Ask A Headhunter!

[villan]

healthcare related marketing/generalist also able to perform office administration functions and balancing of accounts.
last drawn is almost $4k. Asking $3.5k, but seemingly need to go even lower...

3+ years of work exp, not counting past contract/temp/PT

3.5 for 3yrs+ exp seems reasonable....

what degree do you hold? are those companies sme or mnc?

 

[packets]

i have been working in trade finance operations in a bank for past 2 years

what are the available career paths if i wish to switch to a non FI like commodity firm? would i be labelled for an operations based role there?

 

[flowerpot_cat]

3.5 for 3yrs+ exp seems reasonable....

what degree do you hold? are those companies sme or mnc?

private degree in communications... first job in Stat Board second job in public healthcare.

 

[Ask A Headhunter]

i have been working in trade finance operations in a bank for past 2 years

what are the available career paths if i wish to switch to a non FI like commodity firm? would i be labelled for an operations based role there?

Structured trade or plain vanilla?

If plain vanilla then a bit hard unless you try for the smaller companies.

If structured trade the bigger companies will be more eager to potentially consider you.

But yes it will still be more operational most of the time

 

[Ask A Headhunter]

Thanks for your quick reply!

For company C it was a verbal, and the HR was discussing the pay package with me. I was not told that there would be a 2nd interview... When they again last week, they say their HR will arrange for the interview. I had already 'gave up' on waiting after 3 weeks of waiting until they called me again >.< It is a current position in the company, the position from what I understand, is an essential role to keep operations running. So it cannot be headcount freeze.......
In fact I am very hopeful for this position because it feels like the 'best fit' amongst all the interviews/applications I have made so far.

Regarding the pay issue, for my 2 years in govt service I had secured very high increments due to good performance. When I moved on to the next job, I was given increment as well. However looking at my own experiences(which you have also mentioned in other posts that govt sector exp are not so relevant) and 'market rate' for my skills, I'm not too sure if I should still stand firm to the asking salary...

Very confused right now because I have been looking for suitable job for the past 5+ months its either a salary issue or the potential employers think I would behave like a 'typical civil servant' which drags their feet at work based on their past bad experiences on hiring ppl from govt sectors.

You should always not let an offer be verbal.

Once they have given you a verbal offer and assume you accepted, always immediately ask them to email you the full details (so you have evidence)

It might be possible to be a salary issue. Either that or they are considering people who are already working in the company to internally transfer

They say first job is important because it sets the base point for your salary because when jump next job will compare with your job and raise accordingly.

Is that true?

Not true.

Because if you do well in a job, especially in a well regarded company ,you will be promoted in due course which of course will come with increments.

If you do badly, even with a higher basic salary, your pay will remain stagnant.

It will also potentially price you out of potential roles with bigger companies due to internal equity.

Which is why very often, people in govt find it very hard to move to private sector at same pay

healthcare related marketing/generalist also able to perform office administration functions and balancing of accounts.
last drawn is almost $4k. Asking $3.5k, but seemingly need to go even lower...

3+ years of work exp, not counting past contract/temp/PT

industry experience is often secondary to actual work scope experience.

If you are working in a scope which is highly transferrable then won't be so bad usually. (like being an office manager in govt sector vs being an office manager in pvt sector.)

 

[wahkao3]

industry experience is often secondary to actual work scope experience.

If you are working in a scope which is highly transferrable then won't be so bad usually. (like being an office manager in govt sector vs being an office manager in pvt sector.)

how transferrable is sales experience???

 

[darkelf]

what is the difference between candidate management and client management?

what is the typical scenario your manager will take if you are not able to meet the kpi?

Pls reply. Thanks

 

[Ask A Headhunter]

darkelf wrote:
what is the difference between candidate management and client management?

what is the typical scenario your manager will take if you are not able to meet the kpi?


Client management = how you manage the client when their expectations are unrealistic in terms of the type of person they want to hire, or their timeline they set, or any other factors

Candidate management = when client is cooperative, but candidate is not (taking counter offers, or not willing to share certain information that will help the person to get the job, etc)

Since a HH is often the middle person, they must have control of the situation if not things will spiral out of control easily.

If cannot meet KPI in terms of revenue, then must hit KPI in terms of other things that can be measured (how many candidates they called, met, how many clients they called, etc)

Which can easily be controlled by the HH

 

[Ask A Headhunter]

how transferrable is sales experience???

Very transferable, unless you are applying for a job which requires specific product knowledge

 

[wahkao3]

Very transferable, unless you are applying for a job which requires specific product knowledge

how about b2b engineering sales?
also considered transferable?

 

[Ask A Headhunter]

how about b2b engineering sales?
also considered transferable?

Not really. Because in b2b engineering often you need technical knowledge to some extent

 

[akimoto_emi]

3.5 for 3yrs+ exp seems reasonable....

what degree do you hold? are those companies sme or mnc?

i got about 10 yrs experience for admin also never hit 3k even with degree sob sob

 

[turbones]

Hi Headhunter,

For aml compliance, between kyc and transaction monitoring, which do you think provides better career progression opportunities? Why?

Also, I've seen several linkedin profiles of compliance managers with accounting degrees. Does this mean accounting degrees are as useful or even more so than law for compliance professionals? Being an audit senior/manager in a big 4 is really so handy to move forward as a compliance head in banks huh?

Thanks in advance!

 

[Ask A Headhunter]

Hi Headhunter,

For aml compliance, between kyc and transaction monitoring, which do you think provides better career progression opportunities? Why?

Also, I've seen several linkedin profiles of compliance managers with accounting degrees. Does this mean accounting degrees are as useful or even more so than law for compliance professionals? Being an audit senior/manager in a big 4 is really so handy to move forward as a compliance head in banks huh?

Thanks in advance!

Neither.

The best area to be in aml now is in sanctions

But if really die die have to choose between both then I would say kyc is better

And as for degree, having a law degree is helpful but honestly it is not important.

But having a law degree will help your career greatly if you are intending to move to do regulations

Sent from Sony D6653 using GAGT

 

[turbones]

Neither.

The best area to be in aml now is in sanctions

But if really die die have to choose between both then I would say kyc is better

And as for degree, having a law degree is helpful but honestly it is not important.

But having a law degree will help your career greatly if you are intending to move to do regulations

Sent from Sony D6653 using GAGT

In your opinion, why kyc better? And isn't sanctions similar to monitoring? Thanks for replying, appreciate it.

 

[Ask A Headhunter]

In your opinion, why kyc better? And isn't sanctions similar to monitoring? Thanks for replying, appreciate it.

Sanctions is totally different from monitoring.

Sanctions is real time and monitoring is not.

Real time means you have to clear the log on the same day it happens or the company gets hit by a big big fine.

So sanctions is infinitely more stressful to do.

And kyc is better cos well it can progress to be more high level.

Monitoring got limit to how high you can progress

Sent from Sony D6653 using GAGT

 

[Micki78]

Can a person without accounting background work as business controller ?

 

[Raider04]

Can a person without accounting background work as business controller ?

It's possible.

 

[s_o_h]

Counter offer in salary nego stage

Entered into the nego stage with HR putting first offer of 15% on the table, counteroffer with 25% which is slightly above the market rate.

HR reverted and was unable to obtain approval from the top to justify for the adjustment as what i provided was the projection value for my variable bonus payout in July. I offered a solution to work around their rigid policy that I can accept the adjustment after hire date in June if I can prove that my coy is offering >1month of payout.

Is there any bargining chip left on my side to make sure that I am not the losing end? I have also make it clear that I am due for promotion (verbal) after my performance appraisal next month but they require proof of documentation for verification.

HR make it clear that I have to join them before end of June as I fish out info from my friend working in the organisation that the date to be eligible for next year bonus payout which they did not brought during the offer..

 

[Ask A Headhunter]

Entered into the nego stage with HR putting first offer of 15% on the table, counteroffer with 25% which is slightly above the market rate.

HR reverted and was unable to obtain approval from the top to justify for the adjustment as what i provided was the projection value for my variable bonus payout in July. I offered a solution to work around their rigid policy that I can accept the adjustment after hire date in June if I can prove that my coy is offering >1month of payout.

Is there any bargining chip left on my side to make sure that I am not the losing end? I have also make it clear that I am due for promotion (verbal) after my performance appraisal next month but they require proof of documentation for verification.

HR make it clear that I have to join them before end of June as I fish out info from my friend working in the organisation that the date to be eligible for next year bonus payout which they did not brought during the offer..

Firstly, bonus is variable, unless you can prove, over a period of at least 3 years, that your bonus is consistently a certain amount (lets say 4 months variable bonus every year for the past 3 to 4 years)

Even if your bonus is >1 month. They can always use the issue of "internal equity" to press your expected salary down. (which they often can prove)

Thirdly, no company will accept a verbal proof. Because, what if you stay in your current company, and don't get promoted? (There is no evidence that the company die die must promote you)

Fourthly, must remember that if you ask for a high %, effectively it means for 2016 you will not get any pay increment. (Even if your potential pay increment means your pay will exceed your current asking pay)

It goes back once again to your push and pull factors.

If your push factors are not strong, then give them a minimum take it or leave it.

Just tell them upfront if they don't give 20%, you will not take up the offer.