15 Aug 2019
Our consultants are experienced in sourcing great talent for clients as well as being able to advise candidates on how they can best secure a move internationally. This is not a complicated process, but it is one that requires commitment, research and a strong track record of personal success.
We speak to Will Rees, who successfully helped a UK based recruitment consultant to find a new job in Hong Kong.
Will, tell us about your candidate.
My candidate was a UK based recruitment consultant with three years’ experience in the Business Change and Transformation space and looking for an opportunity to live and work in Hong Kong. She’d spent a considerable period of time living abroad as she grew up, had visited her parents who lived in Hong Kong for 4 years, spent a year of her degree studying in Russia and travelled for 6 months after graduating throughout Asia.
That sounds impressive! What exactly was the candidate looking for?
With two and a half years’ recruitment experience, she wanted to explore opportunities in Asia and asked me to provide information concerning salaries, working culture, visas and career progression.
How did you approach the process?
I took the time to explain that the risk for clients hiring individuals from overseas is significantly greater than locally and she must be committed to the process. The candidate reassured me that she was specifically looking to move to Hong Kong and that she would be prepared to fly there for a final round interviews. Suitably reassured, I presented her with clients which I believed she would be culturally aligned to and that operated in the Change & Transformation space.
What happened next?
After agreeing that they met her expectations, I spoke to clients in Hong Kong before arranging a series of Skype and telephone interviews. This meant she had some very early morning starts but helped demonstrate her commitment to the process and relocation.
Did the candidate need to go to Hong Kong during the process?
On this occasion, final round interviews were able to be conducted face to face as the directors of two firms flew to their London HQ for annual meetings. These final rounds were essential for the candidate and client to ensure a good cultural fit as well as for the client to talk honestly about the challenges the candidate would face living and working in a new country and how the client would support them.
What was the outcome of the interviews?
My candidate was presented with two offers from prestigious firms and had a difficult choice to make. Ultimately, she chose the client with whom she felt she could best develop her skillset and earn well.
Did the candidate start working in Hong Kong immediately?
Following a one month notice period, the onboarding process included working in the client’s UK HQ for a further two months whilst the visa process was completed. This allowed her to begin to build her Hong Kong network, embed herself in the company culture (including remote attendance of team meetings in Asia) and efficiently utilise their systems.
How quickly did the candidate adjust to working in a new country?
When she landed in Hong Kong, she was able to hit the ground running – already having client and candidate meetings set up. Her onboarding was seamless and she earned bonus at the end of her first quarter – just five months after calling Carlin Hall.