recruiter guide to asia pacific

7/29/2019 Recruiter Guide to Asia Pacific

1/13

Asia Pacific

Recruiter guide to... www.recruiter.co.uk

CONTENTS

Region looks full of 34recruitment promise

Connected Group 37Opinion

Simply Recruitment 38Opinion

JPA Opinion 41Antal Opinion 43

Economies in the West still seem to be licking theirwounds from the aftermath of the global financialcrisis. Despite positive signals, overall growth istentative to say the least, as business remains waryof the fragile state of the Eurozone and theinflation-making price of oil due to the situationin the Middle East.

The Asian tigers, by contrast, appear tohave woken from hibernation and areroaring at the world to come and join intheir growth. Countries such as HongKong, Singapore, Vietnam, Taiwan,Thailand and of course China arewitnessing a boom in the recruitmentmarket and need experienced recruitersto help them meet their challenges.

Recruiters Guide to Asia Pacific opensup the world of recruitment in theregion and reveals the good and thebad points of working out there.Read their experiences and decide if thecrouching tigers can unleash your hidden

dragon...

DeeDee DokeEditor, Guide to Asia Pacific

339 March 11 Recruiter


2/13

Recruiter guide to... www.recruiter.co.uk

34 Recruiter 9 March 11

I

ts the heat that hits first: ablast that causes a sharpintake of breath in any

European visitor stepping offat a South-East Asian airport. Andits not just the air thats hot, forwhile the UKs economy is frozenin near recession, Asia Pacificswealth and recruitment sector arerising like mercury.

Last year the regions economyexpanded by 8.6%. It ispredicted that during 2011, AsiaPacifics rush for growth willbarely break stride at 7.6%.

Its going gangbusters.Recruitment here is an incrediblydynamic industry, says StevenYeong, of Singaporean

recruitment training consultancyHof. Yes, the credit crunch hit theregion, but within four months theeconomy was growing againacross a range of sectors IT,financial services, manufacturing,green tech.

Asia Pacific is growing at anincredible rate, adds JohnHunter, who has worked acrossthe region and is now developinga presence there for RedgravePartners. Its driven in part bythe global shift of power fromNorth America and Europe, and

partly because recruitment hereis still a relatively immaturemarket.

Although the regionsrecruitment market is spreadacross more than 20 countriesmost high-level work is handled

Asia Pacific

Region looks full of

recruitment promiseProspects for recruiters seem to be nearly as hot as the regions manycountries.Kurt Jacobs investigates what the reality is for recruiterslooking to relocate and where the best opportunities are

L


3/13

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4/13


5/13379 March 11 Recruiter

OPINION

Mathew Gollop, Group Managing Director of ConnectedGroup talks about the

region and the companys growth and challenges

Asia Connection The markets inAsia are currently booming

I

arrived in Hong Kong in February 2001 to join

ConnectedGroup. My plane landed as the dot

com bubble burst, and following the amanagement buy-out 12 months later, which I

led, we weathered a prolonged downturn which

included the impact of SARS. By 2003 a

significant corner was turned, where we began

a growth trajectory from seven people in one

office to eighty five across five offices which

gave a geographical reach of Asia and the

Middle East by mid 2008. The recent Global

crisis has again brought its challenges which

have been overcome by acquiring new investors.

This enabled us to rebuild and also restructure to

become our strongest team yet with an

exceptional and optimistic outlook as we ride the

upturn. ConnectedGroup as now at a moment in

time one of those points in history where it can

be a career defining choice to be involved.

Running ConnectedGroup has given me the

opportunity to work across a broad range of

industry verticals including banking

(investment and commercial/retail),

manufacturing, supply chain, consumer,

technology, healthcar e and professional

services to name a few which have then

cascaded down into fully operational

practices. This has given me a good overview

of how the region is structured in terms of

industry focus in addition to the cultural

differences that exist.

The region offers a real opportunity to truly

consult as opposed to simply transact

business. Emerging markets by definition are

highly entrepreneurial and with a commitment

to build ing meaningf ul relat ions hips andseeking to add value at every turn the results

are rewarding. As an example, in the last

month we have:

sat at the Boardroom table with a multi-billion

(US$) Hong Kong company on a global

acquisition spree, we worked exclusively on

hiring across the top tier of three new

additional organisational charts.

worked closely with a new China focused

private equity fund which aims to be worthUS$20bn in value in 10 years, and started

hiring the core operational team.

advised a 65m pre-IPO ecommerce business

on how to structure their management team

and, as a result, received exclusive searches

for two roles and gotten a foot in the door to

grow with the business and work directly with

the founder.

In order to meet our goal of growing to 200-250

staff in the next three years our leadership team

needs to be released and enabled to bring

significant value as both people and business

developers. This is why we are working on

evolving our internal talent plus recruiting current

and future leaders that will help us shape the

future. If you work for a big brand then the name

above the door tells you what you need to know

about the culture at ConnectedGroup we are all

involved in defining the culture for ourselves.

We look for people that are motivated by how

they can develop thei r career as opposed to

just the opportunity to work overseas. The

markets are busy but they are highly

competitive and need people with that

commercial edge to really make a difference.

We generally recruit more experienced

consultants and this translates into the quality

of our delivery and how we are perceived by

our clients. Our company page on LinkedIn

shows that 60% of people at ConnectedGroup

possess five to10 years experience compared

to 38% of simi lar companies. Operating in an

environment of experienced peers makes a

big difference to your personal development.

Asian markets are challenging in many ways.

You need to be professionally aggressive without

being personally aggressive and have an open

mind to understand some of the cultural

subtleties that shape the business dynamic.

Hong Kong and Singapore are amazing places

to live being convenient , safe and l ively. With

access to such a diverse range of social,

historical and natural experiences very few

places in the world compare. Combine this

with the highly competitive tax environment

and if you can deal with the distance from

home then its hard to think why you would be

anywhere else right now.

Mathew Gollop, Group Managing Director, ConnectedGroup

T: +852 3972 5874 F: +852 3972 5897 E: [email protected]

Visit us at www.connectedgroup.com


6/13

COMMUNITY CONTENT


OPINION

Jackie Rees, Simply Recruitment

Asian FocusOverview of Marketplace and Sectors

I

f youre considering a move to Asia then there

is no better time. As a recruiter youll be

delighted to hear that whilst Asias economytook a big dip during the recession, it was

amongst the first to recover.

So why Asia?

There are many good reasons to explore the

Asian market for your next career move. There

is certainly money to be made but its not all

about the money. The Asian market is typically a

little less mature and that creates opportunity.

What that means to you is the chance to operate

at a more senior level than youre exposed to in

the UK, to be more consultative and less

transactional with your clients and to enrich your

career and life by spending time in a completely

different culture. Other benefits include the

opportunity to be central to a whole new

continent to explore in your free time and lets

not forget the climate!

But what does working in Asiareally mean to a UK recruiter?

The biggest difference is of course the culture

and what that means to you is that you will

need to be sensitive to the differences and be

happy to adapt your style accordingly. Sincethe recrui tment market is less mature and far

more relationship focused, if you are a hard-

nosed recruiter who wants everything

yesterday, it might not be for you. If on the

other hand you understand that relationships

take work and time but can result in a loyal

and committed client base, this could be the

perfect next step to springboard your career.

The income tax levels are another major

attraction to the UK recruiter. For example in

Hong Kong its a flat rate of 15% and in Singapore

theres a sliding scale up to a maximum of 20%.

Cost of living is fairly high but you can still enjoya great standard of living. And its not just the

place for single people; families also relocate

and settle well too.

What about the language andhow dominated is therecruitment industry withWesterners?

The senior management level within recruitment

in Asia is fairly top heavy with Westerners but

below that theres a fairly even split between

locals and expats. Most businesses work hard

to gain a balance and in an ideal world their staff

would all speak the local language. Its easier

for English speakers in Singapore than places

like Hong Kong, but certain industry sectors

throughout Asia can accommodate them more

readily. However, not speaking the language will

not get in the way of success if you are able and

willing to overcome the cultural sensitivities: it

might just take a bit longer.

Who is in demand and where

are the opportunities?Experienced recruitment consultants are

highly sought after and in Asia theres also a

shortage of strong mid to senior managers. In

fact, Asia has been struggling with talent

shortages for 15 years and its still one of the

major constraints to business growth. You will

need to have at least three years solid

recruitment experience and since so much of

the economies GDPs are made up of Financia l

Services, a background in this area will be

highly sought after. Other areas in demand are

IT and T, Digital, Sales, Marketing and Legal.

Solid experience really means that you candemonstrate your knowledge in your market

sector and have a steady track record of

developing business within it. For all overseas

hires a stable employment background is

necessary although there is obviously an

understanding that the last couple of years

have proved to be a challenge for many.

The process?

Gaining a position in Asia can be relatively

straightforward and amazingly quick so make

sure you have considered the move carefully (and

what you will do with your house, car etc) before

you start the ball rolling. Typically you will have

two or three telephone and/or Skype

conversations, and you will need to give two

referees who can be contacted by phone. Within

a couple of weeks an offer could be made without

you ever stepping foot into Asia. Think this

through carefully though as you want to make the

right choice. It might be in your interest to plan a

holiday to make sure you know what youre

signing up for. At a more senior level you may be

flown in for the last stage but this isnt always the

case. Relocation is not always a given either so

dont expect it and certainly budget without it.

Visas take between two and six weeks to come

through and can accommodate both you and

partner/families as appropriate. So within two

months you could find yourself sitting in a new air

conditioned office wondering what delicacy to

have for lunch!

Food for thought isnt it??

To discuss your situation and get an idea about what the

Asian market can offer you contact Jackie Rees at

Simply Recruitment [email protected]


7/13


8/13



OPINION

Robin Clarke, Director, JPA Asia Pacific Pty LTD

JPA: perfectly positioned to help youexceed your boundaries in recruitment

S

ince 2004, JPA has successfully relocated

hundreds of experienced UK-based

recruitment consultants to Asia and

Australasia.

Within Asia we have placed experienced

recruiters in Hong Kong, Singapore and Tokyo

across a variety of sectors. We have

relationships with major national, international

and boutique brands. We have the ability and the

know-how to initiate the process before your

departure from the UK, which gives you peace of

mind knowing you have a role secured, or will

have had or will have interviews arranged for

your arrival.

At JPA, we look to partner with recruiters who

are serious about a move overseas because, justlike our clients, we want recruiters who are not

only moving for a lifestyle change but primarily to

further their careers.

Why consider Hong Kongor Singapore?As two of the worlds major financial centres,

both have fast-growing, free-trade economies

and excellent financial infrastructures.

Hong Kong is seen as the gateway into the vast

Chinese market and Singapore has declared

itself as one of the fastest growing economies in

the world.

In similar fashion to Australia, the economies of

Hong Kong and Singapore are very buoyant, with

not enough recruiters to meet the demand.

Therefore we are currently dealing with a large

number of mandates from clients in both Hong

Kong and Singapore that are wanting to hire

experienced contingent and search consultants,

team leaders and managers primarily in the IT,

accountancy & finance, financial services, HR

and legal sectors.

To be able to work in Singapore and Hong Kong it

is essential to hold a work permit and in both

locations it is advantageous to have a degree

coupled with the essential recruitment

experience. However, should you have sufficient

experience there is less of a necessity to have a

degree to gain a visa in the Hong Kong market.

What are the Hong Kong andSingapore recruitmentmarkets like to work in?The markets are fast paced and it is very

competitive between the different consultancies

a mixture of national, international and

boutique brands. The HK and Singapore markets

are very relationship-based and a consultative

approach is needed to gain trust from clients.

The Chinese attach particular importance to

relationships in business, and it is natural that

many new friendships are formed through work

both with clients and candidates. As such, the

ability to network and socialise is key to success

within the HK and Singapore markets; expect to

be socialising hard as well as working hard.

There is a strong ex-pat community and within

many recruitment businesses a large proportion

of the consultants will be from overseas markets,

although it is essential to integrate yourself into

the local culture and working environment.

In both markets English is spoken as the primary

business language, although you will need to be

mindful of some cultural differences when

dealing with and entertaining clients.

What is it like to live in HKand Singapore?Both are renowned for their spectacular skyline

and bright lights. Hong Kong and Singapore are

vibrant cities and offer great nightlife.

When youre looking to get away from the

corporate life, both Hong Kong and Singapore

have expansive areas of countryside, which are

in complete contrast to the modern and built-up

atmosphere of the cities. Here, you are free to

relax and enjoy the stunning views, and be

reminded of the historic background upon which

these two nations were built.

Despite being an appealing place to live, with

plenty of attractions, stunning views and good

food, Hong Kong and Singapore are expensive

place to live. Renting and accommodation can

be extremely expensive; often prices are higher

than London.

Hong Kong and Singapore both have very

favourable tax systems, which will give you theopportunity to achieve very lucrative earnings

and in turn lead an affluent lifestyle.

We would advise anyone who moves to these

countries to take cultural differences into

consideration. It will obviously take a period of

time to settle in but once you do you will enjoy a

fantastic lifestyle, and at the same time develop

your career in a buoyant and ever-growing

economy.

If you have a strong recruitment background

within the UK, and are looking to explore a move

overseas, JPA will talk you through the

opportunities which suit your needs. We will also

offer advice on salaries and how the process of

relocating to these countries can work for you.

With close client relationships across a wide

Asia-Pacific network, coupled with more than a

decades experience in successfully introducing

clients to candidates, JPA is perfectly poised to

help you make that move and exceed your

boundaries in recruitment.

To find out more about recruitment roles overseas in Asia or Australasia, please

contact Alice McKeown in JPAs London office 0207 821 4822

[email protected] or Robin Clarke, Director of JPA Asia Pacific,

on +612 8249 4033 [email protected] www.j-p-a.asia


10/13



OPINION

Antal Internationals Sarah Jones reports on the Shanghai experience

China for the New Year: in at the deep end

Sarah, can you tell ussomething about your

background and how youveended up in Shanghai?

Originally from Sussex I did a marketing degree

at university and then fell into recruitment,

initially working for a large IT recruiter. I then set

up a media division for another recruitment

specialist before getting the opportunity to make

more use of my academic training by joining

Antal International. I initially worked with chief

executive, Tony Goodwin, and group managing

director, Graeme Read, to create an in-house

marketing function and was then asked to move

to the franchise arm of the business to help with

its international expansion. After five years with

the company I decided I wanted to do the

travelling Id missed out on before and took

nearly two years out before coming back into a

role supporting the training and development of

franchisees around the world. It was a great

experience and a lot of fun, but before long I felt

the need to get back to the front line and start

generating revenue myself again rather than

helping others to do it. It was then that the

company suggested a move to its Shanghai

office to handle recruitment in the media andcommunications sectors.

A lot of recruiters would behard pressed to point outShanghai on a map, let alonemove there. What attracted youto the city?

I said I wanted to get back to the front line and

its no exaggeration to say that China is now the

worlds front line. There is more happening here

right now than in any other market in the world

and Shanghai is right at the forefront of thecountrys economic development. With nearly 20

million people its now Chinas most populous city

and almost certainly its most exciting one.

Theres a real buzz and energy about the place

that makes New York feel positively sleepy and

uncool by comparison. So, lets face it, how

could I say no?

Nowhere is ever perfect though,Sarah. Whats it really likeunder the glitz?

Everyone here is in a hurry to get to where

theyre going and get things done, and it can all

be a bit exhausting, particularly in the first few

weeks. Just negotiating the commute from

apartment to office sometimes leaves me as

bruised and battered as if Id done a couple of

rounds with David Haye. Its also still very

bureaucratic. For example, I had nightmares

getting my visa as the application forms changed

at the last minute several days after Id

completed and submitted them. And while

English is becoming increasingly important, the

great majority of people still dont speak itoutside of the business world, so some

knowledge of Chinese is vital. Antal has a

fantastic internal network and I used that to find

a really good local tutor who has already got me

up to a reasonable level, even though Ive only

been here since January. Some expatriates do

seem to get by without learning the language but

I think that showing you are making the effort

makes all the difference. People are very

impressed, even if you can just come out with a

few basic phrases. It shows a level of respect

and effort that Chinese nationals really warm to.

What is the workingenvironment like on aday-to-day basis?

Very fast moving, very challenging but very

rewarding. There is a huge demand for talent

from both international and local companies and,

if you can satisfy it, you can carve a real niche

for yourself here and build, not just a successful

desk but a complete business. Having said that I

think its very important that you come to China

with the right organisation. There are a lot of

overseas recruitment companies trying to jump

on the China bandwagon at the moment and a

fair few are falling straight off again. Antal has

been here for over a dozen years now and has

over 150 fee earners spread across its offices in

Shanghai and Beijing. It means we have the sort

of experience and contacts that many of our

competitors can only dream about.

What advice would you give toa recruiter thinking about a

move to China?Get used to eating with chopsticks. Get used to

working like a lunatic. Buy into Chinese culture.

And most of all, dont hesitate. If you are really

serious about your career, this is the place to be

over the next few years.

For more information about opportunities in China or with Antal in over 30 countries,

contact James Darlington on +86 10 6410 8866 ext. 211

or email [email protected] or for global opportunities with

Antal email [email protected]


12/13

Chris Arnold, managingconsultant, ProcoMultinationals increasinglyfeel they must have a presencein Asia, and wherever themoney goes, recruiters follow

L

Recruiter guide to...

Asia Pacific


through Singapore and HongKong, two city-island states whichconduct a 1,600 mile love-haterelationship, but in truth workclosely and interchangeably.

Most international recruiters such as Kelly, Robert Walters,Hays, Adecco and Michael Page have strong presences ineither one or both cities, but donot hold the same marketdominance as they do in Europeor North America.

Some larger players cut staffduring the global recession andhave yet to return to previousstrengths. However, there hasbeen a rush to stake claims inboth cities in recent months, withrecruiters such as searchspecialist Green Park and middlemanagement recruiter Argyll

Scott, a subsidiary of RedgravePartners, opening in Singapore.

Meanwhile Proco, the supplychain leader search firm, is

setting up a 10-strong office inHong Kong, and plans to open inSingapore and then Shanghai. Itsmanaging consultant ChrisArnold says that multinationalsincreasingly feel they must have apresence in Asia and whereverthe money goes, recruitersfollow.

Although some consolidation istaking place the small andmiddle recruiter market remainsstrong: to be a recruiter inSingapore or Hong Kong isusually to work in one ofhundreds of small agencies, oftencreated by established expats,taking advantage of a market thatputs great reliance on personalrelationships and where the ideaof a preferred supplier is still in itsinfancy.

Although there are manyrecruiters here theres increasingpressure on the mid-tier, saysMark Sparrow, managing director

of Kelly Services in Singapore.Its because Singapore is

winning the reputation as theeasiest place in Asia in which todo business. Were seeing lots ofbusinesses move operations fromAustralia to here. Its generallyseen that if you want to be in Asiayou have to be in Singapore.

Its a well-worn path, addsGuy Day, chief executive ofAmbition, which has establishedoffices in both Hong Kong andSingapore. Theres a view thatLondon is going to be a long slogto recovery, so lets go to Asia andmake some money there.

But its not that easy it takestime to build a presence, and itsonly after three or four years thatclients start to take you seriously.There are not that many Chinese

recruiters in Hong Kong orShanghai, so we have to trainpeople up from an earlier stagein their career, but you cant drop

A recruiter who has learned his or her trade in the Westernschool of hard sell, fast talking and quick deals will have toadapt sharpish to the intimate style of business in Asia Pacific.

Getting on here is all about developing relationships, saysRobert Walters managing director Andrea Ross, whose patchcovers Singapore and Malaysia.

You have to adopt a long-term strategy in building

connections rounds of golf, restaurant meals after work. Youhave to be a mature, more traditional recruiter willing to spendtime getting to know people.

What most recruitment firms in Asia Pacific look for frompotential employees is sensitivity and staying power:understanding and respecting a different business culture andan intention to stay more than a few years.

Kellys Mark Sparrow adds: The impetus is on buildingrelationships. If you come here for quick gains you may get oneor two successes but youll eventually fail. The people thatthrive are those that take time to build relationships. Viewedfrom the UK, Asia Pacific might appear to be a backwater ofrecruitment. The truth is that it works in a different way, and isas dynamic and sophisticated as any other part of the world.

Wage levels in the region vary widely, but as the industry

matures they are coming into line with those of the UK.Robert Walters David Swan says in Japan commissions forlarge international deals are considerable between 30% and45%. Hunter adds that five years ago a recruiter in London

would typically earn twice that of his counterpart in Singapore,and four times that of a peer in Kuala Lumpur. Now a Londonerand a Singaporean would be on a fairly even footing.

Where those working in Asia Pacific really benefit, though, isvia low levels of tax. Even the highest earning recruiters areunlikely to pay more than 20% tax in Singapore, while in HongKong income is taxed after rent usually the biggest single

outgoing with sizable tax free allowances and income taxlevels rarely rising above 15%: some pay as little as five%.

The numbers of expats working in Asia Pacific varies greatlybetween nations. For example, more than a third of Singaporespopulation is foreign-born, while in Hong Kong they accountfor less than 5% despite it having been a British colony until 14years ago.

Hong Kong is the faster, racier of the three main Asia Pacificrecruitment centres, typically appealing to 20 somethings whoenjoy a work hard, play hard attitude. Singapore, meanwhile, iscalled the Switzerland of Asia because it is ordered, safe,clean, and appeals to those with families.

The main criteria for working in Japan, says Swan, iscultural: willingness to adapt and identify with the way of life iscritical. Indeed many of his staff come from those who have

gone to Japan to teach English and turn to recruiting as a way ofstaying in the country. It may be traditional recruiting butworking in South Asia means long hours, says Ross. Its notfinishing in the office for tennis at six. Its hard work.

A recruiters life building relationships in Asia Pacific

Downtown Hong Kong


13/13

a lot of foreigners on the marketand expect the operation to fly.

Many senior recruiters workingin Asia Pacific have the phraseex-Japan slipped quietly intotheir job titles, a quiet admissionthat the Japanese market isdistinct from other parts of theregion.

In comparison with therocketing growth of the rest ofthe region Japan is struggling,after two decades, to recover the

drive that made it a post-wareconomic miracle. Ironically thismakes its recruitment market arather promising one.

Compared with Europe orNorth America the Japaneserecruitment market isunderdeveloped, says DavidSwan, Robert Walters managingdirector in Japan and SouthKorea.

Recruitment, in the past, wasbased around jobs for life.People joined a business, weretried out in various roles and

then promoted internally. Itmeant there wasnt muchrecruiting taking place. Thatsnow changing but its still astrong element and SouthKorea is 10 years behind that.

However, there is more to Asia

Pacific than Singapore, HongKong and Tokyo. Increasinglyrecruiters are servicing othernations directly as theireconomies modernise. Forexample, late last year RobertWalters opened an office in SouthKorea, while technical recruiterFircroft has recently opened inboth Malaysia and Thailand.

Vietnams economy is growingat 6.5%, driven by amanufacturing economy, and has

been forecast to become thefastest growing of all Asia Pacificnations by 2025.

That has been matched by 7%growth in Malaysia as it switchesfrom an economy based onagriculture to one on technologyand financial services.

Meanwhile, the third Asiantiger, South Korea which didnot go into recession during thecredit crunch is clawing aheadwith aggressive exports ofelectronics, textiles, ships andcars.

Taiwan, the final tiger, isshowing its stripes with aneconomy that grew by 10% lastyear as it moves frommanufacturing towards services,technology and creativeindustries.

The great opportunity, though,in Asia Pacific is China. Up to now

most recruiters trying to breakinto the Peoples Republic havebeen content to use Hong Kongas a stepping stone and Beijingas their great leap forward intoChina proper.

But, says James Bennett,managing director ofeFinancialCareers.com in Asia,there is now interest in cities suchas Shenzhen and Shanghai,particularly for financial services.

Its no secret Shanghai intendsbecoming a global financialcentre by 2026, he adds. The

thing they really need is talent:theres a great opportunity forrecruiters to help deepen thatpool.

Ambitions Day says thatalthough there is growing interestin mainland China, it is a market

with challenges and one in whicha number of recruiters have had

their fingers burnt. The mainlanddoes not use English as its mainbusiness language indeed itsMandarin is very different fromHong Kongs Cantonese. Nordoes it use the English legalsystem adopted by Singaporeand Hong Kong.

Its actually quite hard toplace non-mainland Chinese incities like Beijing and Shanghai,even from Singapore, Taiwanand Hong Kong, he adds. A lotof mainland Chinese have beenoverseas to university and are

starting to fill senior roles likemanagers and accountants.Its also difficult to get seniorpeople to relocate to themainland because wages areoften well below their levelsof expectation.

www.recruiter.co.uk

Dilal Ranasinghe, managingdirector, Argyll ScottThis is a very relationship-driven market. People dontlike being sold to, andcertainly dont like pressureselling

John Hunter, RedgravePartnersAsia Pacific is driven in partby the global shift of powerfrom North America andEurope

The thing that really cripples you in Hong Kong is the sociallife, says Dilal Ranasinghe. Its so easy to go out if youwant to make money keep a cap on your social life.

Ranasinghe, managing director of Argyll Scotts commercedivision, moved to Hong Kong with his partner three yearsago. He had been partly brought up in Asia and, after startinghis career in London, decided he wanted to move there again.

He says one of the biggest adaptations he has had to make isin technique: This is a very relationship-driven market.People dont like being sold to, and certainly dont likepressure selling.

One of the first things any client wants to know is how longyouve been in Asia. If you can say three to six years you cansee them relax and open up. If you say youve just arrivedtheyll grill you. Hong Kong and Singapore are such transientcities, and they want to make sure any relationship theydevelop is for the longer term.

Ranasinghe says successful recruiters in Asia Pacific

market themselves as individual brands rather than as partsof a corporation. Despite its dynamism and transience, HongKong is a small market where everyone knows everyone andpersonal recommendation carries weight.

There is one downside to working in Hong Kong: it is not ajob for those who like their beauty sleep: Recruiters in HongKong work longer hours than counterparts in the UK or US. Itspartly because they have to take calls from other parts of theworld, which means theyre regularly working until 7.30-8pm.Fortunately, locals in Hong Kong are not morning people.

Market your individuality

recruiter guide to asia pacific

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