Things To Know: Executive Headhunter, Singapore

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, i.e., you must list your earlier work experience followed by the next job (if any) and ending with the last job. It is also advisable that you attach a passport size photograph along with your CV.

When you approach an executive headhunter in Singapore, target all major industries, which may include communication and media, banking and finance, chemicals, biomedical sciences, healthcare, electronic and other precision engineering, IT and marine engineering.

Executive Headhunter, Singapore: Basic Job Considerations for Expatriates

One of the typical problems faced by non-Singapore citizens while trying for an executive position in companies is obtaining the required work permit. You should apply for the Employment Pass Eligibility Certificate (EPEC), which will provide you a Social Visit Pass (SVP). The SVP is valid for one year. Here are some of the things you should know when you approach an executive headhunter in Singapore.

1. Working Hours: Normal working hours in Singapore from Mondays through Fridays are 9:00am to 5:00pm, with a one hour break somewhere between 1:00 pm and 2:00pm. Usually employees also work half days on Saturdays, between 9:00am and 1:00pm. The maximum working hours required per week is 44 hours.

2. Languages Required: Although English is widely spoken in Singapore and is also the main language used for commerce, business, administration and technology, Mandarin, Chinese, Tamil and Malay are also the official languages used. Various Chinese dialects are also used. Most of the graduates are bilingual, so it always pays to be proficient in two or more of these official languages.

Searching for headhunters or want to become a Singapore headhunter,  visit Recruitplus today.

What Should You Do When the Headhunter Calls? Important Tips and Advice

Hopefully by the time you become a middle management executive you will have learned what the role the headhunter plays in the overall picture of your total working career. When you were a green employee at your first company, a phone call from any headhunter most likely put the fear of God into you. Flashes of termination crossed your mind every time the phone would ring. Mr. Green, there is a Mrs. Red on the phone. She says it's a personal business call. Sweat begins to drip from your brow. Who could this possibly be? Is it a telemarketer? Did I forget to pay a bill? Worse yet, what if it is one of those dreaded headhunters? Panic sets in. You don't take the call. At this point you don't know what you should do when the headhunter calls.

The second year of your employment, you accidentally take a call your secretary puts through. It's a call from a headhunter. Before you even listen to what s/he has to say, you immediately tell the recruiter, I have no interest and hang up in their ear. You then run to your boss to inform him that you have just been called by a headhunter. Your boss stares at you for a moment in disbelief with a little smile just starting to round the corner of his/her mouth and thanks you. You leave his/her office seemingly covered in brownie points. You did well. You warded off the deadly headhunter.

It's now year two and you still don't know what you should do when the headhunter calls. You busily work away hard at your job, secure in the fact that your boss knows you are loyal.The third year of your employment, you over hear a conversation that your friend and co-worker is having in the next cubicle. Could your co-worker actually be talking to a headhunter? As soon as your friend gets off the phone, you look up over your cubical and ask who they were talking to. She looks back at you and smiles, but tells you it was nothing important, just a personal business call. A month later, your co-worker and friend resigns and says she has been promoted to a new position at a competing firm for $7,000 more a year. When you ask her when this happened, she smiles and reminds you of the day that you asked her who she was talking to. She says she was talking to a headhunter.There is a lesson to be learned and a point to all of this.

What should you do when the headhunter calls? You should take the call. You should keep the conversation confidential. You should not tell your boss, nor your co-workers. You should always keep all of your options open because you never know what the future will bring. Learn what you should do when the headhunter calls so you will can remain aware of what kinds of jobs are being recruited for in your industry and what kinds of salaries they are paying. You should learn to talk with the headhunter because perhaps you can be helpful in recommending someone else for a position and thus further build your network. You should build a rapport with several headhunters so that when the time comes for you to decide to further your career, you will have access to them because of your past attitude.The retained headhunter works on specific, exclusive assignments so unless you take the call, you will never hear about what might be the next best opportunity of your lifetime.
It may take a few years for you to learn what you should do when the headhunter calls, but the sooner you learn the better it will be for your career in the long run.

Searching for headhunter or want to become a headhunter Singapore,  visit Recruitplus today.

The Headhunting Industry - A View From the Outside (Needs Completion and Proof)

The Headhunting Industry - A View From the Outside

Upon our staffing agency being approached by new clients, many of the inquiring prospects want to know the generalities as to how headhunters work, how they charge, how they find their job applicants, what their employment guarantees are and what the exact process is to get a search started. Just as in any other industry, every firm has their own policies and ways as to how they execute. Conversely, the variation of answers referencing the aforementioned questions are not all to great in the recruitment business.

Below, you will find some more comprehensive responses to the common inquiries first time users of headhunting services often have. Again, I must stress that the answers are generalities, though still will prove to be of use to any company seeking staffing services.

The Typical Ways That Recruiters Find Their Applicants

Recruiters find their applicants via numerous avenues....

The Different Ways That Recruiters and Headhunters Charge Their Clients
Contingency vs. Retained Fee Agreements: the two various ways that recruiters and headhunters charge for their services.

1. Contingency Fee Agreements
A contingency fee agreement is when a hiring company a.k.a. the client pays the headhunting organization a percentage of the employee's base salary (typically 25%) upon the individual being staffed by the organization. Essentially, the recruiter does not get paid unless they produce. On paper, this sounds great, correct?

The only problem with this is that many of the top-notch search firms will not work with companies that either are working with a multitude of recruitment agencies on a pure contingency fee bases or that are not willing to sign a retained fee agreement. Sometimes contingency contracts work out fine, other times it becomes a "you get what you pay for," ordeal.

2. Retained Fee Agreements
Retained fee agreements are also referred to as "exclusive agreements" because, upon signing the contract, the recruitment client is bound to a certain amount of guaranteed money. While some shy away from this form of staffing agreement, it is a viable option for the firms that find the right recruiter and wish to have a dedicated team of high compensated, highly competent individuals working with them on almost an hourly basis.

Just like contingency fee contracts, there are potential downfalls to the "exclusive" or retained contract. For instance, if a company picks the wrong recruiter with whom to ink a contract with, that company is set to lose a good amount of money.

Various Industry Employment and Staffing Guarantees

Upon paying a good amount of money to a recruiter,....

Searching for headhunter or want to become a Singapore headhunters, visit Recruitplus today

Need A New Job? Use These Tips To Find Headhunters To Speed Up The Search

If you're looking to make a move to a new company, you can scour the job sites and message boards in hopes of finding that perfect opening. However, this can take forever, especially if you're a busy professional whose job search is limited to nights and weekends after work. Luckily there are new ways to find openings within your industry -- headhunters. If you've never used one of these professionals before to help you find a new job, learn how you can connect with one to speed up your search.

Ask Friends If They Used A Headhunter

If you have friends from school who are actively employed in your industry, ask them if headhunters helped them with their employment search. If they had a positive experience, you can ask them to help you connect. Take care, however, not to advertise that you're looking to make an employment change at your own company. If the higher-ups find out that you're trying to leave, you may face problems at work. Consider letting just one or two trusted coworkers know, but if you're not sure if they will keep the information confidential, it's best not to share.

Try To Find An Industry Specific Headhunter With An Internet Search

The Internet is a great way to find headhunters. To make sure you're looking for someone relevant to your industry, search the term alongside any industry related terms. When these two keywords are combined, you'll be able to find someone who can help you find a position in your specific industry or one that matches your skill set. After all, it doesn't make any sense to look for someone who focuses on filling IT jobs if you're looking for an executive position. Using the right type of headhunter can shorten your job search and this is something that job seekers can certainly appreciate.

LinkedIn is the premier networking site for busy professionals. If you've never used it before, create a profile that highlights your past work experience and positions. This will help you connect with other professionals within your industry, but don't stop there. Look for headhunters who have active profiles and ask to join their networks. Oftentimes, a headhunter will post open positions or immediately turn to his or her LinkedIn network to see if they know anyone who might be qualified. This can give you advance notice of any open jobs which can help you land a job more quickly.
No matter what industry you're in, chances are good that you'll be able to find headhunters who can help you find a job. Ask friends who are in your industry if they've worked with one, do a specialized Internet search and use your Linked In profile to connect with one who can help you find a great position within your industry. A good headhunter can help make your search less stressful so there's no reason to go at it alone.

Looking for headhunting or want to become a Singapore headhunter,  visit Recruitplus today.

Top Headhunter's Resume Writing Secrets Revealed

First, a little background by way of a brief case study of how I improved how my candidates resumes were written.

The year was 2005 and I was recruiting for a top 15 Fortune client who was very specific about the resumes they accepted, and they had every right to be just that picky.

I'd won the opportunity to be among the very few external recruiters who was allowed this privilege and I received that opportunity because of my high standards of candidate referrals.

Yet, despite that reputation and all my years of experience, I was experiencing a higher rate of candidate rejection at the resume review stage than I was accustomed to. While the client was satisfied, I wasn't... and I determined to improve.

How I Started Getting Three Times More Candidate Resumes Accepted For Interviews
The secret was the resume writing method that I developed. My criteria were that the resume had to be 100% honest and factual. I never, ever knowingly do anything to embellish my candidate's resume and you shouldn't do that to your resume either. That's a recipe for disaster!

I'm not only an executive recruiter with over 40 years of experience, I also certify recruiters in the Adler method of interviewing. That means I have access to many, many internal corporate recruiting departments. I used some of those contacts along with my many years of experience to begin the development of my resume writing process. I conducted a survey among the top companies to see what they want in the resumes they review.

Simultaneously with that process, I started to incorporate selective marketing principles from direct, consumer-based marketing. That meant I had to study some of the top ad writers work and see what I could use in writing a resume that gets a higher rate of acceptance. After all your resume is your own personal marketing document.

The Resume Writing Method I Came Up With
When I put all that together, I came up with a better way to show my candidates how to write their own resumes in order to increase the odds of getting the interview.

Let me emphasize, my purpose and strategy was to share my resume strategies with my candidates so they could re-write their resume; not to write their resumes for them. My role was to approve or disapprove of the resume and offer advice during the re-write process. If my candidate was unwilling to re-write their resume, I refused to move them forward in the process.

Here's my point. Actually there are only three fundamental reasons that you don't receive an invitation to interview after you submit your resume.

1. Number One - the job may already be filled.
2. Number Two - you've sent your resume to a job that you aren't qualified for.
3. Number Three - the job is a great match, but your resume didn't convince the reader - in other word you have a resume failure.

How to Improve on Resume Failures
The key, "secret sauce" became how to "get inside the head" of the recruiters and hiring managers that were reviewing my candidate's resumes. In other words, what is going through the mind of the reader when first reading the resume?

Using the information developed in the above step, I developed a 15 point resume strategy that I still use very effectively today. Obviously there isn't enough space in this overview to provide all the details, but here is a quick summary of three key things I did.

First, I eliminated the Objective Statement. I never, ever for any reason include that on a resume and you shouldn't either.

Second, I primarily use a two page resume template format that is simple, easy to read with plenty of white space. Occasionally, I'll use a three page format, but I have strict criteria for that. I also conducted marketing tests and discovered that three pages didn't hurt my acceptance rate, if I watched when I used it. I did find out that anything over three pages substantially increased the rejection rate. I highly recommend that you stick to a two page resume; but never more than three pages.

Third, I changed the first thing that appears on my candidates resumes. After the name and contact information I include a Summary section that uses my Power Accomplishment format and I tie that specifically to job requirements. There is more to it than that, but that is arguably the most important thing I changed. Think of it as the equivalent to a written elevator pitch.

You can learn to write a better resume and most people don't need a professional resume writer. In fact, many, many of the resumes I changed had been written by these writers. They may be good at the written word, but no one understands better than an experienced working recruiter what really works best during the resume review because we are in a position to get the client direct feedback.
My recommendation is to learn how to write your own resume, but if feel you must use a professional resume writer, at least take the time to study what separates a great resume from a good resume and provide the writer with the proper information to write a great resume.

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