Top 3 Interview Strategies

According to the reports of the Ministry of Manpower, Singapore total employment in the country increased by 112,500 during 2010. Furthermore, the total employment level till December 2010 was estimated to be 3,102,500, out of which 1,990,700 were locals and the rest 1,111,800 were foreigners. With the increased competition in the current job market, following some successful interview strategies can prove to be a boon.

Interview Strategies: Your Gateway to Success
Here are the top three interview strategies that can set you apart from the other job seekers:

Do Your Homework: Once you receive an interview call from a company, research and collect some information about it. Going to an interview being well informed about the company will give you an extra edge over the other candidates. Learn about the company's mission, vision, past performance, current status, future plans, the services or products they deal in and their clientele. Additionally, you can attempt to familiarize yourself with the current developments and trends of the industry.

First Impression: Remember that the interviewer knows nothing about you. The way you present yourself will give him an idea about your personality and traits. Therefore, greet the interviewer with a warm smile and a firm handshake. Maintain an eye contact while talking to him. Maintaining a proper body language during the interview is also very important. Avoid slouching or giving a sunken look. Try to sit up straight, look enthusiastic and speak eloquently.

Remember that your external appearance matters a lot. Try to appear refreshed and well groomed. Wearing formal attire is recommended. Avoid wearing flashy colors, heavy jewelry and makeup.

Highlight strengths: Try to communicate your skills to the interviewer in a clear and precise manner. Highlight your strong points and mention how the organization will benefit by hiring you.

Although the aforementioned ones are the most important interview strategies, there are few more tips that you should keep in mind. Do not to panic, if the interviewer asks something that you are not aware of take a minute or two to think of an answer and reply confidently. This may enable you to impress the interviewer, even if your answer is inaccurate.

Ask relevant questions to the interviewer. This will give the impression that you are genuinely interested in the company and the job. You can ask him questions regarding responsibilities associated with the position, working hours and company culture and give him a positive feedback or two that you gathered from an ex-employee.

To learn more about interview strategies, visit recruitplus.com This headhunting agency can help you to improve your interview skills and inform you about the a few more interview strategies.

5 Tips to Jumpstart Your Career in Recruitment

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 candidates, ensure that they're fit for the job and even convince them that it's the best for them. Not only that, you have to convince your clients that you have the perfect candidate for them. There's a push and pull game either way and you have to know what works best for you while showing both parties that you're thinking what's best for them.

3. Market yourself. You have to brand yourself. Create a good profile. Let them believe in your potential. That's the greatest challenge for all recruiters out there. You're not just a face that provides candidates to fill in the positions of organizations. You are the person they have to turn to when they need help. You have to be the go-to person. That's the only way you can make a name for yourself, long after you leave the agencies.

4. Be connected. Connections are crucial. It'll be your lifeline. Use networking sites as much as possible. Join and connect via LinkedIn. Be sure to start as early as now. It's never an easy feat. You have to maintain good connections, not idle ones. Contact them once in a while. It'll help you get candidates, clients and a good lead that will open doors for you towards more opportunities.

5. Be prepared to put your neck in the line. If the situation calls for it, put your job on the line or your reputation. If that's the only way for your clients to believe you, do it. Even though it's just a bluff. They will fall for it. The fact that you're willing to risk everything means that you're confident about it. You're committed to the task. They will surely spare a few minutes of your time to meet that candidate.

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.

How To Write A Cover Letter For Recruiters or Employment Agencies

Headhunters deserve, and appreciate, being treated with an appropriate level of professional respect. They don't have time or interest in any cutesy comments in a cover letter like "test your skills by finding me a job" or "to accept the challenge of finding me employment". These statements may amuse them momentarily before they put your resume and cover letter directly into the trash. So with headhunters, regardless of whether they are working for a local employment agency, a retained search firm, or a contingency, always be mindful of the two following rules, and you won't go wrong:

How To Write A Cover Letter For Recruiters or Employment Agencies

1. Always tell the truth. Be truthful when answering questions, and they will likely assist you in any way they can. If you get caught lying, you will likely establish a career-long mistrust with someone who more than likely has an extensive, diverse, and prominent network of contacts. This is a sure way to guarantee that you will never have access to their contact list, or their assistance. The bottom line is DON'T LIE.

2. Get straight to the point. Again, these people look at resumes and cover letters every day and don't have the time to deal with your little insinuated jokes. You will do much better with a headhunter or recruiter by explaining who you are and what you want from them. Here are some examples:

"I have sent a copy of my resume, because I believe you to be a specialist, representing employers in the field of ________."

"Among your list of clientele there may be a couple of businesses who are looking for an experienced professional for a position as a _________."

"Please find my enclosed resume. As you are a specialist in the field of ________, I thought that you might have some interest in my skills as a __________."

Bear in mind that when you submit a cover letter to employment agencies or executive search firms, you should make reference to your salary and, if relevant, your willingness to relocate.

If you follow these rules, and always write to headhunters in a courteous, respectful, and concise manner, you are bound to get the best results. Headhunters want to find the right people for the positions they have to fill, but do not have a lot of free time for searching through cute and jokey statements. Always get right to the point, and you can't go wrong.

Reviews on executive search companies related to Adecco Singapore, jobs bank, monster.com.sg, kelly Singapore,hays.com.sg, randstad or Michael Page Singapore, come to at The recruitment guru.

Executive Recruiting

Performing the function of recruitment i.e., increasing the selection ratio, is not as easy as it seems to be. This is because of the hurdles created by the internal factors and external factors that influence an organization. The first activity of executive recruiting i.e., searching for prospective employees is affected by many factors like organizational policy regarding filling up of certain percentage of vacancies by internal candidates, local candidates, influence of trade unions, government regulations regarding reservations of certain number of vacancies to candidates based on community/region/sex.

As such, the management is not free to find out or develop the source of desirable candidates and alternatively it has to divert its energies for developing the sources within the limits of those factors. The other activity of executive recruitment is affected by the internal factors such as working conditions, promotional opportunities, salary levels, type and extent of benefits, image of the organization and ability and skill of the management to stimulate the candidates.

It is also affected by external factors like personnel policies and practices of various organizations including working conditions, salary, benefits, promotional opportunities, and career opportunities in other organizations. However, formulating sound policies can minimize the degree of complexity of recruitment function.

The recruitment policy of any organization is derived from the personnel policy of the same organization. In other words, the former is a part of the latter. However, recruitment policy by itself should take into consideration personnel policies of other organizations regarding merit, internal sources. Recruitment policy should commit itself to the organization personnel policy like enriching the organization human resources or serving the community by absorbing the disadvantaged people of the society. Motivating the employees through internal promotions and improving the employee loyalty to the organization by absorbing the retrenched or laid off employees or temporary employees or dependents of former employees.

Reviews on executive search companies such as Adecco, wda job bank, monster jobs Singapore, kellyservices.com.sg,hays sg, randstad.com.sg or michaelpage.com.sg, click on at Dougles Chan website.

Top Ten Ways to Avoid Illegal Recruitment in Working Abroad

The majority of the Filipino workforce dreamed of working abroad. That is why many Filipinos are giving up a lot of their resources or assets just to work abroad. However many are also taking advantage of aspiring Overseas Filipinos Workers (OFW) and trying to make a quick buck from them.

This article will explain how aspiring Overseas Filipino Workers can avoid illegal recruitment and saved their money from being handed over to the wrong people.

1. Apply only to recruitment agencies that are licensed or accredited by the Philippine Overseas Employment Administration (POEA). Not all recruitment agencies in the Philippines are allowed to deploy Filipinos abroad, a recruitment agency needs to comply with the requirements set by the POEA such as the escrow account, business licenses, etc.

2. Deal only with licensed agencies with valid job orders.

3. Conduct business only with persons who is an authorized representative of a licensed 

agency. One of the policy of POEA for the licensed recruitment agency is for them to register their employees with the POEA.

4. Transact business within the registered address of the agency. Whenever recruitment is conducted in the province, check if the agency has a provincial recruitment authority.

5. Pay not more than the allowed placement fee. It should be equivalent to one month salary, exclusive of documentation and processing costs.

6. Do not pay any placement fee unless you have a valid employment contract and an official receipt. The official receipt will serve as an evidence just in case the OFW wishes to file a case against the Philippine Recruitment Agency.

7. Do not be enticed by ads or brochures requiring you to reply to unknown address such as a Post Office (PO) Box. Furthermore do not enclose or send payment for processing of papers to an unverified person or entity.

8. Do not deal with training centers and travel agencies, which promise overseas employment. Take note that travel agencies and training centers are not allowed to recruit aspiring Overseas Filipino Workers (OFW).

9. Do not accept a tourist visa.

10. Do not deal with fixers.

Remembering these points on how an aspiring Overseas Filipino Worker (OFW) can avoid illegal recruitment can save the jobseeker's hard earned money from persons taking advantage of the jobseeker's endeavor in working abroad.

Reviews on staffing companies such as Addecco, jobsbank sg, monster.com.sg, Kelly services,hays.com.sg, Robert Half Singapore or Michael Page international, see them at at dougleschan.com.

If You Are Serious About Becoming A Recruiter - Become One!

As a recruiting industry consultant, trainer, author and recruiter, I receive numerous e-mails daily from individuals who want to become recruiters. Many have already spent hundreds to thousands on training materials. While it is easy to spend money on hopes of becoming a recruiter, it is not easy to actually become one.

Given that the recruiting industry currently has no barriers to entry, a host of recruiter wannabes flock in on a daily basis, but the door they come into this industry through is a revolving door. They leave at the same rate only to return in a few months or years and then to leave again. They keep coming back because they know that a career in recruiting is achievable, and that for those who have mastered the ropes, the sky is the limit. There is a general belief amongst newcomers that there has to be some secret formula to the process that consistently puts millions in the pockets of a significant number of recruiters. These people have to know something that they are not telling, and if only they too could find out what the secret to successful recruiting is, they could also pocket millions (or maybe more realistically, just a quarter of a million) annually.

Apart from the right training, to be successful in this industry you need to come in with the right mindset. This will speak to your dedication, your perseverance, your creativity, and your will to succeed. You do not need to go back to school to become a better recruiter; you do not need any new certifications or special licenses. The entry barriers are low and glass ceilings are virtually non-existent. Still like most new-comers know by now, recruiting is not an easy profession. Employers pay recruiters anywhere from $6,000 - $45,000 (or even more) in fees for each candidate that they hire through the recruiter. If recruiting were easy, employers will fill their open positions and keep these significant fees to themselves.

Successful recruiters through knowledge, creativity and perseverance manage to acquire strategies with which they approach both clients and candidates that works consistently. They reap huge rewards in the form of a steady career, and deposit a predictable amount of income in their accounts every month. Come into this industry with the right attitude, not just knowing which strategies are effective, but also with the ability to implement them, and you too should be able to succeed.

The training materials you purchase may give you strategies, jump-start your knowledge and certainly may help you hit the ground running; but true success in any field comes from the individual. Make sure you get this straight before you consider a career in recruiting.

Reviews on staffing agencies related to Addecco, jobsbank singapore, monster, Kelly services,hays sg, randstad.com.sg or Michael Page international, see them at at The recruitment guru.