Senior Auditors For Shanghai (Japanese Speaking)

A great career opportunity exists in Shanghai. This is great if you would like to gain experience working in Shanghai, China.


SENIOR AUDITORS FOR SHANGHAI (JAPANESE SPEAKING)

OUR CLIENT:

Our Client is a global, diversified company that provides vital products and
services to customers in the Fire & Security, Electronics, Healthcare, Engineered Products & Services, and Plastics & Adhesives. Its 2004 revenue is USD$40 billion. It employs approximately 250,000 people worldwide. Our Client is seeking highly motivated and committed individuals to join its team in the Regional Corporate Office in Singapore to join as :

REGIONAL STAFF AND SENIOR AUDITORS:

THE JOB:
Reporting to the Regional Audit Director, you will be responsible for conducting financial audits throughout the region.

REQUIREMENTS:
• University degree in Accounting or Finance
• Between 2-6 years of internal or external audit experience in a Big 4 accounting firm or in a large multinational organization
• Manufacturing and/or contract accounting experience preferred
• Willing to travel extensively
• Proficient English and Asian language skills such as Mandarin, Japanese, Korean and Hindi are desired
• Excellent oral and written communication skills
• Superior problem solving ability
• Project management skills
• Ability to work independently and as part of a team
• IT analytical skills including ACL, Microsoft Access

SALARY:
Negotiable.
Successful candidates will be offered competitive salaries and benefits packages.

This posting can also be seen in our website:

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Cheers,
The Singapore Headhunter

Visit my Ecademy profile; ;-)

Sample interview questions on behaviour

Here are some useful questions on behaviour from the HR-Guide in the internet. These are useful to you during the interview.

Good Interview Questions On Behavior


A fellow employee told you what his/her salary is and wants to know yours. How would you react and what would you do? (situational)

Describe a conflict with an employee and how you handled it.

Describe a complex problem you solved.

Describe a work situation in which you were not proud of your performance. What did you learn from this mistake?

Describe an important goal you have set and tell me how you reached it.

Describe how you have been able to apply something you learned from your degree program to a real-life or work-related situation.


Describe a (recent) project in which you failed? What did you learn from this?

Describe a (recent) situation in which you asked for advice?

Describe a (recent) situation in which you asked for help?

Describe a (recent) situation in which it took several tries or approaches before you were able to figure out what was going on.

Describe a (recent) situation in which you had to quickly establish your credibility and gain the confidence of others. What did you do ?

Describe a (recent) situation when you didn't know who you needed to speak with in an organization too get something done. What did you do ?

Describe a (recent) situation when you were able to identify a conflict between two individuals and were instrumental in the solution to that conflict. (skills)

Describe a (recent) situation when you worked in a team environment.

Describe a (recent) situation in which what was really going on with someone else was much more complicated than it might have seemed on the surface.

Describe a (recent) situation on your last job that you did not handle as well as you might have.

Describe a (recent) situation that you just couldn't handle.

Describe a (recent) situation when miscommunication created a problem on the job.

Describe a (recent) situation when you were confronted by a difficult problem and how you solved it.

Describe a time when you had to take on something very new or different and you had little or no guidance and support in doing so. How did you handle it ?


Describe a time when you organized a project where your directions were vague?

Describe a time when you simplified or clarified a situation by putting your finger on the key issue.

Describe a time when you went above and beyond the call of duty.

Describe a time when you accomplished a challenging goal.

Describe a time when you accomplished a difficult goal.

Describe a time where your performance went above and beyond expectations.

Describe how you work under pressure. Do you anticipate problems effectively or just react to them?


Describe how your (office/department/company) is organized.

For more questions, visit the HR-Guide website....Click here.....

We welcome your comments and feedback. If you have any comments, please let us have them. Thanks.



Cheers,
The Singapore Headhunter

Job Candidates: Enhance Your Chances Of Getting The Job!

How can you, a job candidate, enhance your chances of success at an interview. Remember that your objective in attending an interview is to get the job. You have to make sure that the interviewers are convinced that you are the ideal person for the job. You have to show them why you are better than the other candidates. In effect, you are actually going to ‘market’ yourself as the best person for the job.


Here are some points that you may want to consider.

Insist on meeting or talking with the hiring manager first, whenever possible

Whenever possible, try to insist on meeting the hiring manager first. The hiring manager is going to be your immediate superior in the new job. He would know the type of candidate that he is looking for, the experience and skills that he wants. The human resource department will not know as much as the hiring manager. If the hiring manager finds you suitable, you can talk to the human resource later.
Ask yourself this: would a HR person who is not in your area of work be able to understand fully what you are going to explain about your experience, skills and your work?

State your expectations

Try to ask for the agenda for the interview meeting. Even a verbal one over the telephone is better than none. You need to find out who the interviewers are, their designations, how they are related to the position that you are applying for? Is it just going to be the interview or more? If they are not at all related to the position that you are applying for, ask for the purpose of their presence in the interview. Use the reason that you would like to know so as to prepare yourself. It demonstrates your seriousness in the interview and the position.

Expect respect and set your standard

If the interviewers do not greet you, think cautiously before ever accepting another invitation from that company. That should let you have an idea of the employees in that company: lack of courtesy and respect for others. You have to set your standards high and be sure that the company that you are going to join has a high standard too. If not, do not waste your time.

Show respect to the interviewers

It is always a good practice to show respect to others, irrespective of who the other party is. You never know the influence the other party has over the recruitment decision. Or how closely you are going to work with the person (assuming that you get the job)? Finally, how you treat others reflects on you directly. So do set a high standard for yourself.

Do not ask about renumeration or benefits in the first interview.

Many great candidates make the serious mistake of asking about salary and benefits in the first interview. This is a serious mistake as it sends the wrong signal to the potential employer. The first interview is the opportunity for the interviewee to find out more about job, career prospects, the company, the expectation of the hiring manager and to ‘market’ the candidate.

Remember that no offer has been made yet. Asking about salary and benefits at that time is plain silly because you have not been offered the position! On the other hand, it signals to the potential employer that the interviewee is more interested in the money and personal gain, rather than how he can help the company. Asking such questions in the first interview is almost your guarantee not to get the job. Never, never, never do that.

Dress appropriately for the position

How you dress will depend somewhat on the position that you are applying for. At the same time, it makes sense to do some research on the organization. Or you may politely ask the person who calls you for the interview about the preferred dress code.

Some companies are more formal and they would expect at a long-sleeve shirt and a tie. For ladies, probably a skirt, blouse and a business jacket. If you the position is a sales position, where you are expected to meet clients, then it may be appropriate to dress up a little, such as putting on a business jacket. If the position is taking charge of the engineering department, even a long sleeve shirt without tie can be fine. It demonstrates to the interviewers that you are in tune with the position that you are applying for. That can be a good start.

Be prepared

Never attend an interview unprepared. That would be a sure recipe for failure. Put yourself in the interviewer’s shoes. Ask yourself: what is the interviewer looking for, what questions would he be likely to ask, what business is the company in, what are they famous for, why are you the best person for the position. Do your research. Check out the company’s website. Try to find out as much as you can about the company: from the web, newspapers, magazines, friends, employees, etc.

Listen

Many candidates make the mistake of ‘over-selling’ themselves such that it sounds rather ‘exaggerated’. True, an interview is where you would want to market yourself, to show why you are the best person for the job. But overdoing the process can be counter-productive. It makes the interviewer wonder if what you have said is true.

You should listen to what the interviewer has to say. Show respect to the interviewer. Understand what the interviewer is looking for and answer to the point. Be tactful and do not ‘hard-sell’ yourself.
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Do not talk bad about your current or previous employers

Whatever your reason for wishing to quit your present position, never talk bad about your current or previous employers. It is very discourteous to talk bad about anyone and reflects on yourself. Be objective. Do not be personal.


What are your opinions about this article? Do let us have your comments. Thanks.

Cheers,
The Singapore Headhunter,

Interviewer’s Role In An The Interview (Part II)

The interviewer should be as knowledgeable as the candidate.
Irrespective of the subject matter or objective of the interview, the interviewer should be as knowledgeable as the candidate. Make sure everyone coming to the interview (on your end) is prepared and knowledgeable. It must be emphasized that the first impression counts a lot.


Everyone interviewing the candidate should be prepared.
All members on your interview panel should be of such a caliber that they could fit into the position they were interviewing for. Interviewers of a lesser caliber would not add value to the interview and might send the wrong signal to the candidate.

Do not have follow-up interviews in mind.
The first impression counts a lot. A HR Assistant who is not an expert in the work of your department should not represent your organisation to the candidate. Like what we had said before, treat your candidate as a customer. Would you send a junior staff to meet a customer? Would you send someone who is not familiar about your company to meet a customer? Likewise, do not send someone from another department to interview your candidate as that is not going to add any value at all. Why let a Finance manager interview a Programmer about his career goals?


Your best team member for the interview.
When the time is suitable, introduce the candidate to his peers. Your goal is to assess the candidate and to establish your credibility. Only the team member who can impress the candidate and can hold his own should be in the introduction meeting. The selected team member should be a motivated employee. Do not put him into the front line if he is not.

You are interviewing to recruit top talent, not to talk.
Many a times, an interviewer mis-manages the interview by talking about himself, his goals, etc, etc. Or, he spends the time interrogating the candidate about the past or the future. All these might be important topics, but not until the key issue is addressed: the work.


Step back and ask yourself this: If the candidate passes your personality and credential tests, would you offer him the job if you found out he could not do the work properly? The answer is obvious. Find out if the candidate can do the work first. The rest can be established later.

It is common that managers sometimes avoid detailed discussion of the work content because they themselves do not really know enough of it to discuss. A head-count is approved so someone has to be recruited, but no one is clear about why. Sounds familiar?


Before the interview, be prepared. Make sure you understand the purpose of the position and the work content in detail. Otherwise do not interview the candidate or that might reflect badly on you and your organization.

A job candidate is an invited guest to be treated like a customer.
Recruiting and interviewing are not an administrative process. This is a highly skillful social art: the art of influence a top talent to join you and your team. You have to do it responsibly. You must constantly focus on the state of the candidate. Is he warming up? How is he reacting? Is he opening up? Does he look enthusiastic? You are responsible for what the candidate thinks; as that depends on how well you have managed the interview.

Do you have any comments on this article? Share your thoughts and comments with us.

Cheers,

The Singapore Headhunter,

Interviewer’s Role In An The Interview (Part I)

The quality of an interview is the interviewer's responsibility

Typically, the interviewer will set the tone of the interview. Though an interviewee may want to influence the tone of the interview, that is quite unlikely as the interviewee would not want to come across as disrespectful or disdainful.

The interviewer’s role is to ensure that there is an air of mutual respect in an interview, or the interview would not be successful or effective. The interviewer should set the tone of the interview and the objective of the interview should be to recruit top talent.

The objective of an interview is to recruit top talent.

The company is trying to attract top talent. Ideally, the first interview should be with the hiring manager. Do not forget that the first impression counts a lot. The interviewee is at the interview to know your company, the department he is going to work in, and the superior that he is going to work for. He is at the interview to discuss his experience and the job scope of this new potential job offer. The first interview should not be for the HR to do the screening, but rather for the hiring manager to have a detail and meaningful discussion about the job scope, career advancement opportunities, the candidate’s experience and aspirations, the fit between the candidate and the department.

The interview should be a meeting of mutual respect: a challenging and useful discussion of professionals.

As the interviewer, your objective should be making the interview a meeting of mutual respect: a challenging and useful discussion of professionals. As you are trying to recruit top talent, the top talent would be assessing the organization and the superior that he is going to work for. He is not going to join if he is uncomfortable with his interview experience.

The interviewee is at the interview with his own objective as well. He is there to assess if your organization is ‘attractive’ to him and what he would be able to ‘gain’ by working for you. It would be wise to treat him like you would treat a prospective customer. Show him why you are different from your competitors, why he should join you instead of your competitors. Show him that you are serious about him. If possible, work out a simple agenda. Tell the interviewee that he is not at the interview for an interrogation session. That will allow you to demonstrate to the interviewee the positive difference between you and your competitors and give the interviewee a certain good feel about your organization.

Do not be presumptuous.


In most interviews, the interviewers hold the upper hand. The usual mistake they make is to start ‘interrogating’ the interviewees too soon. The interviewer should be sincere in wanting to know the interviewee more; like what is he looking for in his next job, why he applies for your position, how he thinks he is going to add value to the position and what makes him choose your organization.
The interviewer should also share with the interviewees his (interviewer’s) goals and objectives, the profile of the person he is looking for, his background, his management style and what he is looking for in a candidate. In this way, the interviewee would be able to decide if he would be likely to fit into the working environment, for a long time to come.

State your business clearly.

The interviewer is the host and should take the lead. Lay your cards on the table. What is your company’s mission? What is its long-term goal? What role does your department play in the organization? What are some of the immediate challenges of the department? Why are you recruiting? Why are you interested in the interviewee?
After that, let the interviewee has his say. An interview has to be a 2-way communication to be effective. You want to ‘market’ your vacancy that is available as well as to learn more about the interviewee. Respect the interviewee. Pay full attention to what he got to say. Learn as much about him during the interview. If you have questions, wait for him to finish and ask him politely. Questions should be pertaining to his experience and how he feels he would be able to fit in successfully. Ask about his concerns, if any, about the vacancy. Everyone likes to work for an understanding, reasonable, caring and polite superior.


In the next part to this topic, we talk about why the interviewer needs to be prepared and be knowledgeable. Do come back soon.

Do you have any comments about this article? We appreciate your comments and feedback, which are crucial for us to improve.

Thanks in advance.

Cheers,
The Singapore Headhunter

Do Not Make The Same Mistake Or You Will Lose Out!

The other day, I sent a candidate to the client for a Manager position. Everything went on smoothly. The client liked her and the candidate was impressed with the organisation.

A reference check was requested. The reference check turned out great! Things were going great then. The client was keen to make an offer to her. The client was happy and the candidate was exhilarated. She called me to thank you profusely. We had a great conversation. I was delighted for her.

Then, the dreadful thing happened! The client needed some details from the candidate and one of her junior staff telephoned the candidate. Maybe, she was too happy or she was not in her usual frame of mind, she became agitated with that client's junior staff and spoke to her in an unfriendly manner. Instead of co-operating, she started to question that junior staff. Oh dear! Guess what happened?

That junior staff informed her superior (my client) and I received a call from the client to say that the offer was off. They were concerned about the attitude of the candidate. That was the worst thing to happen. Imagine that a potential job offer was lost over a small incident like this! What a dread!

Job seeker should also bear in mind to respect everybody irregardless of the position of the other party. A junior staff's comments could be worse than her bite. Her superior would be more likely to believe what she said. Be polite to all and respect everybody.

Do not make the same mistake or you may lose a job offer.

Cheers,
The Singapore Headhunter