Ask A Headhunter!

[Magickiller9]

Hi.

If my experience is as follow. And there's 2 company. 1 MNC and a SME looking to hire me In the line of either project/ product/IT or multiple area after my completion of NS next year what's the salary I should be expecting? I'm planning to work first before study.

Got position in local u without sponsorship and a full sponsorship in private uni.

2014-2015 - NSF (dealing with networking/ server/ training) with best solider award etc

2012-2014 - one of the local start up ISP dealing with social media, project management, technical support, product and etc. (tough days)

2013 - internship in Singapore largest shipping company as IT project management intern. Successfully launch the project ahead of schedule.

2010-2012 - part time sales in laptop. Top sales and stuff.

Studies.

2011-2014 - diploma in business IT 3.6GPA with few director list.

2010- o level.

 

[junk610]

Hi, first of all, I would like to thank you for providing your valuable insights in this thread. And apologies should I come across as being blunt.

So here’s the situation:

I’ve just interviewed successfully for an job. I did not discuss with them about how much I am currently being paid, but instead gave them a ball-park range to work with that I would be comfortable with.

Well, HR just called and now I’m being asked to provide a copy of my payslip.

I’ve worked in the US for many years and I’ve never been asked to provide payslips when interviewing for a new position. It is always seen as a privacy issue, and I was actually surprised that any company would ask. My payslip is a private and confidential document. To provide it is a breach of trust to my existing employer. It comes across as lazy, bureaucratic, and borders on unprofessionalism and poor etiquette.

It also puts me in a bad negotiating position. Why should I tell an employer how much I currently make? First of all, it bears no relevance to the position that I’m currently applying for. Plus, shouldn’t they already know the market rate? And shouldn’t they know what they want to pay someone based on his level of experience, and what he can bring to the table? Instead of doing the lazy deed of asking me to provide my current payslip and tacking on an additional 10-15%??

I know what the current market rate is, and I want to get paid suitably for doing the job. And I’ve already providing that range. So why are they still asking for payslips?

I am amazed that others just see it as "policy". They're probably the same people who just blindly go along with bad laws and systems because it's the way things have always been done.

Appreciate your comments. Thanks.

 

[wahkao3]

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..

show them that you are truly capable.

for example if you are sales person, show them you can bring in 1 million of sales every month. That will be a very strong bargaining chip

my fren is sales person, every year can exceed his target, he managed to easily get 50% increment every jump

 

[Luv_chocolatee]

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

I'm in the kyc sector. is it hard to switch over to aml sanction?

 

[Ask A Headhunter]

Hi.

If my experience is as follow. And there's 2 company. 1 MNC and a SME looking to hire me In the line of either project/ product/IT or multiple area after my completion of NS next year what's the salary I should be expecting? I'm planning to work first before study.

Got position in local u without sponsorship and a full sponsorship in private uni.

2014-2015 - NSF (dealing with networking/ server/ training) with best solider award etc

2012-2014 - one of the local start up ISP dealing with social media, project management, technical support, product and etc. (tough days)

2013 - internship in Singapore largest shipping company as IT project management intern. Successfully launch the project ahead of schedule.

2010-2012 - part time sales in laptop. Top sales and stuff.

Studies.

2011-2014 - diploma in business IT 3.6GPA with few director list.

2010- o level.

Sorry but question too subjective to be answered.

 

[Ask A Headhunter]

I'm in the kyc sector. is it hard to switch over to aml sanction?

Generally is very difficult and the easiest way is to get an internal transfer in your current company.

It is far easier to move into another company to do monitoring if your background is predominantly KYC (Because the learning curve is much less steeper)

 

[Ask A Headhunter]

I’ve just interviewed successfully for an job. I did not discuss with them about how much I am currently being paid, but instead gave them a ball-park range to work with that I would be comfortable with.

Well, HR just called and now I’m being asked to provide a copy of my payslip.

I’ve worked in the US for many years and I’ve never been asked to provide payslips when interviewing for a new position. It is always seen as a privacy issue, and I was actually surprised that any company would ask. My payslip is a private and confidential document. To provide it is a breach of trust to my existing employer. It comes across as lazy, bureaucratic, and borders on unprofessionalism and poor etiquette.

It also puts me in a bad negotiating position. Why should I tell an employer how much I currently make? First of all, it bears no relevance to the position that I’m currently applying for. Plus, shouldn’t they already know the market rate? And shouldn’t they know what they want to pay someone based on his level of experience, and what he can bring to the table? Instead of doing the lazy deed of asking me to provide my current payslip and tacking on an additional 10-15%??

I know what the current market rate is, and I want to get paid suitably for doing the job. And I’ve already providing that range. So why are they still asking for payslips?

I am amazed that others just see it as "policy". They're probably the same people who just blindly go along with bad laws and systems because it's the way things have always been done.

Appreciate your comments. Thanks.

Few reasons why they ask for payslip.

1) Internal equity (They must make sure they abide by it)
2) They are afraid you will forge or inflate your current pay
3) A lot of companies don't believe in paying for premium
4) Culture differences. What works in the USA doesn't work here.

 

[Dark84]

HH : I'm on garden leave for 3 months but my existing firm indicated that I had signed an anti competition clause for 6 months. Qn : can my existing firm enforce the 6 month anti competition clause on me even though they are only paying me for 3 months of not working ?

 

[Raider04]

HH : I'm on garden leave for 3 months but my existing firm indicated that I had signed an anti competition clause for 6 months. Qn : can my existing firm enforce the 6 month anti competition clause on me even though they are only paying me for 3 months of not working ?

The answer is YES.

 

[junk610]

Few reasons why they ask for payslip.

1) Internal equity (They must make sure they abide by it)
2) They are afraid you will forge or inflate your current pay
3) A lot of companies don't believe in paying for premium
4) Culture differences. What works in the USA doesn't work here.

Thanks, appreciate those candid views.
Points 1-4 all point to cultural differences.

Isn't talent acquisition/retention a challenge for those companies who do not believe in paying for premium?

 

[Ask A Headhunter]

Thanks, appreciate those candid views.
Points 1-4 all point to cultural differences.

Isn't talent acquisition/retention a challenge for those companies who do not believe in paying for premium?

2nd amendment is legal in USA, but not in Singapore though.
Like i said, cultural differences.

Well a lot of companies definition of talent retention is to rotate people to other departments so that they will learn new things

 

[Ask A Headhunter]

HH : I'm on garden leave for 3 months but my existing firm indicated that I had signed an anti competition clause for 6 months. Qn : can my existing firm enforce the 6 month anti competition clause on me even though they are only paying me for 3 months of not working ?

Yes they can enforce it, but only if you are dealing with specific knowledge which is unique to the said company.

Not general knowledge which anyone in any competitor company would have known about it.

Such as client data, or specifications to certain products which only the company has access to.

 

[s_o_h]

show them that you are truly capable.

for example if you are sales person, show them you can bring in 1 million of sales every month. That will be a very strong bargaining chip

my fren is sales person, every year can exceed his target, he managed to easily get 50% increment every jump

Thanks for your advice. I guess your friend is in a better position to bargain for more since he generate revenue for the company directly. I am in a cost centre where the company does not recognise the value-added directly and they have work around the budget. Any increment for new hire require to have hardcopy verification and justification from the management..

 

[dangerdevil]

I wan ask which recruitment firms no need ppl sign the must compulsory complete XX mths of employment one. ALSO I wan ask which side is HEADHUNTER helping? More on job seeker or companies???

 

[dravidan]

when job application asks for writing sample....what exactly do they want?


like one page essay or 2 para of the topic of job.

as in if i apply for public policy job. then my writing sample must be about 1 page of local politics or choose 1 govt policy to elaborate.....


googled but not sure if usa standard is followed in sg....

 

[warboy85]

In Singapore only got 3 level of companies according to Ministry of Manpower

1) Those that can do recruitment for all levels including temp staff (like Recruit Express)

2) Those that can do recruitment for above 4k per month (like Robert Walters)

3) Those that can do recruitment above 7k a month (like Korn Ferry)

By definition no such thing as minimum 10k a month.

hi HH,

anymore company beside recuit express that do all level?

 

[waddahell]

Hi HH,
Any idea for a typical entry level engineering position, how many candidatea would be interviewed?

 

[villan]

HH, how useful are job testimonials?

 

[KENNNL]

Hi hh,

i have just rejected a job offer and is abit regretted. is it nice to contact back my agent and ask again?

 

[suffer0]

Hello HH,

Thanks for doing this AMA!

Like to hear what is the broad career outlook for the Electronics & Semiconductor industry in SG directed to the R&D side?

And, what can you suggest to someone with R&D experiences from such an industry looking to either make a total career switch or advance within the industry itself? Appreciate the help!