Recruiter guide to...

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Asia Pacific
CONTENTS Region looks full of 34 recruitment promise Connected Group 37 Opinion Simply Recruitment 38 Opinion JPA Opinion 41 Antal Opinion 43

Economies in the West still seem to be licking their wounds from the aftermath of the global financial crisis. Despite positive signals, overall growth is tentative to say the least, as business remains wary of the fragile state of the Eurozone and the inflation-making price of oil due to the situation in the Middle East. The Asian tigers, by contrast, appear to have woken from hibernation and are roaring at the world to come and join in their growth. Countries such as Hong Kong, Singapore, Vietnam, Taiwan, Thailand and of course China are witnessing a boom in the recruitment market and need experienced recruiters to help them meet their challenges. Recruiters Guide to Asia Pacific opens up the world of recruitment in the region and reveals the good and the bad points of working out there. Read their experiences and decide if the crouching tigers can unleash your hidden dragon... DeeDee Doke Editor, Guide to Asia Pacific
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Recruiter guide to...

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Asia Pacific
Region looks full of recruitment promise
Prospects for recruiters seem to be nearly as hot as the regions many countries. Kurt Jacobs investigates what the reality is for recruiters looking to relocate and where the best opportunities are

ts the heat that hits first: a blast that causes a sharp intake of breath in any European visitor stepping off at a South-East Asian airport. And its not just the air thats hot, for while the UKs economy is frozen in near recession, Asia Pacifics wealth and recruitment sector are rising like mercury. Last year the regions economy expanded by 8.6%. It is predicted that during 2011, Asia Pacifics rush for growth will barely break stride at 7.6%. Its going gangbusters. Recruitment here is an incredibly dynamic industry, says Steven Yeong, of Singaporean recruitment training consultancy Hof. Yes, the credit crunch hit the region, but within four months the economy was growing again across a range of sectors IT, financial services, manufacturing, green tech. Asia Pacific is growing at an incredible rate, adds John Hunter, who has worked across the region and is now developing a presence there for Redgrave Partners. Its driven in part by the global shift of power from North America and Europe, and partly because recruitment here is still a relatively immature market. Although the regions recruitment market is spread across more than 20 countries most high-level work is handled

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You wont always find pearls in your oysters, we will.....

The word pearl has become a metaphor for something rare, fine and admirable. At Carlin Hall we look for the same qualities in our candidates. Drawing on our years of experience working for market leading recruitment organisations, we represent high calibre, career orientated candidates and introduce them to the best recruitment businesses in the industry. We have an excellent knowledge of our client base and are proud to represent them. We operate at all times with the utmost confidentiality, honesty and integrity and have built a reputation as a brand that can be trusted.

Please call for a confidential conversation 0845 643 9670 Or email info@carlinhall.co.uk Alternatively please visit our website: www.carlinhall.co.uk

OPINION

Asia Connection The markets in Asia are currently booming

Mathew Gollop, Group Managing Director of ConnectedGroup talks about the region and the companys growth and challenges

arrived in Hong Kong in February 2001 to join ConnectedGroup. My plane landed as the dot com bubble burst, and following the a

business. Emerging markets by definition are highly entrepreneurial and with a commitment to building meaningful relationships and seeking 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 worth US$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.

We look for people that are motivated by how they can develop their 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 similar companies. Operating in an environment of experienced peers makes a big difference to your personal development.

management 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.

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.

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, healthcare 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.

Hong Kong and Singapore are amazing places 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. to live being convenient, safe and lively. 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.

The region offers a real opportunity to truly consult as opposed to simply transact

Mathew Gollop, Group Managing Director, ConnectedGroup T : +852 3972 5874 F : +852 3972 5897 E : mat@connectedgroup.com Visit us at www.connectedgroup.com

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COMMUNITY CONTENT OPINION

Asian Focus Overview of Marketplace and Sectors

Jackie Rees, Simply Recruitment

f youre considering a move to Asia then there is no better time. As a recruiter youll be delighted to hear that whilst Asias economy

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 enjoy a great standard of living. And its not just the place for single people; families also relocate and settle well too.

highly sought after. Other areas in demand are IT and T, Digital, Sales, Marketing and Legal. Solid experience really means that you can demonstrate 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.

took 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!

What about the language and how dominated is the recruitment industry with Westerners?
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.

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??

But what does working in Asia really 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. Since the recruitment market is less mature and far more relationship focused, if you are a hardnosed 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

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 Financial Services, a background in this area will be

To discuss your situation and get an idea about what the Asian market can offer you contact Jackie Rees at Simply Recruitment jrees@simplyrecruitment.com.au

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OPINION

JPA: perfectly positioned to help you exceed your boundaries in recruitment

Robin Clarke, Director, JPA Asia Pacific Pty LTD

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, just like our clients, we want recruiters who are not only moving for a lifestyle change but primarily to further their careers.

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 and Singapore recruitment markets 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.

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 the opportunity 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.

Why consider Hong Kong or 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.

What is it like to live in HK and Singapore?

Both are renowned for their spectacular skyline and bright lights. Hong Kong and Singapore are vibrant cities and offer great nightlife.

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 alice.mckeown@j-p-a.com or Robin Clarke, Director of JPA Asia Pacific, on +612 8249 4033 robin.clarke@j-p-a.com
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OPINION

China for the New Year: in at the deep end

Antal Internationals Sarah Jones reports on the Shanghai experience

Sarah, can you tell us something about your background and how youve ended 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 and communications sectors.

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 the countrys 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?

few basic phrases. It shows a level of respect and effort that Chinese nationals really warm to.

What is the working environment like on a day-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.

Nowhere is ever perfect though, Sarah. Whats it really like under 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 it outside 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

What advice would you give to a 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.

A lot of recruiters would be hard pressed to point out Shanghai on a map, let alone move there. What attracted you to the city?
I said I wanted to get back to the front line and its no exaggeration to say that China is now the

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 jdarlington@antal.com.cn or for global opportunities with Antal email prc@antal.com
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Recruiter guide to...

Asia Pacific
Chris Arnold, managing consultant, Proco Multinationals increasingly feel they must have a presence in Asia, and wherever the money goes, recruiters follow

through Singapore and Hong Kong, two city-island states which conduct a 1,600 mile love-hate relationship, but in truth work closely and interchangeably. Most international recruiters such as Kelly, Robert Walters, Hays, Adecco and Michael Page have strong presences in either one or both cities, but do not hold the same market dominance as they do in Europe or North America. Some larger players cut staff during the global recession and have yet to return to previous strengths. However, there has been a rush to stake claims in both cities in recent months, with recruiters such as search specialist Green Park and middle management recruiter Argyll Scott, a subsidiary of Redgrave Partners, opening in Singapore. Meanwhile Proco, the supply chain leader search firm, is

setting up a 10-strong office in Hong Kong, and plans to open in Singapore and then Shanghai. Its managing consultant Chris Arnold says that multinationals increasingly feel they must have a presence in Asia and wherever the money goes, recruiters follow. Although some consolidation is taking place the small and middle recruiter market remains strong: to be a recruiter in Singapore or Hong Kong is usually to work in one of hundreds of small agencies, often created by established expats, taking advantage of a market that puts great reliance on personal relationships and where the idea of a preferred supplier is still in its infancy. Although there are many recruiters here theres increasing pressure on the mid-tier, says Mark Sparrow, managing director

of Kelly Services in Singapore. Its because Singapore is winning the reputation as the easiest place in Asia in which to do business. Were seeing lots of businesses move operations from Australia to here. Its generally seen that if you want to be in Asia you have to be in Singapore. Its a well-worn path, adds Guy Day, chief executive of Ambition, which has established offices in both Hong Kong and Singapore. Theres a view that London is going to be a long slog to recovery, so lets go to Asia and make some money there. But its not that easy it takes time to build a presence, and its only after three or four years that clients start to take you seriously. There are not that many Chinese recruiters in Hong Kong or Shanghai, so we have to train people up from an earlier stage in their career, but you cant drop

Downtown Hong Kong

A recruiters life building relationships in Asia Pacific

A recruiter who has learned his or her trade in the Western school of hard sell, fast talking and quick deals will have to adapt sharpish to the intimate style of business in Asia Pacific. Getting on here is all about developing relationships, says Robert Walters managing director Andrea Ross, whose patch covers Singapore and Malaysia. You have to adopt a long-term strategy in building connections rounds of golf, restaurant meals after work.You have to be a mature, more traditional recruiter willing to spend time getting to know people. What most recruitment firms in Asia Pacific look for from potential employees is sensitivity and staying power: understanding and respecting a different business culture and an intention to stay more than a few years. Kellys Mark Sparrow adds: The impetus is on building relationships. If you come here for quick gains you may get one or two successes but youll eventually fail. The people that thrive are those that take time to build relationships.Viewed from the UK, Asia Pacific might appear to be a backwater of recruitment. The truth is that it works in a different way, and is as 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 for large international deals are considerable between 30% and 45%. 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 Londoner and a Singaporean would be on a fairly even footing. Where those working in Asia Pacific really benefit, though, is via low levels of tax. Even the highest earning recruiters are unlikely to pay more than 20% tax in Singapore, while in Hong Kong income is taxed after rent usually the biggest single outgoing with sizable tax free allowances and income tax levels rarely rising above 15%: some pay as little as five%. The numbers of expats working in Asia Pacific varies greatly between nations. For example, more than a third of Singapores population is foreign-born, while in Hong Kong they account for less than 5% despite it having been a British colony until 14 years ago. Hong Kong is the faster, racier of the three main Asia Pacific recruitment centres, typically appealing to 20 somethings who enjoy a work hard, play hard attitude. Singapore, meanwhile, is called 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, is cultural: willingness to adapt and identify with the way of life is critical. Indeed many of his staff come from those who have gone to Japan to teach English and turn to recruiting as a way of staying in the country. It may be traditional recruiting but working in South Asia means long hours, says Ross. Its not finishing in the office for tennis at six. Its hard work.

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Dilal Ranasinghe, managing director, Argyll Scott This is a very relationshipdriven market. People dont like being sold to, and certainly dont like pressure selling

John Hunter, Redgrave Partners Asia Pacific is driven in part by the global shift of power from North America and Europe

Market your individuality

The thing that really cripples you in Hong Kong is the social life, says Dilal Ranasinghe. Its so easy to go out if you want to make money keep a cap on your social life. Ranasinghe, managing director of Argyll Scotts commerce division, moved to Hong Kong with his partner three years ago. He had been partly brought up in Asia and, after starting his career in London, decided he wanted to move there again. He says one of the biggest adaptations he has had to make is in technique: This is a very relationship-driven market. People dont like being sold to, and certainly dont like pressure selling. One of the first things any client wants to know is how long youve been in Asia. If you can say three to six years you can see them relax and open up. If you say youve just arrived theyll grill you. Hong Kong and Singapore are such transient cities, and they want to make sure any relationship they develop is for the longer term. Ranasinghe says successful recruiters in Asia Pacific market themselves as individual brands rather than as parts of a corporation. Despite its dynamism and transience, Hong Kong is a small market where everyone knows everyone and personal recommendation carries weight. There is one downside to working in Hong Kong: it is not a job for those who like their beauty sleep: Recruiters in Hong Kong work longer hours than counterparts in the UK or US. Its partly because they have to take calls from other parts of the world, which means theyre regularly working until 7.30-8pm. Fortunately, locals in Hong Kong are not morning people.

a lot of foreigners on the market and expect the operation to fly. Many senior recruiters working in Asia Pacific have the phrase ex-Japan slipped quietly into their job titles, a quiet admission that the Japanese market is distinct from other parts of the region. In comparison with the rocketing growth of the rest of the region Japan is struggling, after two decades, to recover the drive that made it a post-war economic miracle. Ironically this makes its recruitment market a rather promising one. Compared with Europe or North America the Japanese recruitment market is underdeveloped, says David Swan, Robert Walters managing director in Japan and South Korea. Recruitment, in the past, was based around jobs for life. People joined a business, were tried out in various roles and then promoted internally. It meant there wasnt much recruiting taking place. Thats now changing but its still a strong element and South Korea is 10 years behind that. However, there is more to Asia
9 March 11 Recruiter

Pacific than Singapore, Hong Kong and Tokyo. Increasingly recruiters are servicing other nations directly as their economies modernise. For example, late last year Robert Walters opened an office in South Korea, while technical recruiter Fircroft has recently opened in both Malaysia and Thailand. Vietnams economy is growing at 6.5%, driven by a manufacturing economy, and has been forecast to become the fastest growing of all Asia Pacific nations by 2025. That has been matched by 7% growth in Malaysia as it switches from an economy based on agriculture to one on technology and financial services. Meanwhile, the third Asian tiger, South Korea which did not go into recession during the credit crunch is clawing ahead with aggressive exports of electronics, textiles, ships and cars. Taiwan, the final tiger, is showing its stripes with an economy that grew by 10% last year as it moves from manufacturing towards services, technology and creative industries.

The great opportunity, though, in Asia Pacific is China. Up to now most recruiters trying to break into the Peoples Republic have been content to use Hong Kong as a stepping stone and Beijing as their great leap forward into China proper. But, says James Bennett, managing director of eFinancialCareers.com in Asia, there is now interest in cities such as Shenzhen and Shanghai, particularly for financial services. Its no secret Shanghai intends becoming a global financial centre by 2026, he adds. The thing they really need is talent: theres a great opportunity for recruiters to help deepen that pool. Ambitions Day says that although there is growing interest in mainland China, it is a market

with challenges and one in which a number of recruiters have had their fingers burnt. The mainland does not use English as its main business language indeed its Mandarin is very different from Hong Kongs Cantonese. Nor does it use the English legal system adopted by Singapore and Hong Kong. Its actually quite hard to place non-mainland Chinese in cities like Beijing and Shanghai, even from Singapore, Taiwan and Hong Kong, he adds. A lot of mainland Chinese have been overseas to university and are starting to fill senior roles like managers and accountants. Its also difficult to get senior people to relocate to the mainland because wages are often well below their levels of expectation.
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