Hi,dhiv wrote:Hi guys,
I am new to singapore moved in 2 months ago. Ever since I moved i have been looking out for jobs, I have an MBA in finance and also have 4 yrs experience in equity research. I have been unable to find a job, though singapore is considered to be a financial hub.
Most of the ads i see need mandarin speaking skills which i dont have. I am all the more confused to know that the ideal resume is a one pager. I have spoken to many consultants but none of them seem to be interested. I am not sure if its my resume or language skills thats the issue here.
Kindly help me analyse whats wrong... thanks
dhiv wrote:Hi, may I ask what info you need? My apologies if I am rude here..
Ever since I began applying for jobs here, I haven't received any calls at all. Even if there was a perfect match, these consultants say they would go through my resume and get back to me, which never happens.
Wondering why??
Tnx
Well I think SMS meant (and I'd concur) that you need to provide more specific details about what the jobs were, what your relevant experience level was in each case, etc.dhiv wrote:Hi, may I ask what info you need? My apologies if I am rude here..
Did you try calling them and asking? If you explain that you are just looking for honest feedback, you may get some useful information that way. Or you may not, but it's worth a try.Ever since I began applying for jobs here, I haven't received any calls at all. Even if there was a perfect match, these consultants say they would go through my resume and get back to me, which never happens.
Wondering why??
That's what a good b2b salesman does in most cold calling situations! It's dead easy, once you have the ballsJR8 wrote:How about taking a job advert and calling up. If you reach an HR 'gatekeeper' discuss it with them or better still find out who the decision maker is going to be on it and speak to them.
Ten odd years ago I went to a workshop where this approach was demonstrated. There were maybe twelve of us in the room, and the host had a phone with a loudspeaker attached. He tossed a few papers on the table (FT, Times, Guardian etc) and asked us to pick some job adverts.
He then set about calling each one. We could hear the 2-way conversation, the receiving party was unaware of this. In most instances he got to speak to someone in a position to tell him more about what the job entailed and what was required, and at the least he then had the name of a contact and could follow up in writing as 'Further to our conversation of xyz'. In a few instances he got the name and straight through to the person doing the hiring. Some of the relevant people were unavailble, but at least he got their names to follow-up on.
It was really fascinating, and we sat around the table all a bit stunned at the brazen-ness of his approach. He'd ask them ... 'So the job is described as xyz which is fine, but what other skills or qualities are there that you're really looking for, what will make the difference?'. This was something he kept going back to with us, that the job description is often just a template description, meanwhile what will swing it is frequently unspoken - unless you get to speak to them.
Quite amazing really, these were FTSE-100 companies he was calling, and the cues and leads he was getting simply by asking were extraordinary. I remember after the 1/2 day feeling like I'd been in the presence of a magician or illusionist it was that surreal what he got just by being bold enough to ask.
But it is not really a rocket science. Just a common sense approach unless you have completely no instincts when it comes to every day psychology. What is more important than gathering data is that there is no person behind an e-mail. This way of communication does not provide any accountable emotional engagement between the parties. Creates no emotional obligations. If you call and talk to somebody you are not a number in the files any longer and it is more difficult to flush your CV down the toilet with the rest of the candidates.nutnut wrote:That's what a good b2b salesman does in most cold calling situations! It's dead easy, once you have the ballsJR8 wrote:How about taking a job advert and calling up. If you reach an HR 'gatekeeper' discuss it with them or better still find out who the decision maker is going to be on it and speak to them.
Ten odd years ago I went to a workshop where this approach was demonstrated. There were maybe twelve of us in the room, and the host had a phone with a loudspeaker attached. He tossed a few papers on the table (FT, Times, Guardian etc) and asked us to pick some job adverts.
He then set about calling each one. We could hear the 2-way conversation, the receiving party was unaware of this. In most instances he got to speak to someone in a position to tell him more about what the job entailed and what was required, and at the least he then had the name of a contact and could follow up in writing as 'Further to our conversation of xyz'. In a few instances he got the name and straight through to the person doing the hiring. Some of the relevant people were unavailble, but at least he got their names to follow-up on.
It was really fascinating, and we sat around the table all a bit stunned at the brazen-ness of his approach. He'd ask them ... 'So the job is described as xyz which is fine, but what other skills or qualities are there that you're really looking for, what will make the difference?'. This was something he kept going back to with us, that the job description is often just a template description, meanwhile what will swing it is frequently unspoken - unless you get to speak to them.
Quite amazing really, these were FTSE-100 companies he was calling, and the cues and leads he was getting simply by asking were extraordinary. I remember after the 1/2 day feeling like I'd been in the presence of a magician or illusionist it was that surreal what he got just by being bold enough to ask.
JR8 wrote:How about taking a job advert and calling up. If you reach an HR 'gatekeeper' discuss it with them or better still find out who the decision maker is going to be on it and speak to them.
Ten odd years ago I went to a workshop where this approach was demonstrated. There were maybe twelve of us in the room, and the host had a phone with a loudspeaker attached. He tossed a few papers on the table (FT, Times, Guardian etc) and asked us to pick some job adverts.
He then set about calling each one. We could hear the 2-way conversation, the receiving party was unaware of this. In most instances he got to speak to someone in a position to tell him more about what the job entailed and what was required, and at the least he then had the name of a contact and could follow up in writing as 'Further to our conversation of xyz'. In a few instances he got the name and straight through to the person doing the hiring. Some of the relevant people were unavailble, but at least he got their names to follow-up on.
It was really fascinating, and we sat around the table all a bit stunned at the brazen-ness of his approach. He'd ask them ... 'So the job is described as xyz which is fine, but what other skills or qualities are there that you're really looking for, what will make the difference?'. This was something he kept going back to with us, that the job description is often just a template description, meanwhile what will swing it is frequently unspoken - unless you get to speak to them.
Quite amazing really, these were FTSE-100 companies he was calling, and the cues and leads he was getting simply by asking were extraordinary. I remember after the 1/2 day feeling like I'd been in the presence of a magician or illusionist it was that surreal what he got just by being bold enough to ask.
Well, it was quoted before .. that one too many "HR SPECIALISTS" have no clue about job description and all.sweetgazebo wrote:There was one stage where I tried to get HR to drop some names but I got the impression that the more I tried to pry her to do so the more 'suspicious' she got to the point where she finally told me that she was busy and that the hiring manager will revert if I am shortlisted.
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