recruitment

How to use a recruitment agency to find a job

Anonymous — Tue, 11 Mar 2025 02:18:00 +0000

How to use a recruitment agency to find a job Anonymous (not verified)

You have been searching for that dream job for months, but it seems like there isn’t a suitable job out there for you. The job search process can be time-consuming and tiring. Wouldn’t it be great if someone else could manage the process on your behalf?

And someone else can. This is where recruitment agencies come in.

Many job-seekers go down the route of searching for a job on their own, and few know how to tap on the expertise and network of recruitment agencies to find their next job. The role of a recruitment agency essentially revolves around working with employers and job seekers to facilitate a successful job match. In short, recruitment agencies can be the key to unlocking great job opportunities.

How recruitment agencies work

To be successful in your job search, it’s essential to clearly understand how recruitment agencies work. Think of a recruitment agency as a partner in your job search. They can not only connect you with prospective employers but act as a guide, helping you to refine your resume, market you to employers and give you advice on your career path.

After submitting your CV or applying to jobs on their website, recruiters will contact you if there is a suitable match or potential job opportunity. Also, recruiters may reach out to arrange a preliminary interview to find out what your career aspirations and motivations are, and where you fit into an organisation for your current role.

Once a successful job match has been found, and you have an interview session scheduled with your prospective employer, recruiters may provide interview coaching and help you negotiate a compensation package with your prospective employer. When working with a recruitment agency, you know that someone is following up on your application.

Related: How to make a career change

You may also wish to choose a recruiter with whom you can build a rapport. Spend some time connecting with a few recruiters and interviewing them: for example, find out how long they have been with the company and how they usually market your resume and present it to potential employers. Network with colleagues and acquaintances to get recommendations and have them refer you to a recruiter.

There is no harm in connecting with more than one recruiter. Still, it is important to take note that getting double-submitted by multiple recruiters, i.e. having two different recruiters submit you for the same job, may damage the recruiter’s and your reputation as it makes you look like you’re trying to game the system and up your odds at an interview. At the end of the day, the question to ask is if you really need more than one recruiter, assuming that you do your due diligence to find a recruiter who is experienced, qualified, and knowledgeable.

Remember that working with a recruiter is a two- way street. You’ll need to build a good professional relationship with your recruiter. And you can help recruiters help you by making yourself employable – this means completing basic tasks such as updating your CV or cleaning up your LinkedIn profile. You may also need to be flexible by broadening your criteria for the new job and by being willing to compromise on interview timings.

Get the most out of a recruitment agency

There are many reasons why those searching for jobs apply through a recruitment agency. The main reason is that recruitment agencies can tap on the wealth of information and experience they have from working with companies across different industries and sectors.

As companies outsource hiring to recruitment agencies, they not only do the job hunting for you but have access to job vacancies that may not be advertised elsewhere. The best part is, recruitment agencies are free to use by job-seekers.

On top of that, you can also get insights into hiring requirements that are not listed or obvious in job advertisements. That would prepare you for your interview with a prospective employer and increase your chances of getting hired.

Finally, be honest with the recruiter and utilize their expertise. Try and identify what it is you’re looking for in a job and ask lots of questions. The more honest you are, the better they understand you and are able to help you find the best match.

Start your job-hunt now

Most recruiters are open to connecting via LinkedIn or through word of mouth recommendations. Don’t be afraid to reach out to them as they are constantly seeking out potential candidates. Recruiters often use LinkedIn groups to connect with and monitor potential candidates, so join professional and industry associations as well as alumni groups to get in touch with them.

Looking for a career change? Browse current job opportunities, submit your CV or get in touch with one of our consultants to find out how we can assist and support your job search process.

Alicia Tsi

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Top recruitment agencies in Hong Kong: How to choose the right hiring partner

Simone Wu — Mon, 03 Mar 2025 18:30:00 +0000

Top recruitment agencies in Hong Kong: How to choose the right hiring partner Simone Wu

In Hong Kong's rapidly evolving job market, companies face increasing challenges in attracting the right talent.

The hiring process – sorting through countless resumes, conducting job interviews, and assessing candidates – can be time-consuming and costly.

This is where professional recruitment services or headhunting agencies step in, providing workforce solutions that connect businesses with qualified professionals efficiently and strategically.

But with so many recruitment companies operating in Hong Kong, how do you choose the best one for your hiring needs? This guide will explore:

Why should I partner with a job recruitment agency?
Should I partner with a job recruitment agency or a HR agency?
Top recruitment agencies in Hong Kong
Michael Page Hong Kong
Page Executive Hong Kong
How to choose the right recruiting firm in Hong Kong?
How can Michael Page help me hire?

Why partner with a recruitment agency in Hong Kong?

Before exploring specific agencies, examine the strategic advantages and recruitment services they offer employers:

Access to a broader talent pool

Agencies tap into networks and passive candidate pools often beyond the reach of traditional job postings. This is particularly crucial in competitive sectors or for niche skill sets.

Comprehensive screening process

Through pre-employment assessments, skills testing, and thorough vetting like these candidate verification processes conducted by Michael Page, agencies ensure only the most qualified candidates reach your desk. This significantly reduces the risk of mis-hires and improves quality-of-hire metrics.

Tailored recruitment solutions

Leading recruitment agencies offer customised recruitment strategies designed to meet the unique needs of businesses. Rather than a one-size-fits-all approach, recruitment consultants assess factors such as company culture, workforce demands, and industry-specific challenges to create bespoke solutions.

Whether you need permanent hires, contract staffing, executive search, or project-based recruitment, recruitment agencies provide flexible options that align with your hiring goals.

This adaptability ensures companies can efficiently scale their workforce, navigate market fluctuations, and secure top talent suited to their business needs.

Speak with a recruitment specialist

End-to-end recruitment process management

A recruitment agency manages the entire recruitment process, from writing job descriptions, coordinating interviews, candidate screening, and collecting post-interview feedback to handling salary negotiations and supporting onboarding. This frees your internal human resources (HR) team to focus on strategic talent acquisition initiatives.

Reduced time-to-hire

In today’s fast-paced business environment, agencies can significantly accelerate your hiring process while maintaining quality standards.

Industry expertise and local market insights

Reputable recruitment agencies possess in-depth knowledge of specific sectors, providing valuable insights into salary benchmarks, hiring trends, and competitive packages.

While some agencies offer recruitment across multiple functions, others operate as specialist professional recruitment consultancy focused exclusively on one area, such as technology recruitment. These varying levels of specialisation and industry knowledge help you position your opportunities effectively in the job market and choose a recruitment partner that best matches your hiring needs.

What’s the difference between human resources (HR) consulting firms vs. recruitment agencies?

While recruitment agencies focus on filling job vacancies by sourcing and placing candidates, HR consulting firms offer a broader range of strategic services. These offer workforce planning, talent management, employer branding, policy development, and organisational restructuring.

A recruitment agency is the right choice if you are looking to hire the right talent efficiently. However, an HR consulting firm may be more suitable if you need long-term HR strategy guidance, such as improving employee retention, restructuring teams, or enhancing workplace policies.

Understanding this distinction can help businesses choose the right partner for their workforce needs.

Top recruitment agencies in Hong Kong

While numerous recruiting agencies cater to the Hong Kong job market, some recruitment companies have distinguished themselves through their extensive networks, specialised expertise, and proven track record. Here are a few prominent hiring firms in the recruitment industry:

Agency	Notable specialisation	Strength
Michael Page	Banking, Legal, IT/Tech, and more (See full list.)	Provides end-to-end recruitment by sector-experienced recruiters with large candidate databases.
Page Executive	Hiring for C-suite roles like CEO, CFO, etc.	Board-level executive search led by senior consultants with global reach and bespoke strategies.
Adecco	Accounting/Finance, Banking, Engineering, etc.	Matches candidates with start-ups and MNCs, giving employers access to wide talent networks.
Hays	Construction, Engineering, HR, etc.	Recruitment across permanent, contract, and temporary roles, plus senior executive search.
Randstad	Legal Support, Supply Chain, Property and Real Estate, etc.	Offers staffing across all contract types, career coaching and outsourcing solutions.

Michael Page

Since its founding in London in 1976, Michael Page has evolved into a global recruitment powerhouse with 140 offices across 36 countries. As PageGroup’s flagship brand, the company established its foothold in Asia in 1994 with the Hong Kong office.

Today, Michael Page Hong Kong leverages its extensive global reach and deep sector expertise to deliver mid-management to executive-level recruitment solutions across diverse industries.

The company also publishes an annual Talent Trends report, providing valuable local and Asia Pacific market and industry insights to help employers, hiring managers, and job seekers navigate the evolving employment landscape.

Services: Through its strong focus on industry specialisation, Michael Page employs a unique approach where recruiters are former professionals from the sectors they serve. This industry expertise enables consultative partnerships with clients and strategic hiring processes.

For instance, finance sector recruitment is handled by former finance professionals, ensuring deep understanding of client needs and candidate assessment. This approach, combined with their global network, helps businesses secure top-tier talent for mid-management to leadership roles.

Specialisations: In Hong Kong, Michael Page demonstrates its commitment to specialised recruitment solutions through its expertise across a diverse portfolio of industries, including::

Speak with a Recruitment Specialist

Page Executive

As part of the PageGroup, Page Executive focuses exclusively on executive search and handling board-level and senior management appointments. They offer bespoke recruitment solutions for talent acquisition, leveraging extensive research and a global network of senior consultants

Adecco

Established in Hong Kong in 1996, Adecco is a Swiss-French recruitment firm with 5,200 branches across 60 countries. The agency serves organizations from large corporations to startups across various sectors.

Specialisations: Accounting and Financial Services, Banking, Engineering and Technical, Education, Event and Exhibitions, Human Resources and Administrative Support, Information Technology, Industrial, Logistics and Supply Chain, Retail, Sales and Marketing.

Services: Adecco connects employers with potential candidates through their extensive network, serving both entry-level job seekers and those seeking career advancement.

Hays

In the realm of global recruitment, Hays is known for its comprehensive suite of employment services. It was established in 1968 as the Career Care Group, acquired by Hays PLC in 1986, and launched its operations in Hong Kong in 2006.

Specialisations: Accounting and Finance, Banking and Financial Services, Construction, Engineering, Human Resources, Insurance, Legal, Life Sciences, Manufacturing and Operations, Marketing and Digital, Office Professionals, Property, Procurement, Supply Chain, Sales, and Technology.

Services: Hays provides tailored recruitment solutions with particular expertise in senior role placements.

Randstad

Randstad has been established in Hong Kong since 2009. It is globally recognised for providing various HR services across multiple specialisations, including executive search, contracting services, and more.

Specialisations: Accounting and Finance, Information Technology, Banking and Financial Services, Life Sciences, Sales, Marketing and PR, Legal Support, Supply Chain and Logistics, Property and Real Estate, Construction and Property, Engineering, Administration, Business Support, Sourcing and Procurement, Retail and Human Resources.

Services: Randstad provides permanent, temporary, and contract staffing solutions, along with career coaching and talent outsourcing services.

Unsure how to kick off a partnership with a recruitment agency? Explore our step-by-step guide for a seamless start – or connect directly with our team to get tailored support.

How to choose a recruitment agency in Hong Kong

Your choice of recruitment agency can significantly impact your hiring success. Consider these critical factors:

Industry specialisation: Does the agency demonstrate proven expertise in your sector with a strong track record of successful placements?
Service scope: Evaluate their full range of recruitment services - from initial screening methods to post-placement support. Do they offer the comprehensive support your organisation needs?
Process quality: Assess their candidate assessment methodologies, feedback mechanisms, and quality control measures. How do they ensure candidate quality?
Market presence: Consider their geographic reach, network strength, and presence in your target hiring locations.
Client portfolio: Review their existing client base and ask for specific success stories in your industry.
Technology and innovation: Evaluate their use of modern recruitment tools and technologies to ensure efficient processes.
Track record: Request client references and placement success rates to verify their market reputation.

How can Michael Page’s recruitment services help me?

At Michael Page, our reputation as a global recruitment agency is built on decades of successful talent placements and a team of seasoned industry experts.

Whether you’re an enterprise striving for the perfect addition to your team or a professional seeking a new career chapter, we have the expertise to guide you. Businesses keen on streamlining their hiring process can contact us directly and engage with our recruitment connoisseurs.

Making the right recruitment choice

A well-matched recruitment firm can be a game-changer for your hiring strategy. Whether you need niche talent, executive leadership hiring, or high-volume hiring solutions, the right partner will save time, reduce costs, and help you build a high-performing team. This guide provides a starting point for finding the recruitment agency that best aligns with your organisation’s needs.

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How to identify resumes created by AI or ChatGPT

Simone Wu — Mon, 23 Dec 2024 06:38:34 +0000

How to identify resumes created by AI or ChatGPT Simone Wu

So, how do you differentiate between a resume penned by a human and one by a machine? For one, look for subtleties. Algorithms often miss the nuances that come with human experience.

They may cram in job-specific jargon but miss the mark on the emotional intelligence that can only be conveyed through human words.

To increase your chances of identifying AI resumes and weeding them from the recruitment process, here are some things to note:

How to identify AI-generated resumes

1. Identify uniform, repetitive language

AI-crafted resumes frequently resort to monotonous and repetitive expressions. These documents are shaped by expansive data algorithms that inherently include recurring language structures, specific phrases and keywords. For instance, you may encounter the phrase, “I am a highly motivated and results-oriented individual,” echoed multiple times in an AI-powered resume.

2. Look for generic language

An AI-generated resume often uses generic language and all the “right words” that could apply to anyone in a particular field. Phrases such as “Possessing strong analytical and problem-solving skills” may surface, but without the substantive examples one would expect from a human applicant.

“AI-generated resumes often sound like generic job descriptions. They would contain very general action words without tangible or relevant information,” adds Imeiniar Chandra, Regional Director at Michael Page Indonesia.

3. Look for a lack of personalisation

AI-generated resumes often lack the personal touch that a human writer would bring to the document. For example, an AI-generated resume might not mention the specific job that the applicant is applying for or the skills and experience that are relevant to the position.

4. Look for unnatural sentence structures

AI resumes may occasionally betray themselves through awkward sentence constructions. Rooted in machine learning algorithms, these documents are trained on text datasets that may not strictly adhere to conventional grammatical norms.

Here are some examples:

Disconnected phrases: “In my previous role, I increased sales and adept in Python.”
Ambiguous statements: “Experienced in tasks, I have done many.”
Overly formal language: “Utilised my competencies to effectuate revenue augmentation.”
Illogical sequences: “Fluent in English, Bahasa, and JavaScript.”
Redundancy: “I am a person who is highly skilled in programming and also I have programming skills.”

5. Review by multiple people

A multi-faceted review and selection process involving several team members can offer invaluable insights into a resume’s authenticity. For enhanced scrutiny, consider including individuals who have honed their resume evaluation skills before the ChatGPT era.

6. Use an AI content detector

In the battle against AI-powered resumes, consider using machine learning countermeasures. Screening tools like Sapling AI Detector and Copyleaks are not merely surface-level scanners; they delve deep into the text, identifying language patterns, flagging unnatural sentence structures, and even sniffing out plagiarised content.

7. You be the judge

If you are a seasoned hiring manager or recruiter, you already possess a treasure trove of insights from hiring processes in the era before machine-generated resumes flooded the job market.

Your firsthand experience can serve as your best sensor. When the language of a resume appears too polished or utilises almost perfect phrases, it could very well be the handiwork of AI algorithms.

The future?

As AI continues to transform the hiring process, expect to see more AI-developed resumes flooding your inbox. In this AI-dominated world, the resume game has clearly changed. It’s time to adapt or get left behind.

AI is here to stay; if you can’t beat them, join them. But first, learn to identify them. Consider this your cheat sheet in the era of the AI-driven resume revolution. Welcome to the future; it’s written in algorithms.

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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Simone Wu

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How to hire to improve gender diversity in the workplace

Simone Wu — Fri, 08 Mar 2024 18:22:00 +0000

How to hire to improve gender diversity in the workplace Simone Wu

A commitment to improving the balance of gender diversity and inclusion in your workplace is a direct investment in your company culture.

A gender diverse workforce has a healthy balance between men and women employees in all levels. This creates an inclusive culture and environment that increases employee productivity and job satisfaction.

Businesses that place importance in promoting gender diversity also creates innovative solutions to complex business challenges.

Despite the benefits of gender diversity in the workplace, there is still a lot of work to be done.

Women's emotional intelligence: a boost for successful leadership

The COVID-19 pandemic has accelerated attitudes toward flexible working, innovation, transparent leadership, the need for more diverse perspectives and empathetic management. 

Improved gender diversity and inclusion brings improved workplace culture

The post-pandemic work-related cultural shifts are particularly relevant when advancing gender equality at work.

The Australian Institute of Management (AIM) highlights emotional intelligence and adaptability as essential for “human-centred leadership” – a style that fosters inclusive cultures and drives stronger outcomes in gender diversity in the workplace.

These qualities are associated more with female leaders than their male counterparts, a shift away from traditionally masculine traits towards capabilities.

Find your great next hire

Thriving businesses care about gender diversity and inclusion

In fact, companies who are active in supporting gender diversity are the most highly trusted as they are 1.4 times more likely to have gender diversity targets in their chief executive compensation plans, according to PwC's 25th Annual Global CEO Survey report. 

This explains the findings on how hybrid models and digitalisation are helping to narrow employment gaps and support women’s workplace advancement, though disparities remain.

Addressing the needs of female employees

Female leaders are also increasingly vocal about what they need to thrive. Boundary-setting (31%) and flexibility offered by the company (19%) are rising priorities, especially as more women take on leadership roles in hybrid environments.

When organisations listen, respond and actively demonstrate sustained progress – with mentorship, transparent pay equity strategies and inclusive leadership – they see stronger results across the board.

By embedding emotional intelligence into leadership, businesses strengthen not just individual performance, but long-term organisational resilience – making real progress on diversity and inclusion and gender diversity in the workplace.

An increase in women leaders

Despite all the efforts toward gender parity, women are still underrepresented at every level of the corporate ladder, with the gap becoming more significant at senior executive levels.

According to the McKinsey’s Women in the Workplace 2024 Report, women hold 48% of entry-level roles in U.S. companies, though global figures remain closer to 46%. At the managerial level, women represent 39% of roles in the U.S., with global representation of women in senior levels ranging between 31.7% and 33.5%.

Women now occupy 34% of VP positions and 29% of SVP roles in U.S. firms. At the C-suite level, women hold 29% of executive roles in the U.S., while global CEO representation remains significantly lower, hovering between 9% and 10.4%.

Regional perspectives on employer efforts

While global statistics show gradual progress, employee perceptions of these efforts vary across markets. Our 2025 Talent Trends Hong Kong Report reveals notable differences in how female professionals view their employer’s gender equity initiatives:

APAC region: 55% of female professionals are satisfied with their employer's efforts on female leadership representation, with 22% dissatisfied and 23% neutral.

Hong Kong: In contrast, only 43% of female professionals express satisfaction with their employer's female leadership representation, while 22% are dissatisfied and 35% remain neutral.

This 15-percentage-point gap in satisfaction between Taiwan and the broader APAC region suggests that organisations in Taiwan may need to accelerate their efforts or improve communication around their gender diversity initiatives.

The good news is that there is steady progress in female representation in the diverse workforce. According to the 2024 Women in Business report by Grant Thornton, women held just 19% of leadership roles globally in 2004. That number rose to 31% in 2021, 32% in 2022, 32.4% in 2023, and 33.5% in 2024.

While the pace of progress may seem slow, it is still encouraging – especially in a post-COVID landscape where many companies faced headcount freezes and budget cuts. Momentum is key, and the latest data suggests that the corporate world is gradually moving toward greater gender parity.

Speak with a recruitment specialist

Why hiring female talents require a strategic approach

Companies need to strategise effective approaches to attract top female talents into their organisation bearing in mind the current barriers that hinder gender equality at work.

Networking gaps limit leadership opportunities

Women tend to network with other women. Given that currently men significantly outnumber women in senior leadership roles, women face barriers of having less access to mentorship and sponsorship from senior leaders, which is a critical gap in inclusive leadership as pointed out in a report by PwC.

Confidence barriers affect women’s advancement

Many women still feel hesitant to speak up against workplace norms in their day-to-day experience at work – and that might come down to confidence.

Key findings from a UK study on gender gaps in remuneration, promotion and career progression found that only 36% of women feel empowered to perform at their best.

The report also highlights a persistent gap in how recognition is perceived: women often look to the visibility of their day-to-day work as a source of validation, while men tend to place greater value on company culture.

Home responsibilities drive women out of the workforce

Shortly after the COVID-19 pandemic, many working mothers have considered exiting the workforce and downshifting their careers due to childcare responsibilities.

Despite businesses across many industries starting to implement workplace flexibility to address this issue, women continue to feel burdened by familial obligations on top of their work.

A 2025 gender equality report by GeoPoll highlights that women remain less satisfied with work-life balance (30% vs. 34% of men) and more likely to anticipate worsening conditions.

Organisations must align hiring with DE&I goals

At the end of the day, companies want to build a diverse workforce by hiring more female leaders. Organisations should continuously assess and reassess their best practices for gender diversity, and by extension, diversity and inclusion.

While it begins at the recruitment level, corporations need to develop an awareness of Diversity, Equity, and Inclusion (DE&I) and decide how to deliver diversity targets at the workplace, as this would contribute to talent retention in the efforts of building diverse teams, according to Rani Nandan, Diversity, Equity, and Inclusion Director at PageGroup APAC.

Through enough diversity training, recruiters may identify and consider excluding non-essential criteria and referencing broader capability requirements to avoid disproportionate focus on professional qualifications.

Long-term gender diversity requires systemic DE&I integration

Though it looks like there is still a long way to go to improve gender equality and equity in the workplace, companies need to look at ways to achieve the greatest impact for a gender-inclusive workforce.

The key is to integrate DE&I policies and commitments into the business framework to bring about true cultural change – such as expanding mentorship through formal sponsorship programmes, redesigning flexibility models to better support women’s work-life balance, and conducting data-driven audits to address promotion and equal pay.

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Practical hiring strategies to improve gender diversity in the workplace

There are a few ways to kickstart the promotion of gender diversity in the workplace during hiring.

1. Provide training on inclusive hiring practices

The impact of gender stereotypes and unconscious biases exists, and it can come from anyone – even from those affected by it, particularly women.

Therefore, it is vital to actively train recruiters, hiring managers and senior leaders who participate in hiring, from those responsible for writing job advertisements, to interviewing and making hiring decisions. 

“We have a mandatory training course, which is extensive and comprehensive to educate our employees on eliminating unconscious bias when pre-screening and interviewing candidates,” shares Olga Yung, Managing Director at Michael Page Hong Kong.

She adds, “We cover unconscious bias, finding diverse talent, creating inclusive job descriptions, inclusive shortlisting, and inclusive interviewing practices.

The modules give an in-depth analysis and explore different scenarios, followed by tests that require a 100% passing rate before moving on to the next module.”

To aid interviewers to reduce bias, companies could create a defined job criteria checklist when screening job seekers, and hiring decisions should be made against this list, with any additional notes or performance ratings to be added in a separate section. 

Olga elaborates, “The interview process must be standardised, fair, and consistent. The questions we ask the candidates must be structured to be evidence-based. There is an expectation of the consultant being able to manage their personal bias.”

“We have a very systematic system of record notes from the interviews, which indicate the correct information presented by the candidate. We ensure we create the right interview environment, ask the right questions, practice active listening skills, make verbatim notes, and classify and evaluate the [feedback].” 

2. Implement interview panels with a diverse set of interviewers

It is critical to have a diverse panel of interviewers in order to catch interviewer bias early on. If your company uses external recruiting agencies, it is important to check in with them to see how they handle diverse hiring. 

At the hiring manager or talent acquisition manager level, the company could make a regulation that there should always be two hirers present at every interview who demonstrate equal participation throughout the interview process.

To eliminate gender bias, one interviewer could interview for technical skills, while the other could focus on behavioural ones. 

With two people accessing an interviewee, you will get different, or similar, professional opinions, which can lead to a fairer and more objective perspective on the applicant.  

For senior role interviews, it is even more crucial to have an interview panel that reflects diversity in ethnicity and gender identity.

This approach fosters a gender-inclusive environment and enhances the company's image as committed to improving diversity and eliminating gender disparity, which can positively impact the candidate's view regardless of the interview outcome.

3. Make job advertisements more inclusive 

Creating an inclusive workplace culture starts at the very beginning – by attracting a gender-diverse talent pool from the moment the job posting goes live. Here are a few things to note when crafting an inclusive job post:

Audit and update job descriptions for inclusive language

It is very important for hiring managers to be aware of gender-biased language in job posts. Certain words in the descriptions can affect job appeal for women in terms of personal skill and belongingness.

Even one word can make the difference between attracting female applicants and turning them away. 

For instance, words like "dominant", "self-reliant" and "analyse" are perceived as more masculine, while words like "serves", "dependable", "collaborate" and "consider" are considered female-trait words, according to this journal. 

Skip the nice-to-have requirements and stick to the must-haves

78% of women's reasons for not applying, have to do with believing that the job qualifications are real requirements, according to a Harvard Business Review survey.  According to Nandan:

Recruiters may consider excluding non-essential criteria and reference broader capability requirements to avoid disproportionate focus on professional qualifications.

There can also be a reduced focus on required qualifications and experience, and more emphasis on the objectives of the role.

4. Demonstrate a commitment to true inclusivity

Add a statement to show your organisation's commitment as an Equal Opportunity Employer that expresses the company's approach to diversity, equity, and inclusion, providing support, equal opportunities to career advancements and reasonable adjustments to all.

Nandan adds, go further by including family-friendly benefits like flexible working arrangements and parental leave.

Gender diversity in the workplace goes beyond the hiring process

Hiring with gender diversity in mind is only the beginning. Once your company has onboarded female talents, it is crucial to support them with career advancement opportunities, mentorship, and leadership pathways.

Over time, consider intersectionality factors to sustain healthy gender diversity. For example, be mindful of bias or preferential treatment based on a female employee’s appearance, ethnicity, beliefs, sexual orientation, or gender identity.

You will also need to assess internal processes like performance reviews and promotions to ensure they are equitable, transparent, and free from any conscious or unconscious unfair treatment within your team.

Organisations that build true cultures of inclusion tend to see better retention, stronger morale, and a more compelling employer brand

Try our free Gender Decoder tool

As advocates for equality and innovation, we understand the vital role language plays in shaping workplace culture and fostering diversity.

Start your journey towards a more equitable workplace today with our free Gender Decoder tool – a powerful resource designed to highlight gender bias in your job ads.

Our tool scans job posts, identifying gender-coded language to ensure inclusivity for all applicants. By embracing neutral language, you not only attract a wider pool of talent but also cultivate an environment where everyone feels valued and respected.

Further reading:
11 traits you need to be a highly effective leader
How to attract more women to the STEM industry
How employers and employees can match their priorities

Simone Wu

Why candidate experience matters and how to do it well

Simone Wu — Wed, 11 Jan 2023 03:09:18 +0000

Why candidate experience matters and how to do it well Simone Wu

The competition for the job market is heating up and as the fight for top talent gets more intense, so has the focus on two of the most important words that can set businesses apart from the rest: Candidate experience.

Now that information – both positive and negative – about companies is more readily available, and that candidates are less restricted by geography, the increasingly competitive job market has meant that every aspect of the hiring process matters now more than ever.

Building an engaging candidate experience requires thinking about every step of the journey to ensure that the message is consistent across the board — and ultimately, that your company is one worth working for.

According to Michael Page’s Talent Trends 2022: The Great X Report, there has been a wave of resignations in Hong Kong as 42% of our respondents have only been at their current job for less than two years. Our research also found that 76% of respondents will be looking for new career prospects over the next six months.

With the pandemic forcing home life and work-life into the same physical space, people now view their work and lives more holistically. Employees are re-evaluating what constitutes quality work, and they want it to be purposeful.

According to our findings, 69% of respondents in Hong Kong are willing to accept a lower salary or forgo a pay rise or promotion for better work-life balance, overall well-being and happiness.

What does all that have to do with the candidate's experience?

As the first-stage job seekers interact with your company, the candidate experience is highly crucial because it immediately influences their decision to apply to your company and subsequently, accept your job offer should they be selected. There are, however, still businesses that do not fully appreciate the sizeable ripple effect of the candidate experience.

An astonishing nine out of 10 respondents surveyed for our Talent Trends 2021 report recounted frustrating experiences during the interview stage, and more than half of them stated that these dissatisfactions would eventually affect their decision to accept a job offer.

When candidates have multiple job offers, they tend to go for the employer that made them feel welcomed during the interview experience, and many times, it is not necessarily the offer with the best remuneration.

What makes a great candidate experience?

The application process: Creating a better candidate experience requires businesses to review their recruiting process from pre-application to onboarding. To start, make your candidate’s job search process as fuss-free as possible.

This means ensuring that your company website’s careers section and job descriptions are clear and straight to the point while keeping your online job application process seamless.

Making your careers page engaging and as easy to find as possible, while giving clear application instructions, are also practices you should implement.

The way hiring personnel communicates: Following that, the way the company's recruiters, HR personnel or hiring manager communicate with candidates for their job interview contributes to the candidate experience as well. This refers to the phone or video call to the candidates, and the way interview details are communicated.

The interview: The interview process can be tricky to navigate. The three most common frustrations faced by candidates are a lack of follow-up; a lack of transparency regarding job expectations and remuneration; and an unnecessarily long and tedious interview process.

Candidates don’t enjoy feeling left in the dark, and a lack of communication is frustrating. Respecting the candidate’s time with the right number of interviews and following up quickly absolutely impacts their overall experience.

According to Google’s oversight of its own hiring process, four interviews are more than enough to make an informed hiring decision — all you have to do is ask the right questions. Those who make it through should be kept updated on the remaining steps of the interview, such as who will be carrying out the interview or what test assignments can be expected.

The candidate experience has never been more important, now that hiring in most parts of the world has moved online. In fact, 86% of organisations made the switch to virtual interviews during the COVID-19 pandemic, which has forced businesses to rethink how they can connect and provide information to candidates to the same extent as they would for physical, face-to-face interviews.

Giving candidates projections for the business, both during and after the pandemic, can also help establish trust and prevent blindsiding in the future. Making digital interviews convenient by utilising video technology, and closing the loop with regular check-ins and feedback, can eliminate any gaps in communication.

After the interview: The way a company follows up after a job interview significantly affects the candidate's experience too. Candidates talk to each other, especially when they are from the same industry, and you want them to recommend your company to others, or even apply for another job in the future. Whether an organisation extends a job offer to the candidate or not, it is crucial for the company to provide clear and timely feedback.

Rejected candidates who had a poor experience will also likely tell others, creating negative publicity that will affect your ability to attract potential talent in the future.

Glassdoor has also found that its users read at least six reviews before forming an opinion of a company. In addition, 70% of job seekers now look to reviews before making career decisions.

Research by Talent Board, a not-for-profit organisation focusing on candidate experience, revealed that as many as 35% of job candidates who had a bad experience with a company shares it via social media, as well as by writing reviews on Glassdoor and Indeed— so a candidate’s experience will often travel quickly via word of mouth.

Being consistent from pre-application to interviews and finally, the moment when the candidate officially joins the team is indicative of how a company truly values its people. The onboarding process plays just as important a part in the candidate experience as the other stages of hiring.

A good candidate experience contributes to a strong talent brand

The candidate experience is important, and that’s not only because 65% of candidates say a bad interview experience makes them lose interest in the job. It’s also a major component of employer branding: how companies treat their employees can define their brand and reputation for years to come.

Interviews are innately awkward since they are essentially intimate conversations with a complete stranger. Because the candidate is in a vulnerable position, taking some time to make them feel more comfortable during the interview will make them want to tell other people about their experience.

Shift your communication with candidates to better align with their priorities. Interviews should no longer be treated as grilling sessions — they must evolve to become conversations that map out mutual interests, values and passions.

Companies that can relate to a candidate’s desired purpose will find it much easier to convince people to join them when competitors are outspending them.

A strong candidate experience is good for business

Revenue is another reason why the candidate experience is so crucial today. Businesses that fail to provide the same experience for their prospective candidates as they do for their customers are costing some companies millions in lost revenue.

Virgin Media, for example, receives 150,000 applications every year, but only hires 3,500 of them. Because of lapses during the interview process, 7,500 of these applicants in 2015 were sufficiently upset enough to cancel their contracts and sign up with Virgin Media’s competitors instead, costing the company US$6 million in lost revenue each year.

The company updated its hiring process to focus on creating a candidate experience so positive that it would even attract new customer opportunities from the people it engaged with, despite not landing the role.

Just as a company assesses the suitability of a candidate, job seekers are always evaluating whether the company is a good fit for them. By grasping the importance of a candidate’s journey and designing the recruiting process around respect, trust and welfare, firms are sharpening their competitive edge in the burgeoning job market.

Discover the latest in our 2022 Talent Trends report, The Great X. This survey report covers what hiring professionals need to know to address talent attraction and retention for the year ahead. It also highlights a change of times in the hiring outlook as job candidates and employees now prioritise their well-being more than ever. Download our report to find out more.

Michael Page

Should you hire a contractor for your company?

Simone Wu — Tue, 21 Sep 2021 04:25:56 +0000

Should you hire a contractor for your company? Simone Wu

When you have several big projects coming up or a headcount has opened up, should you hire a contractor or get a new employee? Is your workforce scaled for growth, or will it remain steady?

What is a contractor?

Contractors are independent professionals or businesses who offer their services to other companies for a set fee over a fixed period. They are hired by other firms to complete a function over an agreed period and are not employees of those businesses.

They can be a one-person operation or can be part of a company that manages contractors. Contract workers negotiate their own fees and working arrangements, and can work for more than one client at a time. They are also sometimes called freelancers or temporary workers.

How does hiring a contractor add value to your business?

A contractor does more than plugging a gap for your business. When you tap into the expertise of contractors, you are helping to grow your business too.

A fresh perspective and access to skills

While you may hire a contractor for a specific project or as a stand-in for staff on extended leave, contractors can bring a fresh outlook based on their experiences at different workplaces.

“Experienced and specialised contractors have a wealth of experience across different projects, companies, and industries,” says Marlinda Zulkifli, Head of Page Contracting Malaysia. They bring new ideas and introduce new ways of working to your team, enabling your existing staff to learn and think differently.

On top of that, contractors are motivated to succeed as they build their reputations through their projects. They are results-driven, and positive feedback will help them get more projects in the future.

Lower overheads

You don’t need to provide employee benefits like employer taxes, medical bill compensation, transport allowance or pension for contractors. And therefore, hiring contractors is more cost-effective than hiring permanent staff.

When should you hire a contractor?

Aside from filling in for full-time staff on extended leave, contractors are suitable for seasonal projects requiring more personnel. If you are testing a campaign where demand is uncertain, hiring a contractor would be appropriate as well.

If time is of the essence, you could consider hiring contractors first. Contractors or temporary employees can help fill the gap and provide an interim solution. This arrangement would afford you time to decide before recruiting the right full-time candidate.

However, if you are looking to build a team, having contractors would not be suitable. This is because you want to create stability in the team, and using contractors to fill vital gaps can distract new staff.

Contractors are short-term hires, and you should not rely on them to help you develop the business. While temporary employees can add value to your company, they do not add to the core value of the business in the long run.

So, if you find yourself extending the contract of your contractors,again and again, that would be a telltale sign that you most likely need a permanent staff for that role. Nonetheless, having a network of reliable, skilled contractors on your contact list is essential in the event that you need extra help.

Looking to work with contractors? Contact our recruitment consultants to connect with the top contractors in your industry.

Simone Wu

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