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Years in a job and now looking for work? Top 4 tips for getting back into the game

Years in a job and now looking for work? Top 4 tips for getting back into the game
Working in Career Transition I spend a lot of time speaking with people whose roles have recently been made redundant. People who, ready or not, are forced to consider what direction to take next in their careers. While some are happy to seek out new opportunities, for others the prospect of looking for work can be daunting.

Looking for a new job is particularly daunting if you’re someone who has enjoyed long tenures in your career. While you’ve been fortunate to have found positions that you’ve been happy to stay in for lengthy periods and you have a wealth of experience, it also means you haven’t had as much experience when it comes to job search and you may be unsure of how to position yourself in a way that seems relevant and current.

 
 
 

Why leaders should also be change agents

Why leaders should also be change agents
“If you do not change direction, you may end up where you are heading.” So said Lao Tzu and in today’s world, that may be down the road of obsolescence. Being a change agent is an integral part of any leader’s role today and its importance will only grow in the future.

There are numerous reasons for the shift. Of course, constant changes in technology and resultant consumer preferences call for the need to constantly challenging status quo. Along with shorter attention spans, we are also dealing with shorter business cycles, further adding to a “roller coaster” environment where change is ever present.

 
 
 

Leading from the front

Leading from the front
Wondering how to help your business get ahead? Make workforce planning a priority.

It’s often said that people are the best asset a business can have – it’s called ‘talent’ for a reason. But while many companies claim to value these ‘assets’, many are ignoring a key tool which ensures those assets are ready to be mobilised and are strategically placed to best serve the needs of the business.

 
 
 

Why diversity makes your business better

Why diversity makes your business better
Diversity is much talked about in the business world, but the discussion often focuses on the ‘what’ more than the ‘why’.

We all know we’re supposed to build diverse teams where age, gender and cultural background are no barrier. Many of us are embracing the philosophy; in fact, in some environments diversity is increasingly becoming the norm.

 
 
 

Half of all hiring managers check candidates’ online digital footprint – are you prepared?

Half of all hiring managers check candidates’ online digital footprint – are you prepared?
There’s nowhere left to hide. An online background check by recruiters and employers is common practice these days an,d unlike with a meeting or an interview, you can’t see who is assessing you.

In The Hudson Report: Employment Trends, H2 2015 we asked hiring managers for their views on the use of social media in screening potential hires; specifically, whether they check candidates’ profiles, and if so why and what they are looking for.

 
 
 

Communication skills: vital for professional success

Communication skills: vital for professional success
‘Communication skills’ might sound like an overused HR buzzword, but there’s a reason they appear as selection criteria on so many job descriptions.

Effective communication is important in almost every role, and the ability to be a good communicator will not only see you thrive in the job application process, but in the role itself.

 
 
 

Are you highlighting your best behaviours in a job interview?

Are you highlighting your best behaviours in a job interview?
They’re the questions that interviewers love – but they can pose a challenge for even well prepared job candidates: Tell me how you dealt with conflict with a co-worker. How did you react to your last major mistake in the workplace? Explain how you overcame a major challenge?

The formal name for these queries is ‘behavioural interview questions’ and if you want a fighting chance of getting the job, you’re going to have to get skilled at answering them.

 
 
 

“I QUIT.” What managers need to know about why employees leave

“I QUIT.” What managers need to know about why employees leave
Employers beware: data shows that many new staff members leave before they even finish settling in.

Every manager shares the same goal with new hires: that the hire will not only fill a key gap in the team but slide neatly into the broader workplace culture where they will work productively and be happy to stay for a reasonable period of time.

But Hudson data shows that many managers are losing a fair proportion of their new hires: one in ten employees in Singapore have left a new job within three months of starting.

 
 
 

Why didn’t you get the job?

Why didn’t you get the job?
You got an interview for a coveted job – congratulations, that means you were earmarked as a suitable candidate. But if you don’t wind up with a job offer, you have to ask yourself: what did I do wrong?

There are many possible reasons for not getting a job offer, and it may simply be that one of the other candidates was more suitable for the role. However, it pays to reflect on how you performed in the interview, and whether you committed any faux pas without even realising.

 
 
 

Building rapport at an interview: it’s all about connecting

Building rapport at an interview: it’s all about connecting
Establishing a good rapport with someone you’ve just met can be a tough ask. Motivational speaker Tony Robbins provides insight into what’s involved: “Rapport is the ability to enter someone else's world, to make him feel that you understand him, that you have a strong common bond.”

Whatever else you have to offer, it’s going to be difficult to make it beyond the first round of interviews and secure a job if you’re unable to make your interviewers feel you’re on the same wavelength as them. Here are some tips on how to establish that emotional connection.

 
 
 
 
HUDSON
Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.

Hudson Global Resources (Singapore) Pte Ltd
EA Licence Number: 03C4590