Well, I don’t think so. But since we were celebrating Valentine’s Day, what an opportune time to wonder what if? Valentine’s Day is associated with romantic love and has evolved into a time where lovers express their love for each other by presenting flowers, greeting cards and confectionery. Continue reading “How Valentine would select his HR Director”
It’s probably only 10 to 15 years ago that we in Thailand became familiar with the words HRD and OD. And it was also about that time where universities in Thailand started to offer HR and organizational development in their HR curriculum. Since then we have seen HR Business Partner being introduced in bigger organizations or more recent HR Analyst. What’s next? Continue reading “The obvious reality is that HR has never been your friend”
That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.
Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”
The U.S. Bureau of Labor Statistics once reported that 83% of a labor market is passive, meaning people are not actively looking for a new job. And consider that only about 20% of the six to seven million higher educated Thais are registered LinkedIn user (and a lot less are regular users that is). So what does that tell you? Continue reading “Artificial Intelligence no match for headhunters”
Being in Asia, there is little in the weather which tells you that we are once again in the month of January. The festive holiday season is now just behind us and you may have thought of your own personal New Year’s resolutions. It’s the time for reflecting on the changes we all want in the coming year.
Have you made yours yet? What about one of these resolutions: Continue reading “What’s your New Year career resolution?”
Seeming disinterested, arrogantly smiling and over- or under dressing for an interview – these mistakes can happen to anyone. But the almost unbelievable behavior of some candidates can leave a deep impression on the psyche of any hiring manager. Continue reading “Headhunter Horror Stories”
Switzerland, Denmark and Belgium top the World Talent Ranking in IMD’s prestigious annual report that assesses the methods countries are using to attract and keep the talent that their businesses need to succeed. 11 out of the top 15 economies are European countries.
The ranking of 63 countries, including Thailand, is based on how countries perform in areas of education, apprenticeships, workplace training, language skills, cost of living, quality of life, remuneration and tax rates. Continue reading “European economies best at recruiting and retaining top talent; what about Thailand?”
You know the feeling when a headhunter calls you. If you ever got the call that is? You feel a sense of pride and excitement. You think to yourself: Finally, someone found me, someone discovered my talent, the big salary and company car coming my way, the neighbours will surely notice my new status, my spouse and children will acknowledge how smart I am. I should go buy a lottery ticket today. Continue reading “8 ways to evaluate a headhunter in 30 seconds”
Blind dates are sometimes good, usually bad, and always weird at the beginning. So are many interviews between a candidate and a hiring company. If you have never been on one yourself, a blind date is when a friend sets you up to meet a mystery person that you don’t know.
It beats me how hiring companies still treat applicants and candidates as though these people desperately need a job and subject them to abuse and arrogance by misinformed hiring managers. Candidates still tell me how hiring managers and companies seem unprepared when they turn up for an interview. Continue reading “Candidates on blind dates”
It’s really hard to believe that many hiring managers and recruiters still don’t get it. That it’s a courtesy to inform applicants and candidates, who have been interviewed, that unfortunately another candidate was chosen for the job.
I love this line in the story that I quote below, that only one person can land a specific job, but everybody can have a good experience for the duration of the recruitment journey, even if they’re not ultimately the chosen candidate.
Here’s what you say on the phone or you write in the email: Continue reading “The dreaded candidate black hole”
Are you surprised? The research from ESIX says that 40% of executive searches fail and that the clients are to blame for 70% of these failures. What is your own experience with contingent recruiters and executive search consulting firms?
I have helped organisations to fill managerial and top executive positions in Thailand for the past 14 years. I see a clear pattern when clients are successful in their hiring, and likewise I notice when companies struggle to recruit. Some examples of what works for the successful client companies: Continue reading “40% of executive searches fail; clients to blame for most of them”
If you want to know how to jerk the headhunter around, how to make recruiters hate you, how to toy with them and lie to them. Or how you lead them to believe one thing while meaning another, promise them something when you really have no intention of keeping your word. The following will tell it all.
There are certainly moments where I think that clients, be it HR people, corporate recruiters, or line managers, have conspired to make our lives miserable. “Our lives” as in those of us who make a living from helping client companies identify the increasingly difficult-to-find talent. Continue reading “Headhunters don’t take the rap for clients’ behaviour”
The short answer is no and never! If you want to know why, please keep reading. Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. Continue reading “Should I trust my gut feeling when interviewing people?”
Last week I got a message from a senior executive candidate, who is in the running of becoming the new Managing Director for a multi-national company. He said he was pulling out of the hiring process. He and other top candidates met the client five weeks ago and to date no decision or update have been forthcoming.
There is no way you will impress senior executives with a slow recruitment process. Period. Continue reading “Five reasons why slow hiring process kills all deals”
Picture a jigsaw puzzle! Then think about the next candidate you are going to interview. This candidate is like the jigsaw puzzle you just pictured, a human being put together by many different shapes and forms of puzzle pieces.
Imagine for a second that you only have one single puzzle piece and are asked to guess what the complete picture is. Likely an impossible task, wouldn’t you say?
Assessing a candidate’s profile to determine the fit to your hiring needs is not done by just reading a resume once. It’s not done by just one telephone screening and nothing else. It’s not done by a short or one-time in-person interview. It would certainly be a risk to decide whether to hire, or not, if the only thing you did was call a previous employer for a reference check. Continue reading “Two ways to test candidate personality and intelligence before you hire”