style, attitude and values will also help you to form a balanced opinion of their suitability.

Concluding the Interview : Conclude the interview by asking the applicant if they have any questions about the role or company. This is a good way to test if they have thought through the position and listened during the interview process. Thank the applicant for their time and interest, and inform them when they are likely to find out the decision. Try to summarize your notes as soon as the applicant leaves. This will ensure your impression of their personality, skills and abilities is fresh in your mind and can be used to make a decision after you have met with other applicants.


Succession Planning

Effective Succession Planning : All businesses lose good people for a variety of personal or professional reasons. Succession planning is therefore important to ensure the business is well-placed to continue its goals and strategy with the leadership of high performing staff. Filling critical vacancies can be expensive, time consuming and challenging, so employers need to prepare for this by implementing a succession planning process that will allow them to minimize the impact of losing key leaders.

Identify Potential Leaders : Proactively identify and develop high potential employees now so that you have people with the right skills and experience to assume key leadership roles when they become available. As an employer, this will enable you to respond to change more effectively and ensure leadership continuity. It is also an effective process for recognizing, developing and retaining top leadership talent.

Develop a Plan : To create a solid base for your succession plan, start by analyzing corporate business plans to identify the positions and skills most critical for business growth. Then establish the key competencies required to undertake these roles and the high potential employees that could step up and assume these positions. Next, determine the training and development required to fill skill gaps and prepare them for advancement. This can include mentoring, coaching, job rotation, educational programs and formal feedback processes.

Key Elements for Effective Succession Planning : While the succession management process differs from one organization to another, there are certain characteristics of an effective program that are universal. Succession planning should be:

Business strategy alignment

Review Business plans

Accountability and effort

Performance management, compensation, recognition, recruitment

Retention and workforce management

Developing soft skills

Follow Up

Most importantly, succession planning needs to be an ongoing commitment. Managers in all parts of the organization should be continually identifying gaps in talent and focusing on the development of high performers. This will ensure that people with the best skills are moving into the right jobs at the most necessary times.


How to Find a Job


2. Career Centre


Starting the search for a new job can be daunting, no matter what rung of the career ladder you are on. Here are some practical suggestions on how to begin your job search and maximize the chances of finding your next dream role.

Subscribe to Akkam’s Services : Registering with the AKKAM allows you to receive relevant jobs via email as soon as they are available. You can also upload your resume, find a job online and keep track of your job applications. An extensive number of jobs are advertised weekly from some of the top employers making it a smart and easy way to kick off your job search.

Search the Internet : General job boards such as Monster, Indeed, and Career Builder allow you to search through hundreds of roles by industry, location, salary and/or job type. You can also register with these sites to receive free daily emails full of potential jobs that match your specified criteria.

Scan Newspapers : Although a more traditional way to find a job, national and state-based newspapers are still a good source of advertised vacancies. They are also an excellent resource for finding out news and information about your preferred companies, as well as industry trends and developments.

Read Trade Publications : Magazines, e-newsletters and professional journals have a wealth of information about your sector and the opportunities available within it. As well as advertising current jobs, trade publications provide a rich source of news and issues affecting your profession and wider industry.

Networking : One of the most effective ways to find a job is through networking: enlisting the help of people you already know such as family members, friends and colleagues. Your network can keep an ‘eye out’ for opportunities that match your skills and interests, introduce you to people that can help your job search and provide personal referrals when you apply for jobs.


How Akkam Can Help

The role of a recruitment consultant is to facilitate the best possible match between you and a potential employer. Here’s how the team at AKKAM can support your job search and help you to achieve your career goals

Access to Opportunities : We have priority access to brand new vacancies every day. This means that you can find out about potential opportunities with the world’s best companies before they are advertised. As a global company, we can offer you access to the best jobs across the US and around the world

Understanding your professional goals : We work closely with businesses to gain a detailed understanding of exactly what they’re looking for. This information means we can help you to tailor your resume and interview preparation to better meet their requirements.

Market Study : As specialists in their fields, Akkam recruitment consultants are abreast of major trends and developments in the sectors for which they recruit. They can provide expert advice on market conditions, salary expectations and where the demand for your skills and experience is strongest

Career Advice To give you the best chance of securing your dream job, we coach you through all aspects of the job search process. This includes career planning, resume preparation and interview advice

Team Approach : Akkam recruitment consultants work together to find the right job for you. Instead of competing against one another for commissions, our recruitment consultants are rewarded for working as a team to find you the best fit in the least time.


Preparing for an Interview

The key to a successful interview is preparation. Researching the company, understanding the role and offering polished responses shows initiative, enthusiasm and a keen interest in the job. Use the interview tips below to impress your potential employer during that vital first meeting.

Researching : Researching the company will help you to better understand where your role fits and your knowledge will boost your credibility with the interviewer. The company website, annual report, newsletters and media releases can provide you with valuable information on the company’s key products and services, target markets, recent events, structure, culture and future direction.

Your interview preparation should also include reading trade publications and newspaper/magazine articles. These will give you an insight into the company’s reputation, major competitors and wider industry challenges.

Review Position Details : Carefully examine all the information you have about the role, including the job advertisement and position description. This information is useful for anticipating what you are likely to be asked, so that you can prepare relevant responses beforehand. To set you apart from other candidates, you can also use this information to form intelligent questions to ask at the conclusion of the interview.

Practicing : Rehearsing answers to the questions you are likely to be asked is the most critical step in interview preparation. For each potential question, identify practical examples that show how you responded to the task/situation and specify the positive outcome. Rehearse your responses with a friend to gain feedback on whether you are matching your skills, experience and personal attributes to the requirements of the job in a coherent and succinct way.

Knowing Your Strengths and weaknesses

The key to presenting yourself in the best possible light is to know your key strengths and be able to communicate them confidently and convincingly. The interview is your opportunity to ‘sell’ yourself, so be sure to have prepared concrete examples of what makes you special. Revise the key achievements from your resume so they are at the top of your mind when responding to questions, and use them to demonstrate how you can meet the needs of the employer better than any other applicant.


How to Write a Winning Resume

A resume is your personal marketing document, designed to ‘sell’ your skills and abilities to a potential employer. Research suggests that readers scan resumes within about 20 seconds, so it’s important to show them at a glance why you’re the best fit. To write a winning resume, ensure it is:

Match the Job Description

Make the reader’s job easy by showing a clear match between your skills and the job requirements. Clearly demonstrate how you meet the key skills, experience and attributes the employer is looking for. Emphasize your most relevant strengths and eliminate details that are unrelated to the position. Use similar key words in your resume to those used in the job description to create a link in the mind of the reader.

Achievements to be show listed

Highlighting key responsibilities is important, but don’t list your daily workload. Your resume should focus on the unique accomplishments that make you stand out. Show how you contributed to the organization; did you save money or time, exceed targets, solve problems, improve processes, or attract new customers? Where possible, quantify how you added value with numbers, percentages or dollar amounts.

Tone of your resume

The tone of your resume should be enthusiastic, upbeat and professional. Put your strongest and most relevant points first, using action words such as ‘completed,’ ‘developed’ and ‘managed,’ and superlatives such as ‘first,’ ‘best’ and ‘highest.’ Presenting your accomplishments honestly but confidently using high impact words will help them stand out and make your resume more compelling.

Structured and formatted Appropriately

Center your contact details at the top of your resume. Include your name, address, phone number and email address. Next, list the relevant education and training that you have undertaken, starting with your most recent studies. After this comes your career history in reverse chronological order. List your job title, name of the employer, a short description of the company (if appropriate) and the dates you worked there. Then outline your key responsibilities, skills and accomplishments for each role. End your resume by naming your references, or stating that they are available upon request. Keep the layout of your resume simple with lots of white space, bulleted information and a plain, readable font. Two pages are usually sufficient, so choose clear, concise language. It’s a good idea to have it proofread by a family member or friend.


Staying Marketable

Staying marketable is about making yourself indispensable to your current employer or irresistible to a prospective one. It is a commitment to continually expand your skills and knowledge in order to stay current, competitive and in a strong position to compete for jobs in different market contexts. Use the tips below to improve your employment options through all stages of the economic cycle.

Upgrading Skills : Keeping your skills fresh, current and relevant is the best way to stay marketable. Align your skill set with your company’s plans, as well as those of potential employers. Identify any gaps that need addressing to position yourself as a highly valuable employee. Focusing on developing your transferable skills (in leadership, communication or technology, for example) is a smart investment should you need to diversify your career in the future.

Learning is an ongoing process : Continual learning illustrates your commitment to continual improvement. Strengthening your qualifications is an important way to increase the value you represent to your current or potential employer. You can gain new skills and knowledge through in-house training, distance-learning, online courses, workshops and conferences.

Refresh Your Resume : Refresh your resume with recent achievements and current skills so that you can act on opportunities as they arise. Keep samples of your best work, and update your resume with tangible examples of your accomplishments, such as improving business processes or contributing to the bottom line. Keeping a record of your achievements is also a good reminder of the value you add to your current role.

Flexibility : In the constantly evolving job market, keeping an open mind and remaining flexible about your employment preferences will open a world of additional career opportunities. You may need to reconsider your expectations in terms of industry, salary and/or job type (permanent, contract or temporary) in order to keep your options open and avoid limiting your employability.

Networking : Your network of contacts is one of the most useful job search and career development tools you have. Make the effort to attend professional association meetings, events and conferences. As well as building your reputation as a well-connected and valued peer, networking helps to keep you in mind when opportunities arise within or outside your company.


Creating a Career Plan

where you want to be and how to get there. Here are five key steps to help you create your own career plan.

Step 1: Self Evaluation

To discover what you really want to do, try answering these fundamental questions about your personality, preferences and values in your career plan:

1.What motivates me and what do I enjoy doing?

2.What are my personal attributes and lifestyle priorities?

3.What do my family and friends see as my strengths and weaknesses?

4.What are the five key things I am looking for in a job?


Step 2: Skills Analysis

As well as your personal preferences, your existing skills are an important indicator of the direction in which you could head. Reflect on your skill set with the following questions:

1.What qualifications and experience do I have?

2.What are my key strengths, transferable skills and specific skills?

3.What are my biggest achievements to date?

4.What are my weaknesses and areas for development?


Step 3: Setting Your Direction

Based on your key interests, attributes, skills and experience, you can now start to formulate ideas on the type of roles/industries that will suit you best. Try brainstorming as part of your career plan:

The broad industries that really appeal to you

The types of roles that would suit you best

How these options match your personal preferences

Key skills that may need development


Step 4: Committing to a timeframe

Now that you have an idea of where you want to go, it’s time to work out how you can get there. Ask yourself the following questions to help break down your goals into smaller, more manageable milestones for your career plan:

What do I want to achieve within the next six, twelve and eighteen months?

How and when will I achieve my training and education goals?

How and when will I gain the additional skills and experience I need?

How can I expand my network, and by when?


Step 5: Review Your Career Plan

Having established your goals and how to achieve them, you will now have a clear pathway in which to head. It’s important to monitor the progress of your career plan at least every six months to ensure that you are on track to meet your goals. Re-evaluating your career plan and goals allows you to make adjustments based on changing economic and personal circumstances.