About the same. Both are general agencies, so candidate & industry networks mostly overlap each other .

From a commission point, not much difference because if you target exec / entry manager positions (5 – 8k salary) you can realistically close ~30 positions yearly and if you target mid level managers (10 – 15k salary) it’s ~12 yearly. Commission plan also very similar across industry, a preset floor bill followed by 15%-25% anything above.

If you are new to recruiting, I suggest you go for the junior markets first. Some mid level candidates can be particular & demanding on your knowledge ofthe industry, company & job, you will get flak if you can’t front them on a professional level.

Thank you for the very useful advice.

if the salary offered was basic X 3 x 2.5 + commission, is that the market rate as well?

Don’t understand. X 3 means quarterly? X 2.5 refers to the floor? What’s the sharing rate?

Sorry!

I mean my sales target is basic x 3 x 2.5. Any excess is about 15-25% commission.

Is it a monthly, bimonthly or quarterly target?

I have no idea. Have to discuss more in the next interview..
Will it be reasonable if it's monthly?

If monthly means they've set the floor at 3x2.5 = 7.5x salary, that is very high. If really so high better make sure they have a few exclusive contracts at desk for you to take over or a heavy pipeline from your predecessor to inherit.

Otherwise you newbie confirm cannot hit in the first year. If it's bi-monthly then still ok.

The threshold is by quarter...and the commission range from 14-22%

I suspected as much. 2.5x floor quite low, good for beginners to try.

2.5x is a good gauge whether you suitable for recruitment. If you cannot clear threshold after 9 months, then it means you are either not suitbale or doing something wrong.

Are you targeting an industry or function?

We have not discussed yet.
What's your advise? Which will be better? I guess functionality will better than industry?

They actually do have a position to source for contract/temp and seems like it's more profitable. Commission is received monthly while the contract is in place thus effort can be carried forward... But more paper work.

Contract agents are no different from normal desk jobs with basic + variable bonus, stable but a dead end in the industry.

It’s a sales job, depends more on yourself than what you choose. Turnover rates are so high that you can always jump to another agency anyway as long as you cultivate your client/candidate relationships.

Sorry can you elaborate?

I have the impression that contract/temp can earn higher commission.
For example I close a total of 50k deal. Maybe 30k is commissionable. assuming commission is 14% thus i will earn $4200 for 3 months.

But for contract, assuming 10% commission on each deal, I'll earn $5000 for each month as long as the contract is in force...right?

No, you confusing temp/contract with retainer.

Temp/contract simply means the client gives you a contract for a period of time where they will ask you to fill every time there is a need. It normally comes with 0 or token sum of “maintainance fee”, most of the billing only comes when you close positions for them.

It is easier to do temp/contract because you have a fixed flow of jobs coming in, i.e. you don’t need to go ard visiting clients to sell ur services.

Agencies are not stupid, they dun share more with guys who sit around with an easier role. They will raise the floor and/or reduce the sharing, some do away with commission altogether & switch to vb.

When I've spoken to the manager, she told me contract/temp is more profitable because they get a cut from the salary monthly when the contract is in force.

I'll clarify with her again. Regardless, thank you for your valuable advices. (:

She is referring to the outsourcing mark up model where they manage payroll & leave. It means more profitable for the agency, not for the consultant lar.

Thank you once again.
You've been superb!

Hi to all.. I have a Diploma in Electrical Engr, worked in SAF Navy for 7 yrs, ORDed in 2011 and now working an in-house security. I have registered for a 2.5 yrs Bachelor in Business Management part time with SIM RMIT. I do not wish to stay in security for much longer and would like to transit into HR industry to gain experience. Anyone here can give recommendations what type of companies I should try applying to..? and what I should look out for? also looking for some networking opportunities here too. thanks in advance!

Just like to add I would like to go into C&B or BP.. what kind of qualifications & relevant experience should I rack up on? Will the bsc in business management frm rmit be a gd start.?

Constructive criticisms/recommendations are all welcome~:)

interested in learning more about the HR industry too.

What do those with training and development portfolios actually do? Are there any professional certifications in this specialization?

Hi!

I've spoken to the hiring manager and the threshold for the contract is as this:

Basic X 2.5 X 3 months = Quarterly target.

How they calculate the sales is by revenue. Example $4000(inclusive of employer's CPF etc) x 20% = $800 (this will go to your sales revenue)

Once above threshold, the commisison range from 7-11% and will incur monthly as long as the contract is in force.

Quoting myself, it's for sales & marketing industry

You are mid career, so academic cert not much use unless in govt sector.

The important thing is what was your exp in Navy & security? Do you have anything to sell to employers that your skills are relevant?

For BP you should have exp in things like manpower budget planning, employee engagement tracking & strategy, some work on succession planning, ability to debate with senior management, ability to communicate difficult policies to junior levels.

For C&B you should be very fluent with statistics, market research and strong financial knowledge, can do cost modeling & projections. Ability to present business case & engage senior management in discussion is highly sought after.

If not the only other way is to start from scratch, but you could be disadvantaged because of your age & pay. Alternative is to go into generalist/admin role, but then prospects are not as good compared to Navy.

no certification needed, training HR just need to know how to sign up course for employee, mark attendance and update info database

LOL told you they will lower the sharing rates, so you see it’s not as easy & profitable (for you) as you think.

Btw most temp/contract jobs are low level, you seldom see 4k like in ur example. Most of them are like 1.5 – 3k.

Is it easier to place perm or contract staff?

I have total 2.5 years of work experience since graduation:

1.5 year experience in general HR + 1 year in recruitment

I have recently been offered a Junior HR Business Partner position with monthly base of $4000.

What do u think?

Junior business partner position with $4k is a very good start..btw, wat type of business is the company running?..Is it a foreign MNC?

Yup, foreign mnc

hi guys, i would like to know which domain of hr is most suited for someone like me who is meticulous, analytical, have good critical tinking skills and organised? im someone who is fine wif talking wif ppl, but not terribly good at it. i would say i have good communication/ppl skills but not excellent. nid some advice. thx.

unless you're talking about management consultancies like accenture or even the banks, hr in singapore is largely chapalang rojak mix of admin, remuneration, training and talent retention aspects (esp among hr depts in the ministries and stat boards).

That's because admin departments in a lot of companies/stat boards have fradulently lableled themselves as HR.

Real HR dpts like the various COEs in large MNCs are highly specialized and paid very well, definitely not rojak admin. Most rojak HR ppl aspire to move up to do real HR strategy/policy work, but most kena stuck because skillset too different.

thx for the 2 replies from above. i applied for hr work in stat boards and ministries and from wad i see in the job description, it seems like rojak jack of trades. but if someone of my profile were to be in one or certain specialisations, which one(s) will fit me best?

People who are very meticulous, analytical, have good critical tinking skills and organised are engineers, and they earn ****, as everyone knows that. Just spew BS out of mouth can earn better than doing any actual work

Then learn to spew more bs.

It will likely be Rewards and/or Performance Management specialization. Bad thing is most MNC will not accept fresh grads straight to specialist, you either need to excel first as rojak & climb the ladder or join a reputable HR management consulting firm for a few years.

If you want to get serious pay & promotion prospect in HR, I suggest you dun join CS/Stat board right at the start, HR over there is condem to admin ops stuff and you learn nothing even if you spend many years there.

In terms of pay & career progression, what is the salary like after 5 yrs for a hr admin compare to specialise job like org dev, c&b, business partner, talent etc.

Yes, quite true. I am in business support cum hr suppport though i used to be as administrator for 10 year plus. I am making switch to hr ops specialist role. Can anyone advise me how much should i neg for? Current is 4900 (that is based on office admin experiences) tks

How about HR ops specialist in a mnc ? how much should be the salary? I am making career switch from Admin cum HR support to HR role. Current is 4900.

QUOTE=Unregistered;24491]Junior business partner position with $4k is a very good start..btw, wat type of business is the company running?..Is it a foreign MNC?[/QUOTE]