Recruiting Opportunities in Japan and Singapore
Hello everyone!
I’m currently looking to fill two positions—one in Japan and another in Singapore. Based in NYC, I’m navigating the time zone differences and could use some insights. Has anyone here recruited in the APAC region before? Any tips or advice before I start reaching out with interview requests would be greatly appreciated!
Thanks in advance! 🙂
Hello! 😊
I’m finding it challenging to grasp some of the nuances within the investment sector, particularly when it comes to carving out a niche.
In the technology space, identifying a niche seemed relatively straightforward:
Pretty simple, right?
For the past three years, I’ve been attempting to apply this same concept in the financial markets. I’ve explored options like:
However, I keep encountering the same issue: roles in finance don’t have universally accepted titles. Additionally, a Quant Analyst at one asset manager may not see the value in someone from a different firm, especially if they follow a different strategy.
I feel a bit stuck.
I’m back to where I started, wondering how to effectively choose a niche. Should I aim for something incredibly specific, like energy-focused alternative asset managers that hire Data Scientists? It’s worth noting that when I tried that approach before, hardly any of the firms I targeted employed Data Scientists!
I realize this post is a bit lengthy and may seem scattered, but any insights or advice would be greatly appreciated!
Can anyone clarify why, in 2024, there are still numerous job postings that don’t include salary information? Can we please acknowledge that this matters? I’m fed up with investing my time and effort into applying for and sometimes interviewing for positions that don’t align with my financial requirements. It’s truly disrespectful to candidates’ time. Why is this practice still so common?
Seeking Advice
Hello everyone! I’ve been with an agency for two years now, and while I’ve had some success, I’m finding the stress increasingly overwhelming. I’m looking for suggestions on potential career paths that don’t rely on commission-based earnings. Any advice would be greatly appreciated!
When you head to the office, remember that it’s primarily a place for work, not necessarily for making friends. Many people remind us that work isn’t about building friendships. However, since we spend a significant portion of our day at the office, having colleagues who are supportive and listen to you—without casting judgment—can make a big difference, especially during lunch and coffee breaks. Engaging in light conversation, even about the most trivial topics, can be a great way to maintain your sanity and joy at work.
Seeking New Opportunities After Job Loss
I recently lost my job as a recruiter (specializing in executive search and IT) due to the economic downturn in my home country, which prompted a relocation to the UK. This transition has been challenging, as I truly valued my time at both the consulting firm and the NGO where I worked, and I learned so much from both experiences. I am grateful for the opportunities I had during my tenure.
Despite these difficulties, I remain optimistic about what the future holds for my career in the UK. I’m currently seeking new opportunities in recruitment, human resources, strategy development, business analysis, and social impact strategy. With over 6-7 years of experience in these fields and a Distinction in my MSc in Human Resources Management, I am passionate about helping people find meaningful and fulfilling work.
If you hear of any openings or have leads that align with my background, I would greatly appreciate your insights. Please feel free to reach out to me via email, phone, or LinkedIn. I’m also open to any feedback or advice you might offer. Thank you!
The Role of Recruitment in Employee Turnover
To what degree is recruitment responsible for employees who resign or are terminated? I pose this question because I often feel like our team is unfairly blamed. We’ve consistently sought to enhance our hiring processes and have adopted stricter criteria for selection. However, when a client expresses dissatisfaction with their staff, the focus tends to be on our ability to “properly assess” candidates, rather than examining the underlying issues. Additionally, our company’s approach to addressing underperformance tends to be quite subjective.
What does a recruiter’s daily routine look like?
I’m curious about the inner workings of the recruitment industry, particularly the strategies and processes that recruiters engage in each day. This includes lead generation, metrics, KPIs, candidate qualification methods, and probably many other aspects that I’m not familiar with.
Where can I find detailed information on this topic? Alternatively, if someone could provide a brief overview, I would greatly appreciate it! Thank you!
Looking for Job Posting Volume Tools
Does anyone know of a website or intelligence software that allows me to search based on the number of job postings? I’m looking specifically for tools that can provide insights into either LinkedIn or Google-indexed jobs.
To clarify, I can already use LinkedIn to check a specific company’s job listings. What I’m aiming for is a way to run a search that shows me, for example, Company X with 20 open positions and Company Y with 35. Any suggestions?
Is This Recruitment Agency Trustworthy?
Hello everyone, I’m a first-time poster. I recently relocated to Manchester from Australia and have an interesting situation to share. I landed a job interview through a recruitment agency called Childcare Heroes (CH) for a position with their client, Thrive Childcare. I interviewed virtually with Thrive’s Head of People, and the next day I received a call from the agency informing me that I got the job. Great news, right?
However, there’s something that’s raising my eyebrows: CH doesn’t have a website or even a LinkedIn page. When I searched the agent’s name on LinkedIn, I found an inactive profile, which seems odd for a recruitment agency since I have a background in recruiting. On the flip side, Thrive appears to be a legitimate organization, and the person I interviewed with matches their Head of People listed on Thrive’s LinkedIn page.
I’m set to start next week, but I haven’t received any contracts or agreements to sign yet. I reached out to the agent at CH for clarification, and received this response:
“You will need to sign your contract, which will be issued via the onboarding system. To facilitate this, we need to enter your details into the system. Since the role has been filled with your acceptance, we can’t do this through the normal link. To help us get you onboard, please enter your details against the following role, and then Thrive will update it internally.”
This message doesn’t sit well with me—why do I need to provide my information for another job posting? Is it common for recruitment agencies to operate without a LinkedIn presence or website? Is this potentially a standard practice in the childcare sector?
Am I just being overly cautious? I would really appreciate any insights or suggestions on how to proceed with this. Thanks!
