Competitive Advantage

5 tips for creating an induction for new employees

robert.half — Mon, 07 Nov 2022 11:44:00 +0000

5 tips for creating an induction for new employees robert.half 7 November 2022

A new employee induction training program will familiarise your new recruits with the company, as well as ease them into their roles smoothly.

To conduct a successful induction training session for new employees, there are five essential parts to cover.

However, before you start thinking ‘big picture’, cover all the basics of onboarding.

These include providing new employees with building access from day one, setting up their desk and computer, and giving a site tour so they can make their way around independently.

1. Get to know the company

Start the day by giving new recruits a brief rundown of the business.

How long has the company been in operation?
How many staff members?
What are the main business goals and competitive advantages?
Who are the company’s key stakeholders or clients?

Give an up-to-date report of company news and projects, but keep the content engaging. You wouldn’t want them nodding off within the first 30 minutes of the employee induction program.

2. Company culture

Talk about how the company treats its staff, outline corporate culture that the organisation fosters and describe any incentives given to achieve goals.

Invite a current employee to talk about their experience within the company and encourage them to be honest and allow questions.

If the business features a separate service centre or manufacturing plant nearby, take new employees to visit.

They can gain an appreciation of how the other parts of the business functions and observe different aspects of working culture at play.

3. Who’s who?

Introduce the leaders of the business and outline the reporting structure.

Explain how the various departments of the business work and interact.

Place key team members and stakeholders in front of new employees so they can describe their roles in the business.

Ask the same question of new staff members: who are they? Show that you’re interested in them as people.

Give them an opportunity to explain their work history, background and goals. Ask which aspects of their job they predict will provide the most job satisfaction and why.

4. Expectations

Whether this conversation occurs within the group or in private, what’s most important is that the ‘expectation’ conversation happens from the outset.

First, explain what the company expects of its staff. Outline whether the focus is on achieving KPIs and sales targets, or if the objective is meeting longer-term goals.

Second, provide the timeline for performance reviews and advice on how staff can prepare for these evaluations.

5. Key policies, procedures and training

Advise timelines for staff training opportunities and system set-ups, and go through health and safety procedures.

Always ensure that new staff is registered on the payroll system.

It can be embarrassing for a new worker to complain about not being paid within the first pay cycle. This advice seems obvious to do but often falls through the cracks.

Creating an induction for new employees

At the end of the employee induction session, staff should feel less ‘new’ and more comfortable as a team member.

Make the employee feel empowered to begin their journey with the company immediately, but with enough resources to help them along the way in case they don’t.

They don’t want to feel dependent on a manager to hold their hand every step of the way.

Give them the initiative to get started in the business, and you’ll quickly see how resourceful they are.

If your new employee is a millennial, read our post on how to manage Generation Y workers for some additional tips on how you can get the most out of them.

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7 things to consider before applying for a job vacancy in Singapore

robert.half — Mon, 22 Nov 2021 16:00:00 +0000

7 things to consider before applying for a job vacancy in Singapore robert.half 22 November 2021

Estimated Read Time: 4 minutes

According to the World Bank, Singapore enjoys a solid reputation as the easiest place to conduct business in the world.

This makes the island state a top destination for professionals wanting to jumpstart their career in Singapore.

However, before you start applying for Singaporean jobs, it’s important to research all facets of the job – after all, you don’t want to end up in a dead-end job in a dying industry, with little hope for advancement.

To make the most out of your job search, here are seven questions that you can ask yourself before applying to that job vacancy in Singapore.

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1. Does the job have high demand and future growth?

When a job vacancy in Singapore catches your eye, the first think you’ll need to assess is the job’s growth potential – both currently and in the future.

To do so, look at career opportunities in key growth industries.

According the Singapore Business Review, some of these industries include information technology and financial technology (fintech).

Beyond looking at industries, consider job vacancies that will allow you to develop your strength in the future for strategic, in-demand skills such as business analytics and cyber-security.

2. What does the company’s digital footprint look like?

A company’s digital footprint lets you know their industry reputation and what a career with them would look like.

With research by digital agency We Are Social highlighting an 82% (and growing) digital penetration rate, information about Singaporean firms is easily available online – making it easy for you to research the company that’s offering a job vacancy in Singapore.

Look for online content produced by and about the company, as well as social media mentions from their clients and customers through Glassdoor, LinkedIn, Twitter and even Facebook.

Remember though to exercise caution when reviewing online reputations – sometimes they aren’t often the most truthful in a public domain.

3. What is the reputation of the company’s senior management?

Managers with good leadership skills will not only help you grow your career by leaps and bounds, but will also raise the profile of the company.

So before applying for that job, research some newspaper articles, online blogs or LinkedIn profiles of your potential future bosses.

Taking the time to find out about their experience, leadership styles and industry credibility is important before making any career moves towards certain companies.

Related: Career planning in Singapore

4. How does the job’s salary range compare to Singapore market standards?

According to AsiaOne Business, salaries in Singapore have been known to be competitive, especially in the Asia Pacific region.

When evaluating a job vacancy in Singapore, do your homework on what professionals are being offered in the market for your position.

If you’re in the accounting, banking, finance or IT industry, Robert Half’s Salary Guide provides comprehensive information on salaries in Singapore.

5. Does it have work-life benefits?

Professionals in Singapore often cite long working hours as an issue – but the tide is slowly changing. Work-life balance is now highly encouraged by the government, and firms are offering more flexibility to its professionals.

Having said that, before you apply for a job vacancy in Singapore, read the job description carefully to find out if the company offers work-life benefits such as flexible hours, telecommuting options, and family-friendly policies.

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6. Does the company focus on training?

As a professional in Singapore, investing in skills training helps you in your career development and also helps you stand out in Singapore’s competitive job market.

So when applying for a job in Singapore, find out if the company allocates both time and budget to train their staff well.

Ideally, your training should be both formal (courses and workshops) as well as informal (mentoring, career development plans).

7. Is there travel involved?

Commuters in Singapore enjoy a fast, well-connected public transport system that allows them to travel within the country with much ease.

However, as a number of jobs in Singapore are regionally demanding, work travel can go beyond the country’s borders.*

If you’re applying for a job vacancy in Singapore that involves regional travel, find out how often you’re expected to be on the road, as well as what kind of travel expenses are covered - so that expectations are clear before you consider applying for the job.

Take the time evaluate a job vacancy in Singapore

Sometimes, a little patience can go a long way.

Taking the time to identify and evaluate the right job opportunity in Singapore will help build the right foundations for your career growth.

While there are many other factors that contribute to you successfully integrating into a new role, considering these seven aspects will help discover what career path is best for you.

*Article originally written prior to COVID-19.

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3 tips to attain the best character and job reference

robert.half — Fri, 18 Jun 2021 16:00:02 +0000

3 tips to attain the best character and job reference robert.half 18 June 2021

In today’s competitive market, your job reference can be the tipping point that lands you a job offer.

Your resume is well-stocked with work achievements, and your interview skills finely tuned. But in a competitive market your job reference can be the tipping point that lands you a job offer.

Follow our strategy to make sure you choose the right character references.

1. Consider quality

There may be plenty of people ready to sing your praises but it pays to narrow down your list of referees to those who can give a firm idea about the type of person – and employee – you are.

Think of who could best vouch for you verbally. You want someone personable and responsive, who is likely to “talk you up” to a potential employer.

Job references should ideally hold a position or have a track record that both impresses and is credible to a prospective employer – such as a company accountant if you are looking at an accounting role. After all, you want outside validation of your work from someone who relied on your professional contributions in the past.

A previous supervisor is generally a strong choice; and business associates and customers can be relevant too. If you’ve recently graduated, a mentor or lecturer from college or university could be another possibility.

If you are looking for another position while still employed, be careful about choosing current colleagues. Approach only those you can trust to keep your job search confidential.

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2. Always ask permission

Once you’ve created a list of potential references, ask each person if they would be willing to act as a referee for you. People who are not familiar with your work background may not feel qualified to provide a solid reference, so don’t push. The last thing you want is a reluctant reference.

Phoning a potential referee is the most straightforward approach, but emailing is an alternative if you don’t want to put the person in an awkward position. An email allows them to politely decline if they don’t feel comfortable giving a reference, or don’t have the time.

3. Coach them

It doesn’t hurt to give references a little guidance as to what they may want to emphasise if they are contacted. Discuss the position you’re seeking, focusing on what makes you a good fit for it.

People you know well professionally will be familiar with some of your work history, but summarise it for them, reminding them how you were an asset to previous employers. Point out anything else you think they could say to your potential employer that could boost your credibility and your chances of landing the job.

Finally, be sure to follow up and thank anyone who agrees to provide a job reference, regardless of whether you get the job.

They’ll be curious about whether you landed — and accepted — the position, and they’ll be more willing to serve as your references in the future if they know you appreciate their help.

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8 tips to revitalise your career over Chinese New Year

robert.half — Mon, 20 Jan 2020 16:00:00 +0000

8 tips to revitalise your career over Chinese New Year robert.half 20 January 2020

With Chinese New Year just around the corner, it’s time for you to celebrate all your hard work from last year, enjoy a well-deserved rest and spend time with family.

However, why not also use this break period to reassess where you are in your career, for even bigger success in the Year of the Dragon? Use these eight tips below to help revitalise your career in Singapore:

1. Take stock of where you are in your career

When you’re so focused on your job and the tasks at hand, it can be easy to lose track of your overall career path. This Chinese New Year, assess your current situation and think about where you want your career to be in the future.

Start by asking yourself questions such as whether you’re passionate about what you do, whether you enjoy your job and if you’re leveraging your key skills.

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2. Set your goals for the New Year

Whether it’s working towards a bigger salary, delegating more, finding a mentor, joining a professional group, or searching for a new job altogether, take the time to plan what you want to get out of your career this year.

Write down your goals so you can refer back to them and then outline steps that will help you to achieve each of them.

3. Update your social media profiles

According to Smart Insights, Asia is helping to drive the growth of social media, with usage in countries such as Hong Kong, Singapore and China above the global average.

As a result, Asian businesses are finding themselves increasingly turning to platforms such as Sina Weibo, Renren, Tencent, Douban, WeChat and even LinkedIn for recruitment. Therefore, whether you’re looking for a new job, or are hoping for a promotion, it’s important to make sure your accounts are up-to-date, including checking your privacy settings.

4. Refresh your resume

In addition to your social media accounts, Chinese New Year is a good opportunity to update your resume.

Even if you’re not looking for a job right now, it’s always best to be prepared and have it ready. You never know when an exciting new opportunity may appear.

5. Start networking

As well as speaking with friends and family (to leverage their connections), use this time to network with industry professionals. Get back in touch with old contacts, reach out to previous colleagues, find networking events nearby, or even join college alumni networks online.

You never know when these connections may be useful to your career, or what opportunities may be waiting for you just around the corner.

6. Learn a new skill in the Year of the Dragon

Why not use the time you have over Chinese New Year to develop your skills? Find a course that boosts your existing knowledge, improving soft skills, or challenges yourself in new areas such as Finance, IT or even management.

Developing your skills can help you to advance in your current role, increase your chances of a promotion and help you stand out against other candidates when applying for a new job.

7. Embrace advice from others

If you’re not sure where you want your career to go, don’t be afraid to seek help. Ask friends and family over Chinese New Year for their advice. Do your own research online, looking at career advice websites or following industry experts on social media.

You should also consider contacting a recruitment agency. A recruitment consultant will not only be able to help you find work in your chosen industry, but will also talk you through your aspirations and provide expert advice that is tailored to you and your specific career plan.

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8. Enjoy a break over Chinese New Year

Although this may sound counterintuitive, taking a break can actually help your career.

For once, don’t feel guilty about not working and just relax! Work-life balance is important, so time away from the office can enable you to clear your mind, become more focused and feel positive and ready to face the year ahead.

Are you trying to reinvigorate your career? We hope you’ve found these 8 tips helpful. Let us know which ones you’ll be trying over Chinese New Year by commenting in the box below.

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8 tips to help you leave work on time (today!)

robert.half — Mon, 23 Dec 2019 16:00:00 +0000

8 tips to help you leave work on time (today!) robert.half 23 December 2019

Work, work, work. It's the reason you've gone AWOL from the gym, missed your dental appointment, and find yourself living off ready meals.

You've had to cancel a date, there's an empty seat at the kids' school play, and your pub quiz team is a member short.

While life carries on for everyone else, you're stuck at work yet again, as another evening slowly ebbs away and you wonder 'how can I leave work on time'?

And it isn’t just you – even as the clock strikes nine, there’s still a queue forming at the coffee machine. Hours after knocking-off time, the office remains a hive of activity, as employees strive to get their jobs done and your time management plan goes out the window. You might love your role and the challenges it brings, but have you managed to find the right work-life balance? Are you able to leave work on time?

Easier said than done, you say. Well maybe so, particularly at busy times of the year. But we’re not talking about work-to-rule more a general commitment to operate more intelligently. By managing your workload and planning your day effectively, you should be able to escape work by 6pm most evenings.

Here are our top tips for doing just that:

1. Give yourself a to-do list

When you arrive at work in the morning, think about what you need to do as a priority on this day.

Ensure urgent tasks that have a deadline are completed first, with discretionary ones left until later. If time runs out to get them done, there is always tomorrow… or even the day after.

2. Assess your workload

If you are being given an unrealistic amount of work, by objective standards, for your number of salaried hours, take this up with management. It should be possible for you to complete assigned tasks to the required level within the hours stipulated under your contract.

Where this in not the case, your workload needs reducing.

3. Schedule earlier meetings

Starting meetings earlier in the day can help reduce the risk of them dragging on into the evening.

When meetings overrun, it pushes everybody's schedule back. If it commences at 10am, rather than 4pm, it's far more likely that participants will be able to leave the office on time.

4. Challenge assumptions

There may be a culture of late working within your organisation, which exists from before you joined. As a professional, you have the right to challenge this, rather than embrace it.

Ultimately, your employer will judge you on performance rather than the number of hours you work. By delivery quality work during your contracted hours, you can set a positive example for other members of the workforce.

5. Be assertive

Let your colleagues and managers know that you have somewhere to be in the evening, and need to leave work on time today.

There is no need to tell them what your commitment is - just inform them that, come what may, you need to be out the door when your shift is officially over.

6. Arrive early

If there are particular time pressures on you day, you could always try arriving early rather than staying late.

It's amazing how productive you can be in a quiet office at the start of the day. You’re fully energised at this point and, as such, are likely to be most productive.

7. Have a shorter lunch break

It's important that you take some time away from your desk at lunchtime, but it doesn’t always have to be a whole hour.

Always have a break in the middle of the day and consume some food and a drink, but get back to work when you're ready.

8. Make plans

If you make plans for the evening, there is a stronger incentive to finish your work and leave work on time, enabling you to honour them. On evenings where you have nothing specific arranged, there is not the same sort of pressure, and you may find yourself hanging around at work.

Of course, be wary of scheduling events or activities for nights when it might be essential to work late - such as at the month-end - as you don’t want to make a habit of letting people down.

Learn how to leave work on time

Without the necessary rest and recuperation - and time for family, social or leisure pursuits – you simply won’t be as productive as you need to be day-by-day. Little errors can creep in, and your enthusiasm for work may start to wane.

Realistically, what exactly can you expect to achieve after 12 hours straight staring at a computer screen? So rather than becoming the workplace zombie - stalking work from dawn to dusk without really contributing - try to focus on quality, rather than quantity, and you will improve your work-life balance.

If you've tried nearly all of the above tips and you still feel tied to your desk after 6pm, it might be time to consider a career change as being overworked is one of the first signs. Explore your options by searching our current vacancies.

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11 things productive people don't do

robert.half — Sat, 20 Oct 2018 16:00:00 +0000

11 things productive people don't do robert.half 20 October 2018

Everyone juggles a busy schedule, but some people make it look so easy.

What's their secret?

For starters, they're happier. According to HICA, happiness makes people up to 12 per cent more productive. But it also turns out that highly productive people have very unique habits.

Highly productive people are generally more organised than others, but their approach goes much deeper than a tidy desk and systemised schedule. They understand how to eliminate wasted time. Most importantly, they avoid the work productivity pitfalls that causes the rest of us work stress and complete disorganisation.

So what are the things that productive people don't do?

1. Procrastinate

This is probably the hardest bad habit to break because it is so pervasive. But what you don’t do today will likely fall off your to-do list entirely.

Stop procrastinating and do it now.

2. Go to every meeting

By the time most meetings are over, you've spent an hour or more on what ended up as actually 15 minutes of useful collaboration.

Some meetings are unavoidable, but skip the unnecessary ones - or encourage them to get to the point.

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3. Be a slave to smartphones

Just because you have push notifications doesn’t mean you need to respond to every message immediately.

Set up SMS alerts for urgent matters and schedule specific times throughout the day to process the rest.

4. Be a perfectionist

Good enough means just that: good enough. At some point you have to sign off on the final draft of a project or proposal.

Work can always be better, but after a while there's negligible improvement for your continued efforts.

5. Count time in hours

As your lawyer or accountant will tell you (or bill you), every minute counts.

Time is the most valuable thing we have - you can't store it and you can’t reclaim it if you waste it. Learn some time management tips to help you value every minute.

6. Fail to be accountable

Productive people not only know what and when they’re deadlines are, but they take ownership and responsibility of their projects.

Don’t promise the world and fail to deliver. More often, you end up with even more work to do. Instead, be accountable for your work.

7. Always say yes

Start pushing back. It's easy to look like the most reliable person and say yes to everything. But you shouldn't accept something that comes across your desk if you can't manage it in a timely manner. Productive people know when to say no and reach out for support.

8. Stretch their focus

Highly productive people give their full attention to a single task instead of stretching themselves across various projects.

One single task should be your top priority at any one time - the most important thing you need to do. Let your focus drift and you might lose sight of what’s important.

9. Memorise everything

The brain can be a leaky pitcher. Instead of relying on the human brain to remember what is on your priority list, write it down or type it up so it's clear and easy to find.

10. Put stuff in a pile

That pile of documents you glanced at and filed away for ‘later’ will stay there and grow. You’ll never reduce it. Keep on top of it and recycle unnecessary paper.

If it’s an electronic correspondence, action every piece the moment you read it, whether that means sending a quick reply or scheduling a task.

11. Never let go

Productive people know when to quit. They recognise when a task, conversation or project becomes a waste of time and effort, and are able to end things before they drain resources.

The secret of productive people

The key secret is actually working smarter and maintaining good work-life balance.

According to research by DeskTime, the most productive people don’t necessarily work the longest hours. In fact, they take regular breaks - working for 52 minutes then breaking for 17 minutes.

There are many ways you can maximise your time and effort to make your daily routine easier. Avoid these pitfalls and transform your life at work and home.

Learn from Robert Half’s expert recruiters so you can build a talented team of employees or advance your career. Operating in over 300 locations worldwide including Singapore, and as one of the leading recruitment companies in Asia, Robert Half can provide you with assistance where and when you need it.

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3 tips to stay happy while chasing your career aspirations

robert.half — Sun, 30 Apr 2017 16:00:00 +0000

3 tips to stay happy while chasing your career aspirations robert.half 30 April 2017

We're often told that a successful career only comes with the baggage of high stress, hard study and long working hours – with happiness falling well down the list of priorities. Conversely, it's often believed that if you want to be genuinely happy, you must adjust down your career aspirations because that lucrative 'dream' job simply doesn't exist.

But what if you could have it both ways? Can you maintain high career aspirations and still enjoy a happy and fulfilling life? Many experts talk about the importance of a healthy work-life balance. However, simply separating 'work' from 'life' doesn't take into account that for a full-time worker, around 38 hours of their life every week is work.

The good news is that more workers are happy during their time at work than unhappy, based on research by Robert Half surveying more than 24,000 working professionals across eight countries. While there's certainly room for improvement, it also shows that it's possible to have both a positive outlook and a great career path.

So what are some of the things you can do to get the most out of the career you already have?

Empower yourself with new skills

A sense of accomplishment in your work was found as one of the most important happiness factors for Singapore workers. The most highly-regarded organisations help their staff develop critical skills that they can use to achieve their career aspirations and make bigger contributions to the company. Nic Marks, founder of Happiness Works, stresses the importance of employee empowerment. “[Employers must] respect that employees are going to have their own way of doing things, and be willing to offer praise when they come up with something original.”

If you need a new skill or qualification to meet your career aspirations, don't wait around – your employer may be willing to help bear the cost if it's valuable to the company. The lesson here is to be willing to question the status quo and suggest new ideas that would benefit your happiness at work and the company.

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Request flexible work arrangements

The expectations of an increasingly diverse, multi-generational, mobile workforce is steadily transforming how, when and where we work. A growing number of companies support their people to work flexibly for a better work-life balance when it meets the needs of customers, the business, and other team members.

Technology is a key enabler of flexibility, blurring the boundary between work and home and giving individuals more choice over their work environment. However not all careers can accommodate high flexibility – particularly fields such as finance, which have traditionally required practitioners to put in long hours.

However, it's still worth opening a dialogue with your boss about which hours of the day are when you feel most engaged and productive. For example, your employer might be open to letting staff choose between a 7am-3pm or a 10am-6pm workday which could benefit both your career and personal life. As Nic Marks says of managers today, “If you respect that employees have a life outside of the job, they will respect you much more and become more loyal.”

Have a sense of pride

A company behaving badly or unethically towards its staff can create a negative perception in the employee's own mind about the industry as a whole, and even lead them to abandon their chosen career path – especially if it's their first job since graduating.

Research from Robert Half’s The Secret of the Happiest Companies and Employees found that workers who feel proud of their organisation are three times more likely to be happy at work compared to those who don’t. Every industry has its good and not-so-good employers, so don't hesitate to polish your CV and let your network know that you're looking for opportunities which are more in line with both your happiness and career aspirations.

All professions have great opportunities waiting around the corner; you just have to know where to look. These tips can help keep your career aspirations on the right trajectory while letting you enjoy better job satisfaction.

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How to keep staff motivated in the Shared Service Centre environment: five must-know tips

robert.half — Sun, 08 Jan 2017 16:00:00 +0000

How to keep staff motivated in the Shared Service Centre environment: five must-know tips robert.half 8 January 2017

Shared service centres (SSCs) offer unique career development opportunities for finance professionals, say finance leaders in Singapore, and the key to keeping SSC staff motivated is emphasising and facilitating career advancement.

As an operation that primarily exists to facilitate efficiencies in finance processes for a regional or global business, finance professionals could be forgiven for thinking that as a career move, an SSC could breed more stagnation than success. However, according to local finance leaders, shared service centres are dynamic, inspiring places to work, and offer exciting career opportunities for the astute finance professional.

Robert Half asked three local finance leaders how to keep staff motivated within the unique environment of a shared service centre.

1. Know how to keep staff motivated: Create a strong brand

In today’s market, brand is increasingly important. Whilst much attention is focused on building the brand of the company or of the individual talent, for Peter Hamilton, Global Policy and Control Manager, creating a strong belief in the brand of the shared service centre was critical in recruiting and retaining staff during a transition from an SSC located in Sri Lanka to a Singaporean-based SSC. Hamilton explains: “We developed a strong reputation as a high-quality employer. We created an image of an SSC being a great place to work; that it was a challenging, fair, informal and equalitarian environment. Then we delivered on those promises.”

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2. Encourage exposure to other parts of the business

Hamilton asserts that the shared service centre environment offers a unique opportunity for finance professionals to broaden their knowledge base, which keeps team members motivated. Says Hamilton: “We introduced staff rotation so that staff can build up their experience and stay challenged. Staff rotated between accounts receivable, collections, billing, invoicing and data management.”

Amit Clifton Anthony, Regional Finance and Strategic Project Manager for Vopak adds that there are additional business benefits to staff rotation: “Rotating staff across different processes has the advantage of a flexible workforce that is skilled and can be deployed to meet business requirements.”

3. Understand the unique cultural motivations of the staff

If you’re managing a team at a shared service centre, there’s a chance that the majority of the team members may be locally employed from the country in which the SSC is situated. If you’re not from that country – which is often the case in expat environments such as Singapore – you will need to take time to understand the unique cultural motivations of the staff. Anthony shares his own experience: “In my experience, the Indian culture values one-on-one communication and the creation of an individual bond with each employee. That means, as a manager, you must take a very personalised approach to understanding how to keep staff motivated.“

Anthony reflects on how independent learning is very important in China: “I’ve observed a higher level of independence in staff in China versus in other countries I’ve worked in. I’ve found employees in China prefer to learn autonomously, so as a manager, you need to be sensitive to that and facilitate ways to improve their skills without being too intrusive.”

For Singaporean employees, flexibility in approach is key. “Singaporeans notoriously work long hours,” says Anthony. “It’s important to give them flexibility in terms of how they manage their day and their family priorities.”

Hamilton adds: “I’ve found that in the Singaporean environment, competition is very important. It’s important to acknowledge new ideas, so that employees can gain respect from their peers. We hold a variety of competitions each month, be it for software recognition or receivables collections or other key tasks.”

4. Provide incentivisation beyond the pay check

As with any business, it’s not all about salary. “We offer other incentives aside from cash,” says Hamilton. “Incentives such as healthcare, gym, and flexi-time programs help to motivate and retain our staff.”

For Hamilton, knowing how to keep staff motivated is about tapping into an employee’s goals and providing them the structure to achieve them. “We provide a really clear development structure and goals for our staff,” says Hamilton. “It’s not just a clock-in, clock-out mentality – we introduce competency-based frameworks and long term succession planning. Our finance professionals have a clear idea of how their success is being measured and where they are going.”

The shared service centre requires a specialised approach to keeping staff motivated in their roles in the long term. SSC managers must not only create awareness about the benefits of the shared service centre as a great place to work, but they must also provide ample opportunities for staff to develop their skills and drive their own career. As staff retention remains a high priority, SSC managers, like any manager, must take an active, flexible and personalised approach towards staff motivation.

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How to be a good Credit Controller - 7 tips for success

robert.half — Thu, 05 Oct 2023 05:38:39 +0000

How to be a good Credit Controller - 7 tips for success robert.half 5 October 2023

Estimated Read Time: 4 minutes

It’s no secret that effective cash flow management is crucial for every business – which is why the role of Credit Controller is so important.

While on the surface it may seem a simple matter of chasing debt, credit controllers must possess a range of skills on top of their technical abilities if they are to succeed.

The role of the Credit Controller is varied, with typical daily tasks and responsibilities including conducting credit checks on new customers, resolving problems with outstanding invoices, monitoring debtor balances and reconciling monthly accounts.

In recent years as the pandemic has impacted bottom lines due to increased costs and interrupted supplies, keeping cash flowing through the business in a timely manner become essential to survival. This has led to a noticeable spike in demand for good-quality credit controllers in Singapore and beyond.

Serene Tan, finance and accounting division director at Robert Half Singapore starts by identifying some sought-after soft skills in successful credit controllers.

"Successful credit management often requires collaboration with other departments, including Sales. Therefore, your ability to establish and maintain strong teamwork will be a key factor in your success. Additionally, being well-versed in industry-specific intricacies and credit policies will assist you in seamlessly adapting to the role and effectively performing your responsibilities."

Serene is a seasoned recruiter with more than 13 years of recruitment experience across the commerce industry. Her key strengths lay in the Industrial Automation, Power/Utilities/Energy/Renewable Energy, Petrochemical, Oil & Gas, Manufacturing and High Technology sectors in Singapore.

So, if you’re interested in pursuing this career path, or are new to the role and want to accelerate your success, read on to learn our top tips on how to be a good Credit Controller.

1. Communication

While most roles require effective communication as a given, for credit controllers, it can be the difference between a fast and amicable resolution and an ongoing nightmare.

Money is a sensitive subject to talk about, so it is vital that you have the ability to communicate with clients in a way that makes them feel comfortable.

Speak succinctly and clearly about the details of the debt, then listen attentively to uncover what the issue is.

Match your tone with theirs, maintaining a friendly yet professional manner, whether you are speaking face to face, over the phone or via written communication.

2. Empathy

Being able to see the perspective of others and showing empathy to their situation will serve you well as a Credit Controller.

The truth is, that most debts you are chasing will involve people who do want to do the right thing and pay on time, but for one reason or another, are unable to when the invoice is due.

Approaching it from the perspective of identifying the issue and working together to find a mutually beneficial solution will help to alleviate any awkward or ill feelings, and provide added motivation for the client to agree to terms and stick to the arrangement.

3. Negotiation

Of course, negotiation is bound to feature in any article on how to be a good Credit Controller in Singapore.

There will be countless situations that require you to quickly assess the situation and be prepared to make an offer, and a counteroffer (or two), to come to agreeable terms with a debtor.

It’s a good idea to follow a set strategy for negotiations, for example, start with a reminder that requests full payment, then depending on their response and capacity to pay, you can negotiate from there.

If you feel they have the capacity to pay, but need extra time, you may offer a payment extension or payment plan. If not, you will likely need to be more flexible in your negotiations to ensure a satisfactory outcome is reached.

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4. Organisation

Keeping track of cash flow and on top of outstanding debt as it arises requires excellent organisation skills.

You’ll need a system that alerts you to overdue amounts as they occur, and a have a well-oiled process that allows you to effectively handle debts from the moment they are overdue until payment is received.

This will likely include an initial reminder being sent after a set number of days, followed-up by a second reminder and/or allocating the account to a stop list.

Being organised and efficient with each step of the debt recovery process is a must for success.

5. Attention to detail

Paying close attention to the details of terms, amount of credit given, payment histories and other key indicators will help you identify and act on issues before they become a big problem.

For example, if a client has been purchasing higher levels of stock, and you notice their payments have not been on time, you may flag the account or take other action to ensure the amount owing does not blow out to unmanageable levels.

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6. Financial knowledge

When it comes to being a successful Credit Controller in Singapore, a sound financial knowledge lays the foundation.

Being confident with numbers and staying up to date with financial news and trends will help you track and manage cash flow and debt effectively.

You’ll also need a solid understanding of the accounting software used within the business, and be capable of entering financial information, extracting reports and reconciling payments.

These skills will ideally be gained through a degree qualification in a relevant field alongside practical experience in a relatable role.

7. Persistence

For credit controllers, persistence is key.

While some outstanding debts will be paid after a simple reminder, the majority will require ongoing communication, follow-up and negotiation to be resolved.

Be patient and persistent in your dealings with debtors, and adopt a firm yet flexible mindset. When you can do this, a positive outcome is likely.

Get in touch with us on +65 3158 0978 for advice and guidance on securing your ideal role as a Credit Controller in Singapore.

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newsletter-ca-2024-04

How to write an internal audit manager resume - 3 tips

robert.half — Fri, 09 Jun 2023 23:33:08 +0000

How to write an internal audit manager resume - 3 tips robert.half 9 June 2023

Estimated Read Time: 4 minutes

Considering starting or progressing your career as an Internal Audit Manager in Singapore? It’s essential that you have a current and compelling resume that stands out from the competition.

With plenty of scope for growth and development, open Internal Audit Manager positions in Singapore attract plenty of interest from job seekers. With competition high, to get through the initial vetting stage and secure yourself an interview, your internal audit manager resume must really shine, sending the right message to the employer that you are highly capable and have the right skills to excel in the role.

To help you do this, in this article we’re sharing our top tips on writing a winning internal audit manager resume, including how to format your resume, what to include (and what not to include) and a sample template you can use to get started right away.

How to format your resume

Your resume is your first impression, so make it count! In the competitive Hong Kong job market, if you don’t get the layout and look right, you are at a distinct disadvantage from the start. When it comes to choosing a format of your resume, there is no one size fits all approach. The best choice is that which suits your current career situation.

For example, if you are highly experienced with multiple years working in similar roles and have no recent career gaps, a resume that showcases your experience such as a reverse-chronological format is a great choice. This places your work experience front and centre, allowing you to immediately demonstrate to employers that you have what it takes to succeed.

If you are a recent graduate or have minimal experience as an Internal Auditor or related role, a functional skills-based resume is likely a better fit. This resume format puts your skills and character traits in the spotlight first, allowing you to highlight the key attributes you can bring to the role in addition to your work experience. A third resume format is a combination between the two, and this hybrid style allows you a little more scope to be creative in your approach. This can work for job seekers at all stages, and is a great way to sprinkle in more of your personality.

What to include (and not include) on your resume

Whichever format you choose, an internal audit manager resume should be professional and include the following key sections. We’ve included our top tips and dos and don’ts to help you get it right.

Header

Your header must include your key contact information, and be clear and easy to read. Your first and last name should be at the top in larger font so it stands out, with your phone number, email and address below. You should also include a link to your online profile (e.g. LinkedIn), making sure it is up to date. If you have a portfolio, include a link to that too.

Professional summary

Although only small in size, your professional summary provides you with an excellent opportunity to showcase your talents and suitability for the role, so put some thought into this and make it shine.

The ideal summary will be one or two sentences long and will demonstrate your experience, skills, strengths and top achievement.

Use keywords from the position description if possible, and refine your sentences so that you effectively communicate your suitability, elaborating on specifics in the experience and skills sections that follow.

Experience

Your experience section should include three to five positions you have held that are relevant to the Internal Audit Manager role. Starting with your current or most recent role, highlight your results and the skills you have developed, preferably breaking it down into short, impactful bullet points for each job title.

When talking about your achievements include figures to back up your statements and keep the tone positive with action verbs rather than buzzwords. Be sure to focus on what you have accomplished rather than simply listing the responsibilities of the role.

Your potential employer knows what an Internal Auditor Manager does, what they are interested in is what skills and attributes you will bring to the company.

Relevant skills

When it comes to the skills section of your internal audit manager resume, aim to strike a balance between hard skills (e.g. learned abilities and technical competencies) and soft skills (e.g. personal attributes that relate to how you interact with people). Include only those skills relevant to the Internal Audit Manager position you are applying for and when describing them use keywords found in the job advertisement.

This not only shows that you have read the application carefully and have written your resume specifically for the role, it also ensures your resume will pass any software checks, which are often used by organisations who receive a large number of applicants.

Education and certifications

It’s a good idea to keep this section simple, listing your highest level of education alongside the year you graduated and the university or institution attended. You can also include relevant courses or certifications you have completed that have added to your expertise in the internal audit field.

Optional inclusions

In addition to the core sections above, you may wish to include a section or two that adds to your professional profile, allowing you to showcase a little of your personality to help you stand out from the pack. This could include awards, language skills, projects, volunteer work or hobbies and interests.

Whatever you choose to include, it should be a further example of your suitability to the role and the culture of the organisation, rather than an unrelated obscure fact that doesn’t add value.

FIND YOUR NEXT INTERNAL AUDIT MANAGER ROLE

Internal audit manager resume template

So, now you know the essential components of a winning internal audit manager resume, where do you start? To save you time and help you get it right, we’ve shared this template that can be easily customised to suit your needs.

Resume template - Internal Audit Manager Singapore.docx

Related: See what you can earn in our Salary Guide

Take the first steps towards your new career today

At Robert Half, we can help you land your dream Internal Audit Manager role. Talk to our experienced Singapore recruitment team today to learn about current opportunities or submit your resume and we’ll be in touch with any suitable roles.

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