Quinnox Solutions

Number 5: Unrealistic salary expectations

A higher salary package or what most candidates discretely term it as “better prospects” is usually the main reason for a job change.  One of the first question that some candidates may ask will be “How much will I be offered?”.  Recruiters are usually wary of candidates who ask this up front.  It does not give a very good first impression.

There is always a salary budget tied to each position.  This budget will be based on the years of experience, industry domain, roles and skills required.  If you meet all the requirements from the job description and is able to value-add to the company, naturally you may expect a good offer.  Depending on the location, market forces and technology demand, this “budget” will fluctuate.

In the technology sector today, one of the important consideration for hiring managers or HR when selecting candidates for interview is usually their salary expectations meet the budget.  Thus, if your expected salary is placed too high, you may not get a chance to be interviewed at all.  When it comes to putting down your salary expectations on your next job, give it a range.  Instead of saying “I want at least a $6000 basic for my next job…” say something like “I wish to look at 10-15% increase to my current pay package, but I would like to consider the role and overall benefits too… ”

Top 10 Recruiters’ Peeve Number 6: Incomplete or falsified resumes

Years ago, recruiters will share horror stories on how they have received 2 completely similar resumes albeit with different names.  More than 80% of the projects experiences, dates, and skills are the same for 2 different people.  It cannot be a co-incidence.  These days, we see less of such “outright forgery” cases but falsified resumes can still be found.   

There are many reasons why resumes are incomplete.  Job seekers may black out a certain ex-employer or combine the periods of employment in their cvs.  Candidates may think that it is not a big deal to round up/down the dates or skip 1 or 2 ex-companies that they would rather disassociate themselves with.  However, this is strongly discouraged.   

Many companies conduct reference and background checks on potential hires and most of them have a zero-tolerance policy to inaccuracies.  If you are still puzzling over a potential offer that was dropped at the last minute, this may likely be the reason.  At this point, you will have no chance to explain yourself.

Top 10 Recruiters’ Peeve (No. 7): Uncooperative/Withholding information

Many job seekers understand that an external recruiter could help them to get a job.  They are willing to share experiences and information with us so that we are able to match them to the right roles and highlight their best aspects.  However, not all candidates are cooperative. 

Scenario 1:          When we call an applicant for a chat, many will say: “Please go through my cv, you can get all the information there”.  With that, they wanted to cut short the conversation and probably thinking that we are so silly to call.  

Scenario 2:          We also meet candidates who simply refuse to divulge current or expected remuneration packages.  They feel that it is simply too early or are uncomfortable to reveal such confidential information. 

Scenario 3:          This is rare, but some of them think that if the next employer treasures his/her experience and skills, they will offer a good package even without knowing his current drawn salary.  They do not mind going through many interviews and hassle to find that good employer.    

Whatever the reasons, it is very important for recruiters to know our candidates well before we can confidently recommend them to our clients.  When candidates withhold information, we will be puzzled and feel uncomfortable representing them.  In most cases, we will choose to drop them from our list.  

Top 10 Recruiters’ Peeve No. 8: Applying to a job that he/she is not looking for

We welcome all job applications – the more the merrier.  But sometimes, we get applicants who qualify for a job but do not want the role.  For some reasons, these applicants responded to a job advertisement with a notion that the job scope could still be changed. 

For example, the advertisement for a software engineer attracted an IT graduate.  He applied to the job.  When he was called up for interview, he told the recruiter that he does not like to do programming i.e. software engineer role and prefers Business Analyst or Project Coordination roles.  Another candidate applied to an IT specialist role.  He was well qualified for the job, but when called up, he rejected the role, citing that he wish to progress to a higher level such as a Project Manager. 

If the motive of these candidates is to attract recruiter’s attention, then there are better ways to do it:

1. Have a clear career objective in your resume.  This objective should tell us your areas of interest as well as how you think you could contribute in those areas.  Recruiters will pick up these points.

2. Instead of applying to that particular job which was advertised, if you think the recruiter may be able to help you in getting a related job, indicate your intentions – upfront – in your application.  Most recruiters would be able to keep a look out for you.

Number 9:  Lack of Preparation for Interview

Recruitment agencies will generally prepare candidates before interview sessions with clients.  No matter how much we try to prepare our candidates in advance, some of them will still say foolish things.   For example,

Client: “How much do you know about our company?” 

Candidate: “Not much.”

Client: “Then why do you apply to this job?”

Candidate: “The agency sent me and so here I am.”

This may be an exaggeration but the implication is there. 

The onus is on recruiters to put forth the best candidates to our clients.  However, these candidates may be in demand due to their skills or industry domain experience, and may not be fully appreciative of the interview opportunities given.  This could well explain their “disinterest” during interviews.  Some candidates had gone through so many rounds of interviews and feel so “jaded” that they do not put their best self forward each time.

If you have decided to turn up for an interview, please do not waste your time or the interviewers’ time.   Put in your best effort during that 1-2 hour session.  Even if it means that you have to answer the same questions all over again, do it with oomph! 

The IT industry is small and a negative impression you gave during an interview may haunt you in future.  Interviewers will remember you … and most companies have a recruitment system to help them keep track of all interview records.  You have been warned…

Top 10 Recruiters’ Peeves

We have compiled the top 10 “recruiters’ peeves” to provide some insights as to what annoy us and our struggles with impossible candidates.  If you are a candidate and reading this, this will be your “Top 10 not-to-dos”!  Here is the countdown:

Number 10:  – Applying to every available job

We have a list of job openings in our website (http://quinnox-solutions.com/career-page/).  These jobs are mostly technical, but each requirement is very different.  Often, there will be a single candidate applying to at least 6 to 10 jobs in that list!

So why can’t you apply to as many jobs as you like?

• It shows that you do not have a clear career goal.
• It suggests that you are a desperate job seeker and your cv had probably been mass-sent to many other job agencies as well.
• We wonder if you are in the right state of mind.

 As a fresh graduate, you would probably know your areas of interest and then apply to jobs that are best suited to you.  You could apply to junior positions or openings that welcome fresh graduates.  A fresher applying to a Project Manager position will most definitely be rejected – this is a no brainer.

 For candidates with working experience, you will probably have some idea of where you stand in your career and the possible career paths ahead of you.  Thus apply to positions that you are able to contribute to or aim for something that is one-level up from your current role. 

Whatever you do, remember not to send in your cv to a “system engineer” job and in the next breath, apply to a “software engineer” position… you know what we mean.

With the recent tightening of foreign entry into Singapore, the criteria for employment pass approval (especially for many Technical Professionals that falls under the EP category) had been strictly controlled.  There are many new reject cases and even those who had been working in Singapore for some time (under previous EP status) had not been spared.  

If you are a .Net developer with 3-5 years of working experience and being offered anything less than $4500, there is a high possibility that you will only qualify for a SPass now.  Surprised?  Don’t be.  There is nothing wrong with getting a SPass – you can still work in Singapore.  However, not all company has enough SPass quota and you may end up having a job offer but not being able to start work!  So, run some checks before looking for work in Singapore.

1.            Go to www.mom.gov.sg to do a self-assessment on your eligibility to be granted a work pass (Ministry of Manpower website). 

2.            Your degree should be a full-time study program by a recognized University (must be in MOM’s existing list)

3.            If you happen to fall in the EP/SPass category (after assessment), you will need to check with your future employer that they are willing and able to apply for a SPass for you.

4.            Asking for a higher salary from employers may not guarantee you an EP.  It is your personal skills, experience and credentials that matters.

5.            Most importantly, please do not resign immediately when you get a job offer… make sure that your work pass in Singapore is secured before you quit!

Disclaimer: The above is written based on our experience when applying for Work Passes for our employees from the third-fourth quarter of 2012.  The intention is to share our knowledge on Work Pass application in Singapore.  We do not represent MOM or any of the government-related authorities and do not claim to be an expert in this field.  

3 Reasons to Move Now and Forego That Year End Bonus

1. Beat competition

The logic is simple: your chances of securing that dream job will be higher when competition is less keen.  If most people look for a job in the first quarter of the year, you will need to compete with more qualified candidates for the same job opening.   Beat competition – look out for your ideal job in the last quarter of the year.

2. Companies are hiring for 2013 now!

Counting backwards, companies may require between 1-3 months finding the right candidate and the candidate will then need to serve 1-2 months notice.  During the 4^th quarter, many companies start to hire for strategic positions.  The main reason could be to prepare the incumbents to be ready to start in the beginning of the New Year.  Such positions are usually Sales, Business Development, Strategic Planning, Business Processes and/or other functional and managerial roles. 

3. No time is a good time

We talk to many candidates who expect bonuses at the year end and some even counted the “would be” bonus amount into their annual package.  While this is not wrong, it is presumptuous to think that a big bonus will be waiting for you – every year.    Thus, no time is a good time.  Your next job may give you a higher monthly basic that will soon break-even with the bonus that you forego.

“How much will you pay me?”

In any job interviews, this question is on the top of every interviewee’s mind.  How and when you bring up the issue of salary is critical.  If you ask this question openly, and before the interviewer can get to know your skills and strength, it will most likely jeopardise your chance of getting hired. 

The rule of the thumb is, let the interviewer bring up this question and never initiate it.  Even if you so desperately want to know if the company can meet your expectation or if the compensation is worthwhile enough for you to sit through the interview – don’t.  Interviewers are often put off by candidates who ask about salary first. 

At the present market, the general guideline for a salary hike would be between 10-20% of the previous salary package.  For those with skills and experience that are much sought-after, a 25-30% increase may be possible.  If you think that you are underpaid in your current job and would like to be brought closer to the market value, getting advice and assistance from your Recruitment Consultant may be the best approach!

Here is how a good recruitment consultant can help:

1. A good recruiter sets out to understand your career background, skills, experiences and career goals and match you to positions suited to you. 

2. He/She should also be able to advise you on how to structure your resume, conduct yourself during interviews and provide other tips to land that dream job. 

3. Where appropriate, a good recruiter should also be able to judge how far you are from your career goals and point you to the areas that you may be lacking in e.g. skills/knowledge that you need in order to pursue that goal. 

4. Finally, recruitment consultancy usually represents the top companies in town.  Impressing your recruiter would mean that you are more likely to get presented to their clients.