Asian Talent Conference Announces Inaugural Talent Management Conference in Singapore

[PRESS RELEASE]

Conference speakers to share trends, insights and best practices to help organisations find, motivate and keep their best people

SINGAPORE, August 18, 2008 – Asian Talent Conference (ATC), an exciting new collaboration between the leading corporate recruitment and talent management experts from Asia, Australia, New Zealand, and the United States, announces the launch of their first ever human resources conference organised in Asia, themed “Finding the future: fresh new ways to source, develop and retain talent” which will be held from August 20-22, at Grand Copthorne, Waterfront Hotel Singapore.

The 2008 Asian Talent Management Conference has been designed to give attendees the knowledge and skills needed to ensure that their talent strategy is well aligned with their organisation’s business goals and objectives. At the conference, attendees will also gain insights into the future of HR, emerging trends, technologies and practices that are making organisations more successful and more profitable.

“Talent is THE challenge of this century and it will become more and more difficult to find, attract, hire and retain the people that organisations need for success,” said Trevor Vas, chairman of Asian Talent Conference. “Thus the HR function is becoming increasing critical and this conference will provide attendees with opportunities to gain insights on how leading firms are overcoming the talent challenges faced. “

Keynote speakers at the conference will include Miranda Rivers, Extras Casting Director of Lord of the Rings & King Kong; Sanjay Singh, Vice President of Human Resources, Whirlpool; Christine Deputy, Vice President, Partner Resources for Starbucks Coffee Asia Pacific; and K.A. Chang, Executive Vice President & Chief Human Resources Officer, Singapore Exchange Ltd.

Prior to the conference, attendees can take an optional master class that addresses the topic of “Sourcing for Critical Candidates”. Presented by Shally Steckerl, the world’s foremost expert in online candidate sourcing, this is a one-day, practical workshop for all levels of Recruitment Consultants and Managers, designed and delivered by a team of experts renowned for their innovation and skill in the strategic application of online recruitment tools and breakthrough strategies.

Programme details and registration information are available at http://www.atcevent.com/sg.

[Note to editors: Members of the media are welcome to attend the sessions at no cost; please contact Julia Lai at 6303 8461 (desk) or 96382284 (mobile) to register]

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Sourcing of Critical Candidates - Masterclass (Singapore)

Singapore - we are indeed fortunate that Shally Steckerl, the Chief CyberSleuth of Job Machine and the world's foremost expert in sourcing candidates will be here in our shore for the inaugural Asian Talent Conference between the 20th - 2nd August, 2008. During this conference, Shally for the first time ever in Singapore will be conducting a one day only Sourcing of Critical Candidates - Masterclass . Shally will be supported by the likes of Kevin Wheeler - celebrity author and keynote public speaker on talent management and Trevor Vas and Martin Warren from down under.

They will be here to answer questions such as:

• How can I source quality candidates?
• What are the most advanced and effective sourcing methods?
• How can I optimise my sourcing time?
• How do I identify and connect to quality candidates?
  

To join the Australasian Talent Conference in Singapore please visit -http://www.atcevent.com/sg

Wages for IT talent go up, up, up!

Singapore - With the banking and finance sector fuelling demand for talent, IT professionals can command a higher pay if they choose to job hop now.

Richard Talbot, GM of the IT recruitment firm, Sapphire Technologies, says with a low 2% unemployment rate and a shortage of skilled workers, there is a pressure on companies to increase the wages of IT workers.

Similarly, Watson Wyatt's quarterly HR Trends survey showed that IT sector had a 5.4% salary adjustment in 2008, cpmpared to 4.8% for general industries. This ranks the IT industry as one of the top 4 industries, payewise.

Singapore tops for expat living

Singapore had been ranked the best place to live in the world by expats in one of the biggeset international surveys of expatriate living ever conducted.

The Expat Explorer survey for HSBC Bank International found that as well as coming out tops overall, expats rated Singapore best for quality of accomodation and second in terms of luxury living.

Hong Kong, ranked fifth, scoring high for earnings and savings. In fact, Hong Kong based expats were found to have the highest salaries in the world, with almost half earning more than GBP100,000 ($269,800) a year.

The top courntries for savings included Singapore, alongside the UAE and India.

source: TODAY

Singapore: Hiring slows down in second quarter

21/July/2008

HIRING by Singapore companies is slowing down as firms tighten their belts amid rising operating costs and margin pressure, say recruitment agencies.

This cautious approach is in stark contrast to the enthusiastic hiring seen a year ago and experts say the pullback is most evident in the finance and manufacturing sectors.

'Companies in general have become more conscious of their fixed costs,' said Robert Half International managing director Tim Hird.

'We have observed that our clients have become more selective and more cautious in their hiring, rather than imposing total freezes on hiring altogether,' he said.

The sector identified by recruiting firms as having suffered the biggest slide in hiring is investment banking.

But there are pockets of growth within the financial services sector - commodity houses, insurance firms, private equity firms and hedge funds - that are 'still hiring strongly', Mr Hird pointed out.

Another affected sector is information technology (IT), which has seen a 20 per cent fall in hiring.

Source: www.straitstimes.com

Highly skilled IT professionals, but paid enough?

ZDNet Asia conducted a survey on the Internet between late-2007 and early-2008, to gain insights into Asia's IT workforce and salary trends.

The survey drew 21,635 respondents from various industry sectors such as government, healthcare, IT, services, telecommunications, legal and finance, and across seven Asian economies: Hong Kong, India, Indonesia, Malaysia, the Philippines, Singapore and Thailand.

Findings from the ZDNet Asia IT Salary Benchmark Survey 2008 reveal an IT field that is dynamic and has high skill sets, with salaries that are, in most cases, attractive. The survey indicates that IT remains a desirable and interesting profession, and one that has much to offer its practitioners and those who employ them.

The best-paying IT jobs are in Hong Kong, followed by Singapore and Thailand.

The study found that IT professionals from Hong Kong had the highest overall average annual salary at US$57,303. Singapore came next at US$44,858, followed by Thailand, where respondents had an overall average salary of US$24,108 per annum.

On average, Hong Kong respondents had 8.9 years of experience--the highest across the seven countries. They are followed by Thailand's respondents who have an average 8.8 years of experience, ahead of Singapore's 7.5 years.

Hiring sluggish for foreign private banks

Recruitment among foreign private banks in Singapore has slowed down considerably. Speaking at the launch of its newly renovated office, Olivier Denis, head of OCBC's private banking unit said that one reason for the slowdown in hiring could be market instability, but bankers also realised that clients were unwilling to shift their money from one bank to another too often.

"Has the market slowed down in terms of active recruitments? I think it has, yes. This business is about long-term relationships. If you jump as a relationship manager every two years, you start from scratch all over again," he said.

Senior Linux Administrator

* Leading global Investment Bank
* Excellent environment and culture
* Excellent salary

This role is within the UNIX Server Team in and responsible for maintaining a stable UNIX environment to support front and back investment bank activities. The incumbent will be responsible for providing installation and day to day support for technology products and applications.

Requirements:
* Advanced Linux System Administration skills including experience with Solaris, SUSe, Veritas Clustering (VCS), EMC storage and NAS storage.
* Previous experience with Unix support in Financial Services/Trading environment preferable.
* Alteast 4 years of experience in OS: Linux

For more details please contact Joe at joe.neitham@talent2.com and/or +6565118547.

Recruitment Manager-Mumbai|Managed Services|Investment Bank

This leading European Investment Bank with huge operation in India is presently conducting an international search for Non-Resident Indians (NRIs) with overseas recruitment experience, preferably in matured markets like UK, US, Australia and Singapore, to lead and build a recruitment team in Bombay, India.

The ideal candidate should have experience recruiting for front to back office positions for investment banking, private banking and global markets. Those with recruitment experience and prior industry experience working in an investment bank will be at an advantage.

Requirements:
* Ability to strategies with team as well as liaising with respective line managers/stake holders
* Experience in end to end recruitment as well as managing operations
* Experience in manpower planning and delivering solutions
* Leadership qualities to influence, implement and direct the team

The position can grow to Account Director in a year or two and the client is prepared to pay a very attractive salary around 110K USD.

For those interested in finding out more details please feel free to drop me a line - neitham(at)gmail(dot)com or buzz me at +6598573124.

Vacancies this week | 13th May'08

Vacancy 1: Front Office Developers (C++)
Client - leading financial institution with huge regional presence here in Singapore.
Requirement - 5 years+ technical experience coupled with 2 year+ business experience within equity derivatives.
Skills - C++ & Oracle (PL/SQL) development skills

If interested or know of anyone please write into joe.neitham@talent2.com or for details please follow this link.

Vacancy 2: Back Office Developers (C++)
Client - leading financial institution with huge regional presence here in Singapore.
Requirement - 5 years+ technical experience coupled with 1 year+ business experience IB back office.
Skills - C++ & Oracle (PL/SQL) development skills.

If interested or know of anyone please write into joe.neitham@talent2.com or for details please follow this link.

Vacancy 3: Business Analyst
Client - multiple vacancies with IB clients.
Requirement - 5 years+ BA experience in Cash Equities OR Equity Derivatives.

If interested or know of anyone please write into joe.neitham@talent2.com

Stanchart goes on hiring spree | S'Pore

Bank swims against the tide; plans to recruit another 500 in S'pore and 10,000 worldwide

While banks in the US and Europe are making announcements - almost on a daily basis - about job cuts and writedowns, Standard Chartered stands quietly poised to grab any talent that may come its way.

As its peers downsize, Stanchart will hire aggressively, especially in Asia. The bank has decided to swim against the general tide of gloom and feels this is the time to grow.

The bank derives most of its profits from Asia, Africa and the Middle East and has escaped relatively unscathed from the sub-prime fallout. It is well-positioned to expand, it said.

A Stanchart spokeswoman told BT yesterday that its Singapore operations will be expanding by nearly 11 per cent in 2008 alone. Some 500 people will be hired in Singapore across the consumer and wholesale banking and support functions, mainly in sales and risk management positions. The bank employs some 4,700 people in Singapore.

In all, the bank will be hiring 10,000 staff this year, across the world according to Richard Meddings, Stanchart's group finance director.

The biggest hiring spree will be in India where the bank plans to recruit another 3,000 people. Another 1,500 will be hired in China, 500 in Hong Kong, 400 in Pakistan, while the remaining 4,100 will be spread across different geographies. The bank's consumer banking business will see the biggest expansion staff-wise. More than half of the new hires - 6,000 people - will be recruited for this segment, while 1,000 will add to the wholesale banking staff. The remaining 3,000 hires will be slotted in support functions like risk, finance, operations, and technology.
'We are well-positioned for growth and are investing in people to leverage on the opportunities in the market,' said the Stanchart spokeswoman.

'We have been very successful in supporting this growth in Singapore due to our ability to attract, engage and develop talent across our markets,' she added. The bank on Wednesday said it had writedowns of US$97 million on its asset-backed securities portfolio for the first quarter. Another US$156 million charge was made to reflect losses arising from the change in the fair value of its available-for-sale reserves. The bank reported writedowns of US$300 million for 2007 on the value of of some of its its asset-backed securities.

All this, however, paled in comparison with the bank's profits before tax of US$4.04 billion for 2007.

This compares to other banks which have been beset with losses from their investments in collateralised debt obligations (CDOs). Swiss bank UBS AG, reported a net loss of 11.5 billion Swiss francs (S$15 billion) for its first quarter on the back of writedowns of US$19 billion. UBS is cutting 5,500 jobs globally, on top of 1,500 already earlier announced.

Citi reported a straight quarterly loss of US$5.11 billion , undone by more than US$15 billion in writedowns and increased reserves for credit losses. The US financial giant announced the slashing of 9,000 more jobs, in addition to the 4,200 job cuts already reported in January.

Source: Business Times

5 ways to maximize your recruiting efforts

Simply put, your job is to hire people. But for you to do your job well means you have to hire the right person for the right job. This is where your job gets difficult. Oftentimes, the people that respond to your posting in a newspaper or online aren’t the ideal candidates. These people are cold calling a million other places and put little thought into where they’re actually applying. You need to find the person for the job you’re filling; the right person isn’t going to find you. Consider these five tips on better recruiting:

1. Extend your network. This is a common adage for the job seeker, but it works just as well for the employer. Contact local colleges and universities and speak with their career counselors. This is a great way to tap into a talent pool of young, educated, and eager people just hitting the job market. Career counselors know what type of candidates they have through interviews and are usually excellent judges of talent.

2. Look in-house. If you have a position you need to fill, who better to turn to than someone who already knows what you’re looking? Before advertising a job listing to the public do so internally. A current employee looking to advance in the company will know how the system works and will be more easily trained. It also builds employee morale when you hire within because it makes current employees feel valuable.

3. Look for experience. This sounds like a no-brainer, right? But going for someone who simply graduated from a top college doesn’t always translate into success. Look for people that have performed a similar job to the one you’re looking to fill and have done so successfully. This will make the transition easier and they’ll already know the professional landscape.

4. Advertise your benefits. Given the current economic landscape prospective employees want to know what you’ll give them beyond salary. Sure a competitive salary is crucial, but if you offer comprehensive healthcare then let it be known. Have a free health club? Have a great retirement plan? Sell it.

5. Tap your employee’s networks. Your employees know what type of person fits in the company and they can cut down some of the sifting through of resumes if you ask for their help. Offer a referral bonus and you’ll see your employees step up to the plate with viable candidates. They won’t risk putting forward a candidate if it’s going to reflect badly on them.


This post was contributed by Heather Johnson, who is an industry critic on the subject of how to become a nurse. She invites your feedback at heatherjohnson2323@gmail.com.

Jobs cuts plan by top finance firms!

Against the sub-prime crisis end of last year most finance firms were announcing and consolidating on their exposures during the 1st quarter of 2008 which eventually culminated to drastic measures which we are beggining to hear and see now - job cuts!

Here are some of the latest developments!

UBS: Swiss investment bank UBS axed 5,500 jobs.

Morgan Stanley : Morgan Stanley is planning another round of layoffs in the coming days - 1,500 jobs.

JPMorgan Chase: Plans to cut jobs to make space for incoming Bear Stearns employees.

RBS: Royal Bank of Scotland (RBS) is set to cut hundreds of jobs as it pushes ahead with the integration of Dutch bank ABN AMRO's investment bank and slashes headcount in divisions hit by the credit crunch. Expected job cuts - 7000.

Citigroup: Plans to slash about 15,000 jobs.

Goldman Sachs: Plans to cut headcounts eventhough their exposures were light.

Merrill Lynch: ML intends to reduce headcounts by 4000 employees.

Here in Singapore, most managers including those at UBS are very confident that the affect will be minimal as most of the job cuts are in US and UK.

In most banks, it has been observed that the hiring plans are either on hold or delayed and even those that are hiring does requires layers of approvals before the offer could be finally released.

My advice to most candidates that are in touch with me -
if you think your job is safe, hold on to it. Don't bother to look out for greener pastures because there isn't much option at this time.
And for those who are out of job or on the verge of being retrenced, look for opportunities aggresively and take any offers that comes your way. Don't bother to look for some more options before you can decide which one to take because there isn't much option for you to weigh at this time.

***Happy hunting folks!***

Why won’t Singaporeans work abroad?

I came across this debate conducted by eFinancialcareers and found one of the comments very interesting, it goes like this...

The reason we don't leave is that Singapore is a great place to live and work - summer all year, world's best transport sytsem, no crime, no hassles....when you step out of work you don't have to battle the guns, cold and grumpy people like in New york or London. plus If Sing wasn't so great then why would so many expats want to live here????

Hay Group Global Study Finds 33% of Asian Companies Poised to Freeze Salaries in Preparation for the Slowing Economy

Singapore, April 2, 2008: The majority of companies in Asia have not fully felt the impact of the current economic events with only 8% of them not confident of hitting their business targets, compared to 16% globally. However, they are bracing themselves to be affected sometime in the near future, according to a new global study released today, which spanned 1,003 companies in 80 countries. According to Hay Group, the global consulting firm that conducted the study, more than 41% of companies in Asia are freezing or considering freezing base salaries.

“Even more alarming, 33% of Asian organizations (compared to 15% globally) reported that they were freezing salaries for all employees,” said Charlotte Park, Managing Director of Reward Information Services, Asia, Hay Group. “Short of layoffs or salary cuts, this is as serious as you can get in terms of sending out distress signals.”

In addition, the study found that 81% of organizations will be freezing or decreasing staffing levels in the near future. That said, when companies were asked about their primary concerns regarding engaging and retaining key employees during challenging economic periods, they identified retaining and motivating their key contributors as their number one concern – 48% of companies indicated that they have either made changes or are making changes to their retention programs for high-performers.

“An analysis of the forecast for next quarter, coupled with the impact of this report, could be the catalyst for much more serious economic measures,” said Park.

Other notable findings include:
 Employer-provided benefits are being put under the microscope, especially when it comes to healthcare – 27% report they have either made changes or are making changes to healthcare benefits.
 21% of respondents indicated that they either have changes implemented or planned for retirement/pension benefits
 44% of respondents indicated that they have changes implemented or planned for training and development programs

How Asian employers stack up globally

In general, employers in Asia are taking a more cautious approach than their global counterparts in preparing for an anticipated economic slowdown: (Table 1).

	Asia	Global
Not confident of meeting business targets for 2008	8%	16%
Considering freezing or are freezing salaries for 2008	33%	15%
Freezing or decreasing headcount in 2008	81%	20%
Making or planning changes to healthcare benefits	27%	34%
Making or planning changes for retirement and pension plans	21%	18%
Making or planning changes for training and development programs	44%	38%

Rosy outlook for Singapore job market in 2008

Against the backdrop of the US credit crunch and its ripple effect through out most of the financial capitals of the world the outlook of most companies here in Singapore viz-a-viz hiring remains very positive.

The above observation is based on the surveys conducted by various agencies for the 1st quarter of 2008.

As per the Hudson Report Q1 2008, 51% Singapore companies planned to increase their workforce.

The report also goes to say that despite the current credit crunch, the impact is low on recruitment plans across all markets surveyed, including Banking and Finance.

I am sure most of us, at some point or the other was worried about the possibility of US recession having a drastic effect on the market here in Asia. Honestly, I still fear that the US will go into recession and all of us including Singapore will be eventually effected. But after reading what MM Lee has to say on this subject, my fears upto a degree is gone.

Speaking to some 1,200 people at the Tanjong Pagar Lunar New Year dinner on Monday night, Mr Lee said Singapore is at the centre of the world's highest growth region, and is in a period of steady growth. "This is quite remarkable, for it will be the first time that when the American economy slows down and reduce imports from Asia, Asia will not go into recession."

What was remarkable about this great man and his insights was soon evident when he continued to point out that the US recession help the Singapore booming real estate market to cool down and this inturn did not result in Asia going through another financial crisis like the one in 1997.

Most of the banks did not stop hiring in Q4 of 2007 and the hiring trend seems to continue at the same pace in Q1 of 2008 and I am confident that this trend will continue for most part of this year.

This is the year of the rat - a time for renewal, hard work and a fresh start.

Hopefully, all the subprime mortgage crisis and the write downs can all be put behind and everyone will start a fresh and rebuild all that was lost.

This might just be a wishful thinking but I choose to remain positive and think only of good things for the year ahead.

And here's wishing happy hunting and clean closures to all my fellow recruiters in Singapore and across the world!

:: Recruiter 10-Factor Evaluation

# 1: Delivers Result
- Consistently fills most jobs on time, often with top people. Responsible –
Recruiters must be able to hit their numbers. This means consistently filling all of the reqs assigned to them month-after-month. If the backlog is increasing you have a problem. You can’t be passive.

# 2: Knows the Job
- Has solid understand of real job needs. Confident. Gets clarification –
Good recruiters must know the job, and not rely on the Job Description. Recruiters need to know what the person holding the job needs to do to be considered successful. Otherwise, you’re just guessing and box checking.

# 3: Finds best active candidate
- Strong with basic systems and uses a variety of other good techniques –
Recruiters must be able to find the best active candidates quickly. This means writing great ads, knowing what boards to use, and using all of the latest searching tools to mine through resumes quickly and accurately.

# 4: Finds best less active and passive candidates
- Always obtained good candidates through referrals. Assertive –
If you’re only sourcing candidates, you’re not really a recruiter. Recruiters must be able to build instant networks of top people and convince them to consider your jobs even when they say “no”.

# 5: Manages the process
- Can manage multiple assignments using a variety of tools. Well organized –
Recruiters have too much to do and things always go wrong. Managing all of these issues is a critical skill. Hiring one person is tough enough. Keeping everything moving while staying on top of it all is the essence of an exceptional recruiter.

# 6: Knows the market
- Quite knowledgeable about industry, trends and employment issues –
Recruiters must be on top of all of the issues in their area of expertise. This means knowing compensation ranges, the best places to find top people, and what’s happening in their industry. This is how you convince candidates and clients you’re an expert.

# 7: Influences the hiring decision
- Adds much value. Understands candidates and job needs. Respected –
Recruiters must exert influence on their hiring manager clients at every stage. This means haggling about job requirements, candidate competency, and how to negotiate offers. The best recruiters are involved at each step in the hiring process and push their candidates forward despite differences.

# 8: Influences candidates throughout process
- Provides good advice and is seen by candidate as advocate. Influences –
The best people always have other opportunities. Keeping them involved and interested in your job is the core of recruiting. This means knowing the job and presenting a persuasive case as to why offers should be accepted even if they don’t meet salary expectations.

# 9: Conducts professional and accurate interview
- Uses multiple tools to assess. Solid skills. Pretty accurate. Input valued –
Recruiters must be thorough and competent assessors of talent. This means knowing what questions to ask, interpreting the results correctly, and defending your candidate to the hiring team. You know you’re at the top of your game when you lead panel interviews and the debriefing session.

# 10: Works with the team
- Works well with team to improve process. Takes initiative to help others –
Forget the Lone Ranger stuff. In a corporate environment recruiters must work with a wide variety of people, some not so great. Influencing their decisions and keeping the process moving forward is what teamwork and cooperation is all about.



Source: www.adlerconcepts.com

:: Top 50 recruiting blog!

I made it to the TOP 50 of TheRecruiting Watch blog community - http://www.recruitingwatch.com/community.

At recruitingwatch.com they are constantly monitoring the top blogs and blog posts on Recruiting.

Do give them a visit and if you find that your favorite blog is not on the list you can recommend it to be included in the list.

:: Is the banking recruitment machine losing its steam?

Singapore – Private banks in Singapore are easing up on recruitment, in light of the volatile sub-prime market in the US, says the Business Times.

Manager of search firm Robert Walters’ front office banking practice, Gary Lai says, “The banks won't admit this but they are probably not as aggressive as before.”

Having done well in Singapore over the past two years, assets of private banking have increased to an estimation of US$500 (S$725) billion this year, resulting in a shortage of staff.

Another recruitment firm, Kelly Services, said that hiring wouldn’t stop entirely, but “will slow down to some extent over the short to mid term”.

While the sub-prime crisis is one reason for the ease in , with others being steep competition and high costs, say Kelly Services.

A financial advisor has said that for example, UBS have slowed hiring for its trainee programme. It “used to aggressively look for people, asking bankers to see if they knew people interested in it. But that has stopped',” said the source.

And at Citi, “they have even cut things like staff social programmes for gatherings or drinks,” reported an investment strategist.

Mostly in the US and UK where investment banking centres are based, banks have made clear their intentions of downsizing their staff. However, “I would find it unusual if Singapore was not affected”, reported the strategist.

“At banks that will or have cut jobs, if a unit is seen to be aggressively hiring it sends the wrong signal to the rest,” said Robert Walters' Gary Lai.

Joshua Yim, chief executive of JCG Search International said that, banking sectors in Asia are “isolated to a certain degree, but at a big corporate, depending on which bank we're talking about, you can have across-the-board reductions.”

Banks are less aggressive than when they were five months ago, and those affected by the sub-prime crisis are cutting back, he said.

On the other hand, banks and insiders have reported that the hiring slowdown rumours are unfounded, and Citi Private Bank have said that it would continue to grow in double digit percentage terms in the short to medium run. And come 2008, it “will continue to recruit the appropriate talent in order to match our business expansion and growth needs”.

:: Good time for job seekers in S'Pore

Singapore employers continue to see positive hiring demands in the last quarter of 2007. According to Manpower's Employment Outlook Survey, net employment outlook of +43% showed that employers in Singapore will continue to hire at a vigorous pace.

The survey revealed that 51% out of 759 employers polled expected to hire more [eople during the fourth quarter of 2007. 31% projected no change in hiring intention while 2% expected a decrease in staffing levels.

The finance, insurance and real estate industries reported the strongest hiring activity with a net employment outlook of +70%.