Candidate Newsletter – June 2019

  • Candidate Newsletter – June 2019

    Candidate Newsletter – June 2019



    June, of course, means rainy season as a wet and sticky prelude to the summer months. Our photo this month comes from With the dull weather, it is easy to see things negatively, and this article gives some ideas on what you can do when it’s wet outside –


    For us, things are not slowing down at all and there continues to be active hiring across industries and functions. Strong candidates still have a choice of roles so it pays to move quickly if you can find a match. Please contact us directly and ask how we can help with your needs!


    The Legal market for June has been all about healthcare, we have seen a number of new positions come up with our clients, and the main focus has been for Japan-qualified attorneys. This industry will always be attractive for lawyers and there will always be a large number of opportunities. Having said this, other role have opened in manufacturing, entertainment and consulting and the market shows no sign of slowing down as we enter the tough summer season.


    For the Finance and Accounting market, there is high demand for candidates in financial planning. There is generally a shortage of good quality profiles from 30 to about 50 years old. There is also a growing need for management accounting experts who can advise corporate management by analyzing various internal figures such as calculation, cash flow analysis, profitability analysis and so on. In addition, emerging companies are planning IPOs and require experienced candidates to help with the process and manufacturers with global expansion plans are also looking for accounting experts. It remains a seller’s market!


    The following are some examples of offers out this month:



    • US IT Software – Legal Manager – 10M
    • US Manufacturer – Associate Counsel – 12M
    • European Technology – Legal Counsel – 14M


    Accounting & Finance

    • US Service company – Head of Finance – 14M
    • US Consumer Company – Finance Director – 18M
    • European Pharma – Accounting Manager ­– 12M



    Recruitment Focus – Interview Questions

    Questions To Avoid In Interviews

    The interview process is not only for the company to find out about your experience and what you can bring to the job, but it is also your chance to find out if the company will match what you need in your career. It is vital that you ask the interviewer questions to find out about the long-term prospects and if it is worth making the move. Asking questions has two important effects – the answers you the information you want, good or bad, and will show the interviewer you are interested and thinking seriously about the role.


    It is very important though that you ask the right questions – if the interviewer thinks your focus is on the working aspects of the opportunity, it is unlikely you will be invited back for the next round. In an interview do not ask about these types of questions:


    What does your company do?

    There’s no better way for a candidate to make a lacklustre impression at a job interview than to arrive with little or no knowledge of what the company does. Asking this kind of question proves the candidate didn’t spend any time researching the company and does not care who they work for next


    How much does this job pay?

    Compensation is a difficult topic to talk about and asking in the interview may give the impression the candidate is only interested in money and will likely leave if someone offers more. Use your agent to handle this topic at the right time and also carefully check if there is flexibility. Employers always want to see candidates interested n the company and the mission, and not just what hey can get.


    How much vacation time will I get?

    Again this question gives the impression about what the candidate can get from this company and not what they can contribute. At worst, you will give the impression you are lazy and not motivated to work


    What kind of benefits do you offer?

    Like salary, this can be a crucial part of what a candidate’s decision-making but asking about it the interview will be too early – usually this will be discussed at the offer stage. Again your agent can check these points and you may even be able to find out typical benefits from employee review sites such as Glassdoor or Vorkers.


    The general rule is that you are should ensure that your questions are backed by thorough research and preparation, and your questions will focus on benefits to the employer. Avoid anything which is about what you can get from them – these points can be presented in the offer – leaving you free to concentrate on getting the information you need and ensuring there is a match to your career.


    We provide a free consultation and training session to help clients improve recruitment activity and perfect their agency relations.
    For further information on this topic or any other recruitment-related questions, please contact 

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