recruitment guide to asia pacific

Asia PacificRecruiter guide to... www.recruiter.co.uk

CONTENTSRegion 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.

Recruiter’s 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 hiddendragon...

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

It’s the heat that hits first: ablast that causes a sharpintake of breath in anyEuropean visitor stepping off

at a South-East Asian airport. Andit’s not just the air that’s hot, forwhile the UK’s economy is frozenin near recession, Asia Pacific’swealth and recruitment sector arerising like mercury.

Last year the region’s economyexpanded by 8.6%. It ispredicted that during 2011, AsiaPacific’s rush for growth willbarely break stride at 7.6%.

“It’s going gangbusters.Recruitment here is an incrediblydynamic industry,” says StevenYeong, of Singaporeanrecruitment 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. “It’s driven in part bythe global shift of power fromNorth America and Europe, andpartly because recruitment hereis still a relatively immaturemarket.”

Although the region’srecruitment market is spreadacross more than 20 countriesmost high-level work is handled

Asia PacificRegion looks full ofrecruitment promiseProspects for recruiters seem to be nearly as hot as the region’s manycountries. Kurt Jacobs investigates what the reality is for recruiters looking to relocate and where the best opportunities are

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OPINION

Mathew Gollop, Group Managing Director of ConnectedGroup talks about theregion and the company’s growth and challenges

Asia Connection – The markets inAsia are currently booming

Iarrived in Hong Kong in February 2001 to join

ConnectedGroup. My plane landed as the dot

com bubble burst, and following the a

management 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, healthcare 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 building meaningful relationships and

seeking 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 worth

US$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 their 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 similar 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 lively. 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


OPINION

Jackie Rees, Simply Recruitment

Asian FocusOverview of Marketplace and Sectors

If you’re considering a move to Asia then thereis no better time. As a recruiter you’ll bedelighted to hear that whilst Asia’s economy

took a big dip during the recession, it wasamongst the first to recover.

So why Asia? There are many good reasons to explore theAsian market for your next career move. Thereis certainly money to be made but it’s not allabout the money. The Asian market is typically alittle less mature and that creates opportunity.What that means to you is the chance to operateat a more senior level than you’re exposed to inthe UK, to be more consultative and lesstransactional with your clients and to enrich yourcareer and life by spending time in a completelydifferent culture. Other benefits include theopportunity to be central to a whole newcontinent to explore in your free time and let’snot forget the climate!

But what does working in Asiareally mean to a UK recruiter? The biggest difference is of course the cultureand what that means to you is that you willneed to be sensitive to the differences and behappy to adapt your style accordingly. Sincethe recruitment market is less mature and farmore relationship focused, if you are a hard-nosed recruiter who wants everythingyesterday, it might not be for you. If on theother hand you understand that relationshipstake work and time but can result in a loyaland committed client base, this could be theperfect next step to springboard your career.

The income tax levels are another majorattraction to the UK recruiter. For example in

Hong Kong it’s a flat rate of 15% and in Singaporethere’s 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 it’s not just theplace for single people; families also relocateand settle well too.

What about the language andhow dominated is therecruitment industry withWesterners?The senior management level within recruitmentin Asia is fairly top heavy with Westerners butbelow that there’s a fairly even split betweenlocals and expats. Most businesses work hardto gain a balance and in an ideal world their staffwould all speak the local language. It’s easierfor English speakers in Singapore than placeslike Hong Kong, but certain industry sectorsthroughout Asia can accommodate them morereadily. However, not speaking the language willnot get in the way of success if you are able andwilling to overcome the cultural sensitivities: itmight just take a bit longer.

Who is in demand and whereare the opportunities?Experienced recruitment consultants arehighly sought after and in Asia there’s also ashortage of strong mid to senior managers. Infact, Asia has been struggling with talentshortages for 15 years and it’s still one of themajor constraints to business growth. You willneed to have at least three years’ solidrecruitment experience and since so much ofthe economies’ GDP’s are made up of FinancialServices, a background in this area will be

highly sought after. Other areas in demand areIT and T, Digital, Sales, Marketing and Legal.Solid experience really means that you candemonstrate your knowledge in your marketsector and have a steady track record ofdeveloping business within it. For all overseashires a stable employment background isnecessary although there is obviously anunderstanding that the last couple of yearshave proved to be a challenge for many.

The process? Gaining a position in Asia can be relativelystraightforward and amazingly quick so makesure you have considered the move carefully (andwhat you will do with your house, car etc) beforeyou start the ball rolling. Typically you will havetwo or three telephone and/or Skypeconversations, and you will need to give tworeferees who can be contacted by phone. Withina couple of weeks an offer could be made withoutyou ever stepping foot into Asia. Think thisthrough carefully though as you want to make theright choice. It might be in your interest to plan aholiday to make sure you know what you’resigning up for. At a more senior level you may beflown in for the last stage but this isn’t always thecase. Relocation is not always a given either sodon’t expect it and certainly budget without it.Visas take between two and six weeks to comethrough and can accommodate both you andpartner/families as appropriate. So within twomonths you could find yourself sitting in a new airconditioned office wondering what delicacy tohave for lunch!

Food for thought isn’t 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

Since 2004, JPA has successfully relocatedhundreds of experienced UK-basedrecruitment consultants to Asia and

Australasia.

Within Asia we have placed experiencedrecruiters in Hong Kong, Singapore and Tokyoacross a variety of sectors. We haverelationships with major national, internationaland boutique brands. We have the ability and theknow-how to initiate the process before yourdeparture from the UK, which gives you peace ofmind knowing you have a role secured, or willhave had or will have interviews arranged foryour arrival.

At JPA, we look to partner with recruiters whoare serious about a move overseas because, justlike our clients, we want recruiters who are notonly moving for a lifestyle change but primarily tofurther their careers.

Why consider Hong Kongor Singapore? As two of the world’s major financial centres,both have fast-growing, free-trade economiesand excellent financial infrastructures.

Hong Kong is seen as the gateway into the vastChinese market and Singapore has declareditself as one of the fastest growing economies inthe world.

In similar fashion to Australia, the economies ofHong Kong and Singapore are very buoyant, withnot enough recruiters to meet the demand.Therefore we are currently dealing with a largenumber of mandates from clients in both HongKong and Singapore that are wanting to hireexperienced contingent and search consultants,team leaders and managers primarily in the IT,accountancy & finance, financial services, HRand legal sectors.

To be able to work in Singapore and Hong Kong itis essential to hold a work permit and in bothlocations it is advantageous to have a degreecoupled with the essential recruitmentexperience. However, should you have sufficientexperience there is less of a necessity to have adegree 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 verycompetitive between the different consultancies– a mixture of national, international andboutique brands. The HK and Singapore marketsare very relationship-based and a consultativeapproach is needed to gain trust from clients.

The Chinese attach particular importance torelationships in business, and it is natural thatmany new friendships are formed through workboth with clients and candidates. As such, theability to network and socialise is key to successwithin the HK and Singapore markets; expect tobe socialising hard as well as working hard.

There is a strong ‘ex-pat’ community and withinmany recruitment businesses a large proportionof the consultants will be from overseas markets,although it is essential to integrate yourself intothe local culture and working environment.

In both markets English is spoken as the primarybusiness language, although you will need to bemindful of some cultural differences whendealing with and entertaining clients.

What is it like to live in HKand Singapore?Both are renowned for their spectacular skylineand bright lights. Hong Kong and Singapore arevibrant cities and offer great nightlife.

When you’re looking to get away from thecorporate life, both Hong Kong and Singaporehave expansive areas of countryside, which arein complete contrast to the modern and built-upatmosphere of the cities. Here, you are free torelax and enjoy the stunning views, and bereminded of the historic background upon whichthese two nations were built.

Despite being an appealing place to live, withplenty of attractions, stunning views and goodfood, Hong Kong and Singapore are expensiveplace to live. Renting and accommodation canbe extremely expensive; often prices are higherthan London.

Hong Kong and Singapore both have veryfavourable tax systems, which will give you theopportunity to achieve very lucrative earningsand in turn lead an affluent lifestyle.

We would advise anyone who moves to thesecountries to take cultural differences intoconsideration. It will obviously take a period oftime to settle in but once you do you will enjoy afantastic lifestyle, and at the same time developyour career in a buoyant and ever-growingeconomy.

If you have a strong recruitment backgroundwithin the UK, and are looking to explore a moveoverseas, JPA will talk you through theopportunities which suit your needs. We will alsooffer advice on salaries and how the process ofrelocating to these countries can work for you.With close client relationships across a wideAsia-Pacific network, coupled with more than adecade’s experience in successfully introducingclients to candidates, JPA is perfectly poised tohelp you make that move and exceed yourboundaries in recruitment.

To find out more about recruitment roles overseas in Asia or Australasia, please

contact Alice McKeown in JPA’s 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 International’s Sarah Jones reports on the Shanghai experience

China for the New Year: in at the deep end

Sarah, can you tell ussomething about yourbackground and how you’veended up in Shanghai? Originally from Sussex I did a marketing degreeat university and then fell into recruitment,initially working for a large IT recruiter. I then setup a media division for another recruitmentspecialist before getting the opportunity to makemore use of my academic training by joiningAntal International. I initially worked with chiefexecutive, Tony Goodwin, and group managingdirector, Graeme Read, to create an in-housemarketing function and was then asked to moveto the franchise arm of the business to help withits international expansion. After five years withthe company I decided I wanted to do thetravelling I’d missed out on before and tooknearly two years out before coming back into arole supporting the training and development offranchisees around the world. It was a greatexperience and a lot of fun, but before long I feltthe need to get back to the front line and startgenerating revenue myself again rather thanhelping others to do it. It was then that thecompany suggested a move to its Shanghaioffice 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 andit’s no exaggeration to say that China is now the

world’s front line. There is more happening hereright now than in any other market in the worldand Shanghai is right at the forefront of thecountry’s economic development. With nearly 20million people it’s now China’s most populous cityand almost certainly its most exciting one.There’s a real buzz and energy about the placethat makes New York feel positively sleepy anduncool by comparison. So, let’s face it, howcould I say no?

Nowhere is ever perfect though,Sarah. What’s it really likeunder the glitz?Everyone here is in a hurry to get to wherethey’re going and get things done, and it can allbe a bit exhausting, particularly in the first fewweeks. Just negotiating the commute fromapartment to office sometimes leaves me asbruised and battered as if I’d done a couple ofrounds with David Haye. It’s also still verybureaucratic. For example, I had nightmaresgetting my visa as the application forms changedat the last minute — several days after I’dcompleted and submitted them. And whileEnglish is becoming increasingly important, thegreat majority of people still don’t speak itoutside of the business world, so someknowledge of Chinese is vital. Antal has afantastic internal network and I used that to finda really good local tutor who has already got meup to a reasonable level, even though I’ve onlybeen here since January. Some expatriates doseem to get by without learning the language butI think that showing you are making the effortmakes all the difference. People are veryimpressed, even if you can just come out with a

few basic phrases. It shows a level of respectand effort that Chinese nationals really warm to.

What is the workingenvironment like on aday-to-day basis?Very fast moving, very challenging but veryrewarding. There is a huge demand for talentfrom both international and local companies and,if you can satisfy it, you can carve a real nichefor yourself here and build, not just a successfuldesk but a complete business. Having said that Ithink it’s very important that you come to Chinawith the right organisation. There are a lot ofoverseas recruitment companies trying to jumpon the China bandwagon at the moment and afair few are falling straight off again. Antal hasbeen here for over a dozen years now and hasover 150 fee earners spread across its offices inShanghai and Beijing. It means we have the sortof experience and contacts that many of ourcompetitors can only dream about.

What advice would you give toa recruiter thinking about amove to China?Get used to eating with chopsticks. Get used toworking like a lunatic. Buy into Chinese culture.And most of all, don’t hesitate. If you are reallyserious about your career, this is the place to beover 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


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 ArgyllScott, 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 there’s increasingpressure on the mid-tier,” saysMark Sparrow, managing director

of Kelly Services in Singapore.“It’s because Singapore is

winning the reputation as theeasiest place in Asia in which todo business. We’re seeing lots ofbusinesses move operations fromAustralia to here. It’s generallyseen that if you want to be in Asiayou have to be in Singapore.”

“It’s a well-worn path,” addsGuy Day, chief executive ofAmbition, which has establishedoffices in both Hong Kong andSingapore. “There’s a view thatLondon is going to be a long slogto recovery, so let’s go to Asia andmake some money there.

“But it’s not that easy — it takestime to build a presence, and it’sonly after three or four years thatclients start to take you seriously.There are not that many Chineserecruiters in Hong Kong orShanghai, so we have to trainpeople up from an earlier stagein their career, but you can’t 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 buildingconnections — 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.

Kelly’s Mark Sparrow adds: “The impetus is on buildingrelationships. If you come here for quick gains you may get oneor two successes but you’ll 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 industrymatures 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 singleoutgoing — 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 Singapore’spopulation 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 havegone 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. “It’s notfinishing in the office for tennis at six. It’s hard work.”

A recruiter’s 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 phrase‘ex-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 thedrive 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 andthen promoted internally. Itmeant there wasn’t muchrecruiting taking place. That’snow changing but it’s 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.

Vietnam’s economy is growingat 6.5%, driven by amanufacturing economy, and hasbeen 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 nowmost recruiters trying to breakinto the People’s 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.

“It’s no secret Shanghai intendsbecoming a global financialcentre by 2026,” he adds. “Thething they really need is talent:there’s a great opportunity forrecruiters to help deepen thatpool.”

Ambition’s Day says thatalthough there is growing interestin mainland China, it is a market

with challenges and one in whicha number of recruiters have hadtheir fingers burnt. The mainlanddoes not use English as its mainbusiness language — indeed itsMandarin is very different fromHong Kong’s Cantonese. Nordoes it use the English legalsystem adopted by Singaporeand Hong Kong.

“It’s actually quite hard to place non-mainland Chinese incities like Beijing and Shanghai,even from Singapore, Taiwan and Hong Kong,” he adds. “A lotof mainland Chinese have beenoverseas to university and arestarting to fill senior roles likemanagers and accountants. It’s also difficult to get seniorpeople to relocate to themainland because wages areoften well below their levels of expectation.”

www.recruiter.co.uk


Dilal Ranasinghe, managingdirector, Argyll ScottThis is a very relationship-driven market. People don’tlike being sold to, andcertainly don’t 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. “It’s so easy to go out — if youwant to make money keep a cap on your social life.”

Ranasinghe, managing director of Argyll Scott’s 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 don’t like being sold to, and certainly don’t likepressure selling.

“One of the first things any client wants to know is how longyou’ve been in Asia. If you can say three to six years you cansee them relax and open up. If you say you’ve just arrivedthey’ll 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 Pacificmarket 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. It’spartly because they have to take calls from other parts of theworld, which means they’re regularly working until 7.30-8pm.Fortunately, locals in Hong Kong are not morning people.”

Market your individuality

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recruitment guide to asia pacific

Career

group managing director

recruitment businesses

managing director

front line

asian market

senior level

recruitment market

global shift