recruiter guide to asia pacific
TRANSCRIPT
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Asia Pacific
Recruiter guide to... www.recruiter.co.uk
CONTENTS
Region looks full of 34recruitment promise
Connected Group 37Opinion
Simply Recruitment 38Opinion
JPA Opinion 41Antal Opinion 43
Economies in the West still seem to be licking theirwounds from the aftermath of the global financialcrisis. Despite positive signals, overall growth istentative to say the least, as business remains waryof the fragile state of the Eurozone and theinflation-making price of oil due to the situationin the Middle East.
The Asian tigers, by contrast, appear tohave woken from hibernation and areroaring at the world to come and join intheir growth. Countries such as HongKong, Singapore, Vietnam, Taiwan,Thailand and of course China arewitnessing a boom in the recruitmentmarket and need experienced recruitersto help them meet their challenges.
Recruiters Guide to Asia Pacific opensup the world of recruitment in theregion and reveals the good and thebad points of working out there.Read their experiences and decide if thecrouching tigers can unleash your hidden
dragon...
DeeDee DokeEditor, Guide to Asia Pacific
339 March 11 Recruiter
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Recruiter guide to... www.recruiter.co.uk
34 Recruiter 9 March 11
I
ts the heat that hits first: ablast that causes a sharpintake of breath in any
European visitor stepping offat a South-East Asian airport. Andits not just the air thats hot, forwhile the UKs economy is frozenin near recession, Asia Pacificswealth and recruitment sector arerising like mercury.
Last year the regions economyexpanded by 8.6%. It ispredicted that during 2011, AsiaPacifics rush for growth willbarely break stride at 7.6%.
Its going gangbusters.Recruitment here is an incrediblydynamic industry, says StevenYeong, of Singaporean
recruitment training consultancyHof. Yes, the credit crunch hit theregion, but within four months theeconomy was growing againacross a range of sectors IT,financial services, manufacturing,green tech.
Asia Pacific is growing at anincredible rate, adds JohnHunter, who has worked acrossthe region and is now developinga presence there for RedgravePartners. Its driven in part bythe global shift of power fromNorth America and Europe, and
partly because recruitment hereis still a relatively immaturemarket.
Although the regionsrecruitment market is spreadacross more than 20 countriesmost high-level work is handled
Asia Pacific
Region looks full of
recruitment promiseProspects for recruiters seem to be nearly as hot as the regions manycountries.Kurt Jacobs investigates what the reality is for recruiterslooking to relocate and where the best opportunities are
L
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OPINION
Mathew Gollop, Group Managing Director of ConnectedGroup talks about the
region and the companys growth and challenges
Asia Connection The markets inAsia are currently booming
I
arrived in Hong Kong in February 2001 to join
ConnectedGroup. My plane landed as the dot
com bubble burst, and following the amanagement buy-out 12 months later, which I
led, we weathered a prolonged downturn which
included the impact of SARS. By 2003 a
significant corner was turned, where we began
a growth trajectory from seven people in one
office to eighty five across five offices which
gave a geographical reach of Asia and the
Middle East by mid 2008. The recent Global
crisis has again brought its challenges which
have been overcome by acquiring new investors.
This enabled us to rebuild and also restructure to
become our strongest team yet with an
exceptional and optimistic outlook as we ride the
upturn. ConnectedGroup as now at a moment in
time one of those points in history where it can
be a career defining choice to be involved.
Running ConnectedGroup has given me the
opportunity to work across a broad range of
industry verticals including banking
(investment and commercial/retail),
manufacturing, supply chain, consumer,
technology, healthcar e and professional
services to name a few which have then
cascaded down into fully operational
practices. This has given me a good overview
of how the region is structured in terms of
industry focus in addition to the cultural
differences that exist.
The region offers a real opportunity to truly
consult as opposed to simply transact
business. Emerging markets by definition are
highly entrepreneurial and with a commitment
to build ing meaningf ul relat ions hips andseeking to add value at every turn the results
are rewarding. As an example, in the last
month we have:
sat at the Boardroom table with a multi-billion
(US$) Hong Kong company on a global
acquisition spree, we worked exclusively on
hiring across the top tier of three new
additional organisational charts.
worked closely with a new China focused
private equity fund which aims to be worthUS$20bn in value in 10 years, and started
hiring the core operational team.
advised a 65m pre-IPO ecommerce business
on how to structure their management team
and, as a result, received exclusive searches
for two roles and gotten a foot in the door to
grow with the business and work directly with
the founder.
In order to meet our goal of growing to 200-250
staff in the next three years our leadership team
needs to be released and enabled to bring
significant value as both people and business
developers. This is why we are working on
evolving our internal talent plus recruiting current
and future leaders that will help us shape the
future. If you work for a big brand then the name
above the door tells you what you need to know
about the culture at ConnectedGroup we are all
involved in defining the culture for ourselves.
We look for people that are motivated by how
they can develop thei r career as opposed to
just the opportunity to work overseas. The
markets are busy but they are highly
competitive and need people with that
commercial edge to really make a difference.
We generally recruit more experienced
consultants and this translates into the quality
of our delivery and how we are perceived by
our clients. Our company page on LinkedIn
shows that 60% of people at ConnectedGroup
possess five to10 years experience compared
to 38% of simi lar companies. Operating in an
environment of experienced peers makes a
big difference to your personal development.
Asian markets are challenging in many ways.
You need to be professionally aggressive without
being personally aggressive and have an open
mind to understand some of the cultural
subtleties that shape the business dynamic.
Hong Kong and Singapore are amazing places
to live being convenient , safe and l ively. With
access to such a diverse range of social,
historical and natural experiences very few
places in the world compare. Combine this
with the highly competitive tax environment
and if you can deal with the distance from
home then its hard to think why you would be
anywhere else right now.
Mathew Gollop, Group Managing Director, ConnectedGroup
T: +852 3972 5874 F: +852 3972 5897 E: [email protected]
Visit us at www.connectedgroup.com
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COMMUNITY CONTENT
38 Recruiter 9 March 11
OPINION
Jackie Rees, Simply Recruitment
Asian FocusOverview of Marketplace and Sectors
I
f youre considering a move to Asia then there
is no better time. As a recruiter youll be
delighted to hear that whilst Asias economytook a big dip during the recession, it was
amongst the first to recover.
So why Asia?
There are many good reasons to explore the
Asian market for your next career move. There
is certainly money to be made but its not all
about the money. The Asian market is typically a
little less mature and that creates opportunity.
What that means to you is the chance to operate
at a more senior level than youre exposed to in
the UK, to be more consultative and less
transactional with your clients and to enrich your
career and life by spending time in a completely
different culture. Other benefits include the
opportunity to be central to a whole new
continent to explore in your free time and lets
not forget the climate!
But what does working in Asiareally mean to a UK recruiter?
The biggest difference is of course the culture
and what that means to you is that you will
need to be sensitive to the differences and be
happy to adapt your style accordingly. Sincethe recrui tment market is less mature and far
more relationship focused, if you are a hard-
nosed recruiter who wants everything
yesterday, it might not be for you. If on the
other hand you understand that relationships
take work and time but can result in a loyal
and committed client base, this could be the
perfect next step to springboard your career.
The income tax levels are another major
attraction to the UK recruiter. For example in
Hong Kong its a flat rate of 15% and in Singapore
theres a sliding scale up to a maximum of 20%.
Cost of living is fairly high but you can still enjoya great standard of living. And its not just the
place for single people; families also relocate
and settle well too.
What about the language andhow dominated is therecruitment industry withWesterners?
The senior management level within recruitment
in Asia is fairly top heavy with Westerners but
below that theres a fairly even split between
locals and expats. Most businesses work hard
to gain a balance and in an ideal world their staff
would all speak the local language. Its easier
for English speakers in Singapore than places
like Hong Kong, but certain industry sectors
throughout Asia can accommodate them more
readily. However, not speaking the language will
not get in the way of success if you are able and
willing to overcome the cultural sensitivities: it
might just take a bit longer.
Who is in demand and where
are the opportunities?Experienced recruitment consultants are
highly sought after and in Asia theres also a
shortage of strong mid to senior managers. In
fact, Asia has been struggling with talent
shortages for 15 years and its still one of the
major constraints to business growth. You will
need to have at least three years solid
recruitment experience and since so much of
the economies GDPs are made up of Financia l
Services, a background in this area will be
highly sought after. Other areas in demand are
IT and T, Digital, Sales, Marketing and Legal.
Solid experience really means that you candemonstrate your knowledge in your market
sector and have a steady track record of
developing business within it. For all overseas
hires a stable employment background is
necessary although there is obviously an
understanding that the last couple of years
have proved to be a challenge for many.
The process?
Gaining a position in Asia can be relatively
straightforward and amazingly quick so make
sure you have considered the move carefully (and
what you will do with your house, car etc) before
you start the ball rolling. Typically you will have
two or three telephone and/or Skype
conversations, and you will need to give two
referees who can be contacted by phone. Within
a couple of weeks an offer could be made without
you ever stepping foot into Asia. Think this
through carefully though as you want to make the
right choice. It might be in your interest to plan a
holiday to make sure you know what youre
signing up for. At a more senior level you may be
flown in for the last stage but this isnt always the
case. Relocation is not always a given either so
dont expect it and certainly budget without it.
Visas take between two and six weeks to come
through and can accommodate both you and
partner/families as appropriate. So within two
months you could find yourself sitting in a new air
conditioned office wondering what delicacy to
have for lunch!
Food for thought isnt it??
To discuss your situation and get an idea about what the
Asian market can offer you contact Jackie Rees at
Simply Recruitment [email protected]
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OPINION
Robin Clarke, Director, JPA Asia Pacific Pty LTD
JPA: perfectly positioned to help youexceed your boundaries in recruitment
S
ince 2004, JPA has successfully relocated
hundreds of experienced UK-based
recruitment consultants to Asia and
Australasia.
Within Asia we have placed experienced
recruiters in Hong Kong, Singapore and Tokyo
across a variety of sectors. We have
relationships with major national, international
and boutique brands. We have the ability and the
know-how to initiate the process before your
departure from the UK, which gives you peace of
mind knowing you have a role secured, or will
have had or will have interviews arranged for
your arrival.
At JPA, we look to partner with recruiters who
are serious about a move overseas because, justlike our clients, we want recruiters who are not
only moving for a lifestyle change but primarily to
further their careers.
Why consider Hong Kongor Singapore?As two of the worlds major financial centres,
both have fast-growing, free-trade economies
and excellent financial infrastructures.
Hong Kong is seen as the gateway into the vast
Chinese market and Singapore has declared
itself as one of the fastest growing economies in
the world.
In similar fashion to Australia, the economies of
Hong Kong and Singapore are very buoyant, with
not enough recruiters to meet the demand.
Therefore we are currently dealing with a large
number of mandates from clients in both Hong
Kong and Singapore that are wanting to hire
experienced contingent and search consultants,
team leaders and managers primarily in the IT,
accountancy & finance, financial services, HR
and legal sectors.
To be able to work in Singapore and Hong Kong it
is essential to hold a work permit and in both
locations it is advantageous to have a degree
coupled with the essential recruitment
experience. However, should you have sufficient
experience there is less of a necessity to have a
degree to gain a visa in the Hong Kong market.
What are the Hong Kong andSingapore recruitmentmarkets like to work in?The markets are fast paced and it is very
competitive between the different consultancies
a mixture of national, international and
boutique brands. The HK and Singapore markets
are very relationship-based and a consultative
approach is needed to gain trust from clients.
The Chinese attach particular importance to
relationships in business, and it is natural that
many new friendships are formed through work
both with clients and candidates. As such, the
ability to network and socialise is key to success
within the HK and Singapore markets; expect to
be socialising hard as well as working hard.
There is a strong ex-pat community and within
many recruitment businesses a large proportion
of the consultants will be from overseas markets,
although it is essential to integrate yourself into
the local culture and working environment.
In both markets English is spoken as the primary
business language, although you will need to be
mindful of some cultural differences when
dealing with and entertaining clients.
What is it like to live in HKand Singapore?Both are renowned for their spectacular skyline
and bright lights. Hong Kong and Singapore are
vibrant cities and offer great nightlife.
When youre looking to get away from the
corporate life, both Hong Kong and Singapore
have expansive areas of countryside, which are
in complete contrast to the modern and built-up
atmosphere of the cities. Here, you are free to
relax and enjoy the stunning views, and be
reminded of the historic background upon which
these two nations were built.
Despite being an appealing place to live, with
plenty of attractions, stunning views and good
food, Hong Kong and Singapore are expensive
place to live. Renting and accommodation can
be extremely expensive; often prices are higher
than London.
Hong Kong and Singapore both have very
favourable tax systems, which will give you theopportunity to achieve very lucrative earnings
and in turn lead an affluent lifestyle.
We would advise anyone who moves to these
countries to take cultural differences into
consideration. It will obviously take a period of
time to settle in but once you do you will enjoy a
fantastic lifestyle, and at the same time develop
your career in a buoyant and ever-growing
economy.
If you have a strong recruitment background
within the UK, and are looking to explore a move
overseas, JPA will talk you through the
opportunities which suit your needs. We will also
offer advice on salaries and how the process of
relocating to these countries can work for you.
With close client relationships across a wide
Asia-Pacific network, coupled with more than a
decades experience in successfully introducing
clients to candidates, JPA is perfectly poised to
help you make that move and exceed your
boundaries in recruitment.
To find out more about recruitment roles overseas in Asia or Australasia, please
contact Alice McKeown in JPAs London office 0207 821 4822
[email protected] or Robin Clarke, Director of JPA Asia Pacific,
on +612 8249 4033 [email protected] www.j-p-a.asia
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OPINION
Antal Internationals Sarah Jones reports on the Shanghai experience
China for the New Year: in at the deep end
Sarah, can you tell ussomething about your
background and how youveended up in Shanghai?
Originally from Sussex I did a marketing degree
at university and then fell into recruitment,
initially working for a large IT recruiter. I then set
up a media division for another recruitment
specialist before getting the opportunity to make
more use of my academic training by joining
Antal International. I initially worked with chief
executive, Tony Goodwin, and group managing
director, Graeme Read, to create an in-house
marketing function and was then asked to move
to the franchise arm of the business to help with
its international expansion. After five years with
the company I decided I wanted to do the
travelling Id missed out on before and took
nearly two years out before coming back into a
role supporting the training and development of
franchisees around the world. It was a great
experience and a lot of fun, but before long I felt
the need to get back to the front line and start
generating revenue myself again rather than
helping others to do it. It was then that the
company suggested a move to its Shanghai
office to handle recruitment in the media andcommunications sectors.
A lot of recruiters would behard pressed to point outShanghai on a map, let alonemove there. What attracted youto the city?
I said I wanted to get back to the front line and
its no exaggeration to say that China is now the
worlds front line. There is more happening here
right now than in any other market in the world
and Shanghai is right at the forefront of thecountrys economic development. With nearly 20
million people its now Chinas most populous city
and almost certainly its most exciting one.
Theres a real buzz and energy about the place
that makes New York feel positively sleepy and
uncool by comparison. So, lets face it, how
could I say no?
Nowhere is ever perfect though,Sarah. Whats it really likeunder the glitz?
Everyone here is in a hurry to get to where
theyre going and get things done, and it can all
be a bit exhausting, particularly in the first few
weeks. Just negotiating the commute from
apartment to office sometimes leaves me as
bruised and battered as if Id done a couple of
rounds with David Haye. Its also still very
bureaucratic. For example, I had nightmares
getting my visa as the application forms changed
at the last minute several days after Id
completed and submitted them. And while
English is becoming increasingly important, the
great majority of people still dont speak itoutside of the business world, so some
knowledge of Chinese is vital. Antal has a
fantastic internal network and I used that to find
a really good local tutor who has already got me
up to a reasonable level, even though Ive only
been here since January. Some expatriates do
seem to get by without learning the language but
I think that showing you are making the effort
makes all the difference. People are very
impressed, even if you can just come out with a
few basic phrases. It shows a level of respect
and effort that Chinese nationals really warm to.
What is the workingenvironment like on aday-to-day basis?
Very fast moving, very challenging but very
rewarding. There is a huge demand for talent
from both international and local companies and,
if you can satisfy it, you can carve a real niche
for yourself here and build, not just a successful
desk but a complete business. Having said that I
think its very important that you come to China
with the right organisation. There are a lot of
overseas recruitment companies trying to jump
on the China bandwagon at the moment and a
fair few are falling straight off again. Antal has
been here for over a dozen years now and has
over 150 fee earners spread across its offices in
Shanghai and Beijing. It means we have the sort
of experience and contacts that many of our
competitors can only dream about.
What advice would you give toa recruiter thinking about a
move to China?Get used to eating with chopsticks. Get used to
working like a lunatic. Buy into Chinese culture.
And most of all, dont hesitate. If you are really
serious about your career, this is the place to be
over the next few years.
For more information about opportunities in China or with Antal in over 30 countries,
contact James Darlington on +86 10 6410 8866 ext. 211
or email [email protected] or for global opportunities with
Antal email [email protected]
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Chris Arnold, managingconsultant, ProcoMultinationals increasinglyfeel they must have a presencein Asia, and wherever themoney goes, recruiters follow
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Recruiter guide to...
Asia Pacific
44 Recruiter 9 March 11
through Singapore and HongKong, two city-island states whichconduct a 1,600 mile love-haterelationship, but in truth workclosely and interchangeably.
Most international recruiters such as Kelly, Robert Walters,Hays, Adecco and Michael Page have strong presences ineither one or both cities, but donot hold the same marketdominance as they do in Europeor North America.
Some larger players cut staffduring the global recession andhave yet to return to previousstrengths. However, there hasbeen a rush to stake claims inboth cities in recent months, withrecruiters such as searchspecialist Green Park and middlemanagement recruiter Argyll
Scott, a subsidiary of RedgravePartners, opening in Singapore.
Meanwhile Proco, the supplychain leader search firm, is
setting up a 10-strong office inHong Kong, and plans to open inSingapore and then Shanghai. Itsmanaging consultant ChrisArnold says that multinationalsincreasingly feel they must have apresence in Asia and whereverthe money goes, recruitersfollow.
Although some consolidation istaking place the small andmiddle recruiter market remainsstrong: to be a recruiter inSingapore or Hong Kong isusually to work in one ofhundreds of small agencies, oftencreated by established expats,taking advantage of a market thatputs great reliance on personalrelationships and where the ideaof a preferred supplier is still in itsinfancy.
Although there are manyrecruiters here theres increasingpressure on the mid-tier, saysMark Sparrow, managing director
of Kelly Services in Singapore.Its because Singapore is
winning the reputation as theeasiest place in Asia in which todo business. Were seeing lots ofbusinesses move operations fromAustralia to here. Its generallyseen that if you want to be in Asiayou have to be in Singapore.
Its a well-worn path, addsGuy Day, chief executive ofAmbition, which has establishedoffices in both Hong Kong andSingapore. Theres a view thatLondon is going to be a long slogto recovery, so lets go to Asia andmake some money there.
But its not that easy it takestime to build a presence, and itsonly after three or four years thatclients start to take you seriously.There are not that many Chinese
recruiters in Hong Kong orShanghai, so we have to trainpeople up from an earlier stagein their career, but you cant drop
A recruiter who has learned his or her trade in the Westernschool of hard sell, fast talking and quick deals will have toadapt sharpish to the intimate style of business in Asia Pacific.
Getting on here is all about developing relationships, saysRobert Walters managing director Andrea Ross, whose patchcovers Singapore and Malaysia.
You have to adopt a long-term strategy in building
connections rounds of golf, restaurant meals after work. Youhave to be a mature, more traditional recruiter willing to spendtime getting to know people.
What most recruitment firms in Asia Pacific look for frompotential employees is sensitivity and staying power:understanding and respecting a different business culture andan intention to stay more than a few years.
Kellys Mark Sparrow adds: The impetus is on buildingrelationships. If you come here for quick gains you may get oneor two successes but youll eventually fail. The people thatthrive are those that take time to build relationships. Viewedfrom the UK, Asia Pacific might appear to be a backwater ofrecruitment. The truth is that it works in a different way, and isas dynamic and sophisticated as any other part of the world.
Wage levels in the region vary widely, but as the industry
matures they are coming into line with those of the UK.Robert Walters David Swan says in Japan commissions forlarge international deals are considerable between 30% and45%. Hunter adds that five years ago a recruiter in London
would typically earn twice that of his counterpart in Singapore,and four times that of a peer in Kuala Lumpur. Now a Londonerand a Singaporean would be on a fairly even footing.
Where those working in Asia Pacific really benefit, though, isvia low levels of tax. Even the highest earning recruiters areunlikely to pay more than 20% tax in Singapore, while in HongKong income is taxed after rent usually the biggest single
outgoing with sizable tax free allowances and income taxlevels rarely rising above 15%: some pay as little as five%.
The numbers of expats working in Asia Pacific varies greatlybetween nations. For example, more than a third of Singaporespopulation is foreign-born, while in Hong Kong they accountfor less than 5% despite it having been a British colony until 14years ago.
Hong Kong is the faster, racier of the three main Asia Pacificrecruitment centres, typically appealing to 20 somethings whoenjoy a work hard, play hard attitude. Singapore, meanwhile, iscalled the Switzerland of Asia because it is ordered, safe,clean, and appeals to those with families.
The main criteria for working in Japan, says Swan, iscultural: willingness to adapt and identify with the way of life iscritical. Indeed many of his staff come from those who have
gone to Japan to teach English and turn to recruiting as a way ofstaying in the country. It may be traditional recruiting butworking in South Asia means long hours, says Ross. Its notfinishing in the office for tennis at six. Its hard work.
A recruiters life building relationships in Asia Pacific
Downtown Hong Kong
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a lot of foreigners on the marketand expect the operation to fly.
Many senior recruiters workingin Asia Pacific have the phraseex-Japan slipped quietly intotheir job titles, a quiet admissionthat the Japanese market isdistinct from other parts of theregion.
In comparison with therocketing growth of the rest ofthe region Japan is struggling,after two decades, to recover the
drive that made it a post-wareconomic miracle. Ironically thismakes its recruitment market arather promising one.
Compared with Europe orNorth America the Japaneserecruitment market isunderdeveloped, says DavidSwan, Robert Walters managingdirector in Japan and SouthKorea.
Recruitment, in the past, wasbased around jobs for life.People joined a business, weretried out in various roles and
then promoted internally. Itmeant there wasnt muchrecruiting taking place. Thatsnow changing but its still astrong element and SouthKorea is 10 years behind that.
However, there is more to Asia
Pacific than Singapore, HongKong and Tokyo. Increasinglyrecruiters are servicing othernations directly as theireconomies modernise. Forexample, late last year RobertWalters opened an office in SouthKorea, while technical recruiterFircroft has recently opened inboth Malaysia and Thailand.
Vietnams economy is growingat 6.5%, driven by amanufacturing economy, and has
been forecast to become thefastest growing of all Asia Pacificnations by 2025.
That has been matched by 7%growth in Malaysia as it switchesfrom an economy based onagriculture to one on technologyand financial services.
Meanwhile, the third Asiantiger, South Korea which didnot go into recession during thecredit crunch is clawing aheadwith aggressive exports ofelectronics, textiles, ships andcars.
Taiwan, the final tiger, isshowing its stripes with aneconomy that grew by 10% lastyear as it moves frommanufacturing towards services,technology and creativeindustries.
The great opportunity, though,in Asia Pacific is China. Up to now
most recruiters trying to breakinto the Peoples Republic havebeen content to use Hong Kongas a stepping stone and Beijingas their great leap forward intoChina proper.
But, says James Bennett,managing director ofeFinancialCareers.com in Asia,there is now interest in cities suchas Shenzhen and Shanghai,particularly for financial services.
Its no secret Shanghai intendsbecoming a global financialcentre by 2026, he adds. The
thing they really need is talent:theres a great opportunity forrecruiters to help deepen thatpool.
Ambitions Day says thatalthough there is growing interestin mainland China, it is a market
with challenges and one in whicha number of recruiters have had
their fingers burnt. The mainlanddoes not use English as its mainbusiness language indeed itsMandarin is very different fromHong Kongs Cantonese. Nordoes it use the English legalsystem adopted by Singaporeand Hong Kong.
Its actually quite hard toplace non-mainland Chinese incities like Beijing and Shanghai,even from Singapore, Taiwanand Hong Kong, he adds. A lotof mainland Chinese have beenoverseas to university and are
starting to fill senior roles likemanagers and accountants.Its also difficult to get seniorpeople to relocate to themainland because wages areoften well below their levelsof expectation.
www.recruiter.co.uk
Dilal Ranasinghe, managingdirector, Argyll ScottThis is a very relationship-driven market. People dontlike being sold to, andcertainly dont like pressureselling
John Hunter, RedgravePartnersAsia Pacific is driven in partby the global shift of powerfrom North America andEurope
The thing that really cripples you in Hong Kong is the sociallife, says Dilal Ranasinghe. Its so easy to go out if youwant to make money keep a cap on your social life.
Ranasinghe, managing director of Argyll Scotts commercedivision, moved to Hong Kong with his partner three yearsago. He had been partly brought up in Asia and, after startinghis career in London, decided he wanted to move there again.
He says one of the biggest adaptations he has had to make isin technique: This is a very relationship-driven market.People dont like being sold to, and certainly dont likepressure selling.
One of the first things any client wants to know is how longyouve been in Asia. If you can say three to six years you cansee them relax and open up. If you say youve just arrivedtheyll grill you. Hong Kong and Singapore are such transientcities, and they want to make sure any relationship theydevelop is for the longer term.
Ranasinghe says successful recruiters in Asia Pacific
market themselves as individual brands rather than as partsof a corporation. Despite its dynamism and transience, HongKong is a small market where everyone knows everyone andpersonal recommendation carries weight.
There is one downside to working in Hong Kong: it is not ajob for those who like their beauty sleep: Recruiters in HongKong work longer hours than counterparts in the UK or US. Itspartly because they have to take calls from other parts of theworld, which means theyre regularly working until 7.30-8pm.Fortunately, locals in Hong Kong are not morning people.
Market your individuality