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...