7 Steps to Craft the Perfect Candidate Profile for a Great Hiring
The Undercover Recruiter recently reported that improper hires can result in expenditures of $240,000. These are divided into hiring, salary, and retention expenses. Furthermore, according to CareerBuilder, almost three-quarters of businesses that made poor hiring reported losing an average of $14,900. 74% of employers claim they made the wrong hiring decision.
That said, businesses and the human resource departments can be under a lot of stress in. Everything needs to be completed more quickly and effectively than before. Hirers are investing in learning how to refine their candidate profiles to become corporate matchmakers in such a competitive market quickly.
Making a candidate profile is one tool that could assist you in human resource management. Learn what a candidate profile is, how to develop one, and advice for producing strong candidate profiles in this article with Trust Recruit.
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What is a Candidate Profile?
A candidate profile meaning a written description of the ideal applicant for a position that is open in your business. A candidate profile resembles a job description. The candidate profile describes the ideal qualities the perfect employee would exhibit, just like the job description describes the specifics of the position and its criteria.
The candidate profile template is intended to highlight discrepancies between a candidate’s development and the criteria for a post. This will enable your business to determine development demands and, as necessary, offer unique growth chances.
Why is the Candidate Profile in Recruitment Important?
Think about these tremendous benefits of employing candidate profiles in recruitment procedure:
1. Makes job descriptions stronger
To identify the best applicants for your consideration, sources and human resources department use candidate profiles and job descriptions in tandem.
Writing a job description that details the education and experience required to do the job correctly is considerably more straightforward when you are clear on the kind of person you want in the role.
2. Enhances sourcing strategy
You can better plan your candidate sourcing if you are aware of characteristics about your prospective applicant, such as their degree of education and previous job experience.
Instead of searching through every possible recruitment channel to find someone with the right qualifications, the human resource department can concentrate on hiring channels that will yield applicants as described in your candidate profile.
3. Provides better results
In the end, developing a candidate profile in recruitment should result in a smoother hiring process and better workers. Your recruitment staff should be able to locate better caliber prospects by using a candidate profile, guaranteeing that you choose the best candidate for the job.
Please keep in mind that establishing an ideal candidate profile can be difficult, time-consuming, and fraught with danger if done incorrectly. With years of recruitment expertise, Trust Recruit provides a tailored approach that guarantees that only qualified applicants are shortlisted for the interview stage. Learn more about our HR services and process.
It takes time and thought to create a candidate profile. Use the 7 following steps to create the perfect candidate profile for any available roles in your company:
1. Determine the main responsibilities
Finding out the primary responsibilities of the available position is the first step. Ask any present workers doing the same jobs about their regular obligations and occasional or as-needed tasks.
Consult the position’s manager or any other direct reports if there are no other employees in the function. To understand what additional responsibilities you might want to put in the role, you can also look at the job descriptions of your competitors.
2. Evaluate the business culture
The available position’s work responsibilities are only one aspect of the complete candidate profile. According to TeamStage, company culture is an important factor for 46% of job seekers. In addition to that, a culture that attracts high-caliber employees leads to a 33% revenue increase. With that being said, your business’s culture, mission, and vision should also be considered.
You want a candidate who gets along well with the present staff and uphold the company’s core principles. To determine what type of talents and characteristics might fit well, observe the interaction between current employees. Review your mission statement and values to assist you in deciding what qualities to seek in a candidate.
3. Analyze key staff performance
You might look to your existing top achievers to assist you in determining what an excellent applicant looks like for your company. Of course, the position you’re trying to replace could be in a different department with unrelated duties and responsibilities.
However, when developing your candidate profile and recruiting new candidates, you can still identify and seek out the attributes you like in your best employees.
Review the list of responsibilities and obligations you made in step one. You may use the following checklist to establish precisely which hard and soft skills the candidate needs to have to do a good job:
Soft Skills – are generally correlated with social or emotional competencies and are regarded as non-technical talents, for example: Teamwork, Leadership, Time management, Decision making, etc.
Hard Skills – are more technical and frequently closely associated with a particular profession or occupation. Those are skills that can be learned such as Coding, Designing, Content Creation, etc.
5. Set up your candidate profile
Write a persuasive paper that clearly defines your ideal applicant for the available position using the information you’ve gathered. This data can be arranged in whichever your hiring team thinks is perfect.
A visual chart that makes it simple to see the characteristics associated with each category, such as hard talents, soft skills, and job obligations, is preferred by some businesses. Others choose a job description complemented by a bulleted list of qualifications only. Work with your hiring team to design a document that benefits you and them.
6. Select the most effective sourcing channels
Determine which sourcing channels will provide the most qualified individuals. Popular networking and job search sites like LinkedIn, Glints, Indeed, and others have since dominated the job search and hiring landscape, but they still have limitations.
Recruitment companies could be more expensive than the platform or advertising charge for your job adverts. However, you can relax knowing that the various advantages outweigh the disadvantages of using them.
At Trust Recruit, we strive to provide the most time- and cost-saving HR and recruiting solutions specific to your industry. Get in touch with us today for deeper insights into your recruitment strategies.
7. Consult the candidate profile
Throughout the hiring process, refer to the candidate profile. One individual or a small team will utilize the profile throughout each stage of the prospect search process if your organization employs the full-cycle recruitment methodology.
Ensure each employee has access to the candidate profile and utilizes it to guide their hiring decisions if you have different staff members controlling each stage of the recruiting process.
Conclusion
A candidate profile can be a valuable tool for your hiring and recruitment efforts. Understanding how to create an effective profile and ensuring everyone involved in the recruiting process consults it is essential for successful results.
If you’re looking for expert guidance on creating candidate profiles or need assistance with your overall recruitment process, consider partnering with a reputable recruitment agency in Singapore. Our consultants can provide tailored advice and support to help you attract and hire top talent.
Great Resignation Wave in Singapore: Effect for Employees & Companies
After consecutive lockdowns, something unprecedented happened – The Great Resignation. Large hordes of employees are resigning from their jobs. Industries are facing sudden spikes in manpower shortage.
When routine lockdowns were the norm, people had adapted to the flexibility afforded by remote work. Now that the world is less distracted by the pandemic and wants to reopen, employees are expected to jump back on the 9-5 bandwagon and continue from where they left off.
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What is The Great Resignation?
The Great Resignation is an idea proposed by Professor Anthony Klotz of Texas A&M University in 2021. It predicts many will quit their jobs after the COVID pandemic is over and life resumes normality.
As countries cautiously reopen their economies, businesses now find themselves operating in a whole new environment. The post-COVID workplace era is different, notably with the “new normal” being a hybrid work trend.
Why is The Great Resignation Happening?
Microsoft found that over 49% of Singaporeans are planning to leave their company in 2021 according to its first annual Work Trend Index. Qualtrics found 58% of Singaporean workers are planning to shift careers in 2022, citing these reasons:
1. Re-evaluation of priorities
People are reconsidering their personal and professional boundaries. There is a re-evaluation of their emotional, mental health, and physical well-being. This includes how they relate to their co-workers and bosses; alongside the brands they work with.
2. Lack of a clear career advancement path
Most entry to mid-level professionals seek careers that allow them a higher degree of autonomy and freedom.
Most employees want the ability to influence change within their companies and a clear future. Once employees no longer see a clear career path with their current employer, they may begin looking for a company that can offer them one.
Not surprisingly, top candidates leave their employers due to wage stagnation or minimal pay increment during their tenure. Although their employer may offer an annual merit increase or inflation adjustment, these talents see the potential to land a heftier salary by jumping companies.
Employees between the ages of 30 and 45 saw the largest increase in resignation by 20% in 2020 and 2021. Increased workloads and stagnated hirings have given employees more flexibility in finding new opportunities. For them, the opportunity cost is low and the employment market is vibrant. Then the pandemic accelerates this process.
For Employees: Before saying “I resign”, consider this:
1. Make sure you know what you want to do and what you don’t
List your negotiables and non-negotiables so you can pursue positions that align with your goals. Scratch off any that do not meet your needs.
2. Advertise your hard and soft skills
When you are transitioning into a new industry, it is crucial to identify your skill sets. Hard skills are teachable skill sets that are easily quantifiable. Soft skills relate to the way you relate to and interact with other people.
3. Optimize your LinkedIn profile and resume
It attracts recruiters and hiring managers. This means creating a resume that is applicant tracking system-friendly and using various industry-specific keywords.
4. Network extensively
There is no timeline to networking. Connect with people where you are, as you can, to let them know you are searching for a new position. Approach human resources consulting firms and agencies.
Speak up for what you want. Negotiate the terms of your employment. Compensation is a prime consideration when you are deciding whether to negotiate the terms of a job offer. In the short term, you could end up feeling resentful if you settle for a job that you don’t think fairly rewards your skills and experience.
For Employers: What can you do to incentivize employees to return to work?
1. Be flexible
A recent study by Slack found that flexibility is a key reason employees are attracted to the hybrid work model. Finding balance is easier in a flexible work arrangement. When employees have more control of their work schedules, they can free up time to take care of the things that crop up in their personal lives—whether it’s running an errand, picking up kids from day-care, or being home for a delivery.
2. Review your compensation and benefits
Employees aren’t always looking for a higher salary (though that never hurts!).
If you are losing top talent to competitors, reflect on the competitiveness of your company’s total compensation package. Examine the benefits and perks you are offering beyond the base salary.
Examples include signing and other bonuses, increased base pay, decoupling of pay and location, and tuition reimbursement.
These strategies directly respond to market rates for labour and offer a quick return on investment for a role that must be filled immediately. They also provide a clear and tangible employer branding message.
3. Analyse your corporate culture
Employees want to feel like they are a part of an organisation that genuinely cares about them, the community they are in and the world at large. Think about the culture you have created to foster a diverse, equitable and inclusive environment with a greater purpose.
Where do We Go From Here?
The growing trend of employees pursuing their passions and demanding better working conditions is a positive development for both employees and employers. Such demands may be long overdue, as the traditional office work environment has remained relatively stagnant for quite some time.
As an employee, don’t hesitate to voice your concerns and advocate for improvements. Open communication with your employer can lead to finding mutually beneficial solutions.
If you’re an employer seeking to attract and retain top talent, consider partnering with reputable recruitment companies in Singapore. They can provide valuable insights into current market trends, help you develop competitive compensation and benefits packages, and assist in creating a positive work environment that aligns with employees’ evolving expectations.
Top 5 Jobs in Demand in Singapore: Skills, Salaries, & Availability
An astounding 22 million jobs were lost in the last two years, with a projected 42% of the layoffs being permanent with no replacement. Thanks to the pandemic, robotics and artificial intelligence (AI) automation has accelerated the obsolescence of many roles. By 2025, robots could replace as many as 2 million workers in the manufacturing industry alone.
It is not all gloomy though. While old roles are eliminated, new ones are created to meet increasing demands. For instance, manufacturing requires greater expertise to operate high-tech machinery. Large enterprises have also started to adopt innovative technologies like contactless delivery options, 3D printing, and video conferencing applications.
Feeling at loss in this pandemic-driven job market upheaval? Fret not. Here’s how you can tap on the industry movements and job search trends to your advantage this year.
These advanced technologies are disrupting every industry. From helping visitors to find their way around to performing a complex task like predicting when a wind turbine needs maintenance.
Elsewhere, in the accounting industry, AI does the mundane heavy lifting of crunching the data and exporting reports. Accountants now perform higher level task of analyzing the data and provide recommendations based on their experience.
Required Skills:
Strong background in programming (Python, Java).
Proficiency in AI/ML frameworks like TensorFlow, PyTorch.
Solid understanding of mathematics and statistics.
Job Availability & Income:
AI Researchers: 2,900 jobs; ML Engineers: 3,700 jobs.
Top hiring companies: IBM & Google.
Average salary of AI Engineer: $106,897; ML engineer: $131,001.
180 zettabytes. That’s how much global data creation is projected to grow within the next 5 years. With much valuable insights to glean from the vast amount of data, it is crucial for a person with the right capabilities to scrutinize the data.
Here’s where a data scientist comes in. Essential skills include finding patterns, using various programming languages to analyze, and concluding from the data.
With an annual 35% growth in demand, the U.S. Bureau of Labor Statistics projects up to 180,000 database administrators and data architect jobs be available by 2030.
Required Skills:
Proficiency in Python, R, SQL.
Expertise in data visualization tools like Tableau and Power BI.
Strong analytical and statistical modeling skills.
Job Availability & Income:
Data Scientists: 4,000 jobs; Data Analysts: 5,200 jobs.
Top hiring companies: Microsoft, Uber and Netflix.
Average salary of Data Scientist: $117,212.
3. Cybersecurity Specialist
Recall the recent OCBC scam where 470 victims lost a cumulative $8.5 million? Data breaches took the headlines in 2021. Other establishments like Singapore Airlines frequent Singtel weren’t spared either.
Cybersecurity is certainly in-demand. 57% of companies say a shortage of employees with such skills is affecting their organization. Some specializations that firms find lacking are security operations, cyberthreat surveillance, malware analysis, and cyber threat hunting.
To prevent future incidence, the Monetary Authority of Singapore also launched a $30 million grant for strengthening the cyber resilience of financial institutions. This gap calls for more cybersecurity professionals and opportunities to expand the talent pool in the financial sector.
Required Skills:
Expertise in network security and threat analysis.
Proficiency in malware analysis and cyber threat hunting.
Knowledge of security operations and incident response.
Job Availability & Income:
Cybersecurity: 2,700 jobs.
Hiring companies: EY, consulting services, banking and financial firms.
Average salary: $81,744
4. Digital Transformation Specialist
If you experienced a ‘WFH’ situation, you are part of the rapid digital transformation that Covid pushed organizations into the past 2 years. 84% of employers are overseeing a significant expansion of remote work, with a third implementing new tools to enable more dynamic collaboration and community building.
Microsoft is a prime example. The company responded to changes in customer needs without basing its strategy on Windows. They opened up to serving mobile devices by providing Office for tablets/iPads. In addition, the company invested in cloud computing by establishing cooperation with Dropbox to develop its OneDrive.
Other successful projects include IKEA’s Smart Home project, the NIKE Plus loyalty program and Disney’s Magicband straps. To drive these initiatives, companies are more keen on hiring specialists who are proficient in emergent technologies.
Required Skills:
Understanding of emerging technologies like cloud computing, IoT, and AI.
Project management and change management expertise.
Strong business acumen and strategic thinking.
Job Availability & Income:
Digital Transformation: 2,000 jobs.
Top hiring companies: Accenture & Salesforce.
Average salary: $71,164.
5. Digital Marketing Specialist
LinkedIn shares that the “Digital Marketing Specialist” role is among the top 10 most in-demand jobs, with 860,000 openings. Yet, the market faces a serious shortage of about 230,000 digital marketing professionals in the U.S alone.
Traditional marketers and agencies struggle to keep up with new tools and platforms. To name a few, skills like social media content, in-app strategy, SEO and website analytics are not topics they are familiar with.
Hence, firms are actively headhunting for digital marketing talents. They are instrumental in making brands stand out in the virtual crowd.
Required Skills:
Proficiency in SEO and content marketing.
Expertise in social media strategy and management.
Understanding of web analytics and performance tracking.
Job Availability & Income:
Digital Marketing: 10,600 jobs.
Top hiring companies: Amazon & TikTok.
Average salary of Digital Marketing Specialist: $86,766; Marketing Directors: $124,169.
Conclusion
In today’s rapidly evolving digital landscape, staying ahead of the curve is essential for career success. The demand for professionals with expertise in digital solutions and big data is skyrocketing across industries.
If you’re struggling to fill critical roles within your organization, consider partnering with a reputable recruitment agency in Singapore.
Our experienced consultants can leverage their extensive networks and industry expertise to identify and attract top talent, saving you time and resources. By outsourcing your recruitment needs, you can focus on core business activities while we handle the complexities of finding the right candidates.
Startup or MNC? Which is Right for Your Career in Singapore?
Building an illustrious career requires intention. Your choices can determine your trajectory.
People typically explore two paths. Startups VS MNCs (Multinational Corporations). Traditionally, people favor the stability and established names on their resume. However, startups have since risen to become a popular alternative.
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What is The Difference Between MNC and Startup?
Multinational Corporations (MNCs) are large, well-established companies that operate in multiple countries and have a global presence. They typically have a hierarchical structure, established processes, and a focus on stability and growth within their existing markets. MNCs often have significant resources, brand recognition, and a diverse range of products or services.
On the other hand, startups are newly founded companies that aim to develop and bring innovative products or services to the market. They are typically small, agile, and focused on rapid growth and disruption. Startups often operate in a fast-paced and dynamic environment, with a flat organizational structure and a strong emphasis on innovation and risk-taking.
Which One is Better? Startup or MNC?
The decision to pursue a career at a startup or a multinational corporation (MNC) is a highly personal one that depends on various factors. Both paths offer unique advantages and challenges, and there is no one-size-fits-all answer. Before making this pivotal choice, it’s crucial to carefully evaluate your priorities, goals, and preferences. The following factors will help you weigh the pros and cons of each option and determine the best fit for your career aspirations and lifestyle.
1. Remuneration Package
At the end of the day, the job has to pay the bill. With MNCs, they have the dough to offer better financial benefits. You can expect to negotiate a higher base salary with additional incentives like commission and bonuses. If you are headhunted, they may be willing to offer stock options to sweeten the deal.
You can expect better employee welfare with big corporations. Some of these generous benefits include:
14-28 days of annual leave.
Medical insurance for out-patient and hospitalization.
Discounted insurance premium for spouse and children.
Leisure/recreational allowance.
In contrast, startups generally offer a lower salary; especially if they are in the early stage of securing funding (Seed/Series A). Having said, you can still get paid fairly with the influx of angel investors nowadays.
Bonuses are uncommon. Most of the revenue will be put into developing the business. However, some startups do offer a carrot – stock options. While little in value early on, these stocks rise in their intrinsic value when the company expands or gets acquired.
The young nature of startups allows more space for negotiation. Startups compensate for their lack in monetary rewards with better welfare like leadership opportunities, extra days off and personalized training and development.
Culture plays an important role in talent acquisition and retention. Whether someone stays or leaves, depends if they resonate with the company’s beliefs and culture. Here are four characteristic cultures you want to consider before joining a company.
a. Clan Culture
Interpersonal relationships matter. Employees are treated inclusively as part of a bigger family where communication and collaboration are often emphasized. Employees have a strong sense of belonging and resonate with the company’s vision. (E.g. Walt Disney, Tom’s of Maine, Whole Foods, & TOMS shoes).
b. Adhocracy Culture
Everyone has a big appetite for risk. Leaders are eager to challenge assumptions and venture into uncharted waters. Regardless of their position, everyone is encouraged to contribute to innovation. (E.g. Facebook, Google).
c. Market Culture
Getting the job done is number one. Often these results oriented environments are highly competitive. But it pushes a person beyond their current limitations. Best for an accelerated career growth. (E.g. GSK, Tesla, & Amazon).
d. Hierarchical Culture
Processes and procedures are highly valued. There is an established chain of command with every employee tasked with their specific role. You will see this in many Japanese companies as well as the oil and gas, finance, aviation, and government industries. (E.g. Tesco, MUFG Bank & SIA).
According to a University of Phoenix survey, 64% of working adults report having limited opportunities in their current companies. Hence, most people leave their current post to break out of the stagnation. Good news is whether it is a start-up or MNC, you can expect growth. These two offer significantly contrasting experiences and challenges.
With MNCs, your daily activities revolve around a specific job scope. Give it a year or two, you will be the expert in the matter. However, there is unlikely any chance for growth in skills beyond your assigned scope.
Meanwhile at startups, you wear many hats. You will be exposed to many aspects that you are unfamiliar with. Majority of your work will be outside of your expertise. Things can be changing so fast that you will be unlearning and relearning. Adaptability in this ever-changing environment is key to your success.
Having leadership qualities is one skill employers look out for. The ability to manage people requires experience. Here’s where you come in.
At startups, you will have more opportunities to lead. Most of the hires tend to be young and inexperienced. They require more handholding and guidance from you. On top of that, you don’t have to worry about plateauing as startups now dedicate resources to send their leaders to be trained and updated in their management skills.
In contrast, you may be competing in an overcrowded market for managerial roles at MNCs. Also, established companies have developed management associate programs to groom their own talents. Unless you have a stellar record, it is not easy to land a managerial role there.
5. Aligning Job Satisfaction & Interests
Since MNCs and startups have different systems and work culture, it is important to consider if you are a good fit in these companies. You want a place where your values and interests are aligned with what you do. Ask yourself these questions to help you make a decision.
Do you like a sense of belonging? At startups, you have a greater opportunity to contribute and be a part of the company’s success.
Will you be doing something you love? Maybe you like to be more hands-on in developing a product. At startups, you are more likely to be personally involved than working at MNCs.
Want to be a mentor to younger voices? At startups, colleagues can tap on your experience and knowledge. Company culture is more malleable here than at a MNC. Your decisions will have a huge influence on where the company heads toward.
Do you prefer stability in your career? Here’s some realistic figures: 90% of startups fail. If you are looking for a good career progression, MNCs definitely have your professional growth charted out for you.
Conclusion
The landscape of startup work has evolved significantly in recent years. While startups once faced certain disadvantages, today they often offer opportunities for versatility and personal growth. However, working at a multinational corporation (MNC) can also provide unique advantages, such as exposure to a broader industry perspective.
Ultimately, the best choice for your career depends on your individual goals and aspirations. If you’re unsure which path to take, consider consulting with a reputable recruitment agency in Singapore. Our experienced consultants can provide personalized guidance and help you make informed decisions about your career.
10 Know-How to Negotiate A Higher Salary During An Interview!
Ever felt at loss or embarrassed when negotiating your salary during an interview? Want a higher salary but not sure how to approach the matter? You are not alone. 1 in 4 candidates doesn’t know how despite 70% of managers expecting them to be capable of doing so.
This is due to a lack of knowledge of negotiation skills and familiarity in such situations. Therefore, being ignorant about asking for more money only puts you at the losing end.
You don’t want to be facing that down the road. Equip yourself today with these salary negotiation techniques and put yourself in an advantageous position.
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1. Don’t Undermine Yourself When Asking For Higher Salary
For starters, be confident. Before any negotiation, people automatically discount themselves when they feel lacking in one area or another. This inferiority can influence your negotiation ability for the worse.
A worker is worth his wages. Here’s how you can justify a higher salary:
Find out what is the industry benchmark for your qualifications and experience. You can start your research at platforms like PayScale and Glassdoor.
List down your strengths. Demonstrate how your experience and expertise are relevant to the job you are applying for.
Assess your shortcomings and detail how you plan to compensate. For instance, if you have an extended period of unemployment, show how you spent that time productively to value-add to your marketable skills (e.g. taking up courses or learning a new language).
Another effective salary negotiating tactic is to create a personal rapport with the interviewer. This is so that he/she doesn’t see you as another cog in the wheel.
Be intentional in your conversations. Look up more about the management profile on the company’s website or LinkedIn. Find common topics you can bond over (e.g. company history, interests, etc).
Nowadays, virtual interviews are your main point of contact with your interviewer. Hence, it is good to take note of the following:
Smile. Be friendly and approachable.
Engage in small talk for a start.
Mirror the interviewer’s expressions.
Nod when you agree with the points made.
3. Wait For The Opportune Moment
Timing is everything. According to the best-selling job-hunting book “What Colour Is Your Parachute”, the best time to negotiate salary is when the company decides that they want you. Here’s a clue. The interviewer would mention that you would be a great fit and extend the offer.
Avoid negotiating early in the interview process. This would signal to most interviewers that you are more focused on the money than the job. It can also trap you within a salary ballpark; making it difficult to negotiate for significantly more.
Be patient and wait till the offer has been communicated. Here’s when you are best primed to bargain. Start discussing the terms and conditions of your salary package.
4. Make Your Remuneration Requests Clear
When negotiating, categorise your requests and ask for them accordingly. Items in your offer should be divided into direct and indirect compensation.
Negotiate the monetary compensation first. After reaching an agreement on those, move on to the non-monetary items. Do keep an open mind to suggestions that the employer offers. Certain forms of compensation like free meals may not be something you have thought about. However, it may be worthwhile to you.
5. Anchor The Discussion In Your Favor
Start the discussion by proposing a pay range. Never state a fixed amount. For instance, you find yourself deserving of a salary range of $60,000 to $70,000. However, you feel that the next tier is within reach.
You can frame your proposition as, “Correct me if I’m wrong, but I understand that people with my experience typically fetch $70,000 to $80,000.”
This is a humble yet assertive statement. People usually make estimates by starting from an initial value that is then adjusted to yield the final answer. Therefore, the $70,000 to $80,000 range is a powerful anchor. It acts as a reference point that could steer your salary upwards.
6. Read The Room
Was your potential employer taken aback by your opening offer? Reduce the tension by lightening the mood. A Havard study concluded that humour, used appropriately, can be effective to negotiate salary.
In this case, diffuse tensions by making a joke. Laugh it off and interject with something more light-hearted, “I’m sorry, I know that figure is too high.” However, your counterpart can take the joke the wrong way. Hence, humour should be kept as a last resort.
Our advice – tactfully navigate your opening offer.
7. Manage Your Emotions
Feeling like the conversations are heating up? Consciously remind yourself to be courteous at all times. Every touchpoint is an opportunity to develop a relationship and build your reputation with your potential new employer.
Here are some suggestions:
When faced with a low offer, show your gratitude first. Then justify why you deserve better terms.
Frame your requests in an understanding manner. Use phrases like “I’m wondering”, “if you could share with me”.
Propose alternatives. When facing an impasse, you can suggest arranging a bi-annual performance review to be drafted into your contract.
Your polite demeanor and maturity will leave a good impression on your potential employer. It may well be the deciding factor in the success of your salary negotiation.
8. Don’t Just Talk, Listen Attentively
When seeking clarification, pay close attention to what the interviewer is saying. Incorporate his/her needs to develop a win-win solution for both parties. This would communicate to them that they are being heard. Active listening means paraphrasing, inquiring, and acknowledging.
Paraphrasing – Catch the key terms used by your interviewer and incorporate them into your replies. Start your sentences with phrases that show him/her that you heard them. (E.g. if I understand correctly or you’re concerned with)
Inquiring – Probe further. Start your reply with phrases that induce the interviewer to elaborate more: ‘help me understand’ or ‘let’s talk more about’.
Acknowledging – Let the interviewer know that you’re conscious of his/her concerns by including phrases like, ‘it sounds like’, ‘so much so that you have serious concerns’.
Now, assert your viewpoint and propose a creative solution that satisfies everyone.
9. Never Settle For Too Low A Salary
Although you have been negotiating for some time, there is still no consensus. Don’t settle, push through. The risks are worth it. Those willing to take risks tend to be better negotiators.
A Harvard study on salary negotiation showed that being competitive when asking for a higher salary is an effective strategy. Those who did so increased their starting pay by an average of $5,000.
Emphasize the benefits you bring to the table. Tensions may be high when you continue bargaining. However, if you’re not asking for something ludicrous, there’s a chance you get the salary you want.
10. Put It In Writing
Having settled on a remuneration package, it is vital to ask for written documentation. Besides the basic salary amount, you should include other forms of remunerations such as bonuses or stock options. Non-monetary benefits like flexi-work arrangements and parental/childcare leave should also be in writing.
Ensure that these statements are in print when you and your prospective employer sign the contract.
Conclusion
Now that you’ve learned how to negotiate a higher salary, it’s time to put those skills into practice. By utilizing the tactics and techniques discussed, you can increase your chances of securing the compensation you deserve.
If you’re looking for additional guidance on salary negotiation or need assistance with your overall career development, consider partnering with a reputable recruitment company in Singapore. Our experienced consultants can provide personalized advice and support to help you achieve your career goals.
How to Secure a Job Post-COVID? Here’s 7 Effective Tips!
With the extensive disruption, 25% more workers may need to switch occupations before Covid. Some jobs may have already been obsolete. The new norms of remote work made traditional models commercially unviable. McKinsey reported executives to expect to reduce office rental and business travel by 30% and 20% respectively.
Yet every crisis can be an opportunity. Although the pandemic crippled traditional industries like travel, hospitality, and F&B, it also gave the tech industry its rise to prominence.
Is your job at risk of being obsolete? Looking at how to stay competitive in the job-hunting landscape in Singapore? Here’s how to secure a job in a post-Covid-19 world. Read on to find out what skills and approaches are relevant and in-demand.
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7 Tips to Secure Jobs in a Post Covid-19 World
1. Become Effective in Virtual Networking
Now that remote work has become a staple in professional life, networking events of all sizes have shifted to online formats. Expect to conduct much of your career development virtually for the foreseeable future.
To make the most of virtual networking, consider these points:
Aim for focused sessions of about 90 minutes with a small group of participants.
Work on your body language and learn how to convey sincerity through a single camera lens.
Ensure your virtual background is professional and your technology is reliable.
Remember, the key to successful virtual networking is quality interactions, not just quantity.
2. Build Authentic Relationships
Networking is about building relationships, not just collecting contacts. Start by asking what you can do for others rather than immediately seeking job opportunities. Make a list of ways you can help people in your network, whether it’s recommending a connection for their project or sharing an exclusive resource.
Growing your network authentically requires patience. The connections you initiate can create new opportunities over time, so invest in nurturing these relationships without rushing for immediate results.
3. Actively Engage In Online Conversation
Zoom fatigue is real. People tire out more easily from video meetings than physical meetings. How you interact with them over the screen can mean a world’s difference. Here are some tips on how to engage with others virtually.
Position The Camera Like with physical interactions, people would prefer to interact with you face to face. The other party should not be looking up your nose or speaking to your side profile. Place your camera well to ensure others would look directly at you during the conversation.
Maintain Eye Contact People can tell when you are distracted. Your wandering eyes would have already betrayed you. When on video, you are likely to spend the most time gazing at your face and looking at pop-up notifications. Avoid this by hiding yourself from view and closing other background apps.
Engage with Your Body While you may be holding this conversation in the comforts of your own home, your appearance still matters. Sitting upright and dressing appropriately signals respect given to others for their time. Also, show that you are following the conversation by nodding or responding every few minutes.
4. Be Culturally Sensitive
Cultural sensitivity and awareness greatly value-add to your conversations. There have been huge efforts in advocating for inclusivity in the workplace in recent years. Forbes found that companies with diverse ethnic and cultural representation outperformed their competitors by 36% in profitability. As such, more inclusive events have been organized corporately.
As with most virtual networking, you may receive an introduction brief on the people involved before the session. Be intentional in finding out about their background, including ethnicity and culture. Note potential contentious topics to avoid unnecessary misunderstandings.
45,600 expected layoffs could spell trouble for the retail, food and beverage, and recreation sectors. No one can afford to be complacent; given today’s circumstances. Even established businesses have to pivot to stay afloat. As an individual, acquiring complementary skills that allow you to move up the ladder or to a growing industry is crucial.
6. Get Transferable Skills
What are these in-demand skills then? Glad you asked. They are relevant skills that allow you to take on new or redesigned job roles within the same or adjacent industry. For example, a hawker chef can be trained to be proficient in using digital technology like delivery and payment platforms. Enabling him to secure orders and expand his reach.
Aim to learn skills that are transferable across industries. You’ll benefit from the increased flexibility and wider range of jobs to choose from. Digital marketing is a good example of a useful skill across all industries. MySkillsFuture offers a wide array of heavily subsidized courses that are taught by accredited instructors.
7. Upskill to Tech-Related Roles
Covid has accelerated digital transformation processes across various industries. Regardless of job seniority, over 75% of job requests received calls for adequate digital competencies. More importantly, roles requiring digital skills pay 29% over those roles that do not.
For example, big data, cloud computing, artificial intelligence, the Internet of Things, and blockchain have gained greater prominence over the past 2 years. As experts in these domains are in high demand, companies are generous in their remuneration package for them.
A Google Blockchain Engineer can make as much as $175,000. Amazon is currently looking for a Digital Currency Product Lead, amongst a host of other blockchain-required roles. Other tech giants like Facebook, IBM, and Microsoft are also offering similar packages.
In Singapore, Zoom, Twitter, PayPal, Tencent, and Alibaba have increased their stake here with a record $17.2 billion invested last year, producing more than 19,000 jobs. ByteDance is actively recruiting with more than 340 jobs posted for engineers and senior management positions. While Zoom is hiring hundreds of engineers for their upcoming R&D facility.
Position yourself by attending Blockchain Business Models and Machine Learning courses online, taught by top US universities – Duke University and Stanford University. Thanks to its 100% online format, you can plan your lessons around your current schedule and learn at your convenience.
It is now a necessity to be adept in skills that are transferable and future-proof. Possessing such skills will make you stand out from the crowd. It will put you in good stead to move forward with the future. Start exploring those platforms now, as you gain relevant skills that help you to stand out among other applicants.
If you require professional guidance to navigate the next step in your career, consider connecting with a recruitment company in Singapore or HR services. At Trust Recruit, our consultants are ready to provide personalized advice to help you secure your next opportunity in this evolving job market.
Benefits of Recruitment Agencies: 5 Reasons to Use Them in 2024
In today’s dynamic job market, finding the right talent remains a critical challenge for businesses of all sizes. While digital platforms have transformed the recruitment landscape, traditional recruitment agencies continue to offer unique advantages that can’t be replicated by technology alone.
As we navigate the post-pandemic era and look towards 2024 and beyond, these agencies have adapted their strategies and services to provide invaluable solutions for employers facing an ever-changing workforce landscape.
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The Evolving Recruitment Landscape
The global job market has undergone significant changes since 2020, with the COVID-19 pandemic acting as a catalyst for transformation across industries. The rise of remote work, accelerated digital transformation, and shifting industry demands have fundamentally altered the way we approach hiring and retention. Despite these changes, the core challenge remains: how to efficiently find and secure the best talent for your organization in a competitive and rapidly evolving market.
As we move further into the 2020s, the importance of agile and strategic hiring practices cannot be overstated. Businesses must navigate a complex landscape of skill shortages, changing worker expectations, and the need for diverse, adaptable teams. It’s in this context that recruitment agencies have reinvented themselves, offering services that go far beyond simple job matching.
5 Key Benefits of Using Recruitment Agencies in 2024 and Beyond
1. Adaptability to the Current Hiring Climate, Trends, and Market Demands
In an era where agility is crucial, recruitment agencies have proven their worth by quickly adapting to new hiring trends and market demands. This adaptability is not just about keeping up with changes; it’s about anticipating them and helping clients stay ahead of the curve.
Recruitment agencies have become experts in placing candidates for remote and hybrid work environments, a trend that shows no signs of slowing down. They understand the unique challenges of hiring for distributed teams and can help companies navigate the complexities of building a cohesive workforce across different locations and time zones.
Moreover, these agencies have shifted their focus to identify candidates with strong soft skills and adaptability. In a world where job roles are constantly evolving, the ability to learn quickly and adapt to new situations has become just as important as technical skills. Recruitment agencies use sophisticated assessment tools and techniques to evaluate these crucial attributes, ensuring that candidates are not only qualified on paper but also have the resilience and flexibility needed to thrive in modern workplaces.
The growing demand for specialized roles in emerging technologies is another area where recruitment agencies excel. Fields like artificial intelligence, blockchain, and cybersecurity are evolving rapidly, and the skills gap in these areas is widening. Many recruitment agencies have developed deep expertise in these niche markets, maintaining networks of highly skilled professionals and staying abreast of the latest developments. This specialized knowledge allows them to connect companies with hard-to-find talent that may not be actively looking for new opportunities.
2. Access to High-Quality, Pre-Screened Candidates
While job boards might flood you with applications, recruitment agencies offer a curated approach that emphasizes quality over quantity. In 2024, this benefit has become more valuable than ever as companies struggle to manage the sheer volume of applications generated by online job postings.
Recruitment agencies employ a multi-faceted approach to candidate screening that combines cutting-edge technology with human expertise. Many agencies now use AI-powered initial screening tools to efficiently filter out unqualified applicants. These tools can analyze resumes, cover letters, and even online portfolios to identify candidates who best match the job requirements. However, unlike purely automated systems, recruitment agencies don’t stop there.
Experienced recruiters conduct in-depth interviews with promising candidates, assessing not just their skills and experience but also their career goals, work style, and cultural fit. This human touch is crucial in identifying the intangible qualities that can make the difference between a good hire and a great one.
Furthermore, thorough background and reference checks are standard practice for reputable agencies. They verify candidates’ credentials, employment history, and professional references, providing an additional layer of security for hiring companies. This comprehensive vetting process ensures that you only see candidates who are genuinely qualified, interested, and have been thoroughly assessed for suitability.
By presenting a shortlist of high-quality candidates, recruitment agencies save businesses significant time and resources. Hiring managers can focus their energy on evaluating the best fits rather than sifting through hundreds of unqualified applications.
Trust Recruit offers a customized recruitment plan to ensure only quality candidates are shortlisted for the interview process. Learn more here to find out about our recruitment process and HR services.
3. Flexibility in Hiring: From Contract to Permanent Roles
The gig economy and project-based work continue to grow, reflecting a broader shift in how businesses approach staffing. Recruitment agencies have positioned themselves at the forefront of this trend, offering unparalleled flexibility in hiring solutions.
Whether a company needs short-term contractors for a specific project, is looking to fill temp-to-perm positions as a way to “try before you buy,” or requires specialized talent for a fixed-term engagement, recruitment agencies have the networks and expertise to deliver. This flexibility allows businesses to scale their workforce efficiently, adapting to market demands without necessarily committing to long-term employment arrangements.
For short-term contracts, agencies can quickly mobilize pre-vetted professionals who are accustomed to hitting the ground running. This is particularly valuable in industries with cyclical demands or for companies undergoing rapid changes or expansions.
Temp-to-perm positions offer a unique opportunity for both employers and employees to assess fit before committing to a long-term arrangement. Recruitment agencies manage this process seamlessly, handling the initial temporary placement and facilitating the transition to permanent status if both parties are satisfied.
For specialized project-based roles, agencies tap into their networks of skilled professionals who may not be actively job-seeking but are open to interesting short-term opportunities. This allows companies to access top-tier talent for critical initiatives without the need for a permanent hire.
The ability to offer this range of employment types not only provides businesses with staffing flexibility but also opens up access to a wider talent pool, including highly skilled professionals who prefer non-traditional work arrangements.
4. Data-Driven Insights for Informed Recruitment Decisions
In the age of big data, recruitment agencies offer more than just candidate matching – they provide valuable insights that can inform and enhance your overall hiring strategy. This data-driven approach has become increasingly sophisticated, offering businesses a competitive edge in talent acquisition and management.
Salary benchmarking and market rate information are crucial in today’s competitive job market. Recruitment agencies have access to real-time data on compensation trends across various industries and roles. This information helps companies set competitive salaries that attract top talent while ensuring they’re not overpaying. Moreover, it provides valuable context for negotiations, both with candidates and when reviewing compensation for existing employees.
Insights into industry-specific hiring trends go beyond just salary data. Recruitment agencies can provide information on skills that are in high demand, emerging job roles, and shifts in candidate preferences. This knowledge is invaluable for companies looking to stay ahead of the curve in their hiring practices and workforce planning.
Predictive analytics for long-term workforce planning is perhaps one of the most valuable services offered by modern recruitment agencies. By analyzing historical hiring data, industry trends, and economic indicators, agencies can help businesses anticipate future talent needs. This foresight allows companies to develop proactive recruiting strategies, identify potential skill gaps before they become problematic, and make informed decisions about training and development programs for existing staff.
These data-driven insights enable businesses to make strategic decisions that align their hiring practices with both current needs and future goals. By leveraging this information, companies can build more resilient and adaptable workforces, better positioned to navigate the challenges and opportunities of the evolving business landscape.
5. Enhanced Employer Branding and Candidate Experience
In an era where company culture and values play a crucial role in attracting top talent, your company’s reputation as an employer is more important than ever. Recruitment agencies act as brand ambassadors, effectively communicating your company’s unique value proposition to potential candidates.
Experienced recruiters take the time to deeply understand not just the job requirements but also your company’s culture, values, and long-term vision. They use this knowledge to present your organization in the best possible light to potential candidates, highlighting what makes your company a great place to work. This is particularly valuable for smaller or less well-known companies that may struggle to compete with big-name employers for top talent.
The application and interview process itself is a crucial touchpoint for employer branding. Recruitment agencies provide a professional and streamlined experience for candidates, reflecting positively on your company. They manage communications, schedule interviews, and provide timely updates, ensuring that candidates remain engaged and have a positive impression of your organization, regardless of the outcome.
Furthermore, reputable agencies offer valuable feedback to both successful and unsuccessful candidates. For those who don’t get the job, constructive feedback can leave them with a positive view of your company, potentially keeping them interested in future opportunities. For successful candidates, this feedback can help set expectations and facilitate a smoother onboarding process.
This approach not only helps in securing top talent for current openings but also in building a positive employer brand in the competitive job market. A strong employer brand can lead to a larger pool of high-quality candidates for future positions, reduced time-to-hire, and even improved employee retention.
While digital platforms have their place in the modern hiring landscape, recruitment agencies offer a strategic advantage that goes far beyond what technology alone can provide. They combine human expertise with technological tools to deliver a service that is both high-touch and high-tech, addressing the complex needs of today’s employers.
For businesses looking to stay competitive in 2024 and beyond, partnering with a recruitment agency like Trust Recruit (a recruitment agency in Singapore) can be the key to building a robust, skilled, and adaptable workforce. Our tailored approach ensures that you not only find the right talent for today’s needs but also prepare for the challenges and opportunities of tomorrow.
Ready to elevate your hiring strategy and gain a competitive edge in talent acquisition? Contact Trust Recruit today to discover how our expertise can transform your recruitment process and drive your business forward in 2024 and beyond.
Cultural Fit in C-Suite Recruiting: Key for Singapore’s Diversity
As one of the Four Asian Tigers alongside Hong Kong, South Korea, and Taiwan, Singapore holds undeniable regional significance. Its economic power is enriched by a multicultural tapestry of customs and traditions. For companies, particularly those focused on C-Suite recruiting, grasping this cultural complexity is crucial.
As a leading Asian economic powerhouse enriched by multicultural diversity, understanding Singapore’s cultural complexity is key for companies looking to succeed there. In particular, businesses focused on senior executive recruiting must align candidates’ cultural fit with professional expertise.
Achieving the balance is vital to effectively navigate Singapore’s dynamic landscape and diverse workforce. By integrating cultural awareness with strategic hiring, companies can assemble leadership teams positioned to thrive in Singapore for the long-term.
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Benefits of Prioritising Cultural Fit in C-Suite Recruiting
C-suite executives play a pivotal role in shaping business strategy and organisational culture. Research shows leadership’s influence on culture can significantly impact performance, especially in diverse environments like Singapore. There are several key reasons why hiring culturally-aligned leaders is critical:
1. Driving Performance & Change
Studies from MIT show companies that prioritise cultural fit when recruiting executives are five times more likely to achieve breakthroughs. 72% of leaders also attest (PWC) that strong culture is vital for leading change initiatives successfully. Aligned leaders rally their teams more effectively.
2. Retaining Top Talent
In Singapore’s high-attrition environment, positive culture is key for retention. 57% of local workers have considered resigning (SHRM), with only 55% viewing their corporate culture as favourable. Culturally attuned leadership fosters an inclusive culture that retains talent.
57% of workers have considered resigning due to dissatisfaction with their company’s culture. Only 55% view their own corporate culture positively. This underscores the need for culturally-aligned leadership that can build an inclusive and engaging culture.
Research from Arbinger indicates that aligned executives increase productivity by 46% and employee engagement by 38%. Leaders that embody company values inspire teams to higher performance levels. This underscores why cultural fit at the top is an imperative.
For any business looking to sustainably grow in Singapore’s multifaceted landscape, hiring culturally-aligned C-suite leaders provides measurable advantages across performance, retention, morale, and more. The data shows it’s not just recommended, but vital for success.
Consequences of Ignoring Cultural Fit in C-Suite Recruiting
Bringing on a C-suite executive without cultural alignment can severely impact an organisation and its bottom line. Negative ramifications emerge through multiple vectors:
1. Costly Turnover from Culture Clashes
SHRM shows that turnover stemming from culture mismatch can cost a company 50-60% of the departed executive’s annual salary. Replacing an executive is a massive expense, especially factoring in recruiting costs, lost productivity, and onboarding.
2. Exacerbated Attrition Rates
This mismatch amplifies turnover rates and strains budgets. When leadership lacks cultural alignment, top talent is more apt to voluntarily resign, fueling ongoing attrition. Our insights into why employees resign from high-paying roles further prove the vital importance of cultural fit at the top.
3. Toxic Environments Erode Performance
Beyond direct costs, cultural misalignment breeds conflict in the workplace that erodes team dynamics. When executives don’t reflect company values, it permeates divisions and depresses morale across the board.
The fallout includes plummeting morale and productivity. Unengaged, frustrated teams deliver subpar results, creating more problems than aligned leadership solves.
4. Breakdowns Cascade Through the Ranks
Moreover, one wrong executive hire lacking cultural suitability reverberates through the organisation. The aftermath often shows up as communication breakdowns, weakened cohesion, and sinking motivation – all hampering performance.
When divisions lose faith in leadership, isolation, politicking, and dysfunction inevitably follow. This cascading damage makes proper cultural vetting for the C-suite non-negotiable.
The data spotlights why cultural alignment must be top-of-mind when adding C-suite leaders. The financial, cultural, and productivity pitfalls of getting it wrong make getting it right an indispensable priority.
Strategies to Optimise C-Suite Recruiting
C-Suite recruiting in Singapore is no walk in the park. It’s a game that requires strategy. You can dive deeper into our recruitment tips & strategies to get it right. Cultural fit? It’s more than just a buzzword; it’s a cornerstone.
Aligning this with your C-suite recruitment tactics is the key to success. Here are our most important strategies in hiring C-suite candidates:
1. Define Your Company’s Culture
Before evaluating a senior executive’s cultural fit, clearly define your organisation’s culture. Consider your company’s values, environment and objectives to understand desired leadership traits and behaviours that align.
Inquire internally to involve staff:
What are our core values?
What environment do we want?
What goals and methods will achieve this?
Invite employee feedback and suggestions.
Once the culture is well defined, assess candidates’ fit. Seek those sharing organisational values with similar working styles. For instance, if collaboration is key, pursue leaders with a proven collaborative track record, like successfully directing cross-functional teams.
An example is BNP Paribas Real Estate, where executives mandated adopting a new business development approach top-down. Despite initial work with sales champions, companywide training was still required as the issue spanned all functions.
This shows that whilst leadership can instigate change, ongoing input from all staff embeds it. Regular feedback highlights gaps between intended and actual culture, refining initiatives towards desired behaviours. Evaluate cultural alignment perpetually.
2. Use Behavioural Interviewing to Gauge Cultural Alignment
Whilst customary interview questions have some merit, rehearsed responses may not illuminate actual workplace conduct. Consider behavioural techniques for deeper insight on fitting company culture.
This involves the candidate depicting specific prior situations and their reactions. Comprehending handling of varied circumstances indicates cultural congruence regarding expected executive traits and behaviours. Probe leadership style, communication approach, conflict resolution and achieving collective goals.
A LinkedIn survey found 86% of hiring managers rate behavioural interviewing as effective for appraising soft skills, which 60% struggle to evaluate. Moreover, its structured format enables fair and legal candidate comparisons.
These numbers demonstrate this method’s prevalence at senior levels to assess leadership agility across diverse scenarios. Tailor questions to your cultural priorities and evaluate patterns signalling misalignment early on. Assess conduct fit continually after appointments through regular feedback.
3. Leveraging Diverse Stakeholders to Evaluate Fit
Cultural alignment assessments benefit from varied viewpoints. Seek input across the leadership team, staff and HR on executive candidates. Each provides unique perspectives based on relationship proximity regarding values and collaboration fit.
For instance, executives supply comparisons on leadership chemistry and strategic alignment. Employees detail day-to-day culture and work style clashes. HR examines employment histories flagging environment adaptation challenges.
Ensure hiring criteria clarity for objective feedback. Everyone must evaluate appointments based on cultural contribution; not just technical ability or chemistry with individuals.
For example, at Apple, candidates interact with around 12 staffers across functions. As Steve Jobs asserted, even marketing hires meet technical teams because anyone could veto for culture mismatch. Collective responsibility cements standards through workgroup exposure. Continual engagement post-hire also enhances acculturation.
Wrapping Up
Singapore’s diverse business landscape demands more than just expertise. It calls for a deep understanding of cultural fit, especially in C-Suite recruiting. The data speaks for itself: cultural alignment impacts productivity, retention, and overall company morale.
As the stakes in C-Suite recruiting rise, prioritising cultural fit isn’t just an option—it’s essential. For businesses aiming to thrive in Singapore, the right leadership, aligned with the company’s values and the nation’s unique cultural fabric, is the key to success.
