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reasons Why Good Employees Quit featured Image

The 3 Reasons Why Good Employees Quit

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Losing a good employee can disrupt the flow of productivity in the office. There are several types of managers but the state of mind is that bosses can replace employees in a cinch.

You need to do another set of interviews ensuring that you are hiring the right person for your company. Likewise, you can always lean towards an executive firm to find you the right candidate.

With that in mind, you might ask yourself what are the reasons that make good employees bid farewell.

Here are 3 possible reasons why a good employee leaves a company:

  1. They’re Overworked

– Managers may not notice the burden of overworking their good employees. It might be quite tempting to always rely on and give more work to them but you shouldn’t over exceed their workload.

When good employees receive too much work, they might get the wrong idea that great performance would always mean more work. It might be quite vexing but sometimes the wrong idea does come to mind.

A recent Stanford research was also able to find out that the productivity per hour does decline when the workload of the week exceeds 50 hours. After around the 55th hour, it comes to the point that they might not even get work done anymore.

  1. They’re Not Recognized for Their Contributions

– An employee who has made a big contribution to a project should exhibit that they are of value. When harsh efforts go unnoticed, the tendency is that employees would feel unimportant to the agency. Thinking of things like other institutions may actually appreciate my efforts.

Show appreciation to your employees, never underestimate what a pat on a back or a simple thank you can do. Being shown that an employee is important can help them boost their morale and make them feel happy that they were a part of the project.

If the employee is doing a great job, think of things that would make them happy and try awarding them. An outstanding performance needs some kind of recognition. Try giving them a raise that they deserved or even a promotion.

  1. They Can’t Pursue Their Passions

– Some managers want their employees to always be in the safe zone, thinking of things outside the box. They trap creativity and the room for learning and growth diminishes over time.

Most employees want to expand their horizons and do more. They can’t improve and develop themselves if you have a status quo that limits and cages their potential.

Treat your employees with care, give them the attention they need. They will stay and make the company better. Imagine the managers are the ones taking care of the ‘fertile soil’ of the company. The employees are like seeds. If they have the right conditions, they will grow and flourish, as will the company.

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Hiring the Right People for Your Company

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An employee can either be the key to your success or be the reason for your crushing downfall. As the manager of an immense or compact company, you yourself will have to interview lots of potential candidates that will be suited for the job and the person that will be working under you.

The interview process is quite important because here you can investigate, learn, ask questions and meet the person that is applying to your company. The emerging markets and competitions will need you to overcome this challenge in finding the right candidate to be your asset.

With a lot of people with various different backgrounds and attitudes to choose from, it is inevitable or normal to ask yourself “Who should I hire and how will I interview this person?”. Here are some quick tips to help you with your dilemma.

  1. Be Creative

    Throw some curveballs at your interviewee, try not to ask very common interview questions because they will be expecting those queries and already have a strategized answer for that. A creative approach to questioning your respondents will let you know who they actually are rather than hearing them say scripted or rehearsed lines.

  1. Be Challenging

    Put the interviewee or candidate into a position that will make them uncomfortable. The challenge is to see how the person would handle troublesome situations and how the person would think and work under pressure. A person who is in a tough spot usually shows his personality and true colors.

  1. Allow Your Employees to Help

    You and your employees will have to work with this specific candidate in the workplace for some time, teamwork is very essential for harmony and better productivity, so you need to make sure your candidate and employees will get along and have synergy with one another. You don’t have to decide by yourself, get your employee’s insight and opinions to clarify your decisions.

  1. The Right Attitude

    A great addition to your team will always be a person with great skill sets, but most of the time a person with the right attitude already plays a big role in the success of a company.

Look for a person that actually cares, someone, you can say that he is accountable for his actions, and a person who has a strong sense of learning mentality.

Caring in the sense that the candidate will care about what the future holds and what will happen in the company. Accountable in terms of taking responsibility for his actions and a strong sense of learning mentality by the never-ending effort to learn new things and expand his horizons. Try to reflect on what kind of manager you are, and try to find those good aspects of your hiring candidate.

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Look Beyond: How Executive Search Works?

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The Executive Search or the “Headhunting” is the process of recruiting individuals to fill executive positions in organizations. Executive Search firms also help clients draft accurate and enticing job descriptions to draw in a pool of qualified candidates. The Executive Search profession ranges in models from “Retained” search to “Contingency” search and “Delimited” search. Retained search firms are paid a retainer up from the start of the process, another portion of the process and balance when the candidates begin work. While, Contingency search firms, receive their entire fee at the conclusion of the search process. Delimited or Engaged search is similar to retained search with a certain difference, but with the condition that the fee is refundable in case if the firm is not a suitable executive for the post. An Executive is an important part of the firm and it may not always possible for the company to find the best talent in the market, it is advisable to hire a firm that can do the task.

Since Executive Search firms are specialist in what they do and the way they operate is also very consultative; understanding the client’s business need, defining it into hiring requirement, defining the roles specs, vetting seasoned professionals against those specs, managing the offer making process and making the candidate join.

Executive search firm featured image

5 main phases of Executive Search to exceed client expectations by providing the meaning choices of candidates a smooth and thorough process.

Establishment Search Priorities

Analyses the challenges unique to the organization and the role. They determine the skills, knowledge, and abilities on how clients can think about their needs. They develop a customized position and candidate specification, detailing the company, the role, responsibilities, goals and key challenges of the position as well as the experience, qualifications, and competence required for success.

Determine Search Strategy

Conduct targeted research into companies and sectors to find those with relevant skill-set and qualifications, supplementing extensive knowledge of and relationship with board directors and senior executives. Develop a long list of prospects best qualified for the role, with the goal of providing real options for clients. Talking to third-party contacts to identify and qualify prospects, preliminary referencing work for more productive long-list discussion.

Attract and Evaluate Candidates

Approach potential candidates to test their interest in the role. Conduct a rigorous competency-based interview with candidates based on the proven skills, knowledge, abilities and attitudes outlined in the position specification.

Present most Qualified Candidates for Client Interview

Drawing informal external views on each candidate to confirm and enhance knowledge of the candidate’s achievement and track record, provide meaningful insight past performance and reputation.

Complete the Search

After the client has selected its preferred candidate, conduct thorough background checks and references to further assess competencies. They conduct a client satisfaction survey to improve service and refine the approach. Assists in negotiations over compensation and other terms to be able to finalize the search. Once, the client follows up the candidate then the search is closed.

Executive Search firms are specialized recruitment services that find top-level candidates for senior, executive or other highly specialized positions for clients. Headhunters usually use a number of different tactics in their executive search to ensure their clients receive the best executive candidates. The unique method helps to find and attract a wide range of professionals. In addition, recruiters have access to “passive candidates” or individuals who are looking for a new position. These candidates often represent the most qualified talent in their industry. During an executive, the main role is to identify the best passive and active candidates for their clients. Usually, they have a more sophisticated and creative method of identifying and screening virtuoso in any field. Further, an executive searcher can execute a discreet search to find the right match, which can be appropriate in specific solutions that contributes more to an organization in terms of profits and savings compared to the cost to find them. Here are several ways they establish a talent pool.

Personal Networking

Executive recruiters are active relationship builders. By networking themselves, job seekers raise their chances of coming into contact with associates of recruiters by establishing steady and meaningful contact with acquaintances, friends, university alumni and industry influences who might be the perfect candidate for a job opening.

Referrals

Recruiters also become confidantes who can recommend individuals who might be right for job openings and provide first-hand insight about them.

LinkedIn Recruiters

The recruiter’s section of LinkedIn’s Talent Solutions programs has been a major hit with executive recruiters. The design makes it easy for headhunters to search the full profile like make notations, about prospects, send messages, collect responses and store reports.

Other Online Social Platform

Recruiters scour all types of blogs, social media websites, and forums that cater to specific professional niches. They also regularly track trending industry topics on Twitter and Facebook, nothing professionals that provide expertise, unique ideas, and engaging discussion.

Professional Organization

Recruiters frequent the conference circuit, taking note of dynamic speakers and panelist headlining events for membership associations in industries that match their specialized recruiting areas. Job seekers should attend as many professional conferences as they can and assume active roles.

Boolean Search

Recruiters use a few search tricks to find professionals in the right location, with the right certification and endorsement.

The News

The executive recruiters always have their antennae up for professional lauded in industry media sources or watching industry news.

Social Recruiting Apps

Social recruiting sites and applications are made exclusively for recruiting which provides an automated search for recruiters to find and track job candidates across the entire web.

 

References:

  1. https://www.ginkgosearch.com/the-steps-of-the-executive-search-process/
  2. https://www.siliconrepublic.com/careers/unusual-recruitment-better-candidates
  3. https://www.thebalancecareers.com/top-ideas-for-recruiting-great-candidates-1916798
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When To Use An Executive Search Firm?

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An Executive search firm is something that affects every business and every level of management. The ability to recruit great talent is key to the ultimate success or failure of a business. Companies will use executive search firms so that they do not have to sort through possibly hundreds of applications for a job. These days, there are more people applying for the same position and companies do not have the time to sift through that many applications. They will, therefore, hire a recruitment agency to take care of this part of the process and to whittle the number of candidates down to a manageable level. Business owners and executives do not have the time and in many cases do not have the skills to find the perfect candidate, so outsourcing to an executive search firm will be the best solution.

Executive search firms are retained by clients in an advisory capacity. Typically used for senior-level executive positions and board directors, executive search firms partner with clients to identify, assess and select the very best possible candidate. They identify a slate of the most qualified candidates that would fit well with the client’s culture and have the right background and experience for the specific opportunity.

There are many reasons why companies are hesitant to engage an executive search firm to help them hire leadership talent. Whether it’s because they think they can hire an executive leader on their own, they don’t want to pay the cost of retaining a firm, or they’re just skeptical of the process, these companies are ultimately missing out on an opportunity to hire the best leader for their company. There’s a lot of benefits of using an Executive Search Firm, they help you find the best person by providing access to a wider, deeper pool of potential candidates. For critical roles, there’s a huge difference between an adequate candidate and an outstanding one, so you don’t want to limit your possibilities to the 5 to 10% of people who are actively looking for a new position right now. By proactively seeking out people who fit the profile, whether or not they’re in the market for a new opportunity, search firms provide you with more and better options for high-level positions.

Employers use an executive search firm when a search is important enough to warrant the investment and they are relying on search firms to help fill their executive ranks with the talent they need to stay competitive. Even with the use of executive search firms on the rise in the quest for top talent, many companies still rely on their own in-house resources to fill most of their open positions. The reasons for this are varied. Some companies believe they have sufficient resources and knowledge in-house, whereas others simply want to avoid paying a fee to outside search firms, regardless of their ability to fill mission-critical positions.

There are eight scenarios when investing in a search firm is a good idea. These eight scenarios are common cases for when it makes sense to hire help.

  1. Chase for the best

    If you use an executive search firm you’re statistically more likely to access the best job-seekers on the market (both active and passive). If you’re looking for an ideal candidate who will check all the boxes, of course, you need to work with someone who really knows what they are doing because recruiting is one of those things that anybody can do and just about anyone can find a person to do a job. Recruitment agencies may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner than later. Not only will an executive recruiter have the best jobs, but   they may also have access to the best candidates. Companies will benefit from the fact that a recruitment firm may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner rather than later.

  2. You’ve tested but have not experienced success

    Working with a recruiter open your pool of candidate beyond your network, either you have an active search that has been open for too long or you’ve used up your knowledge and recruiting tricks and you are not sure what to do next because failing to use recruitment agencies means that some candidates will not see these fantastic job advertisements and may miss the opportunity to work in a fantastic company with an excellent package.

  3. Confidential Search

    Sometimes you may need to replace an underperforming executive while they’re still in their current role. This type of search requires confidentiality and trust to get the job done. Companies conduct confidential searches when they want to replace someone who is still with the firm. In these situations, the criteria generally include a need for confidentiality, speed and finding a person with a highly specific skill set. If you have an employee that is under-performing, you may want to start recruiting before you let them go. Or you may need to recruit talent from organizations that your company does business with. In these cases, a search firm may be used to help keep things quiet until the new executive is ready to step into the position.

  4. Time & Resources

    The hiring process can be very time consuming, and especially the initial stages of sorting through applications. If your ‘day job’ is not recruiting, you may not have the time or focus to dedicate to an important search. Or your day job may be recruiting but you have too many open and not enough time. When you lack the time and resources, search firms are a great resource for giving an executive search the time and resources necessary. Giving a recruitment agency the task of creating a shortlist of candidates for a position in a company is good business sense.

  5. The most Standing out

    Most often, employers call on an executive search firm for most important roles, especially c-suite or executive leadership roles like CEO (Chief Executive Officer), CFO (Chief Financial Officer), CTO (Chief Technical Officer), CHRO (Chief Human Resources Officer), etc. Making a bad hire in your C-suite can have disastrous consequences. There’s an art to finding qualified, top-performing executives and the search for the right candidate can make the process far longer and far tougher. Not only are leadership positions crucial to the success of the business, but it’s helpful to have a third-party perspective to avoid blind hiring because sometimes internal team members see only what they want to see.

  6. Fresh Roles

    Generally, companies are used to filling their core positions, why go to an outside firm when you are in a rhythm? But then they create a brand-new position in the company and they don’t know where to begin. New roles are particularly difficult to recruit for because, typically, there is no benchmark to serve as a point of reference when determining the skills and temperament needed. This is also true for roles in which the predecessor was unsuccessful, and the role will need to be redefined/department rebuilt, etc. The need for guidance increases exponentially when the position falls outside the standard scope or target profile at other companies. Generally, successful companies find themselves in this position and quickly lean on the experience of an executive recruitment firm. Hiring them to come in and assess your workforce is a reliable way to get a fuller picture of the in-house talent you already have and also lets you know which options are available to you externally.

  7. Underwater Basket Weavers

    Several candidates may have the necessary skills on paper, but an executive firm will be able to tell which candidate has the right potential and personality for long term success and will ultimately contribute to the business’s future growth. In addition to executive-level positions, some companies offer such a unique product or service that they require rare skill sets that are essential for driving core, strategic areas of the business. Pop culture may refer to these candidates as unicorns, they call it Underwater Basket Weavers because, well, how many of those are there out there? Executive recruiters are used to developing a strategy for finding this ‘ needle in a haystack’ candidates.

  8. More passive candidates, less active job seekers 

    Executive search firms often have more connections with passive candidates, those who are not actively looking for a new job and can tap into their pipelines to search for candidates that might not otherwise be on a company’s radar. While active job seekers aren’t necessarily bad, chances are good that passive candidates aren’t going to apply to online job postings. In fact, some of them aren’t even really looking for a new job. However, they would be open to considering a new opportunity if that opportunity was presented to them. Executive recruiters know where these passive candidates are and how to present such opportunities.

Choosing the right executive recruiting firm to fill your organization’s next senior management vacancy starts with committing to some research before the search process even begins. This is one of the most important decisions your company will make, in part because of the potential upside the right executive can deliver and in part because of the huge cost of making a bad executive hire.

Whether you decide to use in-house resources or hire an outside consulting firm, your goal should always be to ensure that you will be able to identify and attract top-notch candidates for each position and build or restore your company’s talent pool. Nothing is more critical to your company’s long-term success.

References:

Executive researchers featured image

A Guide on Building a Good Relationship With Executive Researchers

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Upon entering the industry you want to pursue a lot of people you will meet along the way and one of them is the Executive Researchers, also known as Executive Recruiters. Their main responsibility is to help employers fill the senior and highest-paying positions in a company. They are one of the many people one would like to have a good relationship with because they might be the key for one to move up in their career.

Developing a relationship with headhunters as early as now is a very good strategy, especially that building this kind of relationship takes time. Having headhunters work with you side by side can be very advantageous, as they can be a good help in future endeavors. There are different types of recruiters that one can meet along the way but with the right recipe for brewing a good relationship and they might just call you when they land a research assignment that compliments your background.

Being approached by an executive researcher can be confusing at times. Some might be persuaded but some might think that it is a prank call done by someone they know. If you are a rising talent or starting to build a career for yourself there is a great chance that you will be approached by one. Especially now that business leaders are more visible and accessible because of online professional networks. On the other hand, some might be wondering why they have not yet experienced being approached by one. Maybe there is something missing, or that you have exceeded their expectations. But nonetheless, once those mistakes are corrected, sooner or later an Executive Researcher will contact you.

Once you are approached by executive recruiters or planning to approach one, you should remember that they are not all the same, they work for their clients and building relationships with them is a two-way process. To help you with that, here are some tips on how to build a good relationship with Executive Researchers.

  1. Know Their Industry

    Executive Researchers will greatly appreciate when one has a background on what they are doing and know their real intention. In addition, knowing their industry will give you an advantage when talking to them. When you know how they feel and how they do things, you will be able to speak with them with higher confidence than usual.

  2. Extend Help

    In situations when you feel that the position offered to you does not suit you or different from what you are imagining, you can suggest possible candidates that might be well suited for it.

  3. Explain Rejections

    When you reject an offer, there is a possibility that headhunters might misinterpret your decision. So, it is better to let them understand why the job is not a good match for you, also, this can clear false impressions.

  4. Never Lie

    Always be honest about your capabilities and credentials. This is one key to landing a new opportunity. Honesty gives you additional points, not only to the recruiter’s side but also to their clients.

  5. Be Certain

    Always be sure about your decisions, it will not hurt to take a minute or two to reflect on the action you are about to do. One might leave a bad impression on recruiters once you did not stick to your word. And if there are changes to your plan, always update your recruiter ahead of time and let them know your whereabouts before an interview or any special appointment with their client. This way, the possibility of a misunderstanding will be lesser.

  6. Stay Involved

    Make sure that you never lose connection with them. When you accept a job offer, always keep them updated, whether you are up for an interview or you encountered a problem and need to cancel the latter, always update them ahead of time. As well as in future employment, it will also be great for you to keep in touch with them, with this they will also feel involved with you.

  7. Share Knowledge

    Once you share knowledge with a search consultant they will also share theirs. They can also make suggestions and provide you with information that can help you broaden your network for future endeavors.

  8. Be Calm

    There might be instances when an Executive Researcher happens to call on a bad time. During these situations always keep your cool so that there will not be a misunderstanding between the both of you. Better, explain your current situation and wish that they would understand.

  9. Be Friends with them

    There are chances that you will be able to be friends with Executive Researchers and this is a very good thing as they would really like it to have a candidate as a friend. Also, this will make the environment between the two of you comfortable.

  10. Respect them

    Having respect for an executive researcher is the most essential thing one must do upon meeting one. Whatever industry you desire to go to will always tell that respect is very important as how important EQ is in the workplace. This is one factor that shows what kind of person one is and the one that helps a recruiter decide whether they are fit for a job or not.

It is important to be one of the top candidates for a job, but it is not everything. Leaving a great impression toward an Executive Researcher, on the other hand, is everything. Once you get stuck on their mind there will be a greater chance that they will contact you in the future and might even give you a boost towards their candidates. Just remember that whatever you do or wherever you go, there is a chance that you will meet a headhunter, so always be prepared and ready yourself for what is about to come.

Reference:

Koshu Raghunandan featured image

An interview with the HR Guru, Ms Koshu

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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, streamlines and enhances 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 is both in Local and Regional & culturally diverse multinational companies in the Middle East and the 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 the 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. I have been contributing to 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 are 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 the 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

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.

Pls see 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?

Five 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?

Types of Jobseekers

Types of recruiters you will meet

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 executive search 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

Long-term careers featured image

What Industries Promote and Provide Long-term Careers in Asia Pacific Region?

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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 the 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 for professionals.

  1. 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 in this industry find their careers stable and sustainable. The logistics industry is typically a high-performing market and can sustain its business regardless of economic difficulties. This is the industry is expected to expand into new locations for the development and adoption of other innovative businesses. 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 of 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.

  2. DIGITAL, TECH and ONLINE INDUSTRY.

    This industry focuses on a 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 aim to propel profits and sustainability. This can provide long-term careers for people who are employed in 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 for many types of businesses as well. This industry can provide different career opportunities inclined with analytics, data processing, and digital computing.

  3. LIFESTYLE PRODUCTS & RETAIL INDUSTRY.

    This industry has not really experienced difficulties in sustaining and promoting careers. Employment demands for this specific industry have been large and continue 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.

  4. 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.

  5. BANKING & FINANCE INDUSTRY.

    This industry is slowly advancing with 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.

These industries create different platforms for professionals to manage their career mobility and various avenues for career opportunities. However, it would also be traced to 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.

Harper & Hill Executive Search caters to different industries and aims to provide candidates who are motivated to do great. We assist our clients in their hiring needs and provide them with people who are able to see the company’s outlooks and perspectives.

Thanks for reading the article! 🙂 If you find it interesting, hit that thumbs up button above and share. It helps other people see and read the article. Feel free to post your comments.

Pls, see relevant articles.

What are the benefits of a contract job?

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

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 and Hill Executive Search Inc, specializing in Senior Management positions in executive search in Emerging Market in Asia. He managed the 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

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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What Are The Types Of Managers You Will Meet?

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Companies need leaders to rule over the business, organize the company, and manage their employees. These leaders come in the form of company managers. But what is a manager and how should they function? In simple terms, a manager is someone responsible for controlling or administering all or part of a company or any other similar organization. Despite this simple explanation as to what a manager is, a lot of things are being overlooked – not all managers are exactly the same.

If you are an employee and have been exposed to several companies already, you will agree that there are different types of managers. You might have realized that they have different management styles and techniques. You might have noticed that they have different personalities and traits. You might have felt that they all have different approaches in terms of dealing with employees.

Read through the article to see if you have met and dealt with these types of managers already – or if this is the manager you have now.

  1. AUTHORITARIAN. This type of manager favors enforcing strict obedience to authority at the expense of an employee’s freedom. Whatever an employee does, either remarkable or effective, this manager is never satisfied. At some point, this manager is difficult to get along with and he has the mentality that the only competent person working in the company is himself. Authoritarian managers are tough, this is true, but they have been through a lot to be able to stand where they are now and have overcome difficulties in order to reach their positions. If you are an employee dealing with this type of manager, it is important to know their objectives and that both of yours are equally aligned. This is because you want their objective to be your objective too. This type of manager are always clear with what they want, and as an employee, you will need to support that. By doing so, you are able to contribute and assist this type of manager in accomplishing a specific objective. Authoritarian managers are after employees who are team players and competent workers.
  2. PERFECTIONIST. This type of manager is someone who wants to be updated always and is always in need of constant information. He wants to know everything that is happening and if it is being followed accordingly. Perfectionist managers want to be consulted if there are any critical decisions to be made. They always have this urge to be kept in the loop. They are very keen and detail-oriented and they study and analyze every information, regardless of it being big or small. This is someone who will call you at any time for an update or ask the status of the task. If you are an employee dealing with this type of manager, it is important that you always inform him of what is happening. The only way to deal with a perfectionist manager is to accept that you cannot change your manager and that you will need to understand why he acts this way. Simply because he wants to know if a job is done or if there is any progress. Or if there is any conflict or problems that he can easily address. As an employee, delivering what they want and gaining their confidence is very critical for your success with working with this manager. One way is to give him the updates he wants daily – or at least create an agreement or a timetable for sending updates and information.
  3. EGOTISTICAL. This type of manager is conceited and excessively self-centered. What is important to him is that he looks good, even if that means that he needs to take credit for something that he didn’t do. Egotistical managers will not accept full responsibility for mistakes and errors that may happen. Rather, it will put the blame on an employee and will let the employee fix the problem – alone. This manager loves to point out what needs to be done and should be accomplished but he does not even know how to get things started. This type of manager loves to go around and point out peoples’ mistakes and shortcomings just to give everyone the impression that he has none and that he is above and better than anyone else. When a problem arises, he is quick to delegate it to someone else and let the employee handle it. And when something good comes from the deed – he then will take full credit as if it was him who handled the problem. Employees need to deal with this type of manager by having proper documentation and details of every conversation, e-mail trails, or anything that the manager has to say. Through this, if the manager screws up and does not accomplish anything, you are able to avoid accountability and will reflect who it is that should be blamed.
  4. KIND-HEARTED. When an employee meets this type of manager, he will think that this person is the sweetest and most wonderful boss in the world. This type of manager is more focused on what he wants to say rather than what he is supposed to say. He will tell you positive and nice things even when you are doing a bad job at your task. Kind-hearted managers will tell you what you want to hear. This type of managers want their employees to like them and that they are avoiding conflict or having the need to explain any difficult situation. Employees who have this type of manager want to hear honest and direct feedback but kind-hearted managers fail to do so. Kind-hearted managers should also be sincere but straightforward. They should consistently aligning their words and action and should be able to speak up if there are problems and concerns. Employees can deal with this type of manager by understanding why he sees the world is fine and beautiful. When asking for feedback, I also request to point out points of improvement and development opportunities.
  5. THE CAPABLE. Capable managers are the type of managers who employees want to work for. They possess wonderful qualities that make them fit for a manager. Capable managers have the perfect leadership strategy and equipped with the right character and motivation. These are managers who are open to change and to hearing suggestions from employees. They teach employees what should be done and let the employees learn at their own pace as well. They also resolve employee concerns and are very professional, they will tell you when you need to improve on something but will also acknowledge your accomplishments. Capable managers know how to build a team and can decide on their own. Employees will learn a lot working under capable managers that will help them add value to themselves. When capable managers make tough decisions, they can do it in a way the employees will respect it and everyone involved will be professional about it.

You might have met at least one of these types already – or maybe you have managers who are a combination of those mentioned above. As employees, we have to realize that we can never change who they are as a manager, but we can always adapt to how they are. We can adjust so we can properly work with them and become successful.

Working with people is never easy but it does not mean that you will have to compromise the objective to be successful. Also, it depends on how we view our managers whether we put them in a negative or positive light. If you think that you are not a match for your manager or you doubt the style your manager implements then maybe you will not achieve success and are both being a burden to one another. Managers are different from each other – but that does not mean that it will hinder you from finishing a task or accomplishing a goal.

Harper & Hill Executive Search have assessed and employed a lot of managers to several clients. We make sure that these managers are equipped with the right attitude and character. We aim that our clients have the best managers not just to keep the business running but to also handle employees.

Thanks for reading the article! 🙂 If you find it interesting, hit that thumbs up button above and share. It helps other people see and read the article. Feel free to post your comments.

 

The Author 

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in executive search in Emerging Market in Asia. He managed a 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 contact our Executive Search Team

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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Why Do Some Employees Become Job Hoppers?

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A job hopper is an employee who works briefly or for a short period of time with one company after another rather than staying with at one job or organization long-term. Although it is normal to change jobs or to switch careers, job hopper would do it than the normal frequency. Job hopping results to one employee’s sole decision to transfer to another company and then to transfer to another company again, a decision that is not a result of something like being laid-off or company closure.

Some employers tend to become wary and reluctant when hiring job hoppers. Employees having short stints with companies can impact their reputation as well. This event may result in the recruiter thinking that the candidate is unreliable and incompetent. Hiring managers and employers often fear that these job hoppers are reluctant to change or are simply unmotivated. Although it was uncommon to the professional world before, it is slowly being experienced and observed now. However, why is there a negative stigma related to people who are job hoppers? And why do employees become job hoppers themselves?

Listed below are notable reasons why employees become job hoppers:

  • Employee welfare – this is very important to employees. When an organization appears to not be interested in the security and welfare of its employees and is only focused on company profit and appearing valuable in the market, this may result to employees losing trust and loyalty in the company. While the employee in this situation may work well and respects his immediate manager and other supervisors, he would still keep an eye on open opportunities that are available in the market.
  • Employees want to feel that they are taken care of and that they are treated well. So if this is something that they are not getting or experiencing, they might as well leave and explore the market. Employees would not want to work in a hostile workplace since this would only decrease motivation and would increase stress and anxiety.
  • Employees are not comfortable with their direct supervisors. Employees have preferences that they look for in their managers, and when they think that they do not match or are not complementing each other, employees would tend to doubt their employment. Managers can help the company create a positive working environment that will eventually help retain employees.
  • Employees become job hoppers when they have the mentality that “Something better is out there”. Yes, true enough that employees have the need to grow as professionals but the issue with job hoppers is that they always think this way even when they have worked on a function for a short time only. They would seek for opportunities already without mastering the specialization or function they are doing now. However, by doing this, job hoppers can be able to eventually find their match and a function that they will handle long-term. If this is the case and purpose people to hop from one job to another, this should only manifest in their early career as professionals.
  • Another reason is that employees have poor career choices. He or She does not clearly think about his or her career move and decisions. He or She may be blinded by a higher salary, a better work location, or the pursuit of a better work-life balance. Little does he or she know that he or she did not briefly understand what the role or function is and will eventually realize that it is something he or she is not comfortable doing.

When processing or hiring job hoppers, recruiters should take into consideration various factors:

  • Recruiters need to consider the candidate’s work background, function, and industry. Some industries in the past have become unstable that may have caused several companies to lay off some employees. And if there is a struggle to sustain in the industry, all results will be the same. Other employees have been unemployed for a certain period of time and some went through a career change to be able to make ends meet. This can elevate or at least address why the employee has become a job hopper and the recruiter needs to take that into account.
  • Recruiters should also consider the candidate’s skills and specialization. Some industries and companies only employ people for support or contract jobs especially when there is the presence of a niche market. Recruiters should evaluate whether the applicant is a potential job hopper or simply eyeing for a better opportunity.
  • Recruiters should also inform the candidate in the initial stages of hiring about the company’s values and culture. And that the applicant understands what is expected from him or her and what he or she can expect from the company or organization.
  • Recruiters should also involve the candidate’s references, ask people how the applicant is. Proper technical questions should be used to properly gauge and evaluate the applicant’s credibility.
  • Recruiters should realize that regardless of tenure, they should be able to discern whether they have the right candidate who is fit for the job.

There are many drawbacks and opportunities to be learned from processing job hoppers and employees. If recruiters are able to process candidates for the right reasons – this would benefit the candidate for landing a job that he or she can create and build a career on, but will also benefit the employers for acquiring an employee who has been exposed to relatively many employers already. The adjustment will not be a problem anymore and it is only important that it would be directed to creating and maintaining a healthy relationship that is aligned with the company’s values.

For the candidates and employees, they should realize that there is nothing wrong with changing jobs in pursuit of a better opportunity or a better career. However, too much of changing jobs can inhibit the ability to get a job and would result in difficulties in regard to explaining such to future employers. For whatever reasons that these employees have, or their motivation for moving, they must be able to give their future employers the impression that they are stable and dependable employees.

Harper & Hill Executive Search acknowledges the presence of this challenge in recruiting professionals. We aim to provide our clients with the best people with a commendable background and valuable work ethics. We seek to process candidates in the proper manner to identify and thoroughly understand the reasons for such circumstances. Rest assured, regardless of these difficulties, we aim to provide and identify the right candidate that suits available job opportunities.

Thanks for reading the article! 🙂 If you find it interesting, hit that thumbs up button above and share. It helps other people see and read the article. Feel free to post your comments.

The Author 

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in executive search in Emerging Market in Asia. He managed a 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 contact our Executive Search Team

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

Mistakes That Prevent You From Getting That Prized Job Offer featured image

Five Common Mistakes That Prevent You From Getting That Prized Job Offer

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Since April 2016 of this year, Harper and Hill Executive Search Inc team have been planning on how HR and Recruitment Industry will be much more interesting and innovative. With the help of our Candidates, Clients and other Consultants and HR Professionals in Asia. We will be launching a series of Videos of Exciting real-life situations of HR Professionals and Candidates.

Here is the first of a series of Videos.

Here are the five common mistakes that prevent you from getting that prized job offer:

Number one – You’re not virtually out there.

You’re not on social media or online job boards. Leverage on social media to have different avenues and opportunities for employment. The Internet is a great networking platform, make it easier for us to find you.

Number two – You tend to oversell.

There’s nothing wrong when you tell us about your success stories and achievements. But please don’t go overboard, you don’t have to brag about everything you’ve done. Because if you know everything already, what’s left for you to learn? How would you grow? And how would you achieve career satisfaction?

Number three – You’re making people adjust to your schedule.

We understand that given your executive role and function, you’re doing a lot of things. But if you really want that change, then learn to adjust and value others people’s time. Setting up interviews for people at your level is already difficult, so please make time to entertain our messages. We’re sure we’ll make great things together.

Number four – Your goals are not aligned with what you want to achieve with your career.

Don’t share false information so we won’t set false expectations as well. Let us work with you for the right reasons so we can come up with a greater offer at the end of the day.

And finally…

Number five – You’re forgetting the basics of an interview.

Do you even remember when was the last time you got interviewed? If it’s a virtual interview, please have a pleasant background. Never have your kitchen as a background. It would be great to have a simple painted wall so the focus is towards you and not the things around you. If it’s a face-to-face interview. Please wear business to formal attire. Wear a smile on your face and arrive on time. Look sharp and be sharp when having the interview.

And those are the five common mistakes that prevent you from getting that prized job offer. If you’d like to add more, share it with us on the comments section below

“Our goal is to help you get the job. But to get the job, you should help set your goals as well. Assess yourself and try to understand what’s lacking – in you and in your profile. Once you overcome those mistakes that hinder you, rest assured, you will have the career move you are aspiring for.”

For more tips on landing your dream executive job, visit us at update.harperandhill.com. Also get updates on the latest executive job openings all over Asia, like us at Facebook.com/harperandhill

Enjoy your business nights! Let the Harper and Hill Executive Search Team bring you the best executive positions all over South East Asia!

The Author 

Angelo is the Managing Director of Harper and Hill Executive Search Inc, specializing in Senior Management positions in executive search in Emerging Market in Asia. He managed a 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 contact our Executive Search Team

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How Can An Organization Lessen The Risk Of Attrition?

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Attrition in the organization is referred to by Human Resources as the gradual loss of employees over time. In general, relatively high attrition may cause problems for companies and organizations. Attrition is manifested and reflected when employees voluntarily resign from their jobs.

There are several reasons why this may occur: employees move to other opportunities or some would already retire, they realize that they are not suitable for the role they were hired to fill, or sometimes they look for employment opportunities that offer a more equitable work-life balance. Other employees may feel that they are being restricted and that they lack the experience of freedom required for them to perform at expected levels.

Attrition is also experienced when it is used by organizations as a restructuring strategy. This does not mean that they are downsizing the company but this means that when someone leaves the company, the vacancy will not be filled anymore and most likely will be removed from the structure. This may create positions that will help the remaining employees manage their career mobility and experience the chance of being promoted. This may create a positive outlook for the employees given that several options exist.

However, when attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in compensation. This can create a heavy working environment for the remaining employees since they will be taking on responsibilities without even having training. When this happens, this may lead to negative performance that could also lead to more employees leaving the organization.

In addition, the causes of employee attrition can be as varied as employees having different outlooks and perspectives. The only time exposed to function does one employee realize that he might not be fit for the job. Other employees would leave an employer for higher pay than they were offered or for career advancement reasons. But most of the time, employees seek other employees because they are dissatisfied with their immediate manager.

This may be the most common reason why employees leave organizations – they do not have a pleasant working relationship with their immediate manager. And organizations should be able to look into these occurrences.

Poor management techniques will result in employee attrition. Managers and supervisors who believe that giving employees a difficult time as motivation can prompt and provoke employees to seek other available opportunities. This reinforces a negative working environment that would also eventually lead to negative and poor performance. When managers come down excessively on their employees, chances are, this employee will lose motivation to perform at a higher level and will eventually exhibit a fear of taking a risk and approaching the manager.

Organizations should be able to address this concern and should be able to select managers and supervisors who are capable enough to create a positive working environment and motivating the employees to achieve more without compromising the employee’s drive to function. Organizations can also invest in training the managers to have coaching sessions that will assist them to adjust their management styles to become more approachable, friendlier, and personable.

Organizations can also lessen the risk of employees leaving the company by means of providing the employee’s security. Employees who feel that they are not compensated enough for the work they are doing may lead to them losing motivation. This may also prompt them to compare compensation and pay with their peers outside of the organization. When they become doubtful of their position in the company, they will eventually feel the need to transfer to an employer that can provide more. Organizations can invest in giving a competitive compensation package to its employees to boost their drive and morale. Several insurance schemes and HMOs can make employees decide to stay with the organization.

Companies can also invest in their employees by providing internal and external training and certifications that will help the employees gain value and manage their achievements. Employees should receive the liberty to attend events and symposiums relating to their field so they can also gain additional knowledge that will help them create a benchmark of whatever is the current situation. Through this, employees will be able to manage their learning and development. Organizations should also recognize their employees and the work that they are dedicating to the company. In this way, employees will feel motivated and will boost their morale and dedication to their jobs.

Communication can also lessen the risk of attrition. Employees feel the need to communicate for numerous reasons. Employees want to feel that they are being talked to, not talked at. Communication can help the employees receive an idea of what is happening in the company, what the future of the company would be, and where the employees stand in the company as well. Effective communication is the key to creating a valuable and positive working environment. Managers and supervisors should be able to reach out to the employees and acknowledge the work they have done, applauding their accomplishments, and helping the employees overcome problems and providing the support that they need to become better employees. A unified workplace can lead to an effective environment where employees are motivated and are achieving positive results.

Recruitment practitioners should be well aware of this occurrence. In the preliminary stages of the recruitment process, before hiring one candidate, recruiters should be able to inform the candidate about the job description and the expectations of the role. This can help weed out candidates who are incompetent and incapable and can ensure that qualified people are accepted. Recruiters should also be able to assess a candidate’s work background, whether he has been a desirable employee working for his past employers. Another way to eliminate the risk of attrition in the recruitment process is to be asking the candidate for references. Through this, the recruiter can easily evaluate the candidate’s profile through the words of the people that know the candidate better.

Harper and Hill Executive Search Inc are partnered with companies that have a strong foundation and can provide its employees with competitive compensation packages. Clients that have valuable work ethics and is capable of communicating with its employees. We also value the aspirations of our candidates and will direct them to companies that can fuel those aspirations. Harper and Hill Executive Search understand that attrition is inevitable but we make it a point that it becomes manageable. It may be unpredictable but we can create solutions that are attainable. It may be uncontrollable but we can make eliminating the risk achievable.

 

The Author :

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in executive search in Asia. He managed a 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 contact our Executive Search Team

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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How Reliable are Personality Tests in the Recruitment Process?

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Personality Tests are questionnaires or any other standardized instrument designed to reveal aspects of an individual’s character or psychological makeup. Personality tests are used for the purpose of assessing theories, to look at changes in one’s personality, to evaluate the effectiveness of therapy, used to diagnose psychological problems, and used in screening potential employees.

A candidate’s personality has a significant role to play in deciding whether he has the enthusiasm and the motivation that the employer is looking for. Also, personality tests may determine how well a candidate is going to fit into the organization. This can create a window where recruiters can see a candidate’s personality, attitude, and general work style. Personality can affect the day-to-day operations of a business and an organization. Either help builds the company towards success can only cause the business and productivity to slow down.

Personality tests may be given to applicants to check skills and experiences, to assess enthusiasm and motivation, or to evaluate personality and attitude. Effective recruiters use personality assessments to be able to enhance their decision-making about potential candidates.

Recruiters would want to place someone who is able to relate to other people, candidates who are able to express themselves and deliver a conversation, and also how well they are able to function under certain and expectations and dynamic working environment. This can measure various personalities and can give information to recruiters:

  1. Personality tests can help assist the recruiter whether one candidate is open to working with other people. Candidates who can cooperate well and contribute to tasks and if the candidate is able to provide suggestions and solutions to problems.
  2. Recruiters also want to know if one candidate is capable of empathy and concern towards other people – regardless of the issue being work-related or not.
  3. Recruiters want to assess if one candidate able to work alone with minimal supervision, become innovative and is able to multi-task.
  4. Personality tests can also assist recruiters to understand if one candidate able to work under pressure or not. These tests can reflect if one candidate is calm, relaxed, and rational.

However, there are also challenges and precautions that recruiters have to consider when giving personality tests to potential candidates:

  1. It may be possible that candidates may engage in deception when answering personality inventories. Some candidates may tend to skew answers to achieve desirable results or to put them in a good light – this may lead to a case of applicant faking.
  2. Another challenge is that some candidates may have problems or concerns in answering personality tests because they are not so good at accurately describing their own behavior. If in the event that candidates take the test for granted, this may have a serious impact on the accuracy of a personality test.
  3. One challenge that needs to be considered is how the tests are made. Tests need to promote standardization that can be observed regardless of culture. Application-based personality tests may give circumstances that other cultures or other demographics might not be able to relate to or understand.
  4. Another challenge that recruiters need to understand is that some tests can take long enough and can eat a lot of time which may cause the candidate to get bored and frustrated. When this happens, candidates will answer the questions as quickly as possible, without understanding the context or not even reading the questions.

Recruiters should be able to manage these concerns by properly informing the candidates that there are no right or wrong answers when taking the personality test. The recruiters must be able to educate and inform the candidates why a personality test is needed…

The question is how reliable are personality tests in terms of the recruitment process?

It may become reliable to assist in the recruitment process as long as it is administered properly give that recruiters are able to properly inform the potential candidates of the intentions of taking the test. This can also help the recruiter in the process of decision making, personality inventories can provide or can result to some information that candidates were unable to declare. It may also become reliable to the recruitment process since the purpose of the test is to establish what a person would be likely to do, what they’re like, what their preferences are, and what they would like to be. It can be a good indicator of whether one candidate has the potential to be productive or to just slack off. The use of personality tests can also be used to help create a development plan for a candidate by being able to identify the person’s strengths and opportunities.

Yes, it may be reliable but it is still important that there should be the presence of competent recruiters who are able to evaluate the candidate’s thoughts regardless of having a basis from the personality test. Organizations should not only bank on expensive and high-end personality inventories, but it is also important to have skilled recruiters who are able to identify, deliver, and make sure that they have the right candidate.

Harper & Hill Executive Search makes sure that our recruiters are already able to evaluate the potential candidates whether they fit the job function or not. And also to check if they are able to perform with specific organizations that may match their work preferences. The recruiters at Harper & Hill Executive Search pushes and drives the candidates to be transparent enough for the purpose of properly classifying their skills and personalities. With the help of personality tests, this can assist the recruiters to match opportunities to our clients’ recruitment expectations, demands, and needs.

The Author :

Harper & Hill Marketing and Communication Team

Contact Us: recruitment@harperandhill.com or Inquiry@recruupdate.harperandhill.com 

Contact our Harper and Hill Executive Search Inc team. We specialize in the recruitment of World-class Senior Level Management Executives. Our international network and connectivity enable us to serve our clients and candidates seamlessly across the Asia Pacific Region.

You can follow us in Linkedin: Harper and Hill Executive Search Linkedin Page

You can follow us on Twitter: Harper and Hill Executive Search Twitter Account

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