Digital Industry is a new term that have evolved and is a product of modernization. It represents a wide range of network in information technology, computer programming, software development, high-tech and range of electronics, several information systems that affect the media, television, and other multimedia channels. This industry is also an avenue for web development and web management.

The Digital Industry has gained widespread recognition and achievement through its breakthrough in the modern age. This industry has shifted and anchored several businesses and companies to do better things, achieve goals effectively, and has opened a lot of potential to greater heights.

Majority of companies have been considering the integration of technology to elevate their business and gain better outputs. Similarly, this strategy is also a way for companies to effectively be better than their competitors. Digital transformation is able to address a lot of opportunities to function better as a company. It serves and enables company to work and become productive in a process where they are able to save more time and effort, at the same time being cost-efficient as well.

This digital era is able to capture and interpret data more efficiently and accurately. Although opening the digital technology to companies, this also would require new skills and capabilities coming from its workforce. From a recruitment perspective, companies and organizations will need to understand how to identify, acquire, and retain certain professionals who are very much adept with the skills needed.

Many sectors and industries have felt the impact of the digital industry, and is experienced on multiple levels. New production and delivery provide companies the capability to allow their organizations to harness digital technologies to find more efficient ways to deliver and produce services.

The Digital Industry has changed the course of businesses through several occasions and through a lot of developments.

· INFORMATION PROCESSING. Through these digital advancements, communication has reached heights that continues to grow and develop. Businesses have flourished through communication assisted by the digital technology. Doing business now have become more efficient, effective, and is more straightforward. Nowadays, communication is key — this would either open up opportunities or reject them. But the goal is to have a clearer message of what is to be communicated.

· DATA ANALYSIS. Results have become more accurate through the digital technology. Computation can now be done by creating a system of formulas where one only needs to input numbers that compute manually. This saves time and more work can be done at a specific timeline.

· DOING BUSINESS. Through the use of technology and digital channels, doing businesses and reaching out to customers have become more effective. Let’s say, for the Banking Industry, one strategy they have set up to further provide better service to their customers is via E-Banking. Where you can do transactions online and would not need to go to a bank personally anymore. Also, companies have devised a way of reaching out to its customers. Majority of companies are using social media to promote their business and their products. Setting up meetings and conferences have been efficient through technology as well. This saves on travel time and money not only for the company but also for the employees involved.

· EXPANDING THE BUSINESS. The digital industry has also help companies build and establish businesses to any location around the globe. Through this modernization, having to scout for locations and creating connections have become easier. Being able to expand the business through digital integration have helped businesses branch out to different locations that have raised profits and increased revenues.

· ADVANTAGE AND BUSINESS EDGE. Technological change can bring about advantages and opportunities for businesses. Obviously, new technology can create new products and services, thereby creating entire new markets for a business. Moreover, improvements in technological products and processes can increase productivity and reduce costs.

The Digital Industry has provided companies relatively positive results that help businesses achieve company goals and direct the business to the proper direction. Technology is still rapidly evolving and changing — towards better use and progress. Surely, new technologies will be a vital component to an organization and how the business is put into movement. The coming years is brighter for companies that are integrating the use of digital technology — challenges are becoming opportunities and the business is moving forward.

From a recruitment perspective, these digital interventions have created a lot of opportunities for professional people who are experts in the digital and technological field. This enables professional workers to achieve growth and development through having high demand, valuable compensation, and creative opportunities.

Thanks for reading. Feel free to share and hit that like button.

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Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper and Hill Executive Search Pte Ltd, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #harperandhill #headhunter_sg

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #technology
#emergingmarket #hrbp #regionalrecruiting #headhunt

An emerging country is an area where its’ economy is progressing toward becoming advanced and sustainable. Emerging markets are being targeted by multi-national companies because of its prospect for high returns. Emerging markets often experience rapid and faster economic growth which projects its capacity to sustain businesses and to further grow and develop. Emerging markets showcase promising developments that can be experienced over the coming and developing years which makes them a suitable location to create and invest businesses in. But what can be expected from emerging markets? Are these expectations and results all positive? Or are there obstacles that should also be looked into?

Multi-national companies are eyeing to invest in emerging markets simply by considering diversification. Diversification is the process of allocating capital in a way that reduces the exposure to the risk of volatility by investing in emerging countries. But what do these companies expect in return from emerging markets?

Listed below are information that is expected from Emerging Markets:

1. ) ABILITY TO GROW. Emerging markets are projected to rapidly grow in the coming years as compared to the growth of advanced economies. This can help businesses ensure that they are able to achieve development and are able to sustain companies.

2.) PROFITABLE ECONOMY. As the market grows, so does the country’s economy. This means that companies are able to achieve expected profits and revenues. For the purpose of sustainability, these companies that are investing in these emerging markets are able to experience favourable results especially in terms of revenue.

3.) FAVORABLE DEMOGRAPHICS. Developed countries are nearly populated with different types of businesses and industries. Better location can be expected when setting up a business in emerging countries. While some developing countries face similar futures, many have large, young populations that are increasingly moving to urban areas for employment opportunities.

4.) HIGHER PRODUCTIVITY. Productivity in emerging markets are expected to increase and grow since there will be the need for technology and modernization. Through this installation in emerging markets, boost in productivity can be expected which can pave way to emerging markets sustain economic growth. This can make the companies’ businesses more effective and efficient and will be able to minimize cost.

5.) COST-EFFICIENT. Expenses in emerging markets are expected to be less as compared to what can be spent on developed countries. The cost is observed to be lower in terms of setting up businesses and creating companies in emerging markets. Although the cost for establishing a business in emerging markets are relatively low. The expected income and revenue, as stated, is equivalently high and is possible to surpass that of what developed markets and countries are getting.

6.) WORKERS. It is also expected that potential workers and professionals are at par with that of those working in developed countries. Several segments can take place in order to filter and properly designate and disseminate these workers. Companies should ensure that the profiles they will be having are fit enough for the roles and functions these people will be handling. It is expected that there is no noticeable change or difference in terms of how people work for both emerging markets and developed countries.

Despite the promising expectations that emerging markets are showcasing. Still, similar to developed markets, emerging markets are yet to prove its capacity to develop and sustain growth. Challenges would arise that may hinder these goals or uncertainties may soon arise. Challenges that these companies need to consider are:

1.) CULTURE. This may become a challenge and an opportunity at the same time. Establishing a business in an emerging country, companies should be wary of the area’s culture and its demographic heritage. International companies should consider the location’s culture and beliefs. This should be taken into consideration when communicating with the local people and its market.

2.) REGULATIONS AND RESTRICTIONS. For international companies that are looking to expand to these emerging countries, they should be able to understand certain policies that emerging countries would have in terms of establishing an organization or company in the area. Some regulations would be in favour of the emerging country but will not really benefit the company. However, these circumstances will not hinder the company’s capacity to grow and to be an established and well-founded organization in the emerging market.

3.) ECONOMIC TURMOIL. Emerging countries may project significant growth and development that is expected to help sustain businesses. However, it must be clear that some businesses are still affected by the development observed in developed countries. Some businesses in emerging countries are dependent to international companies that are in located in the developed markets. If developed markets are not able to sustain their businesses, chances are, businesses in the emerging markets may be expected to falter.

Emerging countries are similar to developed countries that are still facing challenges as it pushes to be developed and sustainable. How these challenges are overcome would depend on companies that are looking forward to establish businesses in emerging markets. These challenges can become opportunities depending on how well it would be handled and addressed. These challenges can provide different business outlooks and avenues of opportunities that can help build the company and its business.

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The Author

Angelo is the Managing Director of Harper and Hill Executive Search Pte Ltd, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

Follow him in Medium & Linkedin for more updates and latest articles.

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #harperandhill #headhunter_sg
#humanresource #emergingmarket #headhunter

Partnerships between companies of the same business type is not unusual news in the market anymore. Companies at the same time are not unfamiliar with the process of partnerships. Although oftentimes the term ‘partnership’ is often likened to the process of ‘merging and acquisition’, it is important to know the points of difference within the different spectrums.

· Merging — typically defined as a combination of two things, especially companies, making it into one body. It is the process of integrating business of two different companies and making it a largely unified property.

· Acquisition — this happens when one company is being obtained or bought by a different company making it their own. Commonly, this happens when a bigger company acquires a relatively smaller company.

· Partnership — entitles two or more partners to run a business or a firm. In this sense, a partnership may also involve two companies or a business where they share specific productivity to the extent of also experiencing profit & loss all at the same time.

With these terms having been defined, we can fully understand what partnerships are at a rather larger and broader spectrum. Partnerships, however, can still be divided into different aspects. Through this we can observe different dynamics — whether the partnership may qualify as ‘Strategic Alliance’ or ‘Strategic Collaboration’.

· Strategic Alliance — is defined as is an agreement between two or more parties to pursue a set of agreed upon objectives needed while remaining independent organizations. In a nutshell, it can also be defined as an ‘umbrella concept’.

· Strategic Collaboration — happens when both parties agree to cooperate to accomplish certain projects regardless of it being an alliance or any sort. What matters is the work needed is set to be done.

Having seen ‘partnerships’ in a broader spectrum, it is just proper to see how this concept functions within businesses of the same type.

Why Create A Recruitment Partnership?

Executive Search companies have been a booming industry and business over the past decades. Given that each sector have been basically assisted by such companies to cater to their hiring requirements and organizational needs. But have you ever thought of the idea that Executive Search Companies can work together and supports various sectors and industries?

A simple answer — Yes. Executive Search companies are capable of having partnerships to create multi-functional strategies in order to cater to different sectors and various industries.

Benefits of Recruitment Partnership

1. The ability to cover different regions in Asia — given that these three companies have been established in different locations in Asia, this gives the advantage to support various regional requirements and open more horizons to potential talent pool.

2. Able to provide Full Spectrum of HR Consulting and Recruitment — this helps clients manage their requirements and helps HR Consultation more efficient and accessible.

3. Sharing of Resources — this helps the companies create a larger database of talents and share market information to be able to deliver quality results in regard to the clients’ requisitions and requirements. This also helps the recruitment companies’ leverage on local diversity to communicate with local talent and profoundly explain and provide value to opportunities.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

Pls see relevant articles.

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5ive common mistakes that prevent you from getting that prized job offer

How can an organization lessen the risk of attrition?

How reliable are personality tests in assisting in the recruitment process?

5 Types of Jobseekers

7 Types of recruiters you will meet

6 booming Industries in the Philippines?

Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

Connect with the team of Executive Search Experts.

• Team Lead — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

I had the opportunity to talk to Ms Koshu Raghunandan. A seasoned HR Generalist and an HR Business Partner. She contributed on a strategic level and provided high quality HR services in the organizations. She handles the full HR spectrum — recruitment, compensation & benefits, manpower planning, employee relations, performance management, expatriate management, formulation and implementation of policies and procedures, streamline and enhance workflows — to achieve business goals.

She successfully designed and implemented various HR Projects. Managed a Shared Services Center in a Global Employment Company for offshore teams and international mobility. Oversaw complete office administration, facilities management and travel management.

Her exposure in HR are both in Local and Regional & culturally diverse multinational companies in Middle East and Asia Pacific.

See below some of the key highlights of our discussion.

1) What is your expertise?

I am an HR Generalist with 20 years’ experience in various multinational companies covering full spectrum of HR in Asia Pacific and Middle East, specializing in setting up of HR function and/or revamping the HR function. Areas include the full spectrum of HR include recruitment and selection, international mobility, employee handbooks, enhancing policies & procedures, workflows, compensation benefits, performance management. Have been contributing at strategy level & business partnering, managing teams and overseeing the operational and transactional activities.

2) What are the key industries you specialize in?

FMCG

Oil & Gas and Chemicals

Marine industries.

3) What are the important factors of being an Internal HR?

• Playing the role of a consultant within the organization
• Sharing of HR knowledge within the team and the organization
• Keeping track of industry and the best practices
• Making recommendations for change management and/or HR transformation.
• When recommendations are accepted, seeing them implemented and achieving the positive results is rewarding and motivating

4) What is your Leadership style?

I work with different stakeholders, seniors, peers and subordinates. With subordinates, sharing of knowledge to develop and coach them is one of the things I do. With peers, I prefer a consultative style — so that there is participation and involvement for better buy in on ideas. With seniors, it is a concept of sharing of knowledge of the best practices in the industry and making recommendations and influencing decisions that will be meaningful for the organization’s growth and bottom line.

5) What are the challenges of an Internal HR

• The role has evolved from HR Administration to HR Business Partnering. And to be a successful business partner, it is essential to have business acumen.
• Another challenge for an HR practitioner is to ensure Employee Engagement in the organization.
• Creating a good employer branding with a culture that attracts job seekers.
• Using and providing value added HR analytics.

6) Factors and steps to consider when creating changes?

For Change Management, it is important to know:

• Plan the Change — this must be tied to the overall company strategy. It should not be just a quick fix with a short-term perspective.
• Important to determine what should be changed and what kind of change is required e.g. Structure of the organization, People in the organization or is it the technology.
• How and who are the stakeholders that will be affected.
• The Change should be communicated to the various stakeholders as generally people are afraid of the unknown.
• A change agent with good leadership qualities, must be appointed who can manage the workload and is someone with confidence.

Feel free to connect with her in LinkedIn to know more about her passion and expertise.

Ms Koshu Raghunandan

Regional HR Manager and Business Partner

Koshu Raghunandan

Thanks for reading! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

Feel free to reach out with us if you want to be part and featured in our Monthly Session with HR Experts. You can drop me a short email at angelovaldez@harperandhill.com for selection process and shortlisting.

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What industries promote and provide long-term careers in Asia Pacific Region?

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How can an organization lessen the risk of attrition?

How reliable are personality tests in assisting in the recruitment process?

5 Types of Jobseekers

7 Types of recruiters you will meet

6 booming Industries in the Philippines?

Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

The Philippine Economy has been overcoming economic fallback both locally and internationally. This occurrence proves that the Philippines’ economy is booming, with a growing demand in labor and increase in compensation. In this regard, the possibility of an influx of potential investment and opportunities for growing markets and industries is not impossible to happen. With healthy and sustainable economic growth, coupled with strong consumer purchasing power, the Philippines is becoming an increasingly attractive prospect for several markets. However, these investments may focus on the industries and sectors that show potential development and growth. These industries can also become a focal point for Executive Search companies to establish a wide array of recruitment opportunities and possible partnerships. Listed are industries that are expected to grow and develop.

1. CONSTRUCTION INDUSTRY. This sector is expected to sustain growth and development in the country. Both public and private sector construction activities have shown to be very active. If the industry continues to sustain its growth, forecasts for the infrastructure industry to provide profit will be observed and experienced. However, the growth of this industry works side by side the local government due to having several projects lined up and creating possibilities for various partnerships with different construction companies. On the other hand, the private sector also experiences a boost in the industry being a private company alone.

2. AUTOMOTIVE INDUSTRY. This industry has not really experienced struggle in the market because of the demand for it although it has shown potential to grow bigger and provide a sustainable market. If the automotive industry continues to show a relatively great development, forecasted growth would also entail the increase in sales and profit for this specific industry. Accompanied by this growth reflects the number of Filipinos who can afford to buy new cars and the developing economy of the country. This growth is also supported by the introduction of new models and motor vehicles by major automotive firms.

3. MANUFACTURING INDUSTRY. Growth is now experienced in the manufacturing sector since it started strongly in its production of chemical products and manufacturing food. It is expected to grow more strongly and exponentially if the demand also increases, which is forecasted to do so. Consumer goods, mainly food manufactures, still contribute highly to this success and growth. Intermediate goods like chemical products and petroleum reflect a rather slow improvement due to the decline in its demand globally. However, this does not affect the industry here in the country where local production still takes place. With this market showing great potential, companies should remain vigilant as there are several risks that can hinder the growth and development.

4. REAL ESTATE INDUSTRY. It has presumed to be an exciting development for the property sector as real estate developments as it shifts its focus on catering to specific needs. The only challenge that can hinder growth are factors such as the over-supply of past property investments and developments that have occurred in the market over the past few years. As the demand for workers increase in a specific area, most likely in the central business districts, the demand for shelter and a place to stay also increases which paves way to the growing sector of real estate and property. Developers have also found a way to device homes that have lesser amenities which entail it to be more practical and affordable. Forecasts for the growth for this sector are steady and continuous. This also means that development and growth is experienced long-term.

5. IT AND BUSINESS PROCESS MANAGEMENT INDUSTRY. Despite being tackled a few many times, this industry is still set to be a growing sector in the country. It remains to be the largest and fastest-growing industry based on revenues alone. The demand for the services that this sector has to offer is not only needed locally but also in the international market as well. Several partnerships and collaborations have been laid to further the growth of the IT-BPM Industry.

6. BANKING INDUSTRY. The Banking Industry has also been forecasted to grow and develop over the coming years. Although it is expected to grow at a steady pace, it has shown great potential with its capability to generate great income and revenue. Also, banks have shown potential for business both local and abroad. Given that the government has revised certain rules for banking and investing in the country, giving power to international banks to do business in the local region. Through this step, growth can be achieved for this sector.

“These sectors have shown potential in growing exponentially and help sustain the economic development of the country. As these industries open new horizons and businesses and opportunities to many people, it is also in the hands of the people to create and develop these sustainable markets to achieve forecasted growth and development.”

Harper & Hill Executive Search have studied these industries and have determined several recruitment strategies that will equal to positive results.

Thanks for reading the article! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

Relevant articles.

What industries promote and provide long-term careers in Asia Pacific Region?

What are the types of managers you will meet?

Why do some employees become job hoppers?

5ive common mistakes that prevent you from getting that prized job offer

How can an organization lessen the risk of attrition?

How reliable are personality tests in assisting in the recruitment process?

5 Types of Jobseekers

7 Types of recruiters you will meet

What are the benefits of contract job?

Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

You can contact our Executive Search Team

• Senior Recruitment Specialist — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

Hiring for the best talents play an important role and part in an organization’s growth and development agendas. It is important that recruitment and human resource practitioners are aware of current trends in their area of specialization. Being knowledgeable of current challenges are important so it may be addressed and managed.

Executive search companies are no different from in-house HR departments. Different sectors and industries may experience the same difficulties and problems in regard to hiring and recruitment. Given the difficulties, executive search companies should be able to create functional processes and standardized recruitment strategies.

The recruitment patterns and processes have been through several changes in the past few years as economical and technical aspects have become very dynamic and have been altered to create a more fitting process depending on specific demands as per roles and client companies. With these changes come different challenges that executive search firms have to overcome as well. In this regard, it would be helpful to know common challenges that executive search firms will and can experience throughout these changes. Let’s look at these challenges that need attention.

1.Effective and Consistent Recruiters

Executive search firms have become a big and successful business over the years. And as the industry grows, the call to become a recruiter and earn a great deal of profit has grown as well. No matter how easy it is to close the role or how abundant the talent pool is, it all boils down to how effective the recruiter is. How smart the recruiter is to utilize every strategy and every possible way to attract and get the right candidate. Also, recruiters should be able to open up to the changes that are happening as the business advances forward. Some recruiters may appear to have adapted better in the market in the past but is struggling to keep up now because they forget to also take time to know or make themselves aware of the changes that are happening now. Some recruiters also tend to copy others’ strategy regardless of it being effective or not. Recruiters are afraid of taking risks and create their own strategies simply because it is not practiced by others. It now becomes important to assess the recruiters’ effectiveness and competitiveness to be able to provide and deliver. One recruiter can place a new hire after another but being a consistent performer can mark that spot in the industry. A recruiter should set a timeline and should be able to pitch and sell a potential candidate to the client. This, of course, is to put a mark on the recruiter’s dedicated service and effective performance and consistency. This also builds a strong partnership with the recruitment firm and with the clients.

2.Ownership

Once the perfect candidate has been found, the executive search firm wants exclusive rights to this profile. Recruitment firms can search and target the same profile at the same time during the process of sourcing, and this can cause confusion and candidate duplication. Recruitment firms want to make sure that this candidate is tagged under them and not with another search firm. However, the client companies can also play a vital role in this situation. They are entitled to decide and dictate what happens depending on the satisfaction they receive with the presented profile. It becomes important that these recruitment firms have completed several hiring requirements such as having interviewed the candidate whether face-to-face or over the phone. Another requirement is have permission from the candidate to release necessary information and details to the client company. Through these requirements, ownership is obtained by the firm who has worked harder than the other firms and is entitled to the candidate and placement. In this regard, firms should make sure that the profile they will present are also informed of the process and are able to declare that they have been presented by the respective recruitment firm.

3. Speed and Efficiency

The recruitment business has been moving faster as compared to the past, and a firm that is not dynamic enough will surely be left behind and will fail to compete and provide. Indecisive clients can suppress and slow down the recruitment process. Part of this delay can cause a temporary slowdown in the placements as well. It now becomes important in the part of the recruitment firms to be quick and efficient in interviewing candidates and presenting them to the clients. With this, recruiters should also be able to prompt their clients to act faster on the hiring process and decide quickly. At some point, some client companies assume that to be able to get the right candidate, it is through sending the profile through several interviews. This is because this has become a trend that prolonging and taking more time to make a hiring decision will also result to better hires. Although for the most part, this is not always the case. A candidate who is actively looking out can have several interviews and offers with different companies. And if the client tends to move slowly with the hiring process, chances are, they could miss a good hire and all efforts you’ve made are put to waste. It is important to make the client understand that there should be a timeline set for specific vacancies. Not only should this timeline setting be practiced by the recruitment firms, but should also be used by the client companies as well. A role that has been vacant for a long time can have an effect on the company externally. Given that the role has not been filled for too long, it may give out a sense of incompetence from the part of the client because of prolonging the hiring process and indecisiveness. This event can also create a toll on the part of the recruitment firm so this should be something that is properly explained by the recruiters to the client companies.

4. Effective Use of Search Tools

Communication is key. Aside from effective processes and strategies recruitment firms are putting into practice, job boards and other search engines play a good role in the hiring process as well. If one firm uses sloppy search engines and old-fashioned tools, chances are, that recruitment firm would not be able to make noise in the market and will be ignored, making that company fall behind. This becomes a challenge since some recruiters rely on job boards itself, making the recruiters complacent and just waiting for candidates to click on postings and submit their applications. This should be something that recruiters have to improve on since recruitment requires a pro-active behavior to get the job done. The use of job boards should only be a part of the recruitment process and should not become the process as a whole. Recruiters should also be knowledgeable enough to know the interface of different job boards and posting. It is important when it comes to job posting, that job orders are posted quickly and are easily viewed so potentially good profiles are easily found and matched to a job. It is good to invest in these tools and engines if you are able to utilize everything it can offer and can save you time effectively. The right profile may be difficult to find, but with good use of your resources, it does not make it impossible.

5.Indecisive Candidates

Indecisive clients are just one challenge but combining it with indecisive candidates is another topic. Candidates tend to go for several interviews and in return would tend to have several offers presented to them. It is now the recruiter’s task to carefully talk to the profile and make sure he or she understands what the client company has to offer. The recruiter should learn how to make the interview process a great experience. In this process, the recruiter should ensure that the concerns and queries of the candidate are properly addressed and entertained. Some candidates feel the need to be taken care of and recruiters should be able to give the needed to make sure the profile accepts the offer and close the deal.

6.Effective Use of Search Mediums

Communication is key. Aside from effective processes and strategies recruitment firms are putting into practice, job boards and other search engines play a good role in the hiring process as well. If one firm uses sloppy search engines and old-fashioned tools, chances are, that recruitment firm would not be able to make noise in the market and will be ignored, making that company fall behind. This becomes a challenge since some recruiters rely on job boards itself, making the recruiters complacent and just waiting for candidates to click on postings and submit their applications. This should be something that recruiters have to improve on since recruitment requires a pro-active behavior to get the job done. The use of job boards should only be a part of the recruitment process and should not become the process as a whole. Recruiters should also be knowledgeable enough to know the interface of different job boards and posting. It is important when it comes to job posting, that job orders are posted quickly and are easily viewed so potentially good profiles are easily found and matched to a job. It is good to invest in these tools and engines if you are able to utilize everything it can offer and can save you time effectively. The right profile may be difficult to find, but with good use of your resources, it does not make it impossible.

“These challenges are real and can be experienced by any recruitment firm or other Corporate Company. However, these are also opportunities for the firms to look into and determine the points of improvement. When one firm identifies and addresses the hurdles the company is experiencing, they can create plans and strategies to overcome these challenges and eventually succeed.”

These difficulties are observed by Harper and Hill Executive Search Inc. Our firm have mapped solutions to address these difficulties by:

• Creating a pro-active partnership not only with the clients we support but also with the candidates that we source and acquire.
• Leveraging on modern technology to reach out to potentially good profiles that fit the job function.
• Having a wide-scope of database that have been filtered and reviewed that enables us to properly match opportunities with candidates.
• Establishing rapport to candidates and making the recruitment process an enjoyable experience.

Thanks for reading the article! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

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The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

You can contact our Executive Search Team

• Senior Recruitment Specialist — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

When professionals seek out for possible career opportunities in the market. The vast majority are hoping to land a permanent position that is complete with benefits and a better sense of stability. However, some companies, due to some economic changes are creating temporary roles to fill in. Many job seekers are wary or doubtful when taking a contract or temporary position. But quite a number professionals are open to taking on the responsibility of a contract job. What makes professionals decide to take a temporary job? What makes it different from permanent jobs? Are there benefits to taking a contract job?

• Employers would want to gauge its employees’ skills and capacity to contribute in the company. There is always a possibility for this contract job to be converted into a permanent one depending on how the employee’s performance is. However, this is always a two-way result. It may be that the result is the regularization of the employee and making the employee a permanent one or terminating the contract and letting go of the contract employee.
• If in the event that the contract employee is let go by the company, this also becomes an advantage because the employee was able to acquire new sets of skills while working for his past employer. This adds value to him as a professional and will be advantageous when he seeks for another employment.
• Taking on a contract job can provide benefits to an employee. This can help him create and widen his network. Being a contract creates a lot of network of opportunities especially when one’s performance has been really good and remarkable. This may assist in the job seeker to find a better prospect by simply having a lot of connections in the professional world.
• Another benefit that a contract worker can have is the immunity from deductions a regular employee is eligible to. This means that a portion of work-related expenses would not qualify a contract worker making this employee to take home a more satisfying pay.
• Since an employee becomes a contract worker, this would mean that he would be in the company for a specific amount of time only. Through this, he would not be much involved in the company as much as regular employees are. This would save him from company politics and any internal conflicts or arguments.

Although contract jobs are attractive to some industries or depending on the job or function. It may be able to attract professional when the job presented can provide him with a variable amount of time to balance life and work. It would also be attractive when the job saves on time and money — let’s say that the role is home-based. This would entitle the employee to save more money by removing expenses that go to transportation and clothing.

It also becomes attractive when it gives the job seeker the opportunity to grow and be exposed in a certain specialization. If the role can provide him with several opportunities in the future, pretty much, the job seeker will take the job.

Recruiters should still be keen enough when hiring job seekers for contract jobs. Recruiters should be able to inform the job seekers about the role and why is it a contract or temporary job. Job seekers should be informed of the benefits of taking on the role or the function.

Job seekers, however, will always have the option or will have the final decision. Job seekers will need to identify their current needs and aspirations as professionals and should be able to assess whether they can handle such positions or not. Job seekers should understand that they may not be entitled to other benefits that regular employees would have but they should also be aware of its advantages. Therefore, employees should it some though before signing up for a contract job. But if job seekers go for it, they would soon realize that it was the right decision and they may find it to be a great way to earn a living and to learn something.

Harper & Hill Executive Search are working on contract jobs where we are able to identify the right candidates that match the job requirement. Our recruiters are able to provide information and can clearly communicate with potential candidates for roles like these. We help our candidates understand what contract jobs are how they can potentially help our candidates’ careers in the future. We also have clients who have these kind of opportunities, and as partners, we help our clients create a strategic plan where contract workers are able to learn and function regardless of employment status.

Thanks for reading the article! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

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The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

You can contact our Executive Search Team

• Senior Recruitment Specialist — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

Every year, an influx of fresh graduates is expected to show up and try their luck in the professional world. These graduates will push their luck to be able to land a job right after college. Regardless of industry or type of job, they will surely go for the jobs that they are eyeing for. However, is this always the case? Are fresh graduates able to get the jobs they really want? Or are career opportunities too scarce to accommodate the number of fresh graduates?

Even if a lot employment opportunities are available in the market, fresh graduates would tend to go for the job they want for them, they are after their ideal job. Fresh graduates, ironically, are becoming picky of the roles that they want to apply for. This would result to high competition in the market especially when there are a lot of candidates trying to fill in one role.

Let’s say that there is one opportunity in the market (given that this is the ideal job of majority of fresh graduates) — and ten people would apply, but in the end, only one is selected for the job. This would leave the other nine still jobless and did acquire their dream job. And how often does this ideal opportunity come around? Not so often.

So to answer if freshly-minted graduates are landing their ideal job? This answer is a simple — No. Fresh graduates, or at least, the majority of them are not landing the jobs they want. Although why is this happening and how does not manage it?

There are several factors why this could be happening.

1. LOCATION AND DEMOGRAPHIC FACTORS. Jobs are not always available in locations and places where fresh graduates are, let alone the ideal jobs that they want. This would mean that they will have to travel or scout for the ideal job that they want. This, however, raises competition for fresh graduates, they will tend to flock the market or area where these ideal jobs are.

2. SKILLS AND INTERNSHIP EXPERIENCE. Companies would tend to want to process applicants or fresh graduates who already have the knowledge or at least a background of the role or function or the industry. Companies want to see that these fresh graduates who are applying have been exposed to certain processes and have engaged and involved in the working environment. This actually saves time and effort for the company to train its fresh employees because the ones that have been hired already know what to do.

3. ALMA MATER. Is the university that fresh graduates graduated from really important? Not really, but it can play a role for finding and getting the ideal job. Companies look out for potential employees who are trainable and are knowledgeable. Some academes and universities can provide this training to students giving them the idea of what to expect and what to contribute in the professional environment.

4. PERSONALITY. Fresh graduates, despite appearing motivated and persistent, would lack the personality to handle a specific function. Jobs and functions need a pro-active personality and perspective. Sometimes, fresh graduates who appear timid or unmotivated, even when their CVs are good, would not be hired for the role. Personality is important for fresh graduates to have, educational achievements will and can only supplement these traits.

Are these factors fresh graduates can manage and overcome? The answer would be yes. Fresh graduates should learn to work on themselves before applying for the job. Doing research on their own and knowing what the role or function is about. Fresh graduates should also work on their outlooks and perspectives. And also, aside from sharpening their technical skills, they should also be able to work on their personal skills.

Some of the skills that fresh graduates should need to work on would be written and oral communication skills. They should also practice having good interpersonal skills and their proficiency in basic computer software programs.

Also, fresh graduates should realize that what is important is not getting the dream job, they should rather focus on the thought that they were able to get a job. Despite the competition in the market, they were able to land a job that can help sustain a living and can create a career for them moving forward. Not having the dream job does not mean you will not learn to love the job you have. And not having the dream job is not a way of rejection — rather it can be a way of you landing the perfect job. Fresh graduates need to understand that dream jobs are not always what it seems and that they should realize that dream jobs are not equivalent to the perfect jobs.

The Author

Angelo is the Managing Director of Harper and Hill Executive Search Pte Ltd, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

Follow him in linkedin for more updates and latest articles.

Angelo Valdez | Professional Profile | LinkedIn

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #

Looking back at the success of the Business Process Outsourcing industry certainly has opened up a lot of opportunities for the economy and became a platform for various careers for the professional workforce.

But with certain changes and external factors that can affect the industry, how is it seen to stay afloat through the year 2017?

With the increase and potential investment that the industry is receiving, booming job opportunities for career professionals, and rapid growth of getting attention globally — the forecasts for the BPO industry is relatively positive.

Several business and multi-national companies still turn to the Philippines to set-up business and continually evolve and accommodate other business needs and solutions world-wide.

As the industry evolves and expands locally, this also creates platforms for other industries like the finance industry and IT/software industry — as it becomes a complementary vertical to one another and working side-by-side in order to become productive and produce results.

The Philippines, being well-known for the success it received and accomplished with regard to the BPO industry, it has also become well-known for the emergence of the KPO or Knowledge-Process Outsourcing industry.

Apart from these industries — the country is also getting traction in being known for what is now called Creative Process Outsourcing (CPO) — this industry focuses on a more interactive specialization such as web development, 3D animation, video game development, music and film engineering, and various design opportunities like digital architecture and industrial design.

Through these variations and emerging businesses certainly helps brand the BPO industry in a better light and eliminates the stigma of what has been perceived in previous years.

The bottomline here is that the BPO industry will continue to grow, progress, and soar not only in 2017 but also in the years to come.

Thanks for reading the article! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

Relevant articles.

What industries promote and provide long-term careers in Asia Pacific Region?

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How can an organization lessen the risk of attrition?

How reliable are personality tests in assisting in the recruitment process?

5 Types of Jobseekers

7 Types of recruiters you will meet

What are the benefits of contract job?

Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

You can contact our Executive Search Team

• Senior Recruitment Specialist — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory

Some people would look at their jobs and just see it as it is — a job. Meaning, they are just doing something and performing various tasks every now and then for the reward or compensation. But majority would agree that people are working hard to create a suitable and sustainable career for themselves. People would want to create a career that for them is significant and where they can experience opportunities for progress.

However, are industries different from one another in terms of creating a career for its workforce? What industries can provide long-term advancements to professionals and why is it that they are able to do so?

This article is created to understand which industry can provide and promote long-term opportunities and careers to professionals.

LOGISTICS INDUSTRY. This industry has been observed to become a stable industry by providing various windows of opportunities in the market. People who are employed under this industry find their careers stable and sustainable. Logistics industry is typically a high-performing market and can sustain its business regardless of economic difficulties. This is industry is expected to expand into new locations for development and adoption of other innovative business. Through this, employees are able to create and manage their employment platforms by simply looking out for opportunities within the industry that they specialize in. When expansion in this industry will be experienced, there will be the need to promote employees who are capable to handle functions that will be created for these developments, meaning, when an employee is promoted, the position will be vacant thus having the need to fill in the role creating numerous career ventures for these logistics professionals.

DIGITAL, TECH and ONLINE INDUSTRY. This industry focuses on the wide range of work in technology, computer programming, high-tech electronics, information systems, computer programming, mobile application and multimedia development. In brief terms, this industry focuses on the modernization of things. This industry is experiencing developments and innovations that that aims to propel profits and sustainability. This can provide long-term careers for people who are employed under this industry simply because modern technology greatly impacts how people would deal and go on with day-to-day businesses. This becomes a market where employees are needed because this industry is also becoming a necessity to many types of businesses as well. This industry can provide different career opportunities inclined with analytics, data processing, and digital computing.

LIFESTYLE PRODUCTS & RETAIL INDUSTRY. This industry has not really experienced difficulties in sustaining and promoting careers. Employment demands for this specific industry has been large and continues to grow in number due to the developments that the lifestyle products and retail industry is experiencing. This can create different avenues for professionals to establish long-term careers given that the focus is on the manufacturing industry.

BPO & SHARED SERVICES INDUSTRY. This industry continues to grow and drives profits and revenues that contribute to economic growth and development. With the growth that this industry is projecting, this will also open up different career opportunities to professionals in this field. The demand for workers in this industry is expected to grow and through this expected growth comes long-term careers for professionals who continue to excel in this industry. It is also seen that career promotions are most seen and experienced in this industry making the work professionals achieve value and employment growth.

BANKING & FINANCE INDUSTRY. This industry is slowly advancing in respect to growth and development providing more opportunities to professionals in this respective sector. Financial Services, especially, creates different opportunities to professionals since there are now different roles and functions where one can progress in.

These industries create different platforms for professionals to manage their career mobility and various avenues for career opportunities. However, it would also be traced in a professional’s motivation to strive and work hard to be able to maintain a sustainable and long-term career. It is important that one should have the initiative and motivation to do great in his job and in the actual work setting.

Recruiters, from a hiring perspective, should be aware that employees aim to land a job that will be able to make them valuable in the company. In return, recruiters should be able to promote different career goals when talking and communicating with applicants. There are industries that are able to sustain career growth and development but it would also depend on one’s motivation, ability to perform, and character that they are able to create a sustainable career for themselves.

Thanks for reading the article! :) If you find it interesting, hit that thumbs up button above and share. Feel free to post your comments.

Relevant articles.

What industries promote and provide long-term careers in Asia Pacific Region?

What are the types of managers you will meet?

Why do some employees become job hoppers?

5ive common mistakes that prevent you from getting that prized job offer

How can an organization lessen the risk of attrition?

How reliable are personality tests in assisting in the recruitment process?

5 Types of Jobseekers

7 Types of recruiters you will meet

What are the benefits of contract job?

Overcoming Challenges in the Emerging Markets in Terms of finding the Right Candidate

The Author

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in Emerging Market in Asia. He managed full spectrum of senior level placements and worked with multinational clients in Asia, Africa and Europe. He travels across asia pacific region for his assignments.

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

• You can follow us in our page in Linkedin : Harper and Hill Executive Search Linkedin Page
• You can follow us in our page in Twitter : Harper and Hill Executive Search Twitter Account

You can contact our Executive Search Team

• Senior Recruitment Specialist — Emerging Market : Blytton Fernandez

#recruitment #hr #headhunting #Executivesearch #HRforCEOs #regionalrecruitment #highprofilesearch #talentmapping #HRbusinesspartner #hradvisory