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How to write a farewell email to your colleagues (letter templates included)

Carol Yeoh — Mon, 10 Feb 2025 02:00:00 +0000

How to write a farewell email to your colleagues (letter templates included) Carol Yeoh

Leaving an organisation can be a delicate and complex situation. Navigating this transition requires careful thought and consideration, especially when it comes to maintaining positive relationships and taking the time to express gratitude.

A well-written farewell email to colleagues is an opportunity to part ways with your co-workers respectfully, thank them for their support, and strengthen your professional network. A few kind words can go a long way in showing your appreciation and leaving a positive impression.

Your goodbye message should be well-crafted to make a lasting impression, preserve work relationships and broaden your networking opportunities. You never know when you might need a reference or referral, so it’s important to keep those lines of communication open with a well-written goodbye email.

Related: How to quit a job

Farewell letter templates

The most efficient and professional way to bid the office farewell is an email that mentions your plans, expresses your gratitude, and lets colleagues know how to stay in touch.

When writing to your supervisor or manager, it's a good idea to send a separate farewell email. This helps maintain a professional relationship, which could benefit you for potential future opportunities.

A well-crafted goodbye email to your supervisor allows you to express appreciation, leave on a positive note, and maintain professional relationships that could prove valuable in the future.

While you've already handed in your resignation letter to your manager, a farewell email provides an opportunity to reinforce your gratitude and leave a positive impression. For colleagues, this email is a way to thank them for their support and provide details on how to stay in touch.

To give you an idea of what a farewell email should look like, here are four samples that you can adjust to your circumstances. Think of them as goodbye email templates that you can personalise as you see fit.

Related: Making a career change

Version 1: Farewell email for supervisors/managers

Subject line: Farewell and thank you

Dear [Supervisor's Name],

As my time at [Company Name] as a [job title] comes to an end, I wanted to take a moment to thank you for the opportunity to work with you. Your leadership and guidance have been invaluable to me during my time here. I've learned so much and truly appreciate the support and encouragement you've provided.

I'm excited about the new opportunities ahead, but I will always be grateful for the experiences and lessons I've gained under your management. I hope we can stay in touch, and I would welcome the chance to collaborate again in the future.

Thank you once again for everything. I wish you and the team all the best in the future.

Warm regards,

[Your name]

Version 2: Farewell email for colleagues

Subject line: Farewell, and thank you for the memories!

Dear team,

It is with a heavy heart that I bid farewell to all of you after working together for [insert duration of your tenure] at [insert company name]. As some may already know, I have decided to pursue new opportunities and challenges. ;

I wanted to take a moment to express my heartfelt gratitude to each of you for making my time at [insert company name] truly memorable. I have learned so much from each of you, and will cherish the memories we have created together. I am leaving with a sense of pride and satisfaction, knowing that I have contributed to the success of this organisation.

I wish you all the best for your future endeavours. Please keep in touch, and let's stay connected on [insert social media platform] or [insert personal email address].

Thank you once again for everything. I will miss all of you dearly.

Warm regards,

[Your name]

Version 3: Farewell email for colleagues

Subject line: Saying goodbye and expressing my appreciation

Dear all,

As some of you may know, I have resigned from my position at [insert company name] to pursue other opportunities. My last day here will be [insert last day].

I wanted to take a moment to thank all of you for making my time here a truly rewarding experience. Working alongside such a talented and dedicated team has been an honour and a privilege. I have learned so much from each of you, and I will always be grateful for the support and encouragement you have shown throughout my tenure.

Although I am sad to leave, I am excited about the future. I am confident that I will take the valuable skills and knowledge I have gained here and apply them to my future endeavours.

I wish you continued success and happiness in your careers and personal lives. Please keep in touch on [insert social media platform] or [insert personal email address].

Thank you again for everything.

Best regards,

[Your name]

Version 4: Farewell email for colleagues

Subject line: Farewell and a new chapter ahead

Dear colleagues,

I hope this email finds you well. As you may already know, I have resigned from my position at [insert company name]. My last day here will be [insert last day].

I wanted to take this opportunity to express my gratitude for your support, guidance, and friendship during my time here. I truly enjoyed working with such a talented and dynamic team, and I will always cherish the memories we have created together.

While it is hard to say goodbye, I am excited about the new opportunities that lie ahead. I am confident that the skills and experience I have gained here will serve me well in my future endeavours. I am grateful for the lessons I have learned and the relationships I have built, and will always look back on my time at [insert company name] with fondness.

Thank you again for everything. Let's stay connected. Here are my contact details: [insert social media platform] or [insert personal email address].

Best wishes,

[Your name]

Things to consider when writing a farewell message

The timing of your farewell email is crucial. Keep these best practices in mind when crafting a professional goodbye message.

1. Check with the boss before saying anything

Before sending your colleagues a goodbye email, confirm that the boss has already informed everyone about your plans to leave for future endeavours. Once confirmed, you can start crafting a farewell email to your colleagues.

2. The word is out that you are leaving – when should you say anything?

Inform your immediate team once your manager has been notified. Closer team members should be informed earlier to allow time for the handover and to ensure work continuity. Avoid waiting until the final day to notify them, as this can lead to disruptions in the work process. When informing others, consider the timing to leave on a positive note. For acquaintances, an email one to two days before your last day works well.

3. Get the subject matter right in your goodbye email

Writing the perfect farewell email subject line is more challenging than it seems. Include something simple and clearly indicate the contents. Here are some examples:

Moving to a new endeavour
Thanks for everything
Bidding goodbye
A new journey awaits for me
A new adventure in my professional life
The next chapter of my career
Thanks for being such a great team
I will miss working with all of you

Related: Building your personal brand

4. How to write your farewell email to colleagues

Consider a brief note for co-workers you are not close to

Regardless of your reason for leaving, it is essential to say goodbye professionally, ideally writing individually to each person on your team a unique goodbye email to co-workers.

Be sure to show gratitude

Maintain a friendly and positive tone in your farewell email. For close connections, include a personal anecdote or express appreciation for their support.

Include relevant contact details

Be sure to include your personal contact information such as your email address, mobile number and LinkedIn profile in your farewell email. Keeping in touch with your ex-colleagues can help you get career advice in your career journey. If you are moving into contract work, they could also potentially be your first clients.

Consider a brief note for co-workers you are not close to

Keep your goodbye email short for acquaintances at work. Most colleagues don't require extensive details about your departure. A quick note for everyone and a more personal goodbye for close colleagues strike the right balance.

Use the right tone with your manager

Write a thoughtful farewell to your manager, depending on your relationship. If your work experience has been positive, convey your appreciation; otherwise, a standard farewell message will do.

Send the right message to your clients

Maintain a professional exit with clients by sending a personalised message. Include details about the colleague who will collaborate with them after your departure in your goodbye email and offer contact information if needed for a smooth transition.

Always remain respectful and polite

Keep your farewell messages thoughtful and diplomatic, even when leaving on less-than-ideal terms. Share constructive feedback with your manager before resigning, if available, and avoid using your farewell to air grievances. Remaining respectful and polite creates a lasting positive impression that can benefit your future career prospects.

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Carol Yeoh

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How to ask for a pay rise: 10 practical tips for success

Simone Wu — Wed, 08 Jan 2025 08:00:00 +0000

How to ask for a pay rise: 10 practical tips for success Simone Wu

For some people, asking for more pay comes naturally, but for others, it can be daunting. The fact is that we all work for a monetary return. If you think you deserve more than your current pay and your request is within the relevant salary range, you should consider letting your boss know.

As the saying goes, if you do not ask, you do not get. Here are some tips to help you succeed in asking for higher pay while keeping your current job scope.

1. Inform your manager that you want to discuss salary before the actual meeting

You don’t want to ambush your manager because they might not be ready to talk about money. You should not just walk in on their free slot, or book their time without setting an agenda, as this can be seen as disrespectful and unprofessional.

When setting up a meeting with your boss to discuss your salary, inform them of the purpose of the meeting beforehand. This can be done through email or in person, depending on your preference and the culture of your workplace.

When sending an email to request a meeting with your boss, it is important to be clear and concise in your communication. Use a professional tone and provide specific details about the purpose of the meeting, including the topics you would like to discuss and any supporting information or documentation that may be relevant.

This will help to facilitate a productive discussion and increase the likelihood of a positive outcome.

2. Pick the right time to speak to your boss

When you ask for a rise in your basic salary and perhaps an improved benefits package, identify the right time for a one-on-one, face-to-face meeting. Mind your timing and do not plan it after a project has failed, or during a peak season.

Wait at least 6 months

You should only consider asking for a pay increase when you feel underpaid or if you have been working hard enough to justify a salary increase.

If you are new to the company, you should wait at least six months before requesting an increase. This allows you the minimum amount of time to prove yourself as an asset to your current employer.

For the best chance of success when asking for a rise, waiting for more than a year may be a better timeframe to ask for more money.

Consider the fiscal year

To ensure your request can be processed, two or three months prior to the end of the fiscal year is ideal.

During this crucial period, many department heads are making budget plans for the upcoming year – so if you time it just right, your request could be considered during that time.

Asking the human resources manager about when salary increases are approved is also a smart move – they will be able to tell you if there’s an optimal time for submitting your request.

Keep it during office hours

Also, make sure you are asking for a rise during business hours. Do not ask for a salary rise after work hours because you will likely get turned down. You could also consider bringing up the topic during your mid-year review.

Don't do it at performance reviews

It may be helpful to schedule a meeting with your manager outside of performance review periods, so you can discuss your salary without it being conflated with your overall performance evaluation.

3. Consider the company’s financial position

When the company’s financial health is poor, employees should avoid asking for rises and wait for an annual review. There could be a hiring freeze.

You should check the news for stories about the company or industry. Collecting salary data about the company’s finances is also a good idea. Even if the company is doing well, you should check out key factors before starting a salary negotiation.

4. Ask for pay rise after exceeding your key performance indicators

Demonstrate that you have met your key performance indicators or that of the organisation. Be sure to mention any additional responsibilities that you have taken on as well.

Be sure to identify what is within your job scope and what you had gone above and beyond for. This is crucial because companies are not there to give you pay rises just because you completed a project well – that is essentially your job, and it does not justify a pay increase.

5. Keep your personal reasons out of it

A higher salary is based on merit, not on your number of years at a company, or whether you have taken on a new mortgage, or are getting married.

No employer will give you a pay increase unless you have done something that merits it. Exercise common sense before asking for a salary rise.

6. Prepare a presentation to back your salary request

Have solid data to support your claim about your contribution to the company, such as salary research and market rate.

You need to document your accomplishments and show how they have benefitted the company. An excellent way to present the data is to create an eye-catching presentation.

Negotiating is an essential skill set to have, especially when asking for a more pay. When negotiating, be prepared, set goals, show how your pay rate compares to the rest of the industry, and know what you want from the deal.

7. Pay attention to soft skills

It is not enough for employees to be good at their jobs. Employees’ value lies in their ability to work together. You need to be a team player and someone who demonstrates empathy and care in a genuine matter.

Be sure to demonstrate your value by sharing conflict-resolution stories or showing how you help out colleagues. The way you conduct yourself professionally contributes to your value as an employee too.

8. Gather feedback on your performance

On top of your main reporting line, if you have a dotted reporting line to a few managers and collaborate with other team managers or senior stakeholders, you should use that opportunity to gather feedback from them.

This can help you understand how you can further add value to the company, and also help you find out if your actions have been aligned with the company’s goals.

You can use the positive feedback from these stakeholders to add to your glowing portfolio too.

Related: Building your personal brand

9. Research your industry’s pay structure

You must include the correct information when asking for salary increase.

If you can, find out the salary information of other employees and across the industry, how much they make on their annual salary and then use information about competitive salaries as a basis for your request.

Your boss may not know anything about the market value of similar jobs. Make sure you back up your request with more and more data.

You can look at websites like Glassdoor to get an idea of the salary you should be earning, and you can also refer to annual salary guides published by recruitment companies, such as our Page Insights Salary Guide, to understand salary benchmarks in your industry.

These usually take the average salary numbers that recruiters come across over the past year for various jobs, and are a reliable source of salary data for you to get a good estimation of the salary for your role.

10. Salary negotiation may take more than one meeting

Speaking up and advocating for yourself is the first part of the negotiation. If you were rejected, ask for clarity on what would be needed for a future rise, and set a time for checking in again.

You need to have an idea of the amount of salary increase that would keep you contented. That will help you decide if you want to stay in the role or start looking for a new job.

Approach the conversation with a collaborative mindset and be prepared to have a constructive discussion with your manager about your goals and expectations.

Don’t be discouraged if your initial request for a pay rise is denied. Here’s how to recover and move forward:
Stay professional: Thank your manager for considering your request and for their feedback.
Seek specific feedback: Ask what you need to do to earn a raise in the future. Request clear, measurable goals.
Set a follow-up date: Propose a date to revisit the conversation, perhaps in 3-6 months.
Create an action plan: Based on the feedback, develop a plan to meet and exceed expectations.
Consider other benefits: If a monetary raise isn’t possible, explore different forms of compensation like additional time off, flexible working hours, or professional development opportunities.
Reassess your options: If you feel consistently undervalued, it might be time to explore opportunities elsewhere.

Remember, a ‘no’ now doesn’t mean ‘no’ forever. Use this as an opportunity to demonstrate your commitment to growth and excellence in your role.

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our 2025 Michael Page Salary Guide, which features the average salary of roles in Hong Kong’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

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5 most in-demand tech roles for 2024

Simone Wu — Tue, 20 Aug 2024 05:25:49 +0000

5 most in-demand tech roles for 2024 Simone Wu

Tech professionals, from leaders in digital transformation to experts in cybersecurity, are driving innovation in today’s fast-paced digital environment and enabling transformational change across all industry sectors.

These individuals are crucial to shaping our increasingly linked world. The tech industry retains some of the most compelling opportunities for a career that bundles intellectual challenge with possible huge financial returns.

The more saturated business and daily life become with digital technologies, the greater the demand for specialised tech talent. The field has outgrown traditional roles and now includes a broad span of specialisations that mirror the complex requirements of modern organisations.

The most in-demand tech jobs in the tech industry

In pursuing a technology career, aligning interests, skills, and personality to a specialisation has become crucial. However, finding the perfect fit can sometimes be challenging, especially for those new to the field or considering a career change.

If you're still exploring your options or looking for a role that matches your aspirations, it can be helpful to consider the most in-demand positions in the tech industry. These roles not only offer abundant opportunities but also provide insights into the current needs of the market.

Here are five most in-demand tech jobs to help you navigate the diverse landscape of technology careers. These roles represent key areas where businesses invest heavily to maintain competitiveness and security in the modern, digitally advanced era. As a result, the tech job market is seeing a surge in demand for these roles.

Whether you’re breaking into the tech industry or maybe seriously thinking about a shift into a new field of expertise, knowing these tech jobs and what goes into them can help you plot a successful course through this ever-changing industry.

Hot Job #1: Digital Transformation Leader

Digital transformation is more than adopting digital technology in business operations. It also involves a total change of approach to the way organisations function and create value for their clientele.

A digital transformation leader strategically leads this process by guiding an organisation through complex technology adoption processes and reshaping corporate operation frameworks.

They work across departments to identify opportunities for digital innovation, develop strategies for implementation, and oversee the execution of digital initiatives. They serve as an intermediary between technological advancements and business needs, thus ensuring that the envisaged solutions are aligned with the organisation’s goals.

(Browse roles in digital transformation.)

Why are digital transformation leaders in high demand?

As businesses across industries recognise the urgent need to evolve in the digital age, the demand for skilled digital transformation leaders has not only increased but skyrocketed.

These professionals are crucial, and their role is now more critical than ever for companies looking to stay competitive, improve efficiency, and enhance customer experiences through technology.

The COVID-19 pandemic has further accelerated the need for digital transformation, making this role even more critical as organisations adapt to remote work, online commerce, and digital customer engagement.

Valuable skills and experience for digital transformation leaders

Strong understanding of emerging technologies such as IoT, AI and cloud computing
Experience in change management and organisational leadership
Strategic thinking and ability to align technology initiatives with business goals
Project management and stakeholder communication skills
Knowledge of data analytics and digital marketing strategies

Hot Job #2: Software Architect/Engineer

Software engineering is a foundational skill for software architects and engineers, who design, develop, and maintain software systems. Their role is not just about creating blueprints but also about ensuring these software applications are scalable, efficient, and aligned with business requirements.

These professionals work on complex software projects, making high-level design choices and dictating technical standards, including software coding standards, tools, and platforms.

They often lead teams of developers and work with stakeholders to ensure that the software meets technical and business needs.

(Browse software architect and software engineer roles.)

Why are software architects/engineers in high demand?

As software becomes increasingly complex and critical to business operations, the need for software architects and engineers continues to grow.

While software architects typically have more experience and a broader view of the system, many software engineers grow into architect roles over time. In some organisations, especially smaller ones, these roles might be combined.

These professionals are essential for creating robust, scalable, and efficient software solutions that can handle the demands of modern businesses.

The rise of cloud computing, microservices architecture, and the need for seamless integration between various systems have further increased the demand for these tech jobs.

Valuable skills and experience for software architects/engineers: Cloud Computing

Proficiency in multiple programming languages and frameworks
Experience with cloud platforms and microservices architecture
Knowledge of software design patterns and best practices
Understanding of DevOps principles and CI/CD pipelines
Problem-solving and analytical skills

Hot Job #3: IoT Architect/Machine Learning Engineer

The Internet of Things is the innovation changing how we interact with the world around us. It connects devices used daily to the Internet and allows them to capture and transfer data.

IoT architects and product managers lead this revolution by designing and managing these complex ecosystems of connected devices and systems. These professionals define the architecture used in IoT solutions and ensure that hardware, software, and network components integrate seamlessly.

The role will also involve managing the development of IoT products from end to end, from concept to launch, and making sure the product meets both market needs and technical requirements.

(Browse roles in IoT and machine learning.)

Why is there a high demand for IoT architects/product managers?

Connected devices are exponentially increasing, and companies in every sector are rushing to use IoT technology to bring in efficiency, acquire data, and enable new revenue streams.

It places a significant demand on professionals who can move around complex landscapes of IoT technologies and be able to develop new innovative solutions.

In these further potential applications of IoT in areas like smart cities, industrial automation, and healthcare, the demand for skilled IoT architects and product managers has been further increased.

Valuable skills and experience for IoT architects/product managers

Understanding of IoT protocols and standards (e.g., MQTT, CoAP)
Experience with cloud platforms for IoT (e.g., AWS IoT, Azure IoT)
Knowledge of embedded systems and hardware design
Familiarity with data analytics and machine learning
Project management and stakeholder communication skills

Hot Job #4: Data Science/Engineer

In the age of big data, understanding the enormous amounts of information that firms collect is vital. A data engineer builds and maintains the infrastructure for data generation, storage, and analysis, while data analysts interpret this data to provide actionable insights. Data analysts are essential professionals who collect and analyse information to develop reports and drive improvement strategies.

Data science is a crucial area of expertise in the tech industry, encompassing data pipeline design, data modelling, machine learning algorithms, and visualisation tools for effective communication.

Data scientists, as analytical experts, leverage data science techniques to extract insights from both structured and unstructured data, fulfilling business objectives and illustrating the growing demand for professionals skilled in this field.

(Browse data analytics and data engineer roles.)

Why are data analytics/engineers in demand?

With businesses relying so heavily on data-driven decision-making, the demand for skilled data analytics and data engineering professionals has exploded. These roles will be essential to organisations looking to leverage a competitive advantage through the effective use of their data assets.

This has increased the demand for professionals who can work with complex data sets and elicit meaningful insights into artificial intelligence and machine learning’s business operations.

Valuable skills and experience for data analytics/engineers

Proficiency in programming languages such as Python, R, and SQL
Experience with big data technologies (e.g., Hadoop, Spark)
Knowledge of machine learning algorithms and frameworks
Familiarity with data visualisation tools (e.g., Tableau, Power BI)
Analytical and problem-solving skills
Critical thinking skills

Hot Job #5: Cybersecurity Professional

Within this fast-growing era of cyber threats and increasing tenancy of techniques, the role of a cybersecurity professional is becoming very significant. These experts secure an organisation’s networks, systems, and data against any security breach, cyber attack, or unauthorised access.

They may be involved in many facets of information security, such as network security, application security, incident response, and risk management.

They design and implement security policies, conduct vulnerability assessments, and stay updated regarding the latest security threats and mitigation techniques.

(Browse roles in cybersecurity.)

Why are cybersecurity professionals in demand?

On the other hand, with the ever-increasing speed and complexity of cyber-attacks, demand for cybersecurity professionals has increased in tandem.

As dependency on digital technologies increased manifold with every passing day, organisations were already dealing with huge amounts of sensitive data and stringent regulations.

This was a clear case of when stringent cybersecurity measures were immensely needed. The shift to remote work and cloud-based services has also increased the attack surface for many organisations looking for cybersecurity expertise.

Valuable skills and experience for cybersecurity professionals

Knowledge of network security protocols and technologies
Experience with security information and event management (SIEM) tools
Understanding of encryption technologies and cryptography
Familiarity with compliance standards (e.g., GDPR, HIPAA)
Analytical and problem-solving skills
Critical thinking skills

Ready for a tech role? Browse current tech job opportunities or submit your CV with us.

Michael Page

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What to do after being laid off: A guide to navigating this challenging time

Simone Wu — Tue, 26 Mar 2024 08:28:31 +0000

What to do after being laid off: A guide to navigating this challenging time Simone Wu

Being laid off can be a deeply unsettling experience. You would likely feel a range of emotions, from sadness, grief and anger to confusion and even relief. Many individuals face job loss at some point in their careers. With the right approach, you can overcome this challenge and emerge stronger.

Related: Building your personal brand

How to recover from layoffs and get back on your feet

1. Acknowledge and process your emotions

Job loss can trigger a rollercoaster of emotions. Acknowledge and validate your feelings, whether they be sadness, anger, or even fear. Talking to trusted friends, family, or therapists can provide a safe space to process these emotions.

-Don’t bottle up your emotions: Bottling up your feelings can lead to unhealthy coping mechanisms and hinder your ability to move forward. Allow yourself to express your feelings in a healthy way, whether through journaling, talking to a trusted confidant, breaking things in a rage room, or engaging in activities you find therapeutic.

-Seek professional help if needed: If you’re struggling to cope with the emotional impact of job loss, don’t hesitate to seek professional help from a therapist or counsellor. They can provide guidance and support as you navigate this challenging time. It is not easy to take the first step to ask for help. If you are not mentally ready for a face-to-face talk, consider calling a counselling service helpline.

Maintain a positive outlook

Though the situation may seem overwhelming and immobilising, it’s important to remember that this phase is only temporary. Keep your sights set on the future, maintaining an optimistic outlook as you navigate forward. Recognise that being laid off, like many workers laid off during economic downturns, is a strategic business decision that could be due to various factors such as the need to cut costs or poor performance elsewhere in the company. It's not a measure of your professional capabilities or worth.

-Reframe your perspective: Instead of viewing your termination as a setback, see it as an opportunity for growth and self-discovery. This shift in perspective can empower you to approach your job search with a more positive and proactive attitude.

-Focus on your strengths: Reflect on your skills, accomplishments, and experiences. Recognising your strengths can boost your confidence and self-belief as you embark on your job search journey.

2. Understand your rights and finances

Understanding your employee rights and financial standing is crucial after a layoff. With the right approach, you can lay a solid foundation for your next career move.

Review your severance package

Carefully review the terms of your severance package, including any severance pay, continuation of benefits, and outplacement services that could have a significant impact on your financial well-being. If you have questions, discuss them with your HR department or seek legal advice.

-Don’t rush into signing anything: Take your time to thoroughly understand the terms of your severance package before signing any agreements. Seek legal counsel if necessary to ensure your rights are protected.

-Negotiate your severance package: Depending on your circumstances, you may have some room for negotiation regarding your severance package. Consult an employment lawyer to understand your options and explore potential negotiation strategies.

Explore unemployment benefits

Research and understand the unemployment benefits available in your country. Knowing your eligibility and application process can provide financial security during your job search.

-Contact your local unemployment office: The unemployment office in your area can provide information about eligibility requirements, application procedures, and benefit amounts.

-Seek assistance from non-profit organisations: Some organisations offer resources and support to individuals facing job loss. These organisations can help you navigate the unemployment benefits system and connect with other valuable resources.

Create a budget

Assess your savings and expenses to create a realistic budget. Identify areas where you can cut costs and prioritise essential spending to manage your finances effectively.

-Track your expenses: If you haven’t already, start monitoring your spending habits to identify areas where you can adjust your budget. Use budgeting apps or spreadsheets to track your income and expenses effectively.

-Seek financial counselling: If you’re struggling to manage your finances, consider seeking professional guidance from a financial advisor or counsellor. They can help you create a personalised budget, explore debt management strategies, and navigate financial challenges during your job search.

-Find temporary work: While taking time to strategise your next career move is vital, sometimes the need for income is urgent. Finding temporary work doesn’t have to derail your long-term career goals.

While you secure immediate income through temporary, freelance or part-time work, you can continue your job search for a permanent position that aligns with your aspirations. If you’re in this situation, here are some resources to help you find temporary work and bridge the financial gap:

Explore the gig economy: Platforms like Upwork, Fiverr, and Freelancer connect businesses with individuals offering various skills and services. From writing and editing to graphic design and programming, these platforms provide diverse opportunities for project-based work.
Look for contract or temporary jobs: Staffing agencies specialise in placing individuals in temporary or contract positions. Depending on your experience and qualifications, these roles range from administrative support to specialised technical skills.
Utilise online job boards: Major job boards, like our Michael Page job portal, often feature sections dedicated to temporary and freelance positions. Use relevant keywords and filters to find opportunities that align with your skills and availability.
Contact your network: Let your professional network know you’re available for short-term projects or freelance work. Former colleagues, clients, or acquaintances may have leads or referrals to provide immediate income opportunities.

3. Redefining your career path: Reflection and exploration

Before diving headfirst into applications, take some time to reflect on your aspirations and redefine your professional path.

Uncover your “why”

Ask yourself what excites and motivates you in a career. Do you crave the intellectual challenge of a specific field, or are you drawn to roles that offer opportunities for creativity and problem-solving? Identifying your intrinsic motivators will guide you towards fulfilling career options.

Explore new horizons

Instead of confining yourself to the boundaries of your previous role, embrace the opportunity to delve into new industries or fields that spark your curiosity.

By researching emerging trends and pinpointing areas where your existing skills and experience could seamlessly transition, you open the door to many possibilities that align more closely with your interests and aspirations.

-Identify skill gaps: Analyse the requirements of your desired jobs and identify any skill gaps you may have. Utilise online resources, job postings, and industry reports to understand the in-demand skills for your target positions.

-Explore online learning platforms: Numerous online platforms, such as Coursera, Udemy, and LinkedIn Learning, offer courses and certifications to help you acquire in-demand skills. Many platforms offer free trials or introductory courses, allowing you to explore their offerings before committing.

-Focus on practical application: Don’t just focus on theoretical knowledge; actively apply your newly acquired skills through projects, volunteering, or freelance work. This practical experience will enhance your learning and make you a more attractive candidate to potential employers.

-Consider alternative learning methods: Volunteering or taking on freelance projects can provide valuable practical experience to complement your online learning.

Clear your mind

A well-defined objective streamlines your job search. Instead of applying to every available position, focus on opportunities that align with your newfound direction. This targeted approach saves time and increases your chances of landing a fulfilling role. Self-reflection is not a one-time event.

As you progress through your job search, revisit your goals and aspirations regularly. This ongoing evaluation ensures your actions align with your evolving vision for the future. By prioritising introspection and exploration, you can transform a challenging experience into a catalyst for personal and professional growth.

4. Prioritise your mental health and well-being

Whether you prefer to do light yoga or run regularly exercise, eat nutritious meals or check off your list of new restaurants to try, create habits that can contribute to your overall well-being and resilience during your job search. The key is to go at your own pace. Some might jump into a job search a few days after being laid off, while others need more time.

Seek support

Emotions can hit you anytime, not just at the beginning of your layoff. Talking to someone you trust can help you manage stress and navigate the challenges of losing your job.

-Practice mindfulness and relaxation techniques: Techniques like meditation and yoga can help manage stress and anxiety during your job search. Explore various mindfulness and relaxation techniques and find what works best for you.

-Seek professional help: Sometimes, talking to a professional therapist or counsellor can be a more comfortable starting point than speaking with close families and friends. They are trained to listen and provide support without judgment. This can also alleviate the fear of burdening loved ones.

-Join support groups: Connecting with others who are going through similar experiences can reduce the sense of isolation and the burden of sharing. Peer support groups offer a safe space to express feelings and share coping strategies.

-Practice self-compassion: Be kind to yourself and acknowledge that it’s normal to need help and ask for help. Self-compassion involves treating yourself with the same kindness, concern, and support you’d offer a good friend.

5. Leverage your network and announce your job search with confidence

While updating your resume can wait, updating your LinkedIn profile is crucial before publicly announcing your job search. While acknowledging layoffs can be challenging, the landscape of job searching has shifted significantly.

Career transitions are increasingly commonplace in today’s economy, driven by factors like business restructuring, technological advancements, workforce budget cuts and unforeseen events like the recent pandemic. This widespread understanding has led to a normalisation of openly expressing your “open to work” status on platforms like LinkedIn.

Don’t shy away from expressing your feelings about the layoff situation authentically on LinkedIn. Honesty and vulnerability can resonate with potential future employers, and connections. Some may choose to say they have been laid off while others may not want to.

Do what is comfortable for you. Here are several pointers to consider when writing your LinkedIn post:

-Focus on the future: While acknowledging the past, emphasise your excitement for new opportunities. Showcase resilience and optimism, qualities valued by potential employers.

-Express gratitude: Thank your former colleagues and express appreciation for your time at the company. This demonstrates professionalism and respect.

-Clarity is key: Clearly state your desired role, including details like industry, level, location, and desired work arrangement. This helps connections identify relevant opportunities.

-Utilise professional language: Maintain a professional tone throughout your announcement, avoiding negative remarks about your previous employer.

-Call to action: Encourage connections to share relevant opportunities or make introductions, expanding your reach.

Sample LinkedIn post template

Here is a LinkedIn post template for your convenience. Feel free to copy, paste, and modify it to suit your needs – remember to personalise it before sharing.

“I recently completed my journey at [Company Name] and am now actively seeking new opportunities to leverage my skills and experience in [mention your areas of expertise]. I’m grateful for the valuable experiences and connections I made during my time there.

I’m particularly interested in [mention your desired role and industry], ideally in a [location or remote] setting. My passion lies in [briefly describe what motivates you in your work].

If you know of any relevant opportunities or are willing to connect me with individuals in your network, I’d greatly appreciate it. Thank you for your support!”

6. Craft a winning job search strategy

After taking some time off to process what just happened and grieve as needed, you can start to work on your job search. The first step is to update your resume.

Update your resume and LinkedIn profile

Even if you intend to find a new job later, it is always recommended to keep your resume updated so it would be up-to-date if someone requests it.

Naturally, when you update your resume, do the same for your LinkedIn profile. If you decide to start your job search, be sure to tailor your resume to each application, highlighting relevant skills and experiences.

-Use keywords strategically: Identify keywords commonly used in job postings for your target positions and incorporate them in your resume and LinkedIn profile. This can improve your visibility to potential employers who use applicant tracking systems.

-Quantify your accomplishments: Use metrics and data to quantify your achievements on your resume. This will demonstrate your tangible impact in previous roles and strengthen your candidacy.

-Proofread meticulously: Ensure your resume and LinkedIn profile are free of typos and grammatical errors. A professional presentation is crucial for making a positive first impression on potential employers.

Layoffs, while challenging, are opportunities for growth and self-discovery. By following these steps, taking care of yourself, and maintaining a positive outlook, you’ll be well-equipped to navigate this transition, be ready for future employment, and find a new role that aligns with your goals and aspirations.

Need more assistance? Contact a Michael Page consultant here, or search for current job opportunities.

Simone Wu

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Top 12 benefits of networking: Why networking is important

Anonymous — Wed, 07 Feb 2024 06:39:23 +0000

Top 12 benefits of networking: Why networking is important Anonymous (not verified)

Active professional networking is vital to career growth. Many shudder when they hear the term networking, associating it with awkwardness, cheesy events and the idea of ‘selling’ yourself.

However, despite its off-putting connotations, building networks is essential to forging long-term relationships and establishing a good professional reputation over time. It involves meeting and getting to know key individuals – people who you can assist, and who can potentially help you in return.

When you participate in career-focused networking opportunities, they can:

Strengthen your network business connections
Raise your professional profile
Get access to job opportunities
Exchange best practice knowledge with your network
Build your confidence
Find your dream job

Start your job search

The importance of networking

Networking is an essential craft to master, no matter what industry you work in or your level of experience. Good industry networking has a basis of trust and support – and can mean the difference between a mediocre career and a phenomenal career.

With the right approach, people networking can provide the opportunity to build mutually beneficial relationships with other professionals in your industry. Once you’ve established a solid professional network, you’ll be the first to know about job opportunities in your field and front of mind for anyone in your network who is seeking to hire someone with your skills and experience.

Who should you include in your professional network?

Having the right contacts in your professional network can help maximise your career growth and learning opportunities. Consider building your industry network with people from the following groups:

Current and former colleagues
Classmates/study peers
Professors/teachers
Friends or family members in your industry
Members of relevant industry associations, sporting teams, social and interest-based groups or religious communities
Peers from digital professional networks such as LinkedIn
Recruiters who specialise in your field

Examples of professional networking

Networking can include everything from an informal chat at a neighbour’s barbecue to attending a specialised industry networking event. In any case, the goal is to open the lines of communication and start building relationships that are relevant to your work and career.

Common examples of professional networking include:

Joining industry associations or clubs
Getting involved in networking events, expos, conferences or careers fairs
Connecting with and reaching out to relevant professionals on LinkedIn
Meeting recruiters
Keeping in touch with former colleagues
Getting to know current colleagues
Volunteering and participating in community events
Attending industry meet-ups
Joining virtual groups and communities

The biggest benefits of networking

Here are 12 reasons why you should consider building work-related networks:

1. Strengthen your network business connections

Networking is about sharing, not taking. It is about forming trust and helping one another toward goals. Regularly engaging with your contacts and finding opportunities to assist them helps to strengthen the relationship. By doing this, you sow the seeds for reciprocal assistance when you need help to achieve your goals.

2. Tap into your network for ideas

Your network can be an excellent source of new perspectives and ideas to help you in your role. Exchanging information on challenges, experiences and goals is a key benefit of networking because it allows you to gain new insights that you may not have otherwise thought of.

Far from it being a nuisance, most people love being asked for help – it’s flattering and makes them feel useful. If you’re struggling with a decision, challenge or new direction, calling up a trusted former colleague, mentor, teacher or friend to organise a coffee can be beneficial to both of you, as they will in turn think of you when next they have a challenge.

Offering helpful ideas in return is an excellent way to build your reputation as an innovative thinker.

3. Raise your professional profile

Being visible and getting noticed is a benefit of networking that’s essential in career building. Regularly attending professional and social events will help make your face known.

Create value for other attendees by listening carefully, following up on conversations, remembering names, and offering your knowledge and expertise.

You can then help to build your reputation as being a knowledgeable, reliable and supportive member of your profession by offering useful information or tips to people who need it.

Raising your profile within professional circles will also help you stand out to recruiters, who are always on the lookout for strong talent and who may be more likely to approach you with offers.

4. Grow your personal brand

Being visible and getting noticed is a benefit of networking that’s essential in career building. Regularly attending professional and social events will help to get your face known. You can then help to build your reputation as being knowledgeable, reliable and supportive by offering useful information or tips to people who need it.

5. Get access to job opportunities

Expanding your contacts can open doors to new opportunities for business, career advancement, personal growth, or simply new knowledge. Actively building networks helps to keep you top of mind when opportunities such as job openings arise and increases your likelihood of receiving introductions to potentially relevant people or even a referral.

Don’t forget that many jobs don’t even get advertised – particularly as your career advances – so being a recognised part of networks is a key way to gain access to opportunities that you might not have otherwise.

6. Exchange best practice knowledge with your network

Networking is a great opportunity to learn about the business techniques of your peers and stay abreast of the latest industry developments. A wide network of informed, interconnected contacts means broader access to new and valuable information.

The opportunity to gather new information is an often-overlooked benefit of networking, as it’s not the most obvious one, but it also offers career progression and development.

It’s a good idea to actively ask your contacts about developments and techniques, but also to keep an eye on what kinds of articles your contacts are sharing on LinkedIn – don’t forget to comment to let them know that you’ve appreciated the piece. And don’t discount the insights of people from other industries – they may be able to offer new angles you hadn’t previously considered.

7. Get career advice and support

Gaining the advice of experienced peers is an important benefit of work-related networks. Discussing common challenges and opportunities opens the door to valuable suggestions and guidance. Offering genuine assistance to your contacts also sets a strong foundation for receiving support in return when you need it.

8. Build your confidence

By continually putting yourself out there and meeting new people, you’re effectively stepping outside your comfort zone and building invaluable social skills and self-confidence that you can take with you anywhere. The more you network, the more you’ll grow and learn how to make lasting connections.

9. Gain a different perspective

It’s easy to get caught up in the day-to-day of your professional realm and end up in a rut. By networking, you can gain insights that only come from viewing a situation with fresh eyes. Asking for opinions from contacts you trust or admire can help you see things in a new light and overcome roadblocks that you might not have known how to circumvent otherwise.

10. Develop long-lasting personal relationships

Of course, the point of networking is to develop and nurture professional relationships, but some of the strongest and most long-standing friendships are borne from work connections. Your networking contacts are probably like-minded people with similar goals as your own, so it’s not unlikely that your professional support network will spill over into your personal friendships.

11. Get an answer to every question

As long as you have a strong network of professional connections, you can be confident that someone within your sphere will be able to answer even your toughest questions. And, if there’s no definitive answer, you’ll have a solid sounding board to bounce ideas off and put into action step-by-step plans to tackle bigger problems.

12. Find your dream job

Professional networking opens many doors in the form of career advice, lasting relationships and even landing your dream role. You never know who might be hiring for your ideal job, or know someone who is, and the more people you have in your network, the likelier you are to be the first to know when those big job opportunities pop up.

How to start networking

As much as building networks is beneficial to your career and even your personal life, the reality is that it doesn’t come naturally to many people. In fact, for some, the thought of starting a conversation with a stranger at a conference or event incites downright dread.

A good rule of thumb is to plan ahead and have a few relevant points of discussion in mind if you know you’re going to be in a situation where you’ll have the opportunity to meet new people. These conversation points don’t have to be all about work – they can even be about topics like hobbies or the event itself. The idea is to get the conversation flowing and leave room for future meetups and discussions.

Frequently asked questions (FAQ)

Here are the most commonly asked questions on networking and its benefits for your career.

What are the benefits of networking?

The benefits of networking include access to job opportunities, professional connections, career advice, new ideas, and valuable information. Networking also helps with personal and business growth, building relationships, and gaining a competitive edge in your industry.

Why is networking important in the workplace?

Networking in the workplace benefits everybody involved. It is important because it helps build professional relationships, strengthen your soft skills, opens doors to new opportunities, and facilitates the exchange of ideas and best practices. It also aids in career development, personal growth, and business success.

How can I take advantage of networking opportunities?

You can make the most of networking opportunities by attending networking events, industry associations, and conferences. Engage with professionals on social media platforms like LinkedIn, participate in virtual networking events, and join professional groups to establish a strong professional network.

How can professional networking help my career development?

Professional networking can assist your career development by providing access to job opportunities, career advice, and resources. Building a strong network of industry professionals can also contribute to your career progression, personal growth, and long-term success.

What is the importance of attending networking events?

Attending networking events is essential for building professional relationships, expanding your personal network, and gaining access to valuable resources. These events provide opportunities to meet other professionals, share ideas, and learn about the latest trends and business techniques.

How can I improve my networking skills?

You can enhance your networking skills by practising small talk, attending networking events, engaging with professionals on social media platforms, and seeking advice from experienced networkers. Also, consider following networking tips and resources to help build strong connections and maintain long-lasting relationships.

How does networking help with job search and career opportunities?

Networking can help you discover new job opportunities, gain career advice, and increase your chances of being recommended for positions. A strong professional network can also help you stay updated on the latest industry developments and provide insights into the job market.

Can networking also benefit my personal life?

Yes, networking can benefit your personal life by helping you develop long-lasting friendships, build self-confidence, and expand your circle of contacts with shared interests. These connections can enrich your life and offer support in various aspects of your personal journey.

How can I overcome my fear of networking?

To overcome your fear of networking, practice making small talk, attend social events, and focus on building connections based on common interests. Remember, networking is a two-way street, and it involves meeting others with similar goals and experiences, so don't be afraid to share your ideas and ask for help.

Michael Page

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How to lay off employees with grace

Naren Sankar — Wed, 17 Jan 2024 03:52:32 +0000

How to lay off employees with grace Naren Sankar

There is nothing easy about the process of laying off employees, and it can be emotionally draining for everyone involved. When faced with this situation, a company’s leadership must approach it with compassion, empathy, and grace.

The reason for the layoff must be communicated openly, clearly and honestly. Employees affected by the termination should be given severance packages and even offered job search assistance. It is also crucial to support the remaining employees who may be affected emotionally by the layoffs.

For older workers, companies may offer early retirement packages as a proactive measure to manage labour costs, but these programs should be designed in a way that is fair and equitable to all employees.

Laying off employees is a difficult decision for any company. Here are some ways to make the layoff process less painful and assist employees transition into their next career path.

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5 factors to consider when laying off employees

1. Be honest about why you want to lay off employees

Tell the employee why they are being laid off, even if it is due to poor business performance, workforce reduction, a change in corporate direction or cost-cutting measures. You are not doing the employee or yourself any favours by concealing the reason.

During a retrenchment exercise, employers must be honest when informing employees why they were laid off. This helps build trust with employees and prevent misunderstandings or rumours from circulating.

Being truthful and transparent also shows respect for the affected employees and can help them better understand the situation and move forward with their career plans. Additionally, honesty can demonstrate the employer’s commitment to ethical behaviour and corporate responsibility, which can aid in preserving the company’s image in the long run.

2. Be compassionate when employees leave, even if they had a short time working for you

Compassion is an important value for companies to uphold, even when employees leave after a short tenure.

When employers show compassion to employees leaving, even those who have only been with the organisations for a short time, it demonstrates that the company values its employees and respects them as individuals. This needs to be handled with extra care if you are working in a virtual office and communicating with your employees remotely.

When companies handle employee departures with compassion, it can also help minimise negative emotions such as anger or resentment, which could damage the company’s reputation or even lead to legal issues.

3. Consider redeployment for impacted employees

To mitigate the impact of job loss, senior management teams should look for alternative placements within the company to deploy employees affected by the layoff. Employees can have the option of moving to another department or opting for voluntary retirement.

This shows that the company cares about its employees and is committed to finding a solution that benefits everyone. This approach can also help the company retain valuable employees and reduce the costs associated with finding and training new hires, and manage the morale of the current workforce.

On top of that, offering the option to move to another department or voluntary retirement gives the affected employees some control over their situation, which can help them feel more empowered during this challenging period.

It is important to acknowledge that employees who are redeployed to different roles may experience anxiety and uncertainty. As such, the company should prioritise clear communication and ensure that they understand the reasons for the redeployment and what the new role entails. Companies may also provide a retention bonus for those who choose to stay.

Companies can provide additional support to employees during this period, such as training and coaching, to help them adjust to the new position to demonstrate their commitment to treating employees fairly and with respect, which can help to maintain morale and productivity during a difficult transitional period.

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4. Provide support and care for termination processing

Allow your employees time to process the termination, collect their belongings, and say their goodbyes before departing your company. Employees should be informed of their permanent termination about a month before their last day.

Accept that they might need at least a day to come to grips with their termination and allow them to work remotely to let them grieve over their loss. A company owner may also consider reducing the work the terminated staff is to finish.

If laid-off employees are required to work for a few more days or weeks, companies can consider offering them remote work arrangements that would give them the personal space to grieve over the job loss.

There may be times when you may be unable to offer your staff the option of staying on for more than a day. When that happens, you need to think about how you can support laid-off personnel.

5. Offer financial and emotional support, and outplacement assistance

As part of the layoff announcement, employers could offer financial counselling in private rooms for retrenched employees, and arrange for a private space where they can speak with a counsellor or coach.

When a company offers outplacement services for retrenched employees, it means that they provide support to help those employees transition to new jobs or careers.

What are outplacement services?

Outplacement is an employer-sponsored benefit that is typically included as part of a severance package for employees who are laid off or terminated.

These services are designed to help workers improve their skills and become more marketable to potential employers. Services may include resume writing, cover letter writing, navigating job boards, networking, and negotiating job offers, which can be conducted by the human resources team.

By offering outplacement assistance, companies show their commitment to supporting their employees, and help to ensure a smoother transition for the impacted workers.

Communicating openly and honestly with terminated employees and the current staff is essential to avoid misunderstandings. Being transparent about the reasons for the layoffs, the process and timeline, and any support available can help minimise the impact on employees and maintain the company’s credibility.

Reducing guilt for remaining employees

While the focus is on the employee leaving, little attention is given to the employees who were “spared” termination. Company managers should talk to the whole workforce collectively about any retrenchment exercise, and not just to the affected staff.

These employees may feel relieved to have a job still but simultaneously guilt-ridden about the suffering of the former colleague who was let go, creating involuntary separations. Questions like “How am I going to face my friend who was let go while I am still employed?” may pop up in the person’s head.

This “survivor guilt” can affect the quality of work the remaining staff turns in, affecting the company’s operations. It may also affect the company’s public image.

Managers should also clearly explain to staff the other options considered before the decision was made to lay off the employee. The reason may be situational factors like economic downturns causing massive layoffs and various business reasons such as eliminating redundant positions due to new company direction.

Sharing details of how the affected employee is being supported to look for a new job by your company (such as providing outplacement services) can help ease the guilt of the current employees too.

Staff reductions can be challenging, so protect your employees’ well-being and avoid layoffs too soon after you have just laid off one group of employees.

Looking for a recruitment partner that understands your needs as you grow? Get in touch with us, and we can share more on the value Michael Page brings to your organisation.

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How to answer workplace culture job interview questions (sample answers included)

Naren Sankar — Tue, 07 Nov 2023 03:07:36 +0000

How to answer workplace culture job interview questions (sample answers included) Naren Sankar

Landing your dream job often hinges on more than just showcasing your skills and qualifications. It is about fitting into the fabric of the company’s culture seamlessly. This crucial aspect is often evaluated through culture-fit interview questions.

While traditional interview questions like, “Why are you suitable for this job?” and behavioural job interview questions like “Describe a time when you had to overcome a difficult situation at work,” assess your competencies, culture fit questions delve deeper into who you are as a person and how you will mesh with the company’s values, beliefs, and working environment.

Are you the right fit?

These questions go beyond the surface and aim to uncover your alignment with the organisation’s culture. It is not just about skills and experiences; it’s about your attitudes, behaviours, and working style.

Hiring managers, human resources professionals and recruiters use culture-fit questions to gauge whether candidates will thrive within their unique workplace ecosystem, contribute positively to the team dynamics, and uphold the company’s core principles.

Understanding a candidate’s values and preferences ensures alignment with the company’s ethos, promoting workplace harmony and productivity.

Workplace culture interview questions and sample answers

These questions, related to corporate culture, aim to uncover how well your beliefs, behaviours, and work style align with the organisation’s core values. Preparing thoughtful responses to these questions can greatly enhance your chances of demonstrating a strong culture fit during the interview process.

Here are the 10 commonly asked culture fit interview questions and sample answers to help you craft your answers:

1. Describe your ideal work culture and how it relates to our company’s culture.

When it comes to the hiring process, it’s not just about finding candidates with the right skills and experience; it’s also about finding individuals who align with the company’s values, mission, and workplace culture.

Employers understand that a candidate’s fit with the company's culture is crucial for long-term success within the organisation. This is why they often ask questions like, “Describe your ideal work culture and how it relates to our company’s culture.”

The importance of this question lies in its ability to reveal whether a candidate’s values and preferences align with the organisation's culture. It allows hiring managers to assess whether the candidate would seamlessly integrate into the existing work environment, collaborate effectively with colleagues, and contribute positively to the company’s growth.

Example answer

“In my ideal workplace, I value open communication and teamwork, fostering innovation and aligning with your company’s transparency and collaboration focus. I prioritise a culture promoting professional growth, aligning with your organisation’s opportunities for skill development and career advancement. My ideal work culture champions collaboration, learning, and shared values, synergising well with your company’s culture.”

2. What do you value most in a workplace, and how do you seek to maintain a positive work environment?

Hiring managers and human resources professionals ask this question to assess a candidate's alignment with the company’s core values and their ability to contribute positively to the workplace culture. Key to answering is demonstrating an understanding of workplace values and a proactive approach to fostering a harmonious and productive environment.

Example answer

“In a workplace, I value open communication and collaboration. To maintain a positive work environment, I actively engage with my colleagues, encouraging idea-sharing and mutual support. I believe in addressing challenges with constructive feedback and finding solutions as a team. This fosters a sense of trust and camaraderie, contributing to a productive and enjoyable workplace for everyone.”

3. Do you prefer working by yourself, with a partner or in a team?

During job interviews, hiring managers and recruiters aim to understand your work style and how they interact with others to determine if you are a good fit.

By asking this question, employers can assess how candidates approach projects, their collaboration tendencies, and their adaptability to different work environments.

The response provides insights into whether the candidate’s preferred working style aligns with the organisation’s company culture and the specific role’s requirements, ensuring a harmonious and productive work relationship.

Example answer

“It really depends on the task at hand. If it’s one of those tasks that needs laser focus and a keen eye for detail, I’m all about working solo. But when it's time to brainstorm, tackle complex challenges, or get different viewpoints into the mix, I’m all in for teamwork. Basically, I adapt to what the project needs at the moment, and my top priorities are doing quality work and getting things done efficiently.”

4. What do you think your managers would say about you?

This question is commonly posed by hiring managers and recruiters to gain insights into a candidate’s self-awareness, professionalism, and interpersonal relationships.

It allows employers to understand how candidates perceive themselves in a professional setting and gauge their ability to receive and act upon feedback.

Furthermore, it provides a glimpse into the candidate’s past work dynamics and how they believe they were perceived by their superiors. By asking this question, the hiring manager can assess the potential compatibility of the candidate with the company culture and their prospective team.

Example answer

“I reckon my managers would see me as a real team player. In my last gig, my boss gave me a pat on the back for hitting tight deadlines like a champ and for being a smooth operator when it came to teaming up with folks from all over the place.

“They might even say I’m the kind of person who’s all about feedback, always looking to up my game. Plus, if a chance to lead a project pops up, I’m all over it. And hey, I’ve always kept the lines open with my higher-ups, making sure we’re on the same page.”

5. How do you handle feedback and criticism, and how do you use it to improve?

In today’s dynamic workplace, the ability to accept constructive feedback and translate it into personal and professional growth is highly valued.

Hiring managers tend to ask this question as they want to know your approach to handling feedback and criticism because it reflects their adaptability and growth mindset. Crafting a response that showcases your receptiveness to feedback and your capacity to leverage it for improvement is pivotal to excelling in this interview question.

Example answer

“When I get feedback, I’m all ears! I really value different viewpoints and stay open-minded. I see constructive criticism as a golden opportunity to level up my skills. What I do next is make a game plan to tackle any areas where I can improve.

“I keep tabs on how I’m doing and even reach out for more feedback. Basically, I’m all about continuous improvement, and it’s a big part of how I roll in my professional journey.”

6. Can you share an example of a project or task where you demonstrated adaptability and flexibility?

Hiring managers ask about adaptability and flexibility because they want to uncover your ability to thrive in a dynamic work environment. The key to answering this question is to provide a specific, compelling example that showcases your problem-solving skills, resilience, and capacity to embrace change.

Example answer

“In one of my past projects, we had our initial plan in place when we suddenly had to pivot due to a change in client requirements. It was a bit of a curveball, but I gathered my team, and we huddled up to figure things out. We ended up reshaping certain aspects of the project to align with the new demands.

“I took the lead in guiding the team through this unexpected twist, and I'm proud to say we not only met the client's new needs but also left them delighted. It was a great lesson in adaptability and teamwork, and it ultimately led to the project's success.”

7. What motivates you professionally?

Employers want to understand your motivations at work for several reasons. It ensures alignment with company culture, boosting harmony. It also leads to higher job satisfaction and retention by aligning job and candidate motivations.

Intrinsic motivation fosters engagement and productivity. It helps gauge long-term commitment and identifies contributors to company growth. Acknowledging professional aspirations demonstrates a commitment to personal development, enhancing the company's appeal. In sum, understanding motivations is pivotal for hiring success.

Example answer

“What really drives me professionally is the opportunity to make a meaningful impact. I find immense satisfaction in tackling challenges head-on, whether it’s solving complex problems or driving innovation. Additionally, being part of a collaborative team that values creativity and open communication is a big motivator for me.

“When I see that my work contributes to the company’s growth and success, it fuels my enthusiasm even more. Ultimately, I’m motivated by the chance to learn, grow, and continuously improve while making a positive difference.”

8. Tell me about a situation when you went above and beyond to help a coworker.

Hiring managers ask the question to gauge your teamwork, empathy, and commitment to a positive workplace culture. It is key to share a specific example that highlights your willingness to support colleagues, showcasing your interpersonal skills. This question provides insight into your collaborative spirit and how you contribute to a harmonious work environment.

Example answer

“There was a time when one of my team members was facing a tight deadline and needed assistance. I recognised the importance of the project, so I offered to help. We collaborated closely, even working late hours to ensure its success.

“As a result, we not only met the deadline but exceeded our quality standards. It was a rewarding experience, and it strengthened our teamwork.”

9. How do you contribute to fostering an inclusive environment?

Hiring managers ask this to assess a candidate’s commitment to diversity and inclusion. They seek individuals who actively promote a harmonious workplace.

The key to answering is showcasing awareness, actions, and collaboration. Emphasise your dedication to inclusivity, share relevant experiences, and highlight your role in creating a welcoming atmosphere.

Example answer

“I believe fostering inclusivity is crucial. In my previous role, I joined the company’s employee resource group to help promote diversity and inclusion by helping to organise workshops on cultural awareness.

“I sourced a face mask manufacturer for our Pride Month initiative and got a C-level professional with Tourette Syndrome to share her life story over an online webinar with our regional team. I’m committed to creating an environment where everyone feels valued and heard.”

10. Describe the last mistake you made at work.

The interviewer often asks candidates about the last mistake they made at work to evaluate their self-awareness, accountability, and problem-solving skills. This question provides insight into how candidates recognise, take responsibility for, and learn from their errors.

It also sheds light on their ability to handle setbacks constructively, implement corrective measures, and prevent similar mistakes in the future. The way candidates answer can reveal their level of maturity, resilience, and adaptability, which are essential traits for success in any role.

The key is to be as honest as possible in your answer about the mistake you made, and the point here is not to see how well you rectified the mistake but the steps you took to do so. Whether or not, the issue was solved is not as critical as how you managed the situation.

Example answer

“In my previous role as a project coordinator, I once overlooked an email update from a key vendor, which led to a minor delay in the project timeline. The oversight occurred because I was managing multiple tasks and mistakenly marked the email as read without properly digesting its content.

“Once I realised the mistake, I immediately communicated the delay to all relevant stakeholders and took corrective actions to expedite the process and minimise the impact. I also implemented a new system for tracking vendor communications to ensure such oversights did not occur in the future.

“This experience taught me the importance of meticulous attention to detail, especially in a fast-paced environment, and reinforced the need for effective communication tools and strategies.”

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10 common behavioural job interview questions and sample answers

Naren Sankar — Thu, 26 Oct 2023 10:44:19 +0000

10 common behavioural job interview questions and sample answers Naren Sankar

Amidst the nuanced process of job interviews, where your future hinges on the impressions you leave, there exists a category of interview questions that holds a distinct and pivotal role: behavioural interview questions.

Far from the traditional “strengths and weaknesses” inquiries during the interview process, these questions possess a unique power – unveiling the true essence of who you are as a professional.

In the world of employment, it is not just about hard skills or the qualifications you bring to the table; it’s about how you apply that knowledge, solve problems and navigate the complexities of workplace dynamics.

Behavioural interview questions, designed to delve into your past experiences, soft skills, critical thinking abilities, time management skills, and decision-making, offer a profound glimpse into your emotional intelligence and your ability to handle real-life situations.

Related: Building your personal brand

Hiring managers ask them to gauge your adaptability, resilience, problem-solving acumen, and interpersonal skills – qualities that transcend mere technical competence.

While general interview questions are undoubtedly important, it is the mastery of behavioural questions that can set you apart in the fiercely competitive job market.

Employers seek not only to understand your capabilities but also to predict how you’ll contribute to their organisation’s culture and success.

In fact, some argue that these questions hold even greater significance than their conventional counterparts, for they provide a lens into the heart of your professional character.

So, as you embark on your career journey, remember that your ability to respond adeptly to behavioural interview questions can be the key to unlocking doors of opportunity.

Behavioural job interview questions and answers

Behavioural interview questions dive deep into your past actions and thought process, revealing how you handle situations and challenges, giving potential employers a better understanding of who you are as a team member, and as a leader, or potential leader.

The key to answering any behavioural question is to provide examples. Here are some common interview questions that you would likely encounter during your hiring process.

1. Describe a time when you had to overcome a difficult situation at work and how you managed it.

This interview question gauges your definition of a challenging situation and your problem-solving skills. Choose an instance not caused by you, detailing your actions to resolve it. Emphasise the positive outcome, lessons learned, and how your solutions improved overall performance.

Sample answer

“In my previous role as a project manager, we were nearing a project deadline when a key member of the team had a family emergency and couldn’t complete their tasks on time. This was a difficult situation as the tasks were specialised and crucial for project completion.

“I first reassessed our resources and realised another team member had partial knowledge in that area. I sat down with them and we mapped out a plan to divide the pending tasks.

“I also coordinated a brief training session where the absent team member could remotely guide the other team player on more complex issues. We also requested a minor extension on the deadline from the client, emphasising our commitment to quality.

“In the end, we completed the project with only a slight delay and maintained the quality standards. This situation taught me the importance of adaptability, cross-training, and clear communication during unexpected challenges.”

2. How do you respond to high-pressure situations?

This behavioural question is designed to understand how you stay focused in different, difficult and stressful situations. It is a chance to highlight how you solve problems and your ability to work well under pressure.

Sample answer

"In high-pressure situations, I prioritise and break down tasks into manageable steps. For instance, in my previous role, we faced an unexpected product issue right before a major launch.

“Instead of panicking, I organised an emergency team meeting. We listed out all the tasks, assigned them based on expertise, and set short-term milestones. I believe in open communication, so I kept all stakeholders informed about the progress and any changes.

“By focusing on the solution, maintaining a calm demeanour, and fostering team collaboration, we resolved the issue in time for the launch. These experiences have reinforced that staying organised and maintaining a positive attitude are essential in managing pressure effectively.”

3. What has been your greatest achievement to date?

Here, the interviewer is looking to see if you are a high performer and where you have excelled in your previous roles.

In this case, select a few recent accomplishments that are directly related to the job position, role and responsibilities wherever possible. Be precise, and quantify the action, the steps taken and the benefits you provided.

Sample answer

“One of my proudest achievements was during my tenure as a former sales manager and representative for XYZ Company. I was assigned an underperforming territory that had consistently lagged behind others in terms of sales.

“Recognising the potential, I initiated a comprehensive market analysis to identify gaps and opportunities. Based on this, I implemented a tailored strategy, which included targeted marketing campaigns and relationship-building initiatives with key clients.

“Within a year, not only did we turn around the performance of the territory, but we also achieved a 25% increase in sales, making it one of the top-performing regions for the company. This experience taught me the importance of proactive problem-solving, data-driven decision-making, and perseverance.”

4. Tell me about a successful project and your role in it.

Hiring managers ask this behavioural question to evaluate your interpersonal skills, leadership skills and how you work with a team. Showcase your role with your previous employer, the project, and how you assisted your co-workers. Provide examples of communication, collaboration, teamwork and problem-solving.

Sample answer

"One of the most successful projects I’ve been involved with was the launch of the ABC product at XYZ Company. I served as the project lead, responsible for coordinating between the design, marketing, and engineering teams.

“From the onset, I established clear communication channels and set regular check-ins to ensure we were aligned on our milestones. I also implemented a risk management strategy, which helped us identify potential challenges early and devise solutions promptly.

“During the project, we faced a significant challenge when our primary supplier experienced a delay. Drawing on my relationships with alternate suppliers, I was able to source the required materials without impacting our launch timeline. The product was launched on schedule and exceeded sales expectations by 20% in the first quarter.

“This project taught me the importance of proactive planning, flexibility in the face of unforeseen challenges, and the value of maintaining strong professional relationships.”

5. How do you handle disagreements with your colleagues or your manager?

This interview question probes your conflict resolution and communication skills at work. It’s essential to demonstrate diplomacy and tact, as teams thrive when members can address disagreements and reach a consensus.

Reflect on a situation where you and a colleague or manager resolved differing views through effective communication, leading to a collaborative solution.

Sample answer

"In my experience, disagreements are often a result of different perspectives. When I encounter disagreements with colleagues or managers, I prioritise open communication. First, I actively listen to their viewpoint to understand their concerns fully.

“By doing so, I often find areas of common ground. I then share my perspective, ensuring I present it as an alternative viewpoint rather than a contradiction. If needed, I seek feedback from other team members or suggest collaborative problem-solving sessions.

“This approach ensures that the final decision is well-informed and beneficial for the project or organisation. Importantly, I always maintain respect for everyone involved, understanding that diverse opinions often lead to the best solutions.”

6. Tell me about a situation where you had to handle a dissatisfied customer or client. How did you address their concerns and ensure their satisfaction?

When responding to this behavioural question, focus on demonstrating your ability to empathise, communicate effectively, and find constructive solutions to resolve customer issues. Your response should highlight your commitment to delivering excellent customer service and problem-solving skills.

Sample answer

“In a previous role, I encountered a dissatisfied customer who had received a faulty product. To address their concerns and ensure their satisfaction, I initiated a proactive approach.

“First, I empathised with the customer, acknowledging their frustration. Then, I assured them that I would personally oversee the resolution.

“I promptly investigated the issue, involving relevant departments to pinpoint the root cause. Once we identified the problem, I presented the customer with a clear plan for resolution, which included a replacement product and expedited delivery.

“Throughout the process, I maintained open communication with the customer, providing regular updates on the progress. This transparency helped rebuild trust. Ultimately, the customer received the replacement product promptly, and their satisfaction was restored.

“This experience taught me the importance of empathy, swift problem-solving, and effective communication in handling dissatisfied customers.”

7. Describe a time when you had to multitask and manage multiple projects or tasks simultaneously. How did you stay organised and meet all your deadlines?

For this question, you should emphasise your time management, organisational skills, and ability to prioritise effectively. Hiring managers want to assess your capability to handle a demanding workload efficiently.

Sample answer

“In a fast-paced role, I often had to juggle multiple projects simultaneously. To stay organised and meet all deadlines, I implemented a systematic approach. I started by creating a detailed task list, prioritising based on deadlines and importance.

“I then allocated specific time blocks for each task, ensuring I had uninterrupted periods for focused work. Additionally, I used project management software to track progress and set reminders.

“Regular check-ins with my team helped maintain alignment and address any roadblocks. By maintaining a disciplined schedule, staying adaptable, and leveraging technology, I successfully managed multiple projects, meeting all deadlines effectively.”

8. Share an example of a time when you demonstrated leadership skills or influenced a positive change within your team or organisation.

Answering the behavioural job interview question about demonstrating leadership skills and driving positive change within a team or organisation is crucial. It showcases your ability to lead, collaborate, and make a meaningful impact – a key aspect employers look for.

Sample answer

“In a previous job, I noticed a need for process improvement within our team. I took the initiative to propose changes that could enhance efficiency and collaboration. I organised meetings to present my ideas, involving team members in the discussion.

“I listened to their feedback, incorporated valuable insights, and created an action plan. As the project lead, I assigned roles, set clear goals, and ensured open communication. Through this collaborative effort, we implemented the changes, resulting in improved productivity and a more cohesive team environment.

“This experience highlighted my ability to lead, inspire change, and foster teamwork, ultimately contributing to positive outcomes.”

9. Describe a time when you had to take the lead on a project or initiative. How did you motivate your team, set goals, and achieve success?

Answering the job interview question about taking the lead on a project or initiative is important for showcasing your leadership abilities. It demonstrates your capacity to inspire a team, establish objectives, and attain success – qualities highly sought after by employers.

Sample answer

“When tasked with leading a critical project, I began by setting clear goals and defining roles within the team. I ensured that each team member understood their responsibilities and the project’s importance. To motivate the team, I emphasised the project’s impact and its alignment with our organisational objectives.

“Regular team meetings allowed us to track progress, discuss challenges, and celebrate achievements. I encouraged open communication and provided support when team members faced obstacles.

“By maintaining a collaborative and supportive environment, we successfully completed the project on time and exceeded our initial goals. This experience reinforced my leadership skills and ability to drive projects to success.”

10. Give me an example of a situation where you had to meet a tight deadline. How did you manage your time and prioritise tasks to meet the deadline successfully?

Employers seek individuals who can demonstrate time management and task prioritisation skills under pressure, as your answer would demonstrates your ability to thrive in fast-paced environments.

Sample answer

“I began by breaking the project into smaller, manageable tasks. I prioritised these tasks based on their impact on the overall goal and created a timeline.

“To stay focused, I minimised distractions and allocated specific time slots for each task. Regular progress checks ensured I remained on track.

“I also communicated with team members, delegating tasks when possible and aligning our efforts. Through effective time management, prioritisation, and collaboration, I met tight deadlines and delivered quality results.

“These experiences underscored the importance of adaptability and resourcefulness when facing challenging timelines.”

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How to send an engaging follow-up email after your interview

Naren Sankar — Mon, 28 Aug 2023 03:49:38 +0000

How to send an engaging follow-up email after your interview Naren Sankar

Embarking on a job search can be both exciting and challenging. As you navigate various opportunities, the interview process becomes crucial. After a job interview, it is only natural to want an update on the hiring process, particularly if you feel it went well.

It’s essential to consider the significance of follow-up messages, particularly follow-up emails. These emails serve as your chance to reiterate your interest in the role, provide any additional information, and leave a positive impression.

Crafting a well-thought-out email after an interview can showcase your professionalism and attention to detail, potentially tipping the scales in your favour during the decision-making process. However, there are several potential pitfalls to avoid when sending a follow-up email after the interview.

You could damage your chances of landing the job if you come across as pushy, sloppy or too informal. Here’s the right way to send an engaging follow-up email after your latest interview.

Related: Building your personal brand

Choose the right time to send a follow-up email

Leave time for the dust to settle. There’s a good chance your interviewer is speaking to other candidates, so there’s little to be gained from contacting them on the day. Wait a few days before sending that all-important follow-up.

Tone of voice

Regardless of the tone of your interview, keep your follow-up professional and courteous. This isn’t the time for humorous self-deprecation. Be clear about the purpose of your message. Presumably, you’re simply looking for an update on the recruitment process, so get to the point and don’t waste time and words on unnecessary small talk.

What to include in your follow-up email

It is essential to be disciplined when sending your follow-up email. Follow this guide for a simple, professional message that gives you the best chance of receiving a response.

Subject line

There is no need to spend hours deliberating over snappy interview subject lines. When composing a follow-up email after an interview, using an existing email thread is advisable if possible. This thread keeps the conversation organised and maintains a sense of continuity in your communication.

The most effective approach that is likely to get your message opened quickly is to respond to the most recent email between you and the interviewer or HR manager.

If this isn’t possible (e.g. if you’ve always communicated via a recruiter rather than directly with the interviewer), include your name, the date and time of the interview.

As a guide, follow this format:

Subject line: <Your full name> - Re: Interview on Tuesday at 4pm

Introduction

If you are on first-name terms with the person you’re contacting – you may have exchanged multiple emails and spoken face-to-face by this point, then it is acceptable to open your follow-up email using their first name. If not, or if unsure, stick with their title and surname (i.e. Mr. / Ms. Fernandez).

Body text

Keep it simple. Presumably, the main reason you’re emailing is for a progress update – the interviewer will know this before they’ve even opened your message. Be polite but direct:

Thank them for their time in the interview. Explain that you’re following up on your interview. Remember to be specific about the job, mentioning the job title and interview date. Restate your interest in the position and say you’re keen to hear about the next steps. Ask for a progress update, explaining any information they can provide would be greatly appreciated.

Signing off

Having made your point in the main body of your follow-up email, sign off by inviting your interviewer to ask any additional questions. Close with a simple “looking forward to hearing from you”, then a “thank you” followed by your full name.

Final checks

As obvious as it sounds, don’t forget to read over your follow-up email before sending it. Ensure it’s well-spaced, correctly punctuated, and free of typos. Running it through a spellchecker should help.

Use our follow-up email template

If in doubt, feel free to use the template below for your own follow-up email:

Subject line: <Your full name> – Re: Interview on Tuesday at 4pm

Hi <Mr/Ms interviewer’s surname/first name>,

Thank you for your time [yesterday/interview date]. It was great to speak to you about the <job title> role, and I’m convinced that the position is a perfect fit for this stage in my career.

I would like an update on the recruitment process, so any information you can give me about the next steps would be greatly appreciated. Also, please ask me any follow-up questions that may have come up since we last spoke.

Looking forward to hearing from you,

Related: How to write a winning resume

Alternatives to sending a follow-up email

Email may not be the best medium for following up, particularly if you haven’t communicated with the interviewer via email before. Depending on the job you’re applying for, some or all of these alternatives may be more appropriate:

An instant messaging platform (e.g. Google Hangouts, Skype, LinkedIn Messenger)
Phone call
WhatsApp

If you’ve been working with a recruiter on the job role, you can also reach out to them to follow up with the hiring manager.

After the job interview, sending an interview follow-up email is recommended to reiterate your enthusiasm for the position. Your follow-up message should express gratitude for the opportunity to interview, highlight your continued interest in the job, and address any specific points discussed during the interview.

It’s an opportunity to demonstrate your enthusiasm and understanding of the role while leaving a lasting impression on the interviewers.

Remember that the decision-making process is often influenced by the complete package you present, including your interview performance and post-interview interactions.

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The pros and cons of using AI to write resumes for job seekers

Naren Sankar — Thu, 24 Aug 2023 09:13:19 +0000

The pros and cons of using AI to write resumes for job seekers Naren Sankar

In the rapidly evolving landscape of job seeking, artificial intelligence (AI) has emerged as a game-changing technology. One notable development is the emergence of AI-powered resume-creation tools designed to assist job seekers in creating compelling resumes and CVs.

What is AI Resume Writing and How Does it Work?

AI resume writing refers to using artificial intelligence (AI) technology to create or assist in creating job resumes.

These AI-powered resume writer tools are designed to simplify and enhance the resume writing process by analysing job descriptions, suggesting relevant content, optimising keywords, and generating tailored resumes based on the user’s input and the requirements of the desired job position.

Job seekers can use AI-powered resume builders like Resume Genius to decide on the resume format and tailor content. Once you have nailed down the resume format you prefer, you can also use a language model chatbot like Bard and ChatGPT to sharpen specific content, like the sentence structures for the list of achievements.

How AI resume writing works

Job matching and analysis

AI resume writing tools start by analysing the job description of the desired position. They identify key skills, qualifications, and requirements mentioned in the job posting.

Input and customisation

Users add their personal information, work experience, education, skills, and other relevant details into the AI resume builder. The tool may also prompt users to provide additional information to create a comprehensive resume.

Keyword optimisation

AI resume builders identify essential keywords and phrases from the job description relevant to the user’s background and qualifications. These keywords are strategically incorporated into the resume to enhance its visibility and relevance to applicant tracking systems (ATS) used by employers.

Content generation

Based on the user’s input and the analysis of the job description, the AI generates content for different sections of the resume, including work experience, skills, education and certifications.

Tailored content

The AI tailors the generated content to match the specific job requirements. It highlights the user’s skills and experiences, ensuring that the resume aligns with the needs of the employer.

Format and styling

AI resume builders often offer various templates and formatting options. Users can choose a resume template that suits their preferences and industry norms.

Review and editing

Users can review the generated content and make any necessary edits to ensure accuracy and completeness. They can also modify the content to emphasise specific accomplishments or experiences.

Cover letter generation (if available)

Some AI resume builders offer cover letter generation. The AI may use similar techniques to generate a cover letter that complements the resume and addresses the specific job requirements.

Finalisation and download

Once the user is satisfied with the generated content, they can finalise the resume and download it in a format suitable for submitting it to employers or uploading it to job search platforms.

With tools like ChatGPT and Rezi offering AI-powered assistance, job seekers have an intriguing option to streamline the job application process. While there are clear advantages to using AI in this context, there are also potential drawbacks.

Advantages of using AI for resume-writing

There are clear advantages to using AI to create resumes, but there are also potential drawbacks to consider. / Image by Freepik

1. AI Draws from Experience

AI tools like ChatGPT draw from vast internet data to create a robust knowledge base. This enables them to generate content quickly and efficiently based on specific prompts.

For instance, users can input their desired job title, and the AI tool will produce a complete resume within minutes. This wealth of data-driven content surpasses what an individual could access in a short period of time.

2. Provide a starting point for inspiration

AI tools provide an excellent starting point when creating resumes, whether those looking for their first job, individuals new to the job market, returning after a hiatus, or transitioning to a new career.

They can generate templates covering various aspects of a resume or cover letter, such as relevant technical skills, experience, and introductions.

This can be a lifeline for individuals grappling with the resume writing process and how to structure their applications effectively. For instance, a software engineer seeking to write a cover letter can use ChatGPT to generate a full template they can personalise.

3. Save time with the ease of formatting

AI tools help users save time and effort, especially when dealing with formatting issues. The traditional way of formatting resumes can be time-consuming and error-prone, but AI can automate this process.

For instance, AI resume builders like Resume Genius allows users to input their resume data and generate a tailored resume using that content, streamlining the application process.

Crafting a visually appealing resume that adheres to professional standards can be challenging. AI-driven tools like VisualCV offer the advantage of ensuring your documents have consistent formatting, enhancing their visual appeal.

4. Suggest relevant keywords

AI resume builders often analyse job descriptions and industry trends to identify keywords relevant to the position you’re applying for.

These tools can suggest keywords and phrases that align with the job requirements, helping to tailor the resume to the job description.

They can assist in optimising keyword density and placement within your resume. They can analyse the distribution of keywords in the entire resume to ensure they are appropriately dispersed throughout the document, making your resume more appealing to both ATS and human recruiters.

Disadvantages of using AI for resume-writing

1. Recruiters’ detection of AI

While AI-generated content can be a time-saver, recruiters and hiring managers are becoming more adept at detecting the use of AI in resumes and cover letters. Submitting AI-generated materials without differentiation from the original content could lead to rejection.

This is particularly true when multiple applicants submit identical or highly similar materials, which could raise concerns about plagiarism. To mitigate this, job candidates should utilise plagiarism-checking tools like Copyscape to ensure their content is original.

2. Imperfections of AI

AI tools are not flawless. For instance, Bard and ChatGPT acknowledge that they may sometimes provide plausible-sounding but incorrect answers. Additionally, the model might become excessively verbose or overuse specific phrases.

In contexts where concise and clear communication is crucial, like a resume or cover letter, relying solely on AI-generated content may result in documents that fail to meet specific requirements.

3. Lack of human touch

AI lacks the nuance and personal touch a human can provide. A cover letter, for instance, is an opportunity to infuse personality and warmth, elements that are challenging for AI to replicate accurately. A personalised touch can make a significant difference in creating a connection with potential employers.

Finding the balance between AI and the human touch

While AI-powered tools offer undeniable benefits, it’s essential to strike a balance between leveraging AI and adding your unique touch. Here’s how to use AI effectively:

Use AI-generated content as a source of inspiration and a starting point.
Review and edit AI-generated writing for spelling, grammar, repetition and inaccuracies.
Customise your resume and cover letter to reflect your personal experiences and aspirations.
Run AI-generated content through plagiarism checkers to ensure originality.
Keep in mind that AI is a tool, not a replacement for human creativity and authenticity.

In a world where technology continues to reshape industries, job seekers must strike a balance between embracing AI’s capabilities and infusing their resumes with their distinctive identities.

The future of resume and cover letter writing might be intertwined with AI, but the human touch will always be the defining factor in making a lasting impression on potential employers.

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You vs your colleagues: How to handle internal promotions

Naren Sankar — Fri, 04 Aug 2023 06:35:41 +0000

You vs your colleagues: How to handle internal promotions Naren Sankar

When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out.

In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it.

Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you.

The many benefits of internal promotions

Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business.

Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation.

Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations.

Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey.

Put your best foot forward for the promotion

Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues.

Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.

Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you.

If you get the promotion

Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse.

Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.

A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success.

If you miss out on internal promotions

As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step.

As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around.

Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly.

There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period.

Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit.

Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion.

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13 questions to ask hiring managers during a job interview

Anonymous — Mon, 17 Jul 2023 09:16:42 +0000

13 questions to ask hiring managers during a job interview Anonymous (not verified)

When applying for a job, top candidates don’t just want to know whether they can get the job. They are interested in understanding the company’s plans and how they can contribute.

A job interview is a two-way process. Besides the interview preparation for the common job interview questions, candidates should use the hiring process to find out more about the role and company. You are at the job interview to learn about the company and whether you want to be a part of it as much as the interviewer is assessing you for the role.

You should engage in a meaningful conversation during a job interview, as that would allow you to demonstrate your alignment with the organisation and set yourself apart from other candidates.

To do that, asking questions during a job interview allows candidates to actively participate in the conversation, gather information, assess fit, and leave a positive impression on the hiring team.

It is important to note that you must not discuss salary during your job interview. Salary discussions are more appropriate during the later stages of the interview process, typically after you have received a job offer or when the employer initiates the salary negotiation conversation.

Bringing up salary too early in the interview can give the impression that you are primarily motivated by monetary factors rather than the opportunity itself. Waiting until you have a formal job offer allows you to leverage your accomplishments and qualifications to negotiate from a stronger position.

Questions to ask at the end of a job interview

The questions you ask will help provide valuable insights into the role you are applying for and the culture at the organisation. It’s not about asking as many questions as possible but rather asking thoughtful questions that demonstrate your understanding of the company and your fit within the role.

Choose key questions that are most important to you and focus on having a meaningful discussion around those topics. Ahead are our top questions to ask hiring managers during a job interview. These are categorised into categories, such as career growth, company culture, and work environment, to help you navigate and find questions most pertinent to your needs for the new position.

Questions about career growth

1. What does career progression look like for someone in this position?

By asking this question, you show your commitment to long-term engagement with the company and your desire for professional growth. Try to bring up some points in the job description to get a more specific answer from the hiring manager.

2. Are there opportunities available for training and career advancement?

This demonstrates your ambition to surpass expectations. It highlights your determination to excel in your prospective role and your eagerness to learn new things by taking online courses, for example. Companies are always looking to retain employees, so hiring managers will likely appreciate your self-improvement mindset.

3. What are the key factors for success in this role?

As an employee, you are an investment for your hiring manager. It is expected that you will bring value to the company. One way to achieve this is by surpassing performance indicators.

Asking about these indicators shows that you want to thrive in the position. For you, you get a clearer understanding of how the potential employer sees success and how you can succeed in the company in the long run.

4. What were some challenges faced by the previous person in this role?

This question provides you with clarity on expectations for the role. A direct and positive response with an explanation is a promising sign, while a hesitant reaction and vague explanations raise red flags.

Keep in mind that a job interview is an opportunity for you to evaluate the company as much as it is for the interviewer to assess you. Savvy candidates always seek to understand the role’s immediate challenges, as it helps determine their potential for success.

5. What qualities or skills were lacking in the previous person that you hope to see in the next candidate?

This question shows your ability to address potential issues proactively, and the answer can shed light on what caused the previous person to struggle or leave the position, providing insights into the path to your success.

It can also tell you about how the role may have evolved and the changes in the company. From here, you can highlight certain skills or experience you bring to the role and reassure the hiring manager that you are the right candidate for the position.

6. Can I expect any changes to my main responsibilities in this role within the next six months to a year?

You are conveying your curiosity about future possibilities and potential growth within the role. It demonstrates your eagerness to explore different aspects of the job that attract you and the skills required to remain valuable in the position.

7. What would a typical day or week look like if I were offered the position?

This question allows you to assess whether the role aligns with your skills, interests, and career goals. It helps you evaluate whether you would enjoy and excel in the responsibilities involved on a daily or weekly basis.

On top of that, understanding the typical day or week provides insights into the workplace, team dynamics, and the level of collaboration required in the role. Of course, you must have realistic expectations of what the job requires of you.

8. Do you want me to address any concerns or gaps in my resume?

When you ask about any potential concerns or missing information on your resume, it provides an excellent opportunity for you and the interviewer to address them directly. It demonstrates your receptiveness to constructive feedback and eagerness to improve, which are valuable qualities in a prospective employee.

This is a good practice even if you don’t secure the job, as it helps you identify areas for improvement for your next job interview, especially within a specific industry.

Questions about the company culture

9. What do you enjoy most about working here?

This question focuses on personal experiences and allows the hiring manager to share their positive experiences and aspects they appreciate about the company. It gives insights into the company’s strengths, values, and employee satisfaction. It also helps you understand the positive aspects of working in the current company and gauge if it aligns with your own preferences and career aspirations.

10. What distinguishes working at the current company from any other company you have worked for?

This question allows the hiring manager to highlight unique aspects of the company’s culture, work environment, and opportunities. It helps you assess whether the company’s values and atmosphere align with yours.

11. How does the company prioritise social events to ensure inclusivity for all employees?

By posing this question, you show interest in inclusivity, the company culture, and the company’s efforts to create an engaging and inclusive environment for everyone.

Questions about the work environment

12. How do you handle conflicts within the team?

This question shows your interest in understanding the company's approach to conflict resolution and teamwork dynamics. It provides insights into the hiring manager’s leadership skills and how the hiring manager fairly addresses a challenging situation.

13. Are there opportunities for flexible work arrangements combining remote work and office presence?

This question aims to understand the company's stance on flexible work arrangements, which allow employees to balance remote work and office presence based on their preferences or specific job requirements.

It helps you evaluate whether the company aligns with your preferred work style and needs and whether you can balance your work hours and personal life if offered the role.

Important tips on how to ask questions during job interviews

Besides knowing what questions to ask, candidates need to learn how to ask questions effectively during job interviews. Keep in mind to ask these job interview questions in a logical and professional manner. Whether you are meeting the hiring manager in person or are having a video interview, always maintain good eye contact and body language throughout the interview.

By mastering the art of asking questions, candidates can actively engage in the interview process, gather valuable information, demonstrate their qualifications, and leave a positive and lasting impression on the interviewer.

Be prepared

Take the time to research the company, its culture, values, and recent news or developments through the company website, social media pages and news publications. Review the job description and understand the role’s requirements and responsibilities. This preparation will help you ask relevant and informed questions.

Demonstrate active listening

Asking relevant and thoughtful questions shows that you have been actively engaged and listening attentively during the interview. It reflects your ability to process information and seek clarification or deeper insights.

Focus on the interviewer

Pay attention to the interviewer’s cues and responses throughout the interview. Tread carefully and tailor your questions to their interests and experiences to engage in a meaningful conversation. Building rapport and showing genuine interest can leave a positive impression.

Be specific and personalised

Frame your questions in a way that relates to your experiences and aspirations. Instead of asking generic questions, make them specific to the role you are applying for. For example, ask about the day-to-day tasks, key challenges, or growth opportunities within the position.

Build on the conversation

Refer to earlier parts of the interview and ask questions based on the information shared. This demonstrates active listening and shows the candidate's ability to connect different aspects of the discussion.

Show enthusiasm

Ask questions demonstrating your enthusiasm for the role and the company. Inquire about the company’s goals, exciting projects, or initiatives. This showcases your motivation and long-term commitment.

Ask open-ended questions

Avoid questions that can be answered with a simple “yes” or “no.” Instead, ask open-ended questions that encourage the interviewer to provide detailed responses. This allows for a more insightful and engaging conversation.

Be mindful of timing

Respect the interviewer’s time and be aware of the interview schedule. If there is limited time remaining, prioritise your most important questions. You can always follow up with additional questions if you receive a job offer or during subsequent interviews.

Remember, asking thoughtful and relevant questions during a job interview demonstrates your preparedness, engagement, and genuine interest in the role and company. It helps you gather valuable information to make an informed decision about the opportunity.

Are you ready to make your next career move? Get in touch with our recruiting experts now.

Michael Page

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5 ways to advance your tech career

Naren Sankar — Fri, 09 Jun 2023 02:37:02 +0000

5 ways to advance your tech career Naren Sankar

There are many talented people in the technology industry, but few outright geniuses. Most of us, however gifted, need to work hard on developing and maintaining our skills if we want to reach the summit of our chosen field.

However, it’s not always easy to determine what skills have the most value in today’s market. And then there’s the million-dollar question: Should you focus more intensely on developing your hard skills or soft skills?

To some extent, this depends on your career path. “In all aspects of technology, across both functional and technical, candidates need to develop soft skills so they can communicate and collaborate effectively,” says Daniel Rogers, Regional Director at Michael Page Australia for technology recruitment.

“Even in highlight technical roles like, DevOp’s, in-demand candidates need to understand their actions are not independent and they need to collaborate with Operations and other developers to deliver consistent code and align to business outcomes.”

That’s not to say that engineers won’t benefit from improving their listening skills, or that project managers will be wasting their time learning the finer points of cloud architecture.

If you want to catch a recruiter's eye or negotiate a salary bump with your current employer, it helps enormously if you can demonstrate that you’ve acquired skills outside your comfort zone.

To that end, here are five simple steps you can take to build new skills and advance your tech career.

Define what success looks like for you and set some goals

Before signing up for tech meetups and coding boot camps, take some time to consider where you want to be — and how much you want to earn — in three years.

Without clear goals, you’ll find it difficult to draw up a career roadmap and may end up wasting time acquiring skills and qualifications that don’t add value to your CV or professional development.

Discuss with your manager, colleagues and other tech contacts for advice on the kind of IT roles that suit your skill set. Sometimes, they can help identify certain factors that may be blind spots for you. Then, research the experience and educational requirements for those roles.

You can also look at job descriptions to match your skills and find out what sorts of skills employers require in tech jobs that interest you. If you’re going in a position like a data scientist, for example, you may need to spend several years obtaining a graduate degree.

When defining goals, focus on things you can measure (salary, for example, or the number of open positions in any given field) and don’t plan too far ahead.

Break down your long-term goal into realistic, short-term milestones. This will keep you motivated, and make it easier to pivot to a different set of goals if things don’t go to plan.

Ask for feedback — and act on it

One of the hallmarks of successful people is that they learn from their mistakes. They also learn from their successes, analysing their performance, so they can do even better in the future.

This kind of mindset is particularly important in tech — a fast-paced, competitive industry where simple errors can have business-critical consequences.

Even the best software engineers in top tech companies benefit from peer code review, in which one or more teammates check your work. This makes your code better and more stable and helps you with collaboration and relationship building — vital soft skills for advancing your tech career.

If you work in a non-technical role, any feedback you receive will be more subjective — there’s no right or wrong way to deal with a user enquiry, for example, or lead a team meeting.

But by asking managers and peers to assess your communication, leadership and other soft skills, you will gain valuable insights into the areas you need to improve upon to up your career prospects.

Never stop developing your professional skills

To succeed as a tech professional, you need to be prepared to learn something new daily. The moment you stop learning is the moment you start to lose your value.

For a recruiter’s perspective on the kind of tech skills employers are looking for in 2023, Rogers adds, “While Python, SQL, Ruby, Java and JavaScript continue to the be the most in-demand Software Development skills, being able to problem solve, manage your time and also have a strong attention to detail are also equally as important.”

“As tech skills progress, some skills, unfortunately, do become less in demand; we are seeing this happen across Linus being a ‘must have’ skill set.”

That’s a snapshot — things are bound to look different in 2023. Here are three ways job seekers can update their tech skills and stay on top of emerging trends.

Attend a boot camp. Lasting three to six months and offered both in-person and online, these intensive courses aren’t just for beginners. A focused bootcamp can provide you with job-ready skills to help you transition to your next career move in the tech industry. Most camps specialise in popular coding languages such as Python and Java, but if you’re looking to enter a highly specialised field, you’ll also find ones devoted to more niche technologies. Some boot camps even offer career advice services and coaching to help you set clear career goals.
Take an advanced degree. Maths and statistics-heavy fields like data science have high barriers to entry, usually in the form of a postgraduate degree (either a master’s or a PhD.). It typically takes two years to complete a master’s, though some programs offer a one-year fast track for the most talented applicants. If you’re unsure how your tech career will develop, consider a degree like MBA in IT, which will enable you to strengthen your IT skills and business knowledge for career advancement.
Learn by doing. Not everyone has the time and resources to pursue an advanced degree or even attend boot camp. A good alternative is asking your manager to assign you challenging or experimental assignments in your current role.

Sharpen your soft skills

It’s a myth that people are “born communicators” or “born leaders.” Those described in such terms have usually spent years honing their skills, learning from their mistakes and listening carefully to feedback from their managers and peers.

One tried-and-trusted way to improve soft skills is to ask your manager for stretch assignments that take you outside your regular routine and job description.

If you’re a software engineer, you might ask for assignments that place a premium on communication skills and empathy, such as delivering a presentation to a client or joining a cross-functional team created to solve a difficult problem.

Build up your personal brand

Networking is another must-have skill for tech professionals, but it’s not simply about making contacts in the tech industry or increasing your follower count on social media platforms. You can have thousands of connections on LinkedIn, but if you never update your CV or engage in discussions, you’re unlikely to catch the eye of a recruiter or potential employer.

How you can leverage your digital channels to advance your tech career
Refresh your social media profiles as often as possible, adding skills and qualifications that add value to your brand and removing ones that don’t.
Seek out and follow industry influencers and experts in the areas that interest you. Share or re-post their content to build your professional network and ask for tips on how to emulate their success.
Engage in discussions on niche forums. There’s no programming language so obscure that it doesn’t have its own subreddit or Facebook group. These forums attract passionate, highly engaged experts who can pass on valuable insights and insider tips in the tech field.

Finally, don’t be afraid to take a risk. Tech talent is scarce right now, which means employers may take a chance on candidates who lack certain skills and qualifications but have determination and passion to spare.

Are you ready to make your next career move? Check out the tech roles in our job portal, or get in touch with our recruiting experts now.

Read more:
How to make a career change
Contracting vs permanent job: Which is better for you?
How to be more confident at work according to Asia's female leaders

Michael Page

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High-Paying Contract Jobs: Your Hong Kong Guide to the Best Opportunities

emilie.c — Tue, 02 May 2023 06:38:33 +0000

High-Paying Contract Jobs: Your Hong Kong Guide to the Best Opportunities emilie.c

Over the past 3 years, there has been a noticeable surge of contract based jobs following the global pandemic. This increase can be attributed to several factors:

Enhanced Flexibility: Contracting work offers greater flexibility for both job hunters and employers. This allows individuals to pursue diverse projects and roles, while granting businesses the ability to upscale or descale their workforce as required;
Market Uncertainty: The post-pandemic economic uncertainty has led companies to favour temporary hires as a means of mitigating risk and maintaining financial stability;
Cost Savings: Employing contract roles can result in significant cost reductions, as businesses do not need to provide the same comprehensive benefit package as they would for full-time employees;
Streamlined Hiring: The recruitment processes for contract jobs tend to be shorter and more efficient. It allows a quicker workforce adjustment in response to changing needs;
Opportunities for Career Transition: Contracting roles provide individuals with the chance to explore new fields or industries, broadening their professional experience and enhancing their skills.

The high paying contract jobs in Hong Kong for 2023 will be discussed in this article. We will also look at the outlook for the contract jobs market, which can help you decide if becoming a contractor is right for you.

Contract Job Offers

Contractors are not the only ones that like contract jobs. Hong Kong employers may prefer to use them too. Some companies will use contract management to quickly scale up or down without having additional fixed overhead costs.

Thus, whether you're considering a contracting career or are interested in the highest-paying and most sought-after contract positions in Hong Kong, keep reading.

What is the outlook for contracting work?

The contracting job market has been growing steadily in recent years, and this trend is expected to continue in the coming years. The COVID-19 pandemic has accelerated the shift towards contract work as companies look for more flexible and cost-effective ways to fill their talent needs.

In particular, the IT, financial services, and banking sectors have seen a significant increase in demand for contract workers. This is partly due to the need for specialized skills and expertise, often found in contract workers who can provide focused solutions for specific projects. Additionally, with the rise of remote work and the need for digital transformation, the demand for IT contractors has continued to increase.

The outlook for contracting jobs remains positive, even for administrative and clerical support roles. Contractors might anticipate finding a variety of employment across numerous sectors if they have the necessary qualifications and expertise. To further position themselves for success in the always-changing employment market, they can start or continue keeping up with the most recent trends and advancements in their industry.

What are the best-paying contracting jobs in 2023?

In 2023, the best-paying contracting jobs are expected to be in the IT and financial services sectors. These roles require specialized skills and experience, making them high in demand and commanding higher rates. Some contractors in project roles may even enjoy 1 to 3 months gratitude bonus after project completion.

Now let's take a look at these top roles:

IT Professionals

IT Scrum Masters

IT Scrum Masters play a critical role in the success of IT projects, and their demand is only expected to increase in the coming years. They are responsible for facilitating the agile development process and ensuring that projects are delivered on time and within budget. IT Scrum Masters are also among the highest-paid contracting roles in the IT industry, earning between HK$70,000 to HK$100,000 monthly.

Scrum Master Contracting Jobs

IT Project or Programme Manager

IT Project or Programme Managers are another in-demand contracting role in the IT industry. They are responsible for overseeing the planning, execution, and delivery of IT projects or programs. These roles are highly renumerated and can earn a premium due to their high responsibility level and critical role in ensuring project success. Their salaries range from HK$ 60,000 to HK$170,000 monthly.

IT Project Manager Contracting Jobs

IT Architects

IT Architects design and implement complex IT systems, ensuring alignment with business needs and security compliance. They play a critical role in the success of IT projects and programs, and their demand is only expected to increase in the coming years. With expertise in high demand, they can earn a premium as highly-paid contractors. IT Architects can earn between HK$60,000 to HK$100,000 monthly.

IT Development Managers

IT Development Managers are highly sought-after in the IT industry due to their proficiency and knowledge. They lead projects through successful completion, providing direction for teams of software developers while ensuring that business objectives are achieved within budget and on time. Generous salaries accompany this challenging role, ranging from HK$60,000 to HK$100,000 monthly.

Commercial, support, and admin roles

Risk Business Manager

With a unique skill set, including risk assessment, data analysis, and excellent communication and interpersonal skills, Risk Business Managers are very well paid as contractors. People in this role are critical in mitigating risks and protecting an organization's reputation and financial stability.

Human Resources Manager

Human Resources (HR) Managers are responsible for overseeing the HR functions of an organization, including recruitment, employee relations, performance management, and benefits administration. HR is vital for any organization's success, and their contract rates are competitive starting from HK$60,000 to HK$85,000 monthly.

Executive Assistant

Executive Assistants play a crucial role in supporting high-level executives, like CEOs and CFOs, and ensuring that they are able to operate efficiently and effectively. Given the pressure and sensitivity of the role, Executive Assistants are in high demand and can be well-paid contractors. These roles can expect salaries from HK$40,000 to HK$60,000 monthly.

Finance System or Financial Services Project Manager

Finance System Project Managers are vital for facilitating finance-based projects within an organization, working with IT and different teams to coordinate all facets of a project’s finances. Finance System Project Managers are expected to perform complicated tasks such as SAP project management, migrating data, and dealing with regular changes to rollout, project life cycles, and implementation. Because of the technical nature of the role, they can expect high-earning salaries starting from HK$60,000 to HK$80,000 monthly. A Financial Services Project Manager focuses more on risk and compliance in order to drive changes. These roles also require sought-after expertise, resulting in competitive salaries from HK$60,000 up to HK$150,000 per month.

Finance Director

Finance Directors are extremely important to drive the financial planning of an organization. They are essential for maintaining projects and BAU to deal with peak season volume. These roles tend to be non-renewable or transition roles, with companies offering a premium on top of the monthly salary, usually resulting in a higher salary with slightly fewer benefits. These salaries range from HK$70,000 to HK$120,000 monthly.

Some other popular contracting jobs in Hong Kong includes Developer, Infrastructure Engineer, Compliance Associates and etc.

Final thoughts

2023 presents excellent opportunities for those seeking high-paying contracting jobs in Hong Kong. The pandemic has accelerated the trend towards remote work and project-based roles, increasing demand for skilled contractors in various industries.

We have listed here the best-paying and highest-demand contracting jobs in Hong Kong. Each role offers competitive salaries and career growth prospects. Remember, though, to succeed in these roles, candidates should have the required skills and experience, as well as the ability to work independently, make decisions, and communicate effectively.

Also, the job description for a contract worker will vary depending on the industry and type of role. Benefits may vary as well.

With the right mindset, you can land your dream contracting job and enjoy a fulfilling career in Hong Kong. So why wait? Take the first step towards your dream job today and explore the exciting contracting opportunities available in Hong Kong!

Michael Page

Summary

Looking for high paying contract jobs in Hong Kong? Discover the hottest opportunities in 2026 for IT Scrum Masters, Project Managers, and more.

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How to build a learning culture in your business

Naren Sankar — Thu, 20 Apr 2023 04:31:34 +0000

How to build a learning culture in your business Naren Sankar

A company with a strong learning culture can be thought of as the opposite of a company content to rest on its laurels.

A solid learning culture in an organisation is one where everything from the structure to the processes to the culture are all geared towards allowing but also encouraging employees at all levels to continue their education in skills, knowledge, and top performance. This culture allows for insights and facts to inform growth across the entirely of a company.

Try these tips to develop a learning culture in the workplace, and reap the benefits of a workforce that is constantly improving and growing.

Implement formal training

On-the-job training is commonplace throughout organisations, but can often be informal and relaxed. For some employees, this can create an atmosphere where the training isn’t taken as seriously as it should be, and those skills may not be implemented as a result.

It’s vital to put training at the forefront of your culture by creating a formal process for upskilling, no matter the employee level.

Reward learning

As much as most managers understand the value for learning, there’s also the very common problem that nobody has spare time when faced with business deadlines, priorities and problems needing immediate attention. It’s therefore easy for learning to fall by the wayside.

Creating a formal system for rewarding learning will encourage employees to bump training up their list of priorities, and to show learning is just as valuable as meeting targets. This could work as a new business or team responsibility with the offer or some form of reward such as additional work-from-home days or an early finish on Fridays.

Create time for learning

To truly show your commitment to creating a learning culture in the workplace, it’s essential to carve out time for employees that’s dedicated purely for learning.

An example could be dropping an employee’s projects one day of the month to allow for learning time, or setting aside a company-wide time slot to watch and discuss a presentation or similar.

Lead by example

Set the standard as a manager by bettering yourself through learning. Whether it’s through courses, conferences, or even simply sitting down with employees with different skill sets of your own, showing others in your team you are committed to learning shows you value their development, you lead by example and you follow through.

When others see you taking the time and genuinely enjoying the process, they may be more inspired to commit to learning themselves.

Ensure new skills are applied

To both highlight the importance of learning and then ensuring those new skills aren’t wasted or forgotten, find ways to test, utilise and review what your employees have learned.

You might consider incorporating their new skills into their tasks, or create a brief test or interview to double-check that new knowledge has become ingrained.

Hire the right people

Another fantastic way to create a learning culture is by planning ahead and hiring those who show a real interest in improving their skills and knowledge. They can help take ownership of your initiatives and may have some new approaches, since knowledge and further development comes naturally to them.

Incorporate questions into your interview process that will allow those with curious minds to shine, and include a penchant for learning as a bonus factor when making your hiring decisions. Eventually, this should lead to a workplace filled with staff who always seek learning opportunities, strengthening your business and its culture as a result.

Looking for a recruitment partner that understands your needs as you grow? Get in touch with us, and we can share more on the value Michael Page brings to your organisation.

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7 crucial skills to adapt to the new future of work

Simone Wu — Mon, 09 Jan 2023 15:15:00 +0000

7 crucial skills to adapt to the new future of work Simone Wu

Adaptability and responsiveness are some of the most significant assets that professionals can possess, especially in the current work environment where change is coming quickly, and in many cases, unexpectedly.

As such, I have seen several skills emerge as crucial to professional success, and these are the skills companies look for in their next hires.

Related: The future of work in Asia

Here are seven skills that professionals should cultivate and focus on to remain at the top of the talent pool.

1. Digital literacy

Digital literacy is important, both in terms of basic technology: communication programs, collaboration tools like Asana, and software such as Microsoft Office, and in terms of specialised, job-specific technology and software.

Companies are rapidly adopting technology that helps automate various tasks, leaving professionals with the task of managing this technology and focusing on the parts of the job that require a human touch. This means that digital literacy has gone from a “nice to have” to an essential part of your ability to do any job.

2. Customer relationship management

If they haven’t already, companies realise it’s no longer optional to place the customer and what they want at the centre of their business strategy.

As a result, the skills that come along with customer management, such as relationship management, customer engagement, and customer experience, will help you show the way forward into a new way of thinking in which the customer is the pivot point for business decisions at all levels.

3. Influencing

Even if you don’t work in sales directly, you need to know how to sell: your ideas, work and accomplishments to the broader team. Being influential in the workplace is a crucial factor in career success.

Developing your influencing skills like negotiation techniques, communication skills, and leadership characteristics will help bring stakeholders to your side when creating a solution, or presenting your work.

Being influential in the workplace can aid your professional success by helping you be an outstanding leader and accomplish business goals.

4. Data-based decision making

Companies are increasingly making decisions and creating strategies based on data. As an individual, it’s not necessary to become a data scientist overnight. Data analytics tools are becoming more advanced and accessible, allowing virtually any professional to leverage data to make decisions.

Make an effort to learn the basics of data analytics as they pertain to your particular job scope, and learn to interpret and present data in a compelling way. Your actions and decisions are much stronger when backed by well-presented data.

5. Innovative thinking

Innovative thinking is the cornerstone for change, advancement, and new ways of approaching old challenges. The word innovation has become overused, especially in relation to technology, but the concept itself is as vital as ever.

Innovative thinking is about stopping old practices, being able to approach a problem from a new angle and having the ability to think of solutions that haven’t been tried before.

Related: How to succeed at a new job

6. A growth mindset

Curiosity, an appetite for learning, and the ability to adapt to new situations are all encompassed in a growth mindset. The growth mindset is based on the idea that even if you don’t have the necessary skills, experience, or knowledge, you can learn and grow into the professional you want to be.

This growth mindset ensures that you will never be “stuck” where you are – and possessing a strong mentality that you want to keep learning and growing is essential as the workplace evolves.

7. Relationship management

Managing relationships with agility allow for collaboration, teamwork, and ultimately, the ability to influence different cultures, departments, and demographics within any organisation.

The human aspects of relationship management will ensure that this skill remains essential through any digital transformation - and can be the difference between success and failure in any role.

The importance of upskilling

Upskilling is ultimately about constantly looking for ways to improve your skills through formal education, internal training courses, external training courses, or informal training, such as taking free online courses, and working one-on-one with a manager or a mentor to help you improve.

Increasingly, companies are hiring as much for potential as they are for hard skills and experience. As the workplace changes, employers begin to expect more from their employees, in particular, being open to change, and being able to take on new challenges with ease. Focus on upskilling to keep up with that expectation.

This creates an excellent opportunity for you to be hired not just for the professional that you are now, but the professional you know you can become given the right amount of training, experience, and overall growth opportunities.

Ready for a new role? Browse current job opportunities or submit your CV with us.

Anthony Thompson

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How to succeed at a new job

Naren Sankar — Mon, 09 Jan 2023 03:53:54 +0000

How to succeed at a new job Naren Sankar

Congratulations on your new job. Now that you’ve clinched the role you interviewed so hard for, it is time to make sure that this position works for you.

There are several ways in which you can make the most of this stage on your career path, so don’t forget about those first impressions that you’ll be making. While starting a new job is exciting, it can also be one that is laced with a degree of uncertainty.

Success, therefore, could be dependent on your actions in the first few weeks. Here is some career advice to start you off on the right foot to ensure you can be a valuable new hire.

1. Let everyone know who you are

Prepare ahead of time. Plan your opening lines before the first day, so you have a script ready when you encounter new faces. The script could include your previous employment situation.

Pay attention to your work environment and other people. Introduce yourself to people whenever you get the opportunity and listen to what they have to tell you about the company, the employees, the building, the surroundings, the internal network, and so on.

Remembering people’s names is important. Write down notes about them as soon as you meet them to help you remember them. If you forget someone’s name, don’t be afraid to ask them again. Always remember that it is normal not to remember everyone’s name the first time.

2. Ask plenty of questions

New hires should think about what they want to know before asking colleagues for help and advice. You should prioritise the information you need. If necessary, write down your questions, so you don’t forget them.

Ask your manager’s preference in regard to emails or face-to-face meetings. If you have a large number of questions for one person, consider scheduling a meeting instead of asking them over the phone. Invite your manager to a meeting, listing off the questions you have, and give them enough time to prepare answers.

Remember, nobody will expect you to know everything in week one, so if you are unsure about something, always ask. By asking questions, you will also gain newfound confidence in your new office.

3. Get to know your colleagues better

Lunch or coffee is a great way to get to know people around you. You should try to meet new co-workers and initiate asking them out for a drink or a bite. This will help you to get to know others better and establish relationships with them. Building a rapport with your fellow team members can take time, of course, but you can speed up the process by being more approachable right from the start.

4. Learn about your surroundings

Try to get to know everyone in your new office within the first week. Find out about the company culture and structure, and ask questions about how things work in each department. Don’t worry too much about making friends right away.

Just make sure you get comfortable with your commute and learn what kind of schedule works best for you. The layout of your new workplace may be confusing at first, but you’ll only get to know it better by moving around.

5. Look for some quick wins

Everyone will be watching you in your first few weeks, trying to figure out your strengths and weaknesses, so if there are any quick wins available, you need to make the most of them.

If you face a performance review after a month or two, it would be useful if you could illustrate something successful that you managed to achieve, even if it is something relatively trivial.

6. Find out about your personal goals

On the subject of achievements: once you have settled into the role, you should try asking your immediate manager about the targets that are expected of you.

This is a good time to ensure you set off on the right footing, and that you’re fully aware of expectations.

Knowing the job description and remembering positive encouragement from those in charge of you can make a huge difference in how you plan your days and put you on a path toward career growth with the time and experience in your new job.

7. Maintain an open-minded approach

Adapting to a new workplace and professional network can be challenging. Always ask questions when you need help or clarification.

Be flexible and open-minded in the way you approach the job. It is worthwhile to note that the office culture you signed up for in your previous role may be way off the mark with your new one.

8. Know where the boundaries are

You should set boundaries during your first month in a role. You should establish them before you feel too pressured about your overall job. Learn to say no so that you can focus on your goals.

If you are moving into a particularly high-pressure role, you need to learn very quickly how to manage your responsibilities, so you do not feel overwhelmed.

However, if your new role negatively affects you physically or mentally, especially on a regular basis, you may want to consider resigning from the position. (That is what the probation period is for.)

9. Three months in, are you achieving those quarterly goals?

When you reach the first 90-day mark, it is crucial to have a conversation about how things went and what you want to accomplish over the next few months.

Ask your manager for an informal review regarding what expectations he or she has for you in the next quarter, and get as much feedback as you can. Asking for feedback shows your manager that you care about the job and want to do well.

Ask if you are on the right track, and if there are some areas in which you need to show specific improvements. If you feel you’re underperforming in any particular discipline, take the initiative and focus on making improvements.

If you feel that you need more support or resources, quantify your reasons and speak up as well.

This is a good opportunity to find out if there are any blind spots that you may not have noticed, and to raise any concerns you may have.

10. You will inevitably face frustrations and mistakes in the first 90 days in your new job.

Do not let this discourage you. Focus on those goals you set for yourself previously. Believe in yourself, as that is the key to succeeding in anything.

Be fair with your self-assessment in that time frame, but it is just as crucial that you don’t beat yourself up too much.

A new job represents a major milestone, and it should be seen as an exciting, new chapter on your career path. By remaining positive, working to integrate, establishing strong relationships, and seeking guidance, you can make sure you get as much as possible out of this adventure.

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How to know when it's time to resign - and how to leave well

Simone Wu — Thu, 05 Jan 2023 17:00:00 +0000

How to know when it's time to resign - and how to leave well Simone Wu

Have you ever seen a high-profile resignation in the news or on social media? Maybe it was a hedge fund manager who released a lengthy letter calling out their company’s leadership, or a manager who made a viral video announcing their departure. While these grand gestures can be attention-grabbing, they may not always be the best approach for your own career.

It's important to be mindful of when it might be time to move on from a role, whether it's due to a difficult team dynamic, a negative company culture, or other challenges. By paying attention to the signs and making a professional exit, you can avoid letting the situation deteriorate and potentially damaging your reputation.

Because when it comes down to it, while everyone loves the idea of a dramatic exit, the reality is that your career is worth more than that.

When to stay longer in a job

When thoughts of resigning come to you, take a quick internal look inside and see if there’s anything you can do to improve the situation.

Especially in the workplace, it can become a habit to look at things through a negative lens. Often, a change in perspective or an honest discussion can dissolve much of that tension.

When you have low-level disagreements or miscommunications with your manager, first see whether there’s a way to preserve the relationship.

It may simply be a case of understanding a different management style, and then working out how to manage it. Staying longer to work things out could help you strengthen your relationship with this person for the future.

However, once you’ve done all you can on your side, look for signs that resigning may be the only solution.

How to know that it’s time resign from your role

Look out for these factors to tell you if it’s time to hand in your resignation:

You don't feel engaged.

If you’re showing up to work every day feeling disengaged, this is a big sign that it’s time to leave. Even in leadership positions that look great on paper, a manager can become disengaged for a variety of reasons.

If you’ve noticed a lack of passion and proactivity in your role and can’t seem to find a way to get it back, a change may be what you need.

The office has a hostile environment or culture.

Whether it’s a toxic manager, a dysfunctional team or impossible targets, it can be hard to recover once a working environment has turned negative.

Don’t feel obliged to stay in an overly negative culture or office environment. This becomes even more important if the stress and negativity affect your life outside of work.

There are no growth opportunities.

It’s normal to want to upskill, gain new responsibilities and grow within your career. If you feel you’ve reached the end of where you can within the company, you may need to look outside for your next big role. While company loyalty is a great value, keep an eye out for your career.

Another amazing opportunity comes your way.

Especially once you’ve reached a level in your career where you’ve become a specialist, companies will start to seek you out.

Evaluate offers that come your way fairly, and decide what constitutes an opportunity that you can’t turn down. Maybe it’s at a dream company, better working conditions for your lifestyle, or an exciting chance to lead a new team.

How to resign on a good note

Once you decide to leave, it’s important to leave on a good note and communicate clearly. Speak with your manager and also prepare a resignation letter. Where possible, preserve your professional relationships.

Before actually resigning, take one more look at your decision. If you’re leaving because of feeling undervalued, decide what, if anything, would make you stay in the role, versus your external options. What will you do if you get a counteroffer to stay with the current company?

Ensuring that you have clearly defined reasons for handing in your resignation will also make the actual resignation easier. Above all, keep professionalism in mind, and make it a goal to resign gracefully.

Find a positive

In delivering the message, think about the positives the job has brought you. Maybe focus on the good professional relationships you have, the new skills learned, or the stepping stone it’s delivered to your next role.

Even in the most challenging environment, focusing on the good things when you’re on your way out helps make you appear more professional and constructive.

Especially in smaller job markets, such as Singapore, or specialised industries, you never know who you might end up working with in the future.

Even some of the best resignation stories can end with an old manager coming into the picture later as a necessary reference, a future manager, or a network contact.

How to find your next job

Start by signing up for job alerts and getting new jobs that match your search criteria sent to your inbox. Rework your CV, contact a recruiter and start conversations with companies you want to work with.

Meanwhile, ensure that you are still present at your current job for as long as you’re able.

When interviewing for your next role, if a future employer asks why you’re leaving, speak more about you than about them – focus on opportunities for growth, new opportunities, and what you want to accomplish in the future.

After all, dwelling on negative aspects of your current company or manager might make you seem petty or over-emotional – not great qualities in a key hire.

Consult with a recruiter who can help you find roles that match your requirements and the next step in your career. Look for places whose values match yours, and who clearly walk the talk regarding these values.

Recruiters have the advantage that they communicate with both you and the employer, allowing you instant feedback on interviews and the hiring process.

Leave professionally

Leaving a job can feel personal, especially if you have a strong sense of company loyalty, have built a great team, or worked on pivotal projects. However, when it’s finally time to leave, try to take emotion away from the equation.

The important thing now is to look forward – and towards your next role, and to succeeding in the first few months of a job.

Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page.

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How to handle the conversation about your resignation

deniseli — Wed, 20 Apr 2022 02:40:59 +0000

How to handle the conversation about your resignation deniseli

There are plenty of reasons to leave a job. Maybe it is because you are not happy where you are, or maybe it is because another company has offered you the chance to take on a new and exciting challenge, along with an attractive salary increase. But regardless of your reason for resigning, you should be 100% committed to your decision before informing your company of your plans to leave.

Your current company may give you a counteroffer to entice you to stay. And as flattering as the offer may feel at the time, there is evidence that accepting it could be damaging to your career, for the following reasons:

Your loyalty will be called into question if you decide to stay on. Your colleagues and manager might start to wonder if you are a team player and there is a high chance you will lose your place in the trusted inner circle.
The counteroffer might just be an excuse to keep you on until they find your replacement. Cognisant that you are still likely to leave in the future, your company might keep you on as a stalling tactic until they find someone else to take your place.

The underlying issues for your wanting to resign in the first place would likely not be resolved. Whether it is because you are unhappy with your manager or the company culture, chances are, these are problems that would not go away even if you decided to stay on.
Well-managed companies rarely make counteroffers. If a company believes its policies to be fair and equitable, it will also have policies in place that ensure it would not be subjected to “counteroffer coercion” to get employees to stay.

Be resolute during the discussion

When you have made the decision to resign, ensure that this decision is final and communicated in unequivocal terms to your hiring or HR manager. If you waver, you might be seen as threatening to resign to extract concessions from your organisation – and this is the last impression you want to be giving.

To eliminate any possibility of misunderstandings, always submit your resignation in writing. This letter should contain an unambiguous statement of resignation, an expression of thanks for the opportunities you were given, a final date of employment, and a statement that expresses your willingness to do your best in the transition period prior to your last day of work.

Should your hiring manager still bring up the possibility of a counteroffer, be firm in communicating that you are not interested in a “bidding war” for your services, before reaffirming your commitment to do whatever is needful before you leave.

Stay calm no matter what happens

The best outcome of this conversation would be for your manager to congratulate you on the new opportunity and wish you all the best in your future endeavours. However, be mentally prepared for things to take an awkward or uncomfortable turn.

Your manager might guilt-trip you or even display outright hostility. Regardless of how they react to the news of you leaving, you must always remain calm and professional. Try saying something like, “It was not my intention to upset you. Is there anything I can do to ease the transition?”

Remember that you might need to go back to the company you are leaving to request character references, so it is imperative that you keep any negative emotions in check and show empathy and kindness to your employer no matter how emotional the conversation becomes.

Leave no room for doubt about your professionalism – this is especially important if you work in a small industry where word can quickly spread about any bad behaviour on your part.

Avoid venting about your unhappiness

Another trap you want to avoid falling into has to do with the topic of why you have decided to leave. Even if you have been deeply unhappy for a long time, do not see this as a chance for you to unload or “give them a piece of your mind” before leaving.

Most companies do not change because of the resignation of a disgruntled employee. Simply reaffirm the fact that you have been presented with an opportunity that is too good to refuse.

Be mindful to stay out of the office gossip mill after submitting your resignation letter. Your colleagues will naturally be curious as to why you are leaving and bring it up with you. The best thing to do in this case is to reiterate what you told your employer about having a better opportunity elsewhere.

Finally, do not let your standards of work slip during your notice period. It will be obvious if you have mentally checked out during the final weeks with the company – and this is not the impression you want to be leaving before your exit.

Follow the strategies outlined above, and you will be able to resign without burning bridges and with your professional reputation intact. Staying calm, courteous and in control of your emotions at all times will only work in your favour.

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How to ask your boss for more responsibility

Simone Wu — Sat, 10 Jul 2021 16:05:02 +0000

How to ask your boss for more responsibility Simone Wu

With many employees undergoing or about to prepare for their mid-year reviews or appraisals, it’s an opportune time to review your career progression and implement actions that set you up for success.

One strategy that can be highly beneficial is increasing or expanding your scope when it comes to duties, tasks, accountabilities, and even the role. But whether you’re chasing a salary increase, promotion, title change, or you’re proactively seeking opportunities to upskill, asking your boss for more job responsibilities can be a tricky task.

On the one hand, you want to prepare for the next stage of your career. But, on the other hand, you need to make sure you are still meeting expectations within your current scope of work, as the last thing you want to do is inadvertently increase your workload to a point where it’s no longer manageable.

Balancing more responsibility while managing your existing workload can be challenging, which is why it’s crucial to have a plan in mind to help you move forward. If you’re looking to step up in your career and increase your experience and skills, here are a few tips on how to ask for more responsibility at work – and be successful in getting a balanced outcome.

Be very clear on the responsibilities you want to take on

Before you speak to anyone in your organisation, you must be crystal clear on the skills you want to develop or the areas where you’d like to gain more experience. Without this, you risk taking on tasks and investing time in projects that won’t help you reach your end goal.

If you’re looking to take on a new promotion, look at the skills and responsibilities of your co-workers who currently hold those roles. This will help you get an idea of what you’ll need to upskill in. From there, you can start to identify exactly where you should focus your extra time and effort to help you move up in your career.

Alternatively, suppose you’re looking for a pay rise. In that case, you’ll need to identify where you can add value for the company to justify a salary increase. Again, focus on projects or tasks that can help the business save on time or increase profitability.

Look for opportunities to make an impact

More responsibility can be a good thing, but you need to demonstrate how your extra projects or tasks will add value to your company. Once you’ve listed out the responsibilities you potentially want to take on, go through and carefully evaluate these benefits for the business. Then, pick and choose the ones that you believe will deliver the most tangible impact.

This will help you put together a strong business case for your manager. If you’re working on a project, remember to come with a clear timeline, objectives, and KPIs, so your manager is clear on the investment and the outcome.

If it’s an ongoing role, try to evaluate how it can impact the business over time. For example, if it’s productivity-related, you could set an expected amount of hours saved per month.

Arm yourself with new skills

It is a bit of a ‘chicken or egg’ scenario. Do you take on more responsibilities to learn new skills, or do you take on more responsibilities because you’ve learnt new skills? Ideally, you will continually learn in your role. However, it can never hurt to gain additional skills on the side and bolster your argument for taking on more advanced or complex tasks at work.

Look for development opportunities – online courses, books and training modules – that you can take advantage of to ready yourself for when those new responsibilities come your way. And don’t forget to let your boss know about those newly acquired skills when the time is right.

Come with a plan and options

Your boss’ KPIs are linked with yours, so be prepared for questions around how you will be able to manage your current workload and performance with added responsibilities.

One of the best ways to get them on board with the idea is to present a plan detailing how you will free up time to take on more work – will you delegate some tasks to someone else? Or can you improve your productivity by streamlining processes?

By demonstrating that you have considered handling your existing scope and extra projects, you will reassure your boss that your new tasks won’t impact your current role.

But be prepared for some pushback. If this is the case, listen to your manager’s concerns and note them down, then come back with solutions in a follow-up meeting.

Choose your timing and words wisely

Suppose your boss is stressed out or you’re approaching a busy period at work. In that case, it could be more difficult for the company to consider letting you take on more responsibility. While there is never the “perfect time” to ask your manager for additional tasks, timing can significantly influence a successful outcome.

There are some great opportunities to discuss a step up in responsibilities. For example, at your mid-year or end-of-year review, during less busy times in the year or ahead of a company restructure or staff leaving the business.

On top of this, how you talk to your boss can have a significant impact: try to frame it as discussing ideas to improve your department, or taking some of the workloads off your manager’s shoulders, rather than saying, “I want to gain more experience” or “I need this for a promotion”.

Find out where help is needed

Your boss likely has a lot on their plate and may not know where additional support is needed across the business. Although you should be prioritising your workload, it can be helpful to look at other teams and departments to find out where there’s an opportunity for you to take on new or additional responsibilities.

With the right approach, branching out from your team can be an excellent networking opportunity and help you put your best foot forward for promotions in other areas of the business. Ensure all is discussed with your boss first, though, as you don’t want to be seen as neglecting your current responsibilities.

Remember, it’s a dialogue

No matter what the outcome is, asking for more responsibility demonstrates to your boss that you’re proactive, you take the initiative, and that you’re willing to grow. So while you may get a “no” to this specific pitch, don’t be discouraged – at least you’ve started the conversation.

If your manager is aware that you want to take on more, they may find new projects or more opportunities or work with you to find an alternative solution. Don’t forget: teamwork makes the dream work, and by working together, you can find the best outcome for everyone involved.

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Contracting vs permanent job: Which is better for you?

Anonymous — Mon, 08 Mar 2021 12:22:13 +0000

Contracting vs permanent job: Which is better for you? Anonymous (not verified)

Deeply seated in our Asian culture is the perception that we need to strive towards full-time employment to be seen as responsible, full-functioning adults. Any other form of employment such as part-time, freelance or contract work seems to be perceived as unstable and somewhat less valuable.

The rise of the contract professional

This perception is gradually changing as companies worldwide are moving towards an integrated workforce model, where they are increasingly hiring more contractors and part-timers over the past few years.

In 2018, Stephane Kasriel, CEO of Upwork and co-chair of the World Economic Forum’s Council on the Future of Gender, Education and Work, said in a press release, “As skills become more specialised, companies either need to invest in reskilling to prepare workers for the jobs of tomorrow or leverage freelance professionals who are nearly twice as likely as traditional employees to proactively take reskilling upon themselves.”

Traditionally, contract employment is mainly found in the IT industry. Now, more and more sectors are moving towards an integrated workforce, employing more contractors. Deloitte’s 2019 Global Human Capital Trends study found that 33% of respondents reported extensively using alternative arrangements for IT, 25% for operations, 15% for marketing, and 15% for research and development.

While more companies are hiring more contractors, it is crucial to understand the pros and cons before quitting your full-time job and dive into contract employment. Besides the obvious benefit – having more time on your hands (to go on holiday, upskill, or look after ageing parents or children) – you get to choose the projects that interest you. Ahead, we discuss the benefits of contract employment compared to having a full-time job.

Advantages of being a contractor

1. Build your portfolio
Most companies are open to engaging contract professionals who do not have a vast amount of work experience for short-term assignments. And naturally, this situation is dependent on the type of project. Companies that hire contractors for longer-termed work, usually over six months to a year, would most likely require you to have more expertise in the specific sector. Whatever the case, you get the opportunity to buff up your portfolio as you collect different work experiences at the various companies.

2. Widen your professional network
With the opportunity to work at different companies over a shorter period, you will meet different people – more people – expanding your network. The more extensive the network, the more contract opportunities. The brilliant thing is, these professional contacts are at your workplace – if you perform well at your tasks, it wouldn’t be long before they hear about it from your manager. And that will keep you at the top of their minds when they need contract staff in the future. Do keep in mind that you should be proactive and not sit quietly at your desk and expect people to notice you. Make small talk at the pantry, the lift; nothing too aggressive as that can be a turn-off for some.

3. Learn from a diverse range of organisations
The (other) beauty of being a contractor means you get to experience working for a diverse range of companies. This is a valuable and beneficial opportunity for you to observe the inner workings of various businesses, and that would add value to your experience when you move on to the next project. For instance, how family-based companies compare to small and medium-sized enterprises and multinational corporations. Also, by working on different projects, you would pick up new skills that will further improve your portfolio.

4. Builds resilience and adaptability
Moving from one company to the next also means adapting to the various work culture and processes to perform your duties. And that adds value to your professional portfolio, as employers would not be concerned about how well you can adapt. It’s another strength to highlight if you decide to switch to full-time work.

5. Trial a new job before you settle
In a way, when you work at various companies, you get to try out the role before you decide if you want to switch to a similar role in a permanent capacity. Companies are almost always on a lookout for talent. If you happen to join as a contractor during a period where they are sourcing for full-time staff, you could get an interview opportunity. If not, they might keep you in mind if you perform well. However, do not bet on that.

Related: How to make a career change

Disadvantages of being a contractor

While working as a contract professional may sound like a jolly ride, it comes with its drawbacks and is no walk in the park. For one, when you work on a contractual basis, you do not have the regular standing of a permanent employee. Companies can terminate contractors without documentation or recourse options, as there may not be human resource policies to follow. Also, potential employers may see contractors as being uncommitted. And it can get disorienting for contract professionals when you have to keep readjusting to new working environments after each contract term ends.

Advantages of having a permanent job

Most people are in a permanent position because you want a stable income, allowing you to plan for the various stages of your life – be it purchasing a new apartment, getting a pet, planning a wedding, having a kid, investing or saving up for your kid’s university fund, or retirement fund. Here are other advantages of having a full-time job:

1. Time Off: You would receive annual leave and sick leave as part of your employment package. You would be able to go on a short holiday break, get paid and not feel guilty as compared to your contracting counterparts.

2. Money Matters: As mentioned, unlike contractors, a full-timer’s salary is fixed (not including bonus payments), so you can feel secure that you would have money coming in at the end of the month. Most contractors face the issue of late payments from their clients. Naturally, full-time staff can face the risk of retrenchment, but that does not usually happen unless the company is doing poorly or facing epic losses due to economy shattering events like the COVID-19 pandemic.

3. Working Hours: Permanent staff have specified work hours, so clients and colleagues, on ordinary circumstances, will not be calling you after office hours and on weekends. While contractors can set certain work hours for themselves, they usually have to remain contactable to not miss out on any opportunities.

4. Career Advancement: Another positive factor of being a full-time staff is that the company will view you as a long-term talent investment. And because of that, they would be more inclined to invest in your development and help you advance the career ladder.

5. Credit Card Application: This shouldn’t be a deal-breaker, but it is good to know that it is easier to apply for a credit card when the bank knows you have a full-time job. In other words, the ability to pay your bills. You can still apply for credit cards if you are self-employed. However, the process is more complicated. You would need to submit various documents to demonstrate your ability to pay back the credit owed.

Disadvantages of being a full-time staff

Compared to a contracting role, being in a permanent position doesn't give you the leeway of trying various jobs or taking on different projects. And if you don’t proactively look for a new role, you can get too comfortable in your current position. You then become stagnant in your skills and knowledge of the trends in your industry. This state of job stagnation may not sound so bad since a permanent job comes with many benefits. However, it can be damaging if you find yourself retrenched due to company losses or restructuring, or fired from your job. What you can do is to make time to upskill.

Contracting vs permanent job: What is better for you?

There isn’t a definitive answer to this question. It is about weighing the pros and cons, as it comes down to which employment type will suit your stage in life, industry and if it offers career growth. For instance, if you take care of elderly folks and require flexibility in terms of work hours, then contracting may be perfect for you. Or, if you were offered an attractive one-year contract role at a top firm in your industry, you could consider leaving your full-time job for it as it would add tremendous value to your portfolio. Seeing that it is a year-long contract, it gives you sufficient time to find another job.

If you are looking to take a break from work to figure your career path, going for short-term contract jobs that run for one to three months is a valuable way to tie over periods without full-time work. However, as stated previously, anything can happen during a contracting period. It would be best if you made sure the employment terms are favourable and that you have enough savings to sustain you (and your family) in the event of early termination. Also, specific industries like the technology sector are more open to contractors, so you would more likely have more contracting opportunities than other sectors.

Are you looking for contracting roles? Here are the latest job opportunities for contract professionals. If you would like to speak with a recruiter, contact us here.

Simone Wu

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How to spot a role that does NOT fit your career aspirations

Anonymous — Wed, 03 May 2017 06:14:12 +0000

How to spot a role that does NOT fit your career aspirations Anonymous (not verified)

When beginning your job search it’s absolutely key to have a clear idea of why you are looking to leave your current role, and what you’re looking for in your next one.

Get clear on your three key reasons for leaving your current role.

Some of the examples could be the following:

Lack of career development/progression
Hong Kong-only business so a lack of international/global mobility
Company culture

Next, define the three most important motivational drivers for finding your next role.

For instance, the search criteria could be to find a role that has the following:

People leadership
Multinational-listed business
International career development opportunities

This list of key priorities should be the principle driver of your job search and you should assess each possible role you consider applying for, against these criteria.

Define your career

Once you’ve defined your career aspirations and put together your CV, get in touch with an expert to discuss your career plans and get their assessment of the market opportunities.

You should consider the following variables when assessing your next move:

People – Would you like to work with these people? Will they push, develop and teach you new skills? Are you the right cultural fit?
Platform – How do the products and services the company offer compare with their competitors?
Position – Does the scope of the role you are applying for match your key criteria?
Package – Is the salary and commission structure competitive?
Progression – What is the opportunity to develop your career with this next organization?

To spot a role that does NOT fit your career aspirations, go through the checklist below:

Ensure the job you are applying for matches your top three reasons for seeking a new role. For example, is it a listed Multi-National? Is the role you are applying for leading a team? Does the role or company have a track record of moving people internationally?
Do not compromise and accept something that doesn’t align with your goals and ambitions simply to leave your existing role.
Be realistic with what you’re looking for and seek professional guidance from specialist recruiters to ensure that your goals are realistic and attainable.

If the answer is ‘no’ to the questions above, you can safely say that the role is not a good match for your career aspirations. You may find yourself experiencing similar frustrations as with your current role, and look to move again.

It’s really important that if you are feeling frustrated in your current role, you understand that there are other options out there. Focus your energy and efforts on putting together a targeted action plan with relevant recruitment experts in your specific field you can help you ensure you get your next career move right.

They will have a portfolio of clients with a range of mandates and insight into each of their employment value propositions and culture’s to ensure there is a suitable fit and that you are applying for the right roles.

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5 steps to creating your career plan

Anonymous — Mon, 23 Nov 2015 08:20:04 +0000

5 steps to creating your career plan Anonymous (not verified)

A succinct, detailed career plan is one of the most useful tools you can use to identify where you are, where you want to be, and how to get there. Here are five key steps to help you create your own career plan.

Step 1: Self evaluation

To discover what you really want to do, try answering these fundamental questions about your personality, preferences and values in your career plan:

What motivates me and what do I enjoy doing?
What are my personal attributes and lifestyle priorities?
What do my family and friends see as my strengths and weaknesses?
What are the five key things I am looking for in a job?

Step 2: Skills analysis

As well as your personal preferences, your existing skills are an important indicator of the direction in which you could head. Reflect on your skill set with the following questions:

What qualifications and experience do I have?
What are my key strengths, transferable skills and specific skills?
What are my biggest achievements to date?
What are my weaknesses and areas for development?

Step 3: Setting your direction

Based on your key interests, attributes, skills and experience, you can now start to formulate ideas on the type of roles/industries that will suit you best. Try brainstorming as part of your career plan:

The broad industries that really appeal to you
The types of roles that would suit you best
How these options match your personal preferences
Key skills that may need development

Step 4: Committing to a timeframe

Now that you have an idea of where you want to go, it’s time to work out how you can get there. Ask yourself the following questions to help break down your goals into smaller, more manageable milestones for your career plan:

What do I want to achieve within the next six, twelve, eighteen months?
How and when will I achieve my training and education goals?
How and when will I gain the additional skills and experience I need?
How can I expand my network, and by when?

Step 5: Review your career plan

Having established your goals and how to achieve them, you will now have a clear pathway in which to head. It’s important to monitor the progress of your career plan at least every six months, to ensure that you are on track to meet your goals. Re-evaluating your career plan and goals allows you to make adjustments based on changing economic and personal circumstances.

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career path

How to write a farewell email to your colleagues (letter templates included)

Farewell letter templates

Version 1: Farewell email for supervisors/managers

Version 2: Farewell email for colleagues

Version 3: Farewell email for colleagues

Version 4: Farewell email for colleagues

Things to consider when writing a farewell message

1. Check with the boss before saying anything

2. The word is out that you are leaving – when should you say anything?

3. Get the subject matter right in your goodbye email

4. How to write your farewell email to colleagues

Be sure to show gratitude

Include relevant contact details

Consider a brief note for co-workers you are not close to

Use the right tone with your manager

Send the right message to your clients

Always remain respectful and polite

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How to ask for a pay rise: 10 practical tips for success

1. Inform your manager that you want to discuss salary before the actual meeting

2. Pick the right time to speak to your boss

Wait at least 6 months

Consider the fiscal year

Keep it during office hours

Don't do it at performance reviews

3. Consider the company’s financial position

4. Ask for pay rise after exceeding your key performance indicators

5. Keep your personal reasons out of it

6. Prepare a presentation to back your salary request

7. Pay attention to soft skills

8. Gather feedback on your performance

9. Research your industry’s pay structure

10. Salary negotiation may take more than one meeting

Explore more salary insights

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5 most in-demand tech roles for 2024

The most in-demand tech jobs in the tech industry

Hot Job #1: Digital Transformation Leader

Why are digital transformation leaders in high demand?

Valuable skills and experience for digital transformation leaders

Hot Job #2: Software Architect/Engineer

Why are software architects/engineers in high demand?

Valuable skills and experience for software architects/engineers: Cloud Computing

Hot Job #3: IoT Architect/Machine Learning Engineer

Why is there a high demand for IoT architects/product managers?

Valuable skills and experience for IoT architects/product managers

Hot Job #4: Data Science/Engineer

Why are data analytics/engineers in demand?

Valuable skills and experience for data analytics/engineers

Hot Job #5: Cybersecurity Professional

Why are cybersecurity professionals in demand?

Valuable skills and experience for cybersecurity professionals

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What to do after being laid off: A guide to navigating this challenging time

How to recover from layoffs and get back on your feet

1. Acknowledge and process your emotions

Maintain a positive outlook

2. Understand your rights and finances

Review your severance package

Explore unemployment benefits

Create a budget

3. Redefining your career path: Reflection and exploration

Uncover your “why”

Explore new horizons

Clear your mind

4. Prioritise your mental health and well-being

Seek support

5. Leverage your network and announce your job search with confidence

Sample LinkedIn post template

6. Craft a winning job search strategy