Career & Job Search

[Galantspeedz]

 

Hi Galantspeedz,

 

The short answer is no. The company is not concerned about your financial needs and wants. It is more concerned about how you can contribute to their financial needs and wants.

 

You need to offer them your talents and skills. In exchange, they will offer you a salary aligned to how much you can contribute or support their bottom line. It doesn't always balance out so then the option is left to you to accept/ decline.

 

Cheers..

 

I mean if they ask you, what is the reason for leaving..... for higher pay.... cannot meh?

 

and based on what you said in bold... it's contradict what was mentioned about companies asking last drawn salary

[Carben68]

 

I mean if they ask you, what is the reason for leaving..... for higher pay.... cannot meh?

 

and based on what you said in bold... it's contradict what was mentioned about companies asking last drawn salary

 

Hi Galanyspeedz,

 

Yes, you can indicate your reason for leaving as wanting a higher compensation. You control your own destiny and no one can really tell you what to do. However, every decision you make will have a consequent result. And my experience shows that it rarely has a good ending.

 

One reason why folks may not be inclined to share their current salary (early or later in the process) is for fear of getting short-changed. There is a wrong belief that you will only get the usual 10-20% increase against your current salary. This is wrong in many cases. I agree that in many SME's this is the common practice though.

 

It is not uncommon to get 30-60% increase (Even up to 100%). If you are able to prove that you can provide a solution that is worth that much an increase.

 

The recruitment process is just that. A process. And that comprises of several obstacles you need to clear. Learning to clear each one in the optimal fashion is what gets you to the finishing line with the right reward.

 

Cheers

I got some big shot MD adding me haha and we dont have any business w them.

 

 

Hi Angcheek,

 

Connecting to someone who has no value to you now is not of no value. Either he will be of value tomorrow, or the people he is connected is of value.

 

The magic & true power of LinkedIn lies in this very action.

 

Cheers..

precisely.. then at the same time, they tell the recruiter not to divulge info about which company it was.. smlj??

 

some even you provide current salary, they still demand to see your payslips to verify during interview..

 

such companies seems to have problem with respecting privacy of individual.. its not like we have the deal already..

 

I understand if these are required to perform upon signing of appointment letter.. but during interview?? is the company prepared to show me their past years accounts during interview (Pte Ltd)?? duh...

 

Hi Knoobie,

 

A point of clarification. It is not the customer telling the recruiter (Assuming its an agency) not to share the details. This action is decided by the agency. Revealing to a candidate the customer will only open the possibility of the candidate reaching out directly to the customer and cause the agency to lose revenue.

 

Cheers...

[Carben68]

 

then it seems like they keep benchmarking to the market lowest possible..

 

Internal equity is a common check and balance used by all companies.

 

As the salaries of incoming new employees start to go up, C&B can consider a review of the entire organization. If internal equity is not managed, it could cause a wave of unhappiness across the entire organization.

 

And yes, if the C&B/ HR does not review the overall reward mechanism. It is possible to keep the salaries very low. However, it can affect their talent attraction strategy. Ending up with hiring the lower salaried employee and not always getting the most experienced. Companies like these tend to flounder or shut down.

 

Cheers..

[Galantspeedz]

 

Hi Galanyspeedz,

 

Yes, you can indicate your reason for leaving as wanting a higher compensation. You control your own destiny and no one can really tell you what to do. However, every decision you make will have a consequent result. And my experience shows that it rarely has a good ending.

 

One reason why folks may not be inclined to share their current salary (early or later in the process) is for fear of getting short-changed. There is a wrong belief that you will only get the usual 10-20% increase against your current salary. This is wrong in many cases. I agree that in many SME's this is the common practice though.

 

It is not uncommon to get 30-60% increase (Even up to 100%). If you are able to prove that you can provide a solution that is worth that much an increase.

 

The recruitment process is just that. A process. And that comprises of several obstacles you need to clear. Learning to clear each one in the optimal fashion is what gets you to the finishing line with the right reward.

 

Cheers

 

 

yes your experience shows it rarely have a good ending..which I was wondering... why? it seems that the mindset is moving for money is a cardinal sin...

 

2nd point I agree is wrong... I know someone, not earning a lot... so when she went interview... she requested 40% increase... they hired her.... but say her requested to low... so increase even more

[Drive]

Hi all,

 

I've been a member of MCF for donkey years, since 2002. I've enjoyed the sharings, the joustings & of course the BBQs!

 

Today, I am career job search & attraction specialist. But this thread is not to advertise my organization. The job market is not looking very friendly. I am here to help provide some inputs in any career related questions you might have. I'll try to answer (Along with others I'm sure) as best as I can if I know.

 

Some Background

 

25 years corporate experience of which 15 years as a recruiting leader. I've led regional/ international in-house recruiting teams for household brands along with several years working in agencies. I've recruited thousands, interviewed tens of thousands and seen probably close to a hundred thousands CVs in that time. From receptionists to CxOs.

 

 

So, let me know how I can help. Happy to...

 

Cheers

 

 

Hi

 

How do you propose to compete with FT for a particular professional job, esp if they have better qualifications and experience, while asking for a lower salary?

[Soya]

 

Internal equity is a common check and balance used by all companies.

 

As the salaries of incoming new employees start to go up, C&B can consider a review of the entire organization. If internal equity is not managed, it could cause a wave of unhappiness across the entire organization.

 

And yes, if the C&B/ HR does not review the overall reward mechanism. It is possible to keep the salaries very low. However, it can affect their talent attraction strategy. Ending up with hiring the lower salaried employee and not always getting the most experienced. Companies like these tend to flounder or shut down.

 

Cheers..

 

 

Juz curious........how does it cause unhappiness across the entire organisation? It's not as if HR publishes the salaries of everyone on the company noticeboard rite?

[Kangadrool]

There's no secret in secrets.

 

There're many sources you can look in your company's sources. Don't need to spell out the obvious here.

 

 

 

Juz curious........how does it cause unhappiness across the entire organisation? It's not as if HR publishes the salaries of everyone on the company noticeboard rite?

 

[Carben68]

 

Hi

 

How do you propose to compete with FT for a particular professional job, esp if they have better qualifications and experience, while asking for a lower salary?

 

Hi Drive,

 

There is no good answer for this. As you can see, even the government is taking measures to address this with the Singapore Job Bank (Which is not a complete or ideal solution actually).

 

My personal opinion is to compete on merits. If an FT has better qualifications and experience, it is not unexpected that an organization would be keen to hire him/ her. An organization is a for-profit entity and will seek to hire out the most compatible for their needs.

 

You are right in terms of compensation, an FT may be able to live with less (Though not always accurate). An FT has to contend with accommodation cost on top of everything else as well.

 

You do have some advantages assuming that your qualifications & education is on par.

 

1. You have local knowledge and are more culturally in-tuned.

2. You do not need a working Visa (This application is getting more difficult each day). Employers who cannot risk the EP/WP being rejected at the end of the recruitment process will still focus on locals.

3. If business contacts are needed, a local will usually have more than an FT.

4. FTs can be prone to making quick moves once they get a job in Singapore (Not atypical but it happens - just check out the expat forums where questions are asked on how to do it and if it is risky to attempt). Employers do get extra edgy with FTs.

 

Note that your challengers are not just FTs but everyone & anyone needing/wanting a job. You need to be able to leapfrog them. And a lot of this can be achieve by simply being visible to as many recruiters as possible without appearing to be visible. I can't elaborate too much here due to forum guidelines.

 

Cheers..

[Angcheek]

Haha im break rule man ... i broke rules in all the companies i worked in . Old rules that have no use shld be do away with ...

 

A good recruiter should find out the "true" needs of the customer.

 

Every company says they want the smartest and best employees

 

but some managers just want a dumb yes man who knows how to

 

cover their boss's mistakes and screw ups.

 

That's how I got my job.

 

Edited February 7, 2015 by Angcheek

[Jamesc]

Haha im break rule man ... i broke rules in all the companies i worked in . Old rules that have no use shld be do away with ...

 

 

Fully support.

 

[Jamesc]

Company offers employees annual bonus of a night with a porn star

Rob Waugh for Metro.co.ukFriday 6 Feb 2015 9:40 am

439

A night with Julia, or a Porsche? (Picture: On.cc)

Most companies settle for offering star employees a big pot of cash when bonus time rolls around – or if they’re unlucky, a space on the ‘Employee of the Month’ poster.

In China, they’re a little more full-on.

A list of the unusual bonuses handed out by big Chinese firms this Chinese New Year included a night with the adult film star ‘Julia’, who has shown off skills that might well make the night unforgettable in multiple porn films released in China.

 

 

This is a company I want to work for.

 

Edited February 7, 2015 by Jamesc

[lausai88]

A good recruiter should find out the "true" needs of the customer.

 

Every company says they want the smartest and best employees

 

but some managers just want a dumb yes man who knows how to

 

cover their boss's mistakes and screw ups.

 

That's how I got my job.

 

 

Last time I recruited a dumb manager, resulting me doing part of his job.

Is not my intention to get a dumb mgr, just that he writes good cv, perform during interview and good looking.

 

if manager cant do the job, his boss needs do his works else the whole department fails.

Unless you prepare to fail, DONT ever get a dumb mgr

[Yewheng]

precisely.. then at the same time, they tell the recruiter not to divulge info about which company it was.. smlj??

 

some even you provide current salary, they still demand to see your payslips to verify during interview..

 

such companies seems to have problem with respecting privacy of individual.. its not like we have the deal already..

 

I understand if these are required to perform upon signing of appointment letter.. but during interview?? is the company prepared to show me their past years accounts during interview (Pte Ltd)?? duh...

I presume this is to make sure candidates are not lying about the salary. Some inflate salary thinking that they can have better bargain for what the candidates can get.

[Jamesc]

 

Last time I recruited a dumb manager, resulting me doing part of his job.

Is not my intention to get a dumb mgr, just that he writes good cv, perform during interview and good looking.

 

if manager cant do the job, his boss needs do his works else the whole department fails.

Unless you prepare to fail, DONT ever get a dumb mgr

 

An employee that writes a good CV, perform during the interview,

 

is good looking and gets his boss to do his work. I am not so sure

 

I would call the employee dumb maybe just his superior.

 

You selected him because he is a good looking guy?

 

Isn't that a bit superficial of you?

 

[Dfx16]

I'm on a recruiting campaign this few weeks for marketing executive, I see

26 yrs old NUS graduate asking for 3.2k, humble resume

36 yrs old MIS graduate asking for 3k, down to earth resume

25 yrs old Kaplan graduate asking for 3.6k, colorful resume as if he's capable of everything and anything

Best of all someone mentioned he work in this MNC for 6 yrs with good track of records, I'm quite sold to him because I prefer someone who don't job hop, coincidentally the regional director of this MNC is my ex. boss, I gave him a buzz for reference check, the next day he replied this guy is not even inside HR database

[Jman888]

I'm on a recruiting campaign this few weeks for marketing executive, I see

26 yrs old NUS graduate asking for 3.2k, humble resume

36 yrs old MIS graduate asking for 3k, down to earth resume

25 yrs old Kaplan graduate asking for 3.6k, colorful resume as if he's capable of everything and anything

Best of all someone mentioned he work in this MNC for 6 yrs with good track of records, I'm quite sold to him because I prefer someone who don't job hop, coincidentally the regional director of this MNC is my ex. boss, I gave him a buzz for reference check, the next day he replied this guy is not even inside HR database

25 years old already lying about job history??

 

But how a 25 years old can have 6 years experience?

[Vid]

I'm on a recruiting campaign this few weeks for marketing executive, I see

26 yrs old NUS graduate asking for 3.2k, humble resume

36 yrs old MIS graduate asking for 3k, down to earth resume

25 yrs old Kaplan graduate asking for 3.6k, colorful resume as if he's capable of everything and anything

Best of all someone mentioned he work in this MNC for 6 yrs with good track of records, I'm quite sold to him because I prefer someone who don't job hop, coincidentally the regional director of this MNC is my ex. boss, I gave him a buzz for reference check, the next day he replied this guy is not even inside HR database

36 year old only asking $3k?

[Kusje]

I'm on a recruiting campaign this few weeks for marketing executive, I see

26 yrs old NUS graduate asking for 3.2k, humble resume

36 yrs old MIS graduate asking for 3k, down to earth resume

25 yrs old Kaplan graduate asking for 3.6k, colorful resume as if he's capable of everything and anything

Best of all someone mentioned he work in this MNC for 6 yrs with good track of records, I'm quite sold to him because I prefer someone who don't job hop, coincidentally the regional director of this MNC is my ex. boss, I gave him a buzz for reference check, the next day he replied this guy is not even inside HR database

 

You mean you contacted his "PRESENT EMPLOYER"???

 

That is a big NONO and seriously f-ed up of you. You should only check with his current employer once he has agreed to your package and signed the contract with you. If you find out he has lied then you are justified in dropping him.

36 year old only asking $3k?

 

What is MIS anyway?

25 years old already lying about job history??

 

But how a 25 years old can have 6 years experience?

 

Part time studies? I think that's what Kaplan does.

 

Personally, I would call such degrees fake and useless.

Edited February 7, 2015 by Kusje