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TYPES OF JOB SEEKERS RECRUITERS WILL MEET

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Each individual has one goal set in mind when looking out for career opportunities – to land a job that they want that will help them grow and learn as professionals. Despite this being the goal of all job seekers, we must understand that no two job seekers are alike. They are measured by their capabilities, skills, and personalities that are being assessed and evaluated once they apply for any career opportunity. Recruiters are available to assist these job seekers land a job that they match or are available that suits their skills and capabilities. But what happens when recruiters meet job seekers who are naïve, fun, weird, — or a combination of everything?

Recruiters will eventually meet these types of Job seekers at a certain point in their recruiting lifetime. This will also focus on job seekers that Executive Search firms may encounter because recruiters from the Executive Search companies are handling various verticals or industries, and they also process different job seekers from entry-level roles to top management positions.

  1. THE OVER-ACHIEVER

    Recruiters have surely met this type of job seeker already. It starts with the question “Tell me something about yourself?”– and does not seem to have an end to what this job seeker will tell you. This type will tell you every single achievement he or she has just to impress the recruiter. The candidate will start with his accomplishments when he or she was still studying, the candidate will tell you achievements that have made an impact in his or her life that has changed his or her outlook and perspective. The candidate will also tell you about the achievements of doing ad-hoc responsibilities and attending volunteer activities with current and past employers. This type of job seeker will not miss out on anything and will tell the recruiter what he or she did in specific detail. This type of job seeker will attach several documents to his or her resume supporting all the information he or she has declared. What’s good about this type of job seeker is that when recruiters ask information about what he or she has done as a professional, the candidate can also say that he or she has achieved a lot handling a specific function or role and was able to perform effectively in his or her chosen specialization. This only shows that not only the candidate is committed to his or her job but he is also passionate about other things that can make a variable change as well.

  2. THE IDENTITY THIEF

    This type of job seeker did not use someone else’s identity to apply, this means that everything this job seeker declares may not be exactly true. Especially with his task or function with his or her past employers. The Candidate may declare that He or She has done specific tasks and functions but in reality, the candidate never did and was just exposed to the process while working with his or her past employers that is why he or she has the idea of how the process would be. This type of job seeker will tell you this information to add value to himself or herself as a professional. Recruiters need to be aware of this type and make sure that they are able to probe well and ask the job seeker to elaborate on specific details and information to check if the job seeker has really done the task or if he or she really understands the concept or is just making it up to get the job he or she is interested in.

  3. THE CLICKER

    Executive Search recruiters use modern technology in reaching out to potential candidates for several career opportunities. They use several job boards, online recruitment engines, and other sourcing channels – and this is where they can observe the presence of this type of job seekers. Clickers are job seekers who go online to hunt for jobs, they access several job boards and just start clicking and applying to whatever career opportunity is available. When recruiters call them and ask if they are aware of what they applied for, the answer is a simple No. This type of job seekers are pushing their luck to be able to find a job – and that would be any job for that matter. They would not bother reading about the opportunity or at least the job description.

  4. THE JACK OF ALL TRADES.

    This type of job seeker is someone who can do different types of work, who has exposure to different types of industries, who is knowledgeable of various concepts and processes but is not necessarily very competent at any of them. Yes, they do know how the role is supposed to function but somehow, this type lacks mostly in the technical and application aspect. As much as he or she seems to be capable of handling a specific function, it is still recommended that this type should have more experience and exposure for him to be able to gauge the role better.

  5. THE TAILOR FIT.

    This type is of a job seeker is every recruiter’s dream to acquire and process. These are people who fit the opportunity exactly how they are supposed to be and how they are capable to function. These types of people are the perfect fit the client would be very interested in. They are strong, competent, and highly-functional workers. They know and understand every aspect of the role and are capable of handling it as well. They are achievers and are truthful in terms of information that they declare.

Job seekers have different personalities and behaviors. Some have confidence in their skills and are aware of the career direction that they want to take. Some are yet to discover their place in the professional world. With whatever has been stated above, job seekers should be aware that recruiters are highly-skilled professionals and are competent workers who can easily trace whether an applicant is truthful or not.

This article does not ridicule or discriminate job seekers from applying to whatever opportunity is presented to them. However, job seekers should be able to assess and evaluate themselves first before eyeing for an opportunity. This will eventually save time and effort for both the job seeker and the recruiter. 

Harper and Hill Executive Search Inc have had experience in dealing with these types of job seekers.  Our network of partners and clients opens doors to possible opportunities that we can present to our candidates, however, candidates should also make an effort to be truthful to themselves and understand what they can do as professionals. Harper and Hill Executive Search Inc understand that candidates are different from one another and are motivated by several factors. It is our job to help you land a job that fits you as a person and as a professional.

The Author :

Harper & Hill Marketing and Communication Team

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

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Types of Recruiters You Will Meet

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Recruitment has become one of the most rewarding careers in the world of work and labor. Despite the stress and fatigue that also comes with the job, seeing the end results becoming positive gives a certain satisfaction to the people who chose this career path. Recruiters can be unanimous when we say that the end-goal of the process is to be able to hire talents and finally create placements to the open opportunities. This goal, however, will involve several different techniques and strategies that each recruiter is comfortable in using. The purpose of this article is to create different representations and fun descriptions of who recruiters are and negate what they are as recruiters. When talking about what they are, this would mean their specializations being: Contingency Recruiters, Retained Recruiters, Outplacement Recruiters, Staffing Recruiters, and Consulting Recruiters. Who they are as recruiters – meaning – their personalities, traits, styles, and also their quirks. Also, the focus of this will be recruiters who are working for Executive Search companies since it is in this organization that we can observe diverse and dynamic recruiters.

  1. THE NEOPHYTE

    This type of recruiter is someone new to the recruitment world. The Recruiter is fresh, idealistic, but unaware of what he or she entered when chose the recruitment field. As a starter, The Recruiter has a lot to prove to be able to make a mark in the industry. This recruiter thinks that recruitment is a simple process just by calling candidates, setting up interviews, and submitting profiles. Little does he or she know that there are more processes involved. But despite the lack of knowledge this recruiter has, The Recruiter is motivated, hungry for knowledge, and very eager to learn. The drive this recruiter is equipped with makes him or her a fully-functioning individual and soon becomes an asset to Executive Search companies. Being a neophyte doesn’t mean the recruiter can’t succeed with little experience, it means that he or she is able to start a path that can lead to long-term success. Also, great recruiters were once humble beginners too, right?

  2. THE VETERAN

    When there is the presence of beginners, this means that there is also the presence of tenured recruiters. This is the type recruiter who has become a veteran in the field and industry of recruitment all because The Recruiter has been recruiting for decades already. This recruiter has witnessed the majority of changes in various recruitment platforms and strategies. For this recruiter, with age comes knowledge, this means that he or she is able to fully understand demands from clients and concerns from candidates. The Recruiter has effective recruiting techniques that new recruiters are unaware of but will also need to take time to learn about current recruitment trends and strategies as well. This type of recruiter is someone who other recruiters look up to in an Executive Search firm.

  3. THE OWL

    When everyone is resting from a hard day’s work, this recruiter is still up and alive working at night. A recruiter doesn’t seem to mind the time for as long as he or she is being productive. This recruiter might not be picking up the phone and making calls to candidates but he or she is awake to check on other sourcing channels for fresh talent and quality pool. The Recruiter is also up creating and formulating strategies and techniques to have better results and outcomes. This recruiter will not rest until he or she has the results and will not stop until is satisfied. The attitude that this recruiter has is something that other recruiters want to develop in themselves as well.

  4. THE INVISIBLE MAN

    Rarely will you find this recruiter in his or her desk in the office? The Recruiter is always out of the office to attend to several business-related errands. He or she may be out interviewing a candidate or attending a meeting with the client, or this recruiter might be out creating business opportunities and partnerships for the company. This recruiter’s calendar is already fully-booked and jam-packed. The moment you see The Recruiter in the office, he or she is just in to get a document and directly heads out in a blink of an eye, and you didn’t even get the chance to chat and talk for a while. This type of recruiter might not be always present to know what’s happening in the office or to ask how his or her colleagues are doing, but rest assured, all the efforts and everything The Recruiter is doing will certainly benefit not only him or her but also the recruitment firm and its employees.

  5. THE PREACHER

    This type of recruiter will call out to all the saints in times of hardships and difficulties and in the event of triumphs and victories. The Recruiter is able to function, perform, and deliver through his faith and by not having to compromise everything that he or she believes in. And as professionals, it must be important that we have superior beings, whom we believe in to keep us afloat when the going gets tough. So we can be tough. So we can keep going.

  6. THE PERFECTIONIST

    No, this recruiter does not have a behavioral disorder but this type of recruiter will not get off your back unless he or she has all the details from you. The Recruiter wants to make sure that all the information gets will be able to help you land a job (if you are the candidate) or get the perfect candidate for the job (if you are the client). This recruiter sees to it that The Recruiter did not miss out on anything and that everything is in place – or that the recruitment process is followed accordingly. This recruiter has a good eye for details and that gives him or her the upper hand especially when sourcing for candidates, talking to clients, and setting up partnerships.

  7. THE 007 RECRUITER

    Give this recruiter the job and he or she gets the job done. The Recruiter will go the extra mile and hunt for the perfect profile and will deliberately follow instructions from the clients. This recruiter would appear sharp and presentable, knowing all the details and is capable of probing for more information. This type of recruiter is well-known in the industry and every company wants to hire him or her – because of the achievements and track record. This recruiter is respected and reputable, working hard until he or she does not have the need to introduce himself or herself anymore.

“Recruiters are not machines, they are all wired differently and their internal circuits are made up of different traits and personalities. The information mentioned above is not exact representations of all the recruiters you will meet and this article is not created to judge or ridicule. This is a fun way of realizing that recruiters are different in their own special and quirky ways”

 

We at Harper & Hill Executive Search are made up of different individuals. These individuals are recruiters who are dynamic and diverse, having different beliefs, styles, and techniques. We may be representing different types of recruiters mentioned above but we all have one goal set in mind — that is to be able to assist you in your recruitment needs and to achieve satisfying results. We will help you land a career that will provide growth and sustainability. We will give and provide you the best talents that are available.

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We will continue to be different individually but united towards one direction –

to make our candidates and clients satisfied.

 

The Author :

Harper & Hill Marketing and Communication Team

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

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What are the Booming Industries in the Philippines?

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The Philippine economy has been overcoming economic fallback both locally and internationally. This occurrence proves that the Philippines’ economy is booming, with growing demand in labor and an 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.

    Construction Industry featured image
    source: Google Images

  2. AUTOMOTIVE INDUSTRY.

    This industry has not really experienced struggle in the market because of the demand for it although it has shown the potential to grow bigger and provide a sustainable market. If the automotive industry continues to show relatively great development, forecasted growth would also entail an 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 growth and development.

    Manufacturing industry featured image
    source: Google Images

  4. REAL ESTATE INDUSTRY.

    It was 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 increases in a specific area, most likely in the central business districts, the demand for shelter and a place to stay also increases which paves the way to the growing sector of real estate and property. Developers have also found a way to devise homes that have lesser amenities which entail it to be more practical and affordable. Forecasts for the growth of this sector are steady and continuous. This also means that development and growth are experienced long-term.

  5. IT AND BUSINESS PROCESS MANAGEMENT INDUSTRY.

    Despite being tackled a few 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 locally 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.

    Banking industry featured image
    source: Google Images

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 positive results. We have devised several ways of forming partnerships in these industries to provide quality talent and highly-functioning workers. Our firm has established a foundation where expected results are delivered regardless of changes in the forecasted development in these industries. This is because our firm is able to build capabilities by sharing best practices, having innovative solutions, and being able to manage partnerships to achieve success.

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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

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Hiring for the best talents plays 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 about 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 with 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 economic 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 are 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’ strategies 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, 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 to have permission from the candidate to release the 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 is also informed of the process and are able to declare that they have been presented by the respective recruitment firm.

Ownership featured image
source: Google Images

3.Identifying the Perfect Candidate

Hiring good candidates can be challenging. There are several factors that can affect an application and the process of hiring. Some profiles have the right skills that match a job together with having the right educational background and work history. However, there can be multiple factors and more information needed than what is stated on paper. In the early stages of the hiring process, it does not guarantee that you get the right candidate at once. Searching for the right candidate has been the most common challenge every recruitment firm has encountered and is still something most companies are experiencing until now. As demands from client companies have become more specific in regard to candidate skills and work background, somehow, these candidates have become difficult to find. In the process of hiring, it is important to consider that skills alone do not guarantee that the recruiter will hire the right candidate. The recruiters should consider that prospective candidates should possess skills and characteristics that not only match the role or function but also aligns with the companies’ goals and aspirations. To overcome this, executive search firms should be able to step up their game and go the extra mile. Learn to broaden the scope of the search and the farther you get the more quality and fitting candidates you are able to pool for the role you are trying to fill. Another way is to clearly state what the client is looking for. While not every potential candidate will possess all the skills that are required for the role, it does not hurt to prioritize candidates that already have the complete skill set. This can help the recruiter weed out candidates that are good from the ones that are not so much. To also overcome the tedious process of constantly communicating with the client as to why the candidates that were presented have been failing, recruiters should be able to note all the information they need from the profiles and assess the candidates once they are able to interview them.

4.Recruiting Timeline 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 in 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 it 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.

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source: Google Images

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 a 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 the 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. 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 & Hill Executive Search. Our firm has 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 a database that has been filtered and reviewed that enables us to properly match opportunities with candidates.
  • Establishing rapport with candidates and making the recruitment process an enjoyable experience.
  • Harper & Hill Executive Search is also represented by experienced and highly-skilled consultants and recruiters with an extensive background in recruitment that will work with its clients to achieve, deliver, and overcome recruitment expectations.

 

Marketing Communication

Harper & Hill Marketing and Communication Team

Contact Us: recruitment@harperandhill.com

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Harper & Hill Executive Search, Inc. Opens its Door in the Philippines

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Harper and Hill Executive Search Inc is pleased to launch its business in the Philippines. The launching was headed by its Managing Director for Asia Pacific Angelo Cenon Valdez and General Manager for Philippines Erika Villasenor-Ngo. The gathering was attended by Harper & Hill’s senior consultants and researchers – close friends were also present to show support and witness the launching of the company. The launching took place in its office in the leading Central Business District in the Philippines, Bonifacio Global City Metro Manila.

Angelo Valdez and Erika Villasenor-Ngo
Angelo Valdez (left) and Erika Villasenor-Ngo (right)
Executive Officers featured image
Erwin Po (left), Patrick Abainza (center), Angelo Valdez (right)

Harper & Hill Philippines featured image

Harper and Hill specialize in the Executive Search of Senior Management positions in Asia. We have consultants in different industries and regions in Asia. Each of our consultants has more than 10-years of experience in the Executive Search industry with hundreds of placements and numerous satisfied clients.

With the company starting in the Philippines, it proceeds to offer its specialization in various verticals and industries.

1.       Executive Search. 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.

2.       Recruitment Process Outsourcing. We provide Recruitment Process Outsourcing for a systematic approach to building a great team. RPO is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider.

3.       Harper and Hill provide comprehensive and smart solutions for your organization. Whether you’re looking for a shortlist of high-caliber candidates or a potential company acquisition, we give strategic advice on starting a new practice or recruitment process design.

Harper & Hill executives featured image

Our dedicated expert Consultants, top-notch Consultants with more than 10 years of experience, cover different industries from Banking & Shared Services, Supply Chain and Logistics, Aerospace, Pharmaceutical, BPO and Call Centers.

Harper and Hill Executive Search Inc continue to grow and create an impact in emerging countries. Soon, the company will be able to cater to different recruitment needs of its clients across the APAC region.

Harper and Hill is an Executive Search company with a far-reaching network that enables you to seamlessly connect with qualified candidates all over the world. There is no doubt, we are the best choice for your recruitment needs. So from now on, enjoy your business nights! Let the Harper and Hill Executive Search Team worry about your top-level hiring needs.

Contact Details: Inquiry@harperandhill.com

Managing Director for the Asia Pacific: Angelo Cenon Valdez

General Manager for the Philippines: Erika Villasenior-Ngo

Senior Researcher – Emerging Market: Blytton Fernandez

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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Hiring Trends in the Emerging Markets in Asia

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We now live our lives circling a modernized and globalized economy. As a result, the competition for acquiring talent has become a global occurrence. Thanks to the rise of modern technology, smaller companies are also able to reach out to farther places and recruit and hire talent from around the world. However, not all people are the same – who we are, what we like, and how we run our business. Since recruitment and hiring have become a global situation, employers have to be smart and wise in regard to recruiting strategies. For now, we turn our attention to emerging markets where these countries will soon become great sources of talent for both large and small companies.

  1. Know the Culture of the Emerging Market

Emerging markets are found globally. And if you are to recruit for one specific market, it is important to know the local culture. It may be possible that your best-used hiring strategy for one market may not be that effective for the other. Thus, necessary adjustments have to be made. It will be really important that the executive search firms and recruiters are able to understand the talent in a given market and how they would really respond to opportunities. Since each market is unique, things to look out for when hiring are interested in mobility, career aspirations, and effective ways of communicating.

     2. Geography and Location

Location plays a key role in hiring for emerging markets. Most job seekers consider the location of the role in regard to their career mobility. From this point, recruiters should be equipped with information and selling skills as to why it would be great to consider the role, regardless of location. Executive search recruiters should be skilled in creating negotiations and adjustments that allow the candidates to consider the opportunity and not letting potential candidates go to waste.

source: Google Images
source: Google Images

  1. Invest in Local Talent

Though hiring for ex-pats has become a common occurrence for big companies, local talent should also be considered for several roles, especially for the top management. Some multinational organizations are no longer following this trend, rather, starting to invest in local talent and developing them in several aspects to becoming great contributions to the company. Although it is important to also set and define career paths and growth opportunities that are available for local talent, so this would be clear to the employees that they can own their mobility.

  1. Competitive Compensation

Given that recruiters are hiring for emerging markets, this means that the potential growth of the company will be experienced also. This growth would entail profit and development thus matching the talents’ expectations with regard to compensation and salary. This is something that the recruiters can offer when recruiting and hiring the right candidates.

  1. Technology Becomes a Part of the Process

Technology has created a significant impact on the hiring process given that it has created convenience between the recruiter and the job seeker. Several preliminary and early interviews are now being set up via call or Skype and then attendance for final interviews is the only time it requires the job seeker personally.

Technology featured image
source: Google Images

Every company is different, so these trends do not necessarily impact the same companies. However, if the recruitment firm desires to dominate the market and the industry, taking these trends into consideration can be a start or pioneering with new trends that can be done as well.

Countries in Asia have the potential to grow and develop exponentially, although some countries have specific industries that provide this growth and development. It would be great to know more about growing markets and understand the emerging industries for specific countries.

VIETNAM.

The Manufacturing Industry plays a big part in Vietnam’s economy as an emerging market. Focused more on textile and clothing and garment manufacturing, this has given the country growth in revenue and sales and the demand grew rapidly as well. This growth also contributes to another sector which is the Import & Export Industry. This industry has been catering to the demands of clothing merchandise not only locally but internationally as well. The Electronics Industry in Vietnam is also seen to catch up with that of the other countries. Vietnam is a prospect for electronics producers since the cost is relatively low but skilled workers are high enough to support the businesses. Although this industry is seen to grow over the years, changes need to be made so Vietnam can be at par with other emerging countries and sustain development in this specific industry.

Electronics Industry featured image
source: Google Images

MALAYSIA.

Similar to Vietnam, the Manufacturing Industry has also been seen as a growing industry in Malaysia. Although there was a minor fallback for this industry in recent years, it has proved to grow and will be able to sustain development for the coming years. Commercial Aviation Industry sales are also forecasted to grow over the future, given that it has been boosted by growing middle class and open skies policy. The tourism sector also contributes to this growth in an effort to attain higher sales and profit. The Agriculture Sector in Malaysia also continues to grow with the economy. Though this sector is largely dependent on the country’s natural resources, this is something that the country is able to sustain. The Biotechnology Sector also makes its mark in Malaysia. It has been noticed that a lot of major biotechnology research centers have set up in the country. This, of course, will benefit local businessmen by creating several partnerships with international companies. Similar to Vietnam, the Electronics Industry is seen to help Malaysia grow as an emerging country. This is due to the increasing demand for electronic devices that are used in everyday living.

INDONESIA.

The food and beverage sector in Indonesia is expected to grow bigger due to its demographic profile, growing population, and rising income levels have presented opportunities in the consumer sector. This is also the result of embracing new cultures and trying out cuisines especially from the Western area. This occurrence stipulates investment and profit to and from local companies and also from foreign companies.

THAILAND.

Thailand is no different from Vietnam and Malaysia in regards to growing sectors. Thailand has also been seen to evolve in the manufacturing industry mainly with its production of light pick-up trucks, hard disk drives, and is also known to have the top spot of manufacturing natural and synthetic rubber.

Although similarities between several industries are noticed within these countries, the points of expertise are different. Thus, providing each market to properly emerge and excel in their respective industries. This also gives them the growth and development they need to be able to sustain a profitable market and industry. Also, these countries are not limited to focus on these sectors mentioned but can focus on other sectors that can provide the growth, development, and sustainability.

PHILIPPINES.

Automotive and Construction Industries are showcasing growth and development in the Philippines. Stability is expected in both sectors also given that the demand for vehicles and infrastructures is rising and increasing. The Real Estate Industry is also expected to grow and flourish in the country along with the demand for shelter and acquisition of properties. It is seen to showcase long-term developments that will be experienced slowly through the coming years. The Banking Sector is also expected to grow and develop although expected to flourish at a steady pace. The IT and Business Process Management Industry, despite a big and flourished sector already, is still expected to grow and create several economic opportunities in the Philippines.

From a recruitment perspective, soon enough, these emerging markets will be able to provide several business opportunities to executive search companies. Harper & Hill Executive Firm will be ready to take on the challenge simply because it does not only support one country but supports several locations across the Asia Pacific. The reach that Harper & Hill Executive Search has created signifies its capacity to provide and deliver what is expected from a recruitment firm. As these emerging markets continue to develop, Harper & Hill Executive Search will continue to create recruitment platforms and activations that will assist and sustain the growth of the clients’ recruitment demands and needs.

 

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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