Intro Recruitment Asia’s Post

In any job the total package is :- 1- Financial offer 2- Title 3- Culture & environment 4- Work load (job description) 5- Career pathway 6- Learning & development 7- Direct manager 8- Company name and market position 9- Work location (distance from your home) 10- Relevant industry for your potential You won’t find all points in any job so you have to define the most critical 4-5 points which will support your decision with acceptance or rejection Trying to get all points is same trying to remain dry in the middle of ocean

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Dear big companies and recruiters, Posting a job vacancy with the title Specialist, Senior Specialist, or Executive but the Job description is Manager gives some bad indications about you. 1- You don't understand the role or the job itself. 2- You don't have any future plans for the company. 3- Your cost reduction plan is wrong thinking that maximizing the profit comes from minimizing the salary cost by replacing senior positions with junior positions. This will lead to the failure of the current and future business plans. Experience makes difference, so don't underestimate it.

Dear EA, I celebrate you and your work. This might be some tough love, so please brace up in advance. While you revel in the feeling that comes from being called “the real boss”, please also ensure that you have these critical attributes: - You understand the business of your business. - You are being involved in decision making to a decent extent. - You are good at people management. - You have transferable skills that add real value I’ve seen too many underpaid, underutilized, unsatisfied EAs who describe themselves as magicians, boss, etc. and enjoy these titles by others publicly but deep within know that something is missing. They realize too late that some of these titles when used by others was just to massage their egos. Do a honest self and skill assessment. If you’re a career EA, this is even more critical for you. Don’t grow in title and/or remuneration without a commensurate growth in value and skills. If you’d like an objective resource to start with, check out World Administrators Alliance Global Skills Matrix. If you are an EA who adds true value to business and helps your Executive save time and money, I salute you specially🫡. Keep up the great work! #executiveassistant #careerdevelopment

First off, have total clarity on the range for your education and experience to back up your request.   Second, ask open ended questions where you can about what types of ranges the hiring manager/HR person has seen for similar experience.   Third, maintain composure and listen before you try and respond.   If the company thinks you are the "one", they should work with you to reach something mutually beneficial.

Here’s why you want to connect with the hiring manager before applying for the job. You feel the job market is competitive. Right? And it feels that way because so many people are applying for the same position. The question to ask is “How am I going to stand out in this competitive market?” You will stand out by connecting with the hiring manager before you apply. The hiring manager MUST know your name. Ready to land a better paying job? Click the link in my bio.

Despite of applying to a job role in the first 10 minutes, we often notice that the same job role have been "reposted 10 hours ago" but our application status stays in the "review" stage. This is the job search version of situation-ship.

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How do you move a candidate from reading your job description to applying for the role? Top talent is difficult to find. As a hiring manager, you will know what it is like to have zero applications for a role or several irrelevant applications. That is where your job description could help. Rather than using the same job description you have used for years and not tailoring it to reflect changes in the role and organisation, consider updating it by following the advice below. To read our full article on 'How to Write an Effective Job Description' click the link: https://lnkd.in/eZJCRD9d

I finally discovered the meaning behind a new term that companies started using on job vacancies, and associated with H&S roles: Business Partner. Apparently, it is used to differentiate the role approach from old-school style "H&S police" to a "new", more friendly and supportive approach to colleagues. I find it peculiar: I understand the rationale, and totally support that workplaces are evolving in this direction, but was it necessary to create new terminology in a field already over-complicated in terms of roles (Manager, Lead, Head, Advisor, Adviser, Coordinatoor, Analyst, etc. etc.)?