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The AESC and BlueSteps recently completed a Q&A with Search Firms in the Chinese market to find their outlook for 2013. First in line we interviewed UHunt, a locally established firm, which was established in early 2008.

AESC: Now that we have begun 2013, how would you describe your outlook for China for the rest of the year?
When it comes to acing your unconventional interview, you should know two things: 1) Confidence is key and 2) Being prepared is a crucial step toward interview success. Now that you know how to prepare for your interview, what can you do to ace it with ease?
 
For starters, sit by your phone/computer at least ten minutes prior to your scheduled unconventional interview. Answer the phone/video conference with your name and a smile. Never answer the phone by simply saying, “Hey” or “Hi.” Try saying something like this: “Good morning. This is (INSERT NAME).” Sounding professional is just as important as looking professional.
 
The first BlueSteps seminar of the year was a great success. With a panel of senior-level executive recruiters, career coaches and expert LinkedIn users, the seminar helped attendees thoroughly understand the importance of LinkedIn, the benefits of keeping it up-to-date and exactly what executive recruiters look for and expect on a candidate’s profile. Cheryl Simpson (LinkedIn Job Search Strategist and Executive Career Coach) began the seminar with an overview of one’s personal brand on their profile, online privacy and profile extras. It was emphasized in the following discussion, by every panelist, how imperative it is to keep your profile up-to-date.
From sweaty palms to racing hearts, the rapid-fire questions and glaring eye contact from human resources is enough to intimidate any job seeker during an in-person interview. What if you removed the face-to-face interaction and replaced it with an unconventional approach? Would your preparation change? Would your anxiety diminish?
 
"There is no such thing as a good tax.’" Winston Churchill

Many expatriates living and working in China today are becoming increasingly concerned over regulatory taxes which have been imposed by the government there. Equally, many feel that this is consolidating the tensions between local executives and expatriate executives which may already exist.

A study of industry trends, companies and candidates behavior during 2012 for the Executive Search profession by the SommerGroup.

Looking at local Executive Searches, there is a trend of border movement amongst executives when carrying out position search for Peru, as well as hiring foreign candidates for positions in Chile. We also observe high availability of Argentinean and Spanish candidates interested in working in our country. This matches the demands of our multinational or national customers that have recently been into a strong internationalization process and request positions knowing about expatriate matters in order to address the mobility of executives to and from Chile.

"The battle for the individual rights of women is one of long standing and none of us should countenance anything which undermines it." Eleanor Roosevelt
 
An article published yesterday in Bloomberg Businessweek about the growth of in-house recruiting and its impact on the executive search profession, as with a similar article published on October 9, 2012 in the Wall Street Journal, fails to put the situation in complete perspective and is highly selective in its use of statistics published by our association, the AESC.
 
This month (January, 2013) LinkedIn announced they now have 200 million members worldwide. With LinkedIn’s influence on the business industry becoming more and more evident, it is increasingly apparent how important having the ‘perfect profile’ is, especially as a senior level executive.
 
The increase in LinkedIn members means an increase in competition for those actively or passively looking for jobs. More than 22 million Americans used social networks to find their most recent job opportunity. What are recruiters for senior level executive jobs looking for? How do they prioritize candidates based on their LinkedIn profile? How can senior level executives stand out and be selected as a candidate?
 
LISBON, December 27, 2012 – Boyden, a global leader in executive search, today released its latest issue of the Boyden Leadership Series featuring an in-depth interview with António Mexia, CEO of EDP- Energias de Portugal, SA. EDP is one of the largest energy operators of the Iberian Peninsula, the largest Portuguese industrial group, and the third largest global producer of wind energy.

Mr Mexia discusses energy demand and opportunities in developing markets, partnerships in China and Brazil, lower cost of renewables, energising teams and why great talent overrides a bad crisis.

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