Wednesday, August 10, 2016

Recruitment Planning - New Beginnings

Recruitment, Search, Executive, Manager
HR Professionals Agree Recruitment Plans

As we are reaching these year-end months, it's time to check the Recruitment toolkit and pull out the planning techniques.

Recruiting professionals and managers takes a lot of time and money.  Good HR professionals meet this challenge by having an overall recruitment plan or workforce plan detailing the time and location of recruitment activity throughout the year.  Of course you cannot plan for the unexpected, however agreeing ahead of time with your boss on the recruitment that you know about will make it easier to argue for more resources when the unexpected happens during the year.
If you have any questions, do not hesitate to contact HR2B Executive Search in Vietnam.

Thursday, June 23, 2016

Controlling Interview Nerves

How Not To Compete With Yourself

Whether you’re an engineer, a CEO, or a finance expert, interview nervousness can affect even the best-prepared job candidate. Here is some tips on how to deal with interview nerves.

1) Get the interviewer to talk first and give yourself time to calm yourself - for example ask...
  • “How long have you worked here?”
  • “I am curious - why did you join this company?”
  • “Where did you work before here?”
2) Change your thinking. Think about the interview as a conversation between two professionals on a subject of mutual interest (your fit with the job that you are being interviewed for). Behave like an employee discussing your first work assignment.

3) Know your Interviewer. Use your network (or your headhunter) to find out who is going to interview you, not just the company name but the name of the person. Learn about their background. LinkedIn can help here, Google is good too. Study news articles and other facts about the company. Research the interviewer. See if you can find out their style so you know what to expect.

What do you do to control interview nerves? Post your methods and let’s comment on what works best. Join us on the blog,

Friday, June 3, 2016

Their Pain Your Gain

Candidate Arrives for Technical Interview

Understanding the pain of the hiring manager can give you the advantage during a technical interview situation.

First, if they have a job opening it means they have more work than their team is capable of doing with the team they currently have.  They may have lost an existing team member, or just have additional expectations from their managers.

Second, in addition to doing the job they are currently understaffed to do, they need to grow their team. This means not only sourcing, but screening and interviewing candidates.

Third, they are probably not very good at hiring.  They would never tell you this, but they were likely originally hired for their technical skill, or their skill at managing an existing team. Unless it is a start up environment most teams need only hire 2 or 3 people a year, so the typical line manager does not have a lot of experience with interviewing candidates.

Most hiring managers just want it all to end.

This is good news. This means they probably want to offer you the job. In the interview, you should focus on making yourself a "safe" candidate. This means your energy should be spent on removing doubts about your abilities.

Try to focus the conversation around your experience, and your ability to work with others.

Some people are not good team members.  They are a nightmare to work with. This means that you should talk about your experience in working with other people, and you should make it clear that these problems won’t be an issue with you. If you talk about technical things, like tools and techniques in addition to the social dynamics of the team, you will get more credibility.

Talk about projects or work you are currently doing and that you are excited about.  If you’re genuinely excited by the work it will be easy to authentically speak with a voice that showcases that passion.

When the interviewer asks you if you have any questions, ask them questions.

It’s also important that you genuinely care about the answers to the questions too. What are your thoughts about their response? Start a conversation.

Demonstrate that they care about the details of the work environment. Ask questions about the position, the role, and the company.

By understanding your interviewer and taking away their pain you can gain credibility as a candidate.

Friday, May 20, 2016

Why Should I Hire You?

Advice from your HeadHunter

Candidates often attempt to answer this question by talking about their experience, education or their capacity for hard work “I will try my best”.

This is wrong.

You should answer this question by saying what you would do to improve the company. What ideas do they have that will make life better for the interviewer?  Show you can do the job in the interview.

Why this is better?

At the interview you are selling yourself to the potential employer (as well as gathering information about them so you can make an informed choice when it comes time to commit to the job offer).

Sales professionals will tell you to lead with benefits before you talk about features. Thinks like your family background, experience, education and personality are features.

In this situation, what you will do to make this company better is a benefit to the interviewer.

Your benefit to the company is what will get you hired.

Therefore, always answer this question with benefits first, followed by features only if relevant. Example Benefits vs Features

I will bring with me 10 years of experience managing sales teams in the FMCG industry.
I can boost your sales by implementing a web based performance management program.
In my last position, I managed my own team within the marketing department, so I know what it's like to collaborate with others and lead a marketing campaign.
I have ideas for crafting a new marketing message that will more effectively tell the story of why this company is great and compel people to buy your products.
I have advance training and 5 years experience in JAVA,
I will be able to understand your code and suggest improvements as I have had over 5 years experience doing this at (a company similar to yours)

Stand out by giving them benefits, which are real reasons to hire you, and if you can make those benefits better than everyone else interviewing, you will get the job.

Of course in order to do this you will need to do your homework. Research about the company and interviewer before your go to the interview. What are the pressing challenges this company is facing now?

Your friendly HR2B executive search consultant can help you with this part.

Thanks to Tom Sullivan via Quora for inspiration about this topic

'via Blog this'

Thursday, September 16, 2010

Screening Timing


When we should contact the references, after we employ the candidate or before we interview? 


Screening in Viet Nam Tips

When recruiting employees, I have faced with the challenge about checking
candidate's reference. For foreigner boss, it's okay. But for Vietnamse
boss, may be due to culture, they are not often open to share their
assessment on candidate. In that case, what should I do ?

Based on your query, for cases whereby the HR person is not willing to give
information on the candidate, let them know that this is a background
screening process and that the candidate has given you consent to contact
them to provide reference. Let them know that you can show them a copy of
the candidate's signed Letter of Consent. This will give the employer more
confidence in giving you information. Furthermore, you can also let them
know that the candidate is waiting to be employed but they will not be able
to complete the employment process if the HR person is not willing to
provide references. This will affect the candidate's job application. This
may encourage the Employer to provide you the information you need.

(Sharon AIM pre employment screening session question)

What is your opinion?

Employee pre-Employment Screening

Last week I gave a presentation to AmCham Ho Chi Minh City and Am Cham HaNoi about pre-employment screening.  Over 100 people attended both sessions showing that there is an interest in this topic in Viet Nam.

At HR2B our screening service is designed to aggregate all legally available information about a person (with their consent) for the purpose of verifhying what the person has told us and the employer about their education and work experiences.
The way we do this is;

  • Contact directly to the educational institution to verify the university qualification;
  • Contact the previous employers HR to verify dates, job title and salary,
  • Contact directly to the previous employers line manager to verify achievements and personality factors
The report normally takes between 10 and 30 days to complete.  The slowest piece of information comes from the educational institutions.  Our staff have good relations with the larger universities in Ho Chi Minh City and HaNoi which speeds things up, however in other cities it may take some time.

The benefits to our customers of verification are;
  • one more channel of information about a person
  • minimize risk of making a poor recruitment
  • encourages all candidates to disclose truthful information.