Recruitplus

Jobseekers turn to headhunters for help. Companies who are in need of talent turn to headhunters to fill their job vacancies. Nowadays, headhunters are the most sought after individuals in the industries. They have the connections, the skill and the huge candidate and client database that no one does. You expect them to do well and give you great options. But there are just some things that you just don't know about them. There is just so much expectation on headhunters that people tend to forget that they are individuals, too, who are simply doing their job, just like everyone else. If you're one of them, we've listed down some things you should know about headhunters and their jobs. 3 Secrets You Should Know About Headhunters 1. Not everyone has a background in human resource. I can be working at a desk job and the next thing is you know, I've decided to jump into the headhunting profession. If you ask any headhunter you know, you'll be surprised that they ...

Forget moving to a tiny fintech firm. Singapore-based bankers and consultants are now wanted by large Southeast Asian technology start-ups. North Asia has already witnessed a similar trend. Led by Tencent and Alibaba, mainland technology companies have been recruiting investment bankers into corporate development and C-suite roles for the past two years. But only recently have the major Southeast Asian start-ups got into the act, albeit on a smaller scale than the likes of Alibaba. Most of these companies remain ‘unicorns’ – valuable but as yet unlisted. There are five regional tech giants that are most keen on hearing from investment bankers and consultants, says a headhunter who has knowledge of their hiring and who asked not to be named because of client confidentiality. Two of these are Singapore-based: Grab, a ride-hailing rival to Uber, and Sea (formerly Garena), a shopping and online games company that is Southeast Asia’s most valuable start-up. The others are headquart...

I’ve read countless surveys about why banking professionals change jobs, and the typical reasons always crop up: better work-life balance at the new firm, a big step-up in rank and responsibility etc etc. Very rarely do people actually say they’re motivated by pay and bonuses. But when I speak to candidates in my role as a headhunter in Singapore , it’s an entirely different story. Money isn’t just on their wish list; it’s often the number-one driver in their job hunt. I don’t recruit junior middle-office people with justifiable aspirations to move banks for a salary increase; I deal with senior bankers who already command high compensation. Nevertheless, it’s pay that gets them going. And I think this is much more so for bankers in Singapore than for their counterparts in Hong Kong, where I also work. The culture in Singapore is that asking for a big pay hike is okay – it’s prestigious and a sign of success – while North Asian bankers tend to be more conservative. When I spoke...

Headhunters are always looking to grow their supply of candidates, and regularly update their database of quality professionals. Getting onto that database is a key step towards obtaining an interview, and should be one of your priorities. To do that, you need to make yourself more marketable, and easier for a headhunter to work with. Because most placements are done on an assignment basis, some candidates will get nowhere if they are not seen as ideally suited for particular positions currently available. But a dynamic initial approach to the headhunter can make you stand out, and get you straight on to their list of "top-drawer" candidates - those who have priority when new career openings arise. To make the right impact, you firstly need to identify your strengths and assets - the things that will make you attractive to potential employers - and then be able to communicate these employer benefits clearly and directly to the headhunter. Start with your C.V, it need...

Resumes: MS Word ".doc" format - not pdf, not ppt. Most recruiters will need to reformat it in a way that the clients request or their agency presents to clients. Word ".doc" format and reverse chronological order with simple formatting is the absolute most common format Head Hunters use and clients receive. Using a Recruiter will put you directly in front of a decision maker, so the thinking of making a unique or "eye catching" resume is just needed. In fact, those that come across the desk of most recruiters will get stripped down to the bare bones and put on a Word.doc in the end. Top producing Head Hunters will be reviewing and processing many resume a day. Make it easy for them to work with and you will keep their attention. 16 page resumes, with 4 different fonts, 5 different types of bullet points/sizes go to the trash box. Try to keep it under three pages. No need to squeeze all on one page, but don't put every details of your working life. Ea...

Companies nowadays rely on headhunting firms in order to easily get the people they want to work with. Headhunters or executive recruiters are the main people used in finding jobs for a company. In a way, they handle the human resources related tasks. They are the ones who do the recruiting, calling, researching, and following up on people interested in the job opening in a company. Using headhunting services in whatever industry can help improve a company. Here are some tips how to use these services effectively. Before anything else, you should look for reliable headhunting firms. There are many to choose from so be open to a lot of offers and choose the best one suited for you. Together with that, look for the positions they have previously posted if they match to the jobs you are looking for. Analyze the job description and function if it represents your company. Afterwards, ensure the reliability of the firm by looking at its track record or success rate. You can check whether...

Headhunters are hardly given a considered by most people. This is because many think using headhunters simply does not apply to them. Wrongly they believe it only applies to those in professional jobs or highly paid ones. This could not be further from the truth. And because of this many miss out on jobs that they could otherwise be doing. A lot has changed over the years with the development of the internet. Many are now being headhunted for even admin jobs. Headhunters is your shortcut to many of the jobs never advertised The benefit of being head hunted is you have much more of a chance to landing the job you want right from the start. This is because there will be less competition around. Less people are applying directly or are being put forward. With this being the case, all you need to do is apply the headhunters secrets to land any job you want. And this is even for management or admin jobs. Yes, you still need to apply for any suitable jobs that are advertised especially ...

When people questioned how they aspire to find their next job, many of them answer, we will contact a talent hunter, who will handle that for us. Unfortunately, the answer reflects improper understanding or lack of knowledge, and this is quite true for executives. They should know how an executive search firm works and how it plays an important role in their career strategy. Here in this article, we will discuss the following things that help executives finding the best of best firms for their career development. The role of an executive search firm. How they shape your career. How they work for companies and employees. The executive search process. Why organizations work with executive search firms. Certainly, executive search firms are always on the lookout for skilled, professionals, experienced and talented executives. Whether you have been a talent hunted, then it is quite normal to think, this is one of the best ways it works most of the time. You simply do nothing, but ...

When hiring an executive search firms everyone always focuses on the recruiter's background and experience. While these are important topics many people overlook some basic questions that can reveal potential issues. Here are five areas that you should explore when deciding on which executive search firm is right for your organization. First, ask about how the firm reaches potential applicants. Executive search firms should be able to explain how they attract a diverse but highly qualified applicant pool. Look for firms that mention that they exploit the latest technologic gains in the job search industry enabling them to both broadly advertise your opening cheaply while focusing the majority of the advertising budget on niche markets that are directly related to the opening. Additionally, executive search firms should be actively identifying and reaching out to passive candidates. However, outreach to passive candidates should extend beyond just mining their internal database. ...

In today's modern world, many employers and job seekers use the services of recruitment agencies to save time and money. Recruitment agencies help to match employers with job seekers who fit their criteria. Some agencies specialize in particular markets or sectors, such as temping or secretarial services. Recruitment agencies do not normally charge a fee to the job seeker, they normally make their money from employers who pay them a fee to find suitable applicants for their job vacancy. The traditional way of finding a recruitment agency was to look on your local high street, but now there are many Internet based recruitment agencies to make life easier. Employers will use recruitment agencies for many different reasons:- * They are a small company without a personnel department to organize finding staff. * They do not want to advertise or go public with their requirements. * They want to save on advertising costs. * They are looking for particular skills. * They ha...

It is well accepted that having the right staff in an organisation is the key to organisational success. Unless you are able to make smart staffing decisions, it is unlikely that you would be able to recruit human resource that gives your organisation an edge over competition. The staff your recruit should be of high caliber, possesses the right attitudes and be able to fit in with your organization's unique culture. Only when all these aspects are considered in recruitment decisions, will the right choice be made. What it boils down to is that recruitment itself is a specialized task which is best handled by someone with proper HR management experience and knowledge. While some large scale corporations may have the luxury of having their in-house HR team to make effective recruitment decisions, most do not have this benefit. This is why it pays off to enlist the services of a recruitment agency when it comes to your staff hiring needs. Why Use a Recruitment Agency? Some small t...

If you're looking for a job in London then there's a fair chance that you will be dealing with recruitment agencies at some point - and it can be difficult to pick the right one from the innumerable companies out there. London's recruitment agencies are largely spread across the north of the Thames, with clusters in areas where future employment growth is expected. London City Recruitment Tips If you are planning to look for work through a recruitment agency , it's much more productive to carefully choose a few good ones. Signing up for every one you come across can be unwieldy; keeping a select few will allow you to keep focus and build a closer relationship with the consultants. When job hunting, it's always best communicate - let people know that you're looking, and don't be afraid to ask for advice. When looking for recruitment agencies it's important that you take advantage of other peoples' know-how, as it can often be difficult to fin...

Are you planning to pursue a career in recruitment? Well, it's not as easy as you think. With so many recruiters and headhunters out there, you have to be able to establish yourself above them, if not at least at par with them. It's best to get yourself ready and have a strategy in mind. To help you, here are 5 great tips that will help you get started. 1. Shadow a recruiter. No successful recruiter has it overnight. It comes with a lot of experiences, hard falls and triumphs. Even if you're thinking of flying solo, it's best to learn the basics first. You can start your own after that stint. You'll learn so much - screening candidates, rifling through resumes, phone interviews, client and candidate interviews. You'll pick up hints and telltale signs of what's to come. There are just some things that are best experienced. 2. Be ready to play the game. It's a tough world out there. It's never one dimensional. You have to pick through your candid...

Singapore's low employment rate and its high living standard reflect the high quality working conditions prevalent in the island nation. Salaries in Singapore for top and middle level executives are among the most competitive salaries offered in Asia. According to HSBC reports, the average salary in 2008 for any executive working in the software industry sector was somewhere between S$56,058 and S$91,784. These figures illustrate the amazing job opportunities in Singapore. If you are looking for a job in Singapore, it makes perfect sense to register with an executive headhunter in Singapore. A good executive headhunter in Singapore can help you land your dream job. Executive Headhunter, Singapore: Preparing and Presenting Your CV Your CV or curriculum vitae must include all the relevant details for the job position you are considering. The CV should be presented in a professional and organized manner. It is advisable that you present your information in a chronological order, ...

The recent evolution of health care has changed the role of physician executives-making the job even more critical to a health care organization's success and survival. A qualified physician executive should have a skill set that includes the ability to secure referral and payer networks, build new programs and fix ailing ones, recruit new talent, manage a professional staff, understand and plan for budget challenges, and more. The process of finding the most qualified physician executive can be a difficult one, but if done right, you can optimize the interview process and end up with a set of prime candidates. The first step is to establish an Executive Search Committee that is dedicated to staying involved every step of the way. It's important to retain the same committee members for each search to maintain consistency in the organization's vision. A group like this will better understand the organization's leadership needs. Before your Executive Search Committe...

Executive Search Vs Contingency Recruitment The lines between Executive retained search assignments and contingency search have blurred in the UK, this article highlights the essential differences between the two business models and analyses the weaknesses and strengths of each. Executive Search The client company agrees to work exclusively with a search firm. The search firm will typically advertise through print and online media - Unlike contingency recruitment the clients identity and branding will be displayed. Print and media advertising in trade publications or broadsheets are billed back to the client. In addition to a media campaign the search firm will carry out extensive research, analysing the marketplace, gathering feedback and putting together a target list of potential candidates from industry reports, news sources, Linked In, networking et al. The list is then whittled down, the potential candidates negatively screened - informal referencing, client company ...

Executive search firms tend to keep the quality outcomes they provide to their clients private. However, superior quality levels provide a significant competitive advantage if customers understand the data and if they see value in the benefits. The retained executive search industry and each respective firm needs to be asked to make the decision to be among the first or last firm to measure, report and leverage superior quality outcomes. Every executive search firm has performance data readily available that defines their recruiting effectiveness. However, most firms do not divulge this information to anyone outside of their inner circle. After all, releasing detailed information that defines the firm's recruiting efficiency, twelve-month post-hire retention rates, and repeat client information could adversely impact a recruiting firm's image and sales momentum if the results are less than outstanding. What's the solution? In a recent interview Mr. Yvon Chouinard, CEO ...