every company is different, even every department has its own demands, so even with some experience, this advice is far from the holy grail okies...
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Originally Posted by Unregistered
Unfortunately these days, that’s true. And the rhetoric has evolved. HR from MNCs first priority will invite those who have graduated from top overseas universities (there are many of them now) and they don’t differentiate between the local Unis as much anymore.
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those creme of the creme don't go through the normal process, shall not comment since its above my pay grade.
what we process, may I call them regular people? They come from everywhere. My advice for friends is simple, just apply! software and HR will shortlist. And yes, open secret.. software will scan and alert HR there's a superb profile based on our requirement.
Sometimes
hiring manager A says: as long this person has 5 years in accounts, has ACCA.. shortlist!
hiring manager B says: I don't want local grad, i like UNSW, I want to groom a blank slate, no budget..
you can see where this is going... so as long that person is Singaporean, any combi is possible. just apply.
tip: hiring managers are really bad at articulating what profile they want. HR cannot read their mind either. so we bring in final 5 maybe.. then it is for you the candidate, to impress your boss. don't emphasize your qualification, focus on your achievement, what can you do, that's worth more than 2.5k per month? sure have and must have.
invite your friends who have more than 2 offers to your home, buy them breakfast, lunch n dinner... do a mock interview.
Quote:
Originally Posted by Unregistered
im not the poster but thanks for the insights!!
would university brandings affect the probability of scoring an interview? of course i know some employers do taste-based discrimination so they might prefer some unis more than the others. how does HR work about that, if any?
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answer is below
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Originally Posted by Unregistered
No problem, thanks for the clarification.
Just wondering how would distance learning degrees be viewed in a HR perspective?
I'm sure this will help many lurkers here.
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absolutely, see above. any combi is possible. all sort of discriminating criteria is possible (lucky this place is anonymous) you see, our hiring manager does not account to HR why they prefer not.... they just have to tell us who interest them. could they just prefer a lady... sorry gentlemen!
actually its not what HR or candidates think that matters. there's a few things that we often consider.
1. boss has their needs (or bias)
2. budget vs ROI
AU and PEI..
AU often peg themselves really high. getting them is the same as buying really expensive travel insurance. if you have money and super paranoid, go ahead! those that reply here with 4k 4.5k are very fortunate (or dunno how to calculate annual package).
PEI.. some bosses actually love PEI. often they are street smart and go-getter. their ROI is considered decent... but can be a gamble since fundamentals sure are shaky (or else got into one of the 6 AU already ...)
then comes the problem: let us say both PEI n AU, 3k.......very common now. which would you grab at the same price? (some bosses prefer PEI.. )
bonus:
If you see a portal with a range of salary, fresh grads, look at the low extreme. The title, is what we in slang refer to as, "clickbait". we reserve the right to emplace the position and offer a competitive salary that commensurates with what you bring to the table.
IF a phd wants to snatch a BSc job, at 3.4k, which boss will reject? even if the phd is from a uni that's not known for that field, this person is a steal right? (Say Social Science phd from
NTU) the potential ROI is really really high!
Everybody wants to resign after 12-24 months but their RO will find ways to make suitable people stay.