What is the difference between Contract of Service and Contract for Service?

A contract of service is an agreement whereby one person agrees to employ another as an employee and the other agrees to serve his employer an an employee. The employer would need to contribute statutory retirement pension / fund and provide relevant statutory benefits such as annual leave and sick leave.

A contract for service is an agreement whereby a person is engaged as an independent contractor, such as a self-employed person or vendor engaged for a fee to carry out an assignment or a project for the company. Under such an arrangement, there is no employer-employee relationship, and the person is not covered by a country Employment Act.

(source: Guide on Employment Laws for Employers, Singapore MOM April 2010) 

What They Don't Teach You in College: "Dip vs Degree"

This is just some of my research work from the Internet. No really my own piece of work. Enjoy reading it.

What They Don't Teach You in College: "Evaluation of Foreign Educational Credentials"

In this article - I would like to share with you about company that can help HR professional conduct evaluation on the candidates' educational credentials. When designing your job advertisement targeted at foreign country, you can inform the applicants to use the following website to get their educational credentials validated to the USA standard.

World Education Services (www.wes.org tel: 212-966-6311)

Educational Credential Evaluators, Inc. (www.ece.org, tel: 414-289-3400)

Common Mistake Done By In-house & External Recruiters (Headhunters)

Common mistake are:

1. Never feedback / up-date the candidates about (a) the progress of job application and why their application was rejected. 
2. Officially informing the candidates that their applications is rejected because their clients budgeted (company) remuneration package is below the candidate current package.
3. Asking the candidates to consider the job officer at same rate or lower.
4. Asking the question (a) "reason for leaving" and (b) "last salary" for past jobs. This questions should only be applicable on the candidate's last company / organization.
5. With the new generation "Y" coming to the workforce; the dynamic labour market and business environment - the term "job hopping" is not applicable anymore. A change in minds is required ... any one who has a track record with a company for 2 years is good enough nowdays!
6. Advertising the jobs as 'strategic' but during interview asking orperational questions that doesn't probe the candidate's competencies in strategic issues and planning.
7. In an international / overseas recruitment project - recruiters fail to understand the education system of the targeted country where the candidate is educated .... e.g.,  (i) associate diploma = general degree; (ii) associate degree = diploma; (iii) general degree = non-honor degree; (iv) Professional Diploma = Degree; (v) Professional Certificate = Diploma.
8. When interviewing an experience candidate with more that 10 years of working, interviewer should focus on identifying the relevant experiences; job competencies; and value-added knowledge and skills to the organization. Focus less on academic / educational qualifications.