09-07-2012 11:53 PM |
Unregistered |
Quote:
Originally Posted by cbee
Hi I was from the recruiting industry.
Commission is usually calculated on a 20-30% basis per placement fee. However, each company has their own unique way of determining when you get your commission. Some the month you bill, some 3 months later, some you will never get to see it. Some if you never hit your target of the month, no commission. Some if you don't bill more than a few times of your basic salary, no commission. This all varies with each recruiting house. You usually have a basic pay.
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Is it difficult to hit sales target? How was your method? Care to share?
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08-07-2012 01:11 AM |
cbee |
Quote:
Originally Posted by Unregistered
Hi, I'm a fresh graduate with 2nd class uppers BSc business management.
Will like to know more information on the recruitment agencies industry n head hunting industry.
Like for instance the market rate. How their commission is normally calculated and is it common to have a basic pay over there?
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Hi I was from the recruiting industry.
Commission is usually calculated on a 20-30% basis per placement fee. However, each company has their own unique way of determining when you get your commission. Some the month you bill, some 3 months later, some you will never get to see it. Some if you never hit your target of the month, no commission. Some if you don't bill more than a few times of your basic salary, no commission. This all varies with each recruiting house. You usually have a basic pay.
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07-07-2012 09:22 PM |
Unregistered |
Hr recruiting job
Hi, I'm a fresh graduate with 2nd class uppers BSc business management.
Will like to know more information on the recruitment agencies industry n head hunting industry.
Like for instance the market rate. How their commission is normally calculated and is it common to have a basic pay over there?
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27-06-2012 01:26 AM |
Unregistered |
Confused
Quote:
Originally Posted by Unregistered
It's supposed to be a proper job upon graduation. But little did I expect this.
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So should I resign? Any advice?
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22-06-2012 12:00 PM |
Unregistered |
Quote:
Originally Posted by haiz2006
I have a chance to join uniformed group in manpower planing
Operational manager-
1) career progression -can handle civilian only, handle non uniformed group but must handle operational stuff
Senior Officer -inspector
2) Career progression- Senior inspector, head of dept in future - job rotation includes tour on operational matters but handle uniformed group.
both route can enter recruitment/ HR planning.. an engineer of 2 years here who wish to stay the same pay and slowly transit into HR future... how should I decide?
HR so wide I understand... for me I hope to do recruitment/ understand basic administration, employment laws and act, taxes and one day enter into Business Partnering..
From the 2 jobs i stated, there is also room to do strategic planning like doing headcount and budgeting of headcount every month, problem is which role is better for future jumping of ship? to handle uniformed ppl and civilian is totally different...
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Both chocies don't sound like HR at all. If you really interested in HR just apply for a normal HR Exec job, no point going some roundabout route when the pay is so low.
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22-06-2012 12:01 AM |
haiz2006 |
uniformed grp
I have a chance to join uniformed group in manpower planing
Operational manager-
1) career progression -can handle civilian only, handle non uniformed group but must handle operational stuff
Senior Officer -inspector
2) Career progression- Senior inspector, head of dept in future - job rotation includes tour on operational matters but handle uniformed group.
both route can enter recruitment/ HR planning.. an engineer of 2 years here who wish to stay the same pay and slowly transit into HR future... how should I decide?
HR so wide I understand... for me I hope to do recruitment/ understand basic administration, employment laws and act, taxes and one day enter into Business Partnering..
From the 2 jobs i stated, there is also room to do strategic planning like doing headcount and budgeting of headcount every month, problem is which role is better for future jumping of ship? to handle uniformed ppl and civilian is totally different...
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21-06-2012 05:08 PM |
Unregistered |
Quote:
Originally Posted by cbee
Sorry I'm not really sure about your background but is that a proper job upon graduation or more of a holiday job?
If it is a proper job after graduation, I strongly recommend erasing it and pretend it doesn't exist because quitting 3 months into your first job after graduation doesn't exactly jive well with majority of the people. If it is a holiday job, I guess it's still salvageable though honestly it wouldn't have that much of an impact either way unless it's directly relevant to the next job you're applying for.
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It's supposed to be a proper job upon graduation. But little did I expect this.
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21-06-2012 03:29 PM |
cbee |
Quote:
Originally Posted by Unregistered
So meaning erase the 3 months from my resume and start afresh?
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Sorry I'm not really sure about your background but is that a proper job upon graduation or more of a holiday job?
If it is a proper job after graduation, I strongly recommend erasing it and pretend it doesn't exist because quitting 3 months into your first job after graduation doesn't exactly jive well with majority of the people. If it is a holiday job, I guess it's still salvageable though honestly it wouldn't have that much of an impact either way unless it's directly relevant to the next job you're applying for.
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21-06-2012 01:47 PM |
Unregistered |
Quote:
Originally Posted by cbee
I would also recommend if there's nothing good to say about your previous employment, just forget about it all together.
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So meaning erase the 3 months from my resume and start afresh?
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20-06-2012 07:43 PM |
cbee |
I would also recommend if there's nothing good to say about your previous employment, just forget about it all together.
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