The busy post-bonus season for recruitment in Asia, which started just after Chinese New Year, won't last forever. You have until about early June to take advantage of the seasonal rise in vacancies.
With many rival candidates also looking to move jobs before then, it's a good idea to get on the right side of recruiters. You want to stand out from the competition at a time when they are swamped with CVs, and you want them to come to you directly and immediately when they next have a relevant opening
Here's how to boost your chances of being called up by recruiters eager to poach you.
You are much more likely to get chased up by recruiters if you’ve already taken the time to develop a long-term relationship with them – regardless of whether you’ve been actively looking for a new job, says a Singapore-based recruiter. Researching two or three recruiters who specialise in you field and contacting them directly typically works better than calling the recruitment firm’s switchboard – you risk being transferred to an administrator who will put your details on a database rather than discuss your career with you.
Meeting a recruiter face-to-face is another critical step in building a relationship. Above all during these discussions you need to explain what you are looking for in your next job, says Daniel Warwick, Singapore managing director of recruitment agency Eames Consulting Group. Recruiters find it difficult to chase after candidates whose career aspirations are too vague or too wide.
Do you want a recruiter to contact you the minute a job crops up in your field? You also have to contact them on a regular basis. Don’t do it every day or even every week – once a month should be enough to maintain the relationship, says Richard Aldridge, a director at recruiters Black Swan Group in Singapore.
If recruiters don’t have the most recent copy of your resume, they won’t know about that incredible new achievement which might make them come to you before other candidates. “Even if you’re not applying for a job, send us an updated CV with recent achievements whenever possible,” says the Singapore recruiter. “Perhaps you’ve just completed your CFA, or have overachieved your sales budget, or better still you’ve just been promoted – that’s always a good one as it’s great to represent a high-performer to a client.”
Recruiters won’t prioritise you for new roles if you’ve been overly stubborn with your job requirements in the past – they want to call candidates who will be immediately receptive to the vacancy. “Candidates who are successfully headhunted are the ones who have previously been flexible and realistic about their prospects,” says the recruiter. “We want won’t seek you out if your expectations are way out of line with the job market.”
Recruiters want to avoid compensation negotiations becoming too heated down the track, so they also avoid contacting candidates who they know are mainly motivated by money. When you meet a recruiter to discuss your aspirations, do not emphasise your need for a bigger pay packet, says Aldridge.
Even if you’ve not forged a relationship with a recruiter, you may still get on their radar when they trawl through LinkedIn or external CV databases. “But often a LinkedIn search brings up more than 1,000 people and almost always we’ll have to move onto something else before we finish this search – so to maximise your success in being headhunted first, try to get your profile on the first one or two pages of a typical search,” says a former agency recruiter who now works for a global bank in Hong Kong.
How to achieve the above? Start by identifying the keywords (usually skills) that recruiters are likely to search for and include these on your LinkedIn profile and any resumes you’ve uploaded onto databases. “But you need to be specific – research the requirements of the role you aspire to, then translate your current experience into the context of that job,” says Lim Chaileng, director of banking, finance and accounting at recruiters Randstad in Singapore.. “Banks are looking for very specific skill sets. For example, trade surveillance and transaction monitoring are hot keywords in compliance right now.”
If you are highly skilled in a particular area which is no longer part of your career plans, don’t clutter your online profiles with detail about it that could confuse recruiters who have little time to assess your strengths. “The ‘more the merrier’ is a misconception in job searching. Loading up your profile with unnecessary keywords doesn’t increase your chance of catching a recruiter’s attention and may even risk undermining your credibility. Include five to seven key skills only,” advises Lim.
A keyword-efficient online profile may grab recruiters’ attention, but they won’t then contact you if they suspect your profile lacks credibility. “I always check which other professionals you have in your network and I make sure they are relevant and credible before I even consider approaching you,” says Angela Kuek, director of search firm Meyer Consulting Group in Singapore.
Image credit: KCHL, Getty