As a built environment recruitment specialist operating across multiple geographies and specialisms, we’ve earned our reputation as the trusted recruitment partner of choice by authentically representing the best and brightest professionals, placing high-quality specialists, managers and board-level executives in permanent and interim positions across the entire life-cycle of the built environment and beyond.
Across the globe, our core values remain the same. This means that we treat our clients, candidates, colleagues and community the way we want to be treated ourselves.
This culture of caring fosters a passion and commitment which means we take responsibility for delivering results and making a positive difference to the world around us.
‘Cobalt Cares’ is our global commitment to make a positive difference to the world around us. We are active members of industry bodies, like APSCo Asia, and regularly support charities, like Chen Su Lan Methodist Children’s Home.
Our Commitment to Fair Employment Practices
As a global organisation, at Cobalt recruitment, we understand how important it is to recognise the life experiences, different backgrounds and cultures among our workforce and within the communities we work for.
Equality, diversity and inclusion are essential elements of our corporate culture. We strive to create a work environment in which all individuals are treated fairly and with respect, have equal access to opportunities and resources.
Recruiting and retaining good employees is critical to the success and survival of every organisation and we value and recognise the diversity of our candidates and employees and initiate to challenge all forms of discrimination whether it is based on age, gender, gender reassignment, disability, pregnancy and maternity, marriage or civil partnership race, religion or believe, sex or sexual orientation.
We work hard to attract a diverse pool of applicants, assist people to find career opportunities where they can thrive, and support our employees to build long-term careers. Our goal is to be the preferred choice of candidates, clients, employees and suppliers.
Embracing equality, diversity and inclusion also helps us better serve the needs of the job seekers and hiring managers we work with each day. We anonymously monitor the gender, age, sexual orientation, religion, ethnicity and disability of applicants across all roles and levels that we recruit for. These statistics can be provided to clients on request in order to help them achieve their own organisational aims.
The Company is committed to adopt fair and merit-based employment practices adhering to the five guiding principles stated in the Tripartite Guidelines on Fair Employment Practices that are formulated by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP):
Recruit Based on Merit, Respect Employees, Provide Fair Opportunities, Reward Fairly and Comply with Labour Laws
Cobalt recognises the importance of creating an inclusive culture for mature employees in our organisation by adopting age management practices when hiring, managing and engaging mature employees, so as to better recruit and retain them. Such practices include a fair recruitment and selection policy, job redesign, flexible work arrangements, multi-generational workforce management, performance management and well-being programmes.
Responding to the Tripartite Guidelines on Fair Employment Practices (job advertisements), the Company has also ensured that all current and new consultants are made aware of its implications through training and monitoring of their work. This has included changes to the registration process, a fully compliant database and ensuring that our advertising does not contravene the guidelines.
Equal Opportunities and Diversity Resources
To complement the government’s many initiatives on workplace diversity and inclusion, Cobalt is committed to foster workplace harmony and integration between locals and non-locals.
Cobalt is committed to offer a respectful work environment that is free from discrimination of any form, both internally and with those we work with.
Whilst this may be perceived as a minor contribution to our local community, we are aware of our corporate expansion plans for the future and what the impact will be on our immediate environment. We are strong believers that for a company the size of Cobalt, it is the minor contributions to our environment that make a difference in the long term. Examples of our contribution to our local community are:
Cobalt has installed a water purifier system so to reduce the purchase of single use plastic bottles which are a major landfill issue.
Cobalt provides usage of a coffee machine to reduce the necessity to buy coffee in single use takeaway coffee cups.
We donate all functioning IT hardware (which is obsolete for our business purposes) to Chen Su Lan Methodist Children’s Home.
We introduce e-Invoice and encourage to print only when necessary.
Wellbeing and Health and Safety
Cobalt is a strong advocate of a healthy work/life balance and accepts its responsibility in ensuring that individuals achieve this. We do this through:
Discouraging any additional hours being worked, whether it be before or after the core working day or at weekends, which is communicated at the outset of their careers here and continually reinforced throughout the business.
Encouraging employees to run, walk or cycle to work where possible so that individuals can, in turn, reduce environmental damage by unnecessary use of taxis or private transport.
Encourage use of public transport over private vehicles/taxis through access to Cobalt company travel cards which anyone can use.
Ensuring that full holiday entitlement is exercised each year, by not carrying forward annual leave.
Introducing incentive schemes which centre on taking time off or relaxing trips abroad, often including partners.
Encouraging sporting activities, including discounted gym memberships, football and running.
Free flu vaccinations annually for all staff, administered by a qualified health professional at the office.
Flexible working and childcare entitlement is available to employees with family commitments.
We take the health and safety of our employees very seriously, with our health and safety policy being communicated to all new employees through the employee handbook.
An annual, thorough internal and external audit programme.
Awareness and training as appropriate in relevant changes to employment and emigration legislation which affect our markets.
Our quality policy is included in the staff handbook. We require all employees to read the policy and implement it in their practices.
The Managing Director is ultimately responsible for quality but all employees are encouraged to be responsible for the quality of the service within their direct responsibility. We also have a Quality Assurance Representative based in our London office.
Our policy is reviewed annually.