Xu hướng thị trường việc làm Sales vào năm 2024 dự kiến sẽ phản ánh sự tiến bộ trong công nghệ, sự thay đổi trong hành vi khách hàng, và sự chuyển dịch trong kinh tế toàn cầu.
Nhóm Dầu khí có cơ hội khi giá dầu dự báo neo ở mức cao trong năm 2024 nhờ (1) sản xuất công nghiệp trên đà hồi phục với động lực chính từ Trung Quốc nhờ nỗ lực nới lỏng chính sách để thúc đẩy tăng trưởng và (2) nguồn cung thắt chặt khi căng thẳng địa chính trị tiếp diễn.
Nhóm Xuất khẩu gồm thuỷ sản, dệt may có cơ hội khi nhu cầu tiêu dùng ở các thị trường xuất khẩu chính (Mỹ, Châu Âu, Trung Quốc) dần hồi phục và các nhà bán lẻ tăng nhập khẩu.
Nhóm Thép có thể hưởng lợi từ xuất khẩu hồi phục. Tăng trưởng lợi nhuận nhờ biên cải thiện khi giá bán ra nhích lên nhưng giá NVL đầu vào (quặng sắt, than cốc) biến động nhẹ hoặc đi ngang và tối ưu hàng tồn kho.
Nhóm Hóa chất với nhu cầu tiêu thụ thiết bị bán dẫn toàn cầu sẽ tăng mạnh +20,2% trong năm 2024 (vs. +10% dự báo trước đó) nhờ xu hướng gia tăng sử dụng các sản phẩm AI và tồn kho máy tính/điện thoại sẽ trở về mức bình thường nửa cuối 2024.
Nhóm Bất động sảndân cư vẫn chịu tác động tiêu cực từ Tình trạng ảm đạm của thị trường BĐS nhà ở kéo dài hơn dự kiến do những điểm nghẽn về cơ chế pháp lý và nguồn vốn chưa được khơi thông (Dự thảo Luật Đất đai sửa đổi chưa được thông qua…). Rất ít dự án nhà ở được cấp phép xây dựng hay mở bán, giá bán sơ cấp lẫn thứ cấp không có biến động mạnh trong khi các chủ đầu tư đẩy mạnh chính sách chiết khấu dẫn đến biên lợi nhuận thu hẹp.
Nhóm bán lẻ với mảng kinh doanh Điện máy-Điện thoại được cho là đang ở giai đoạn bão hòa, riêng mảng Điện máy còn chịu ảnh hưởng tiêu cực bởi thị trường nhà ở, cạnh tranh ngày càng gay gắt gây á lực lên tăng trưởng doanh thu và biên lợi nhuận.
Nhóm tiêu cực cuối cùng là nhóm phân bón khi hiện tượng El Nino được dự báo sẽ gia tăng vào các tháng cuối năm 2023 và đầu năm 2024, tác động tiêu cực lên hoạt động trồng trọt đặc biệt là lúa gạo – chiếm 50% tổng diện tích gieo trồng ở Việt Nam làm giảm nhu cầu sử dụng phân bón. Giá bán phân bón 2024 được dự báo ổn định so với 2023 nhờ nguồn cung dồi dào
Công nghệ đang có một tác động lớn đến ngành Sales. Trí tuệ nhân tạo (AI), dữ liệu lớn (big data) và học máy (machine learning) đang được áp dụng trong quá trình bán hàng, từ việc phân tích thông tin khách hàng đến tạo ra các chiến lược bán hàng cá nhân hóa. Các công cụ CRM (Customer Relationship Management) cũng đang được sử dụng rộng rãi để quản lý thông tin khách hàng và tăng cường hiệu suất bán hàng. Công nghệ đem lại cơ hội mới và thay đổi cách làm việc trong ngành Sales.
(Bài viết có tham khảo từ nguồn tin tức tại trang Đời sống pháp luật)
Tuy ngành Sales đầy tiềm năng, nhưng cũng đặt ra những thách thức. Thị trường việc làm ngành Sales cạnh tranh cao, do đó, ứng viên phải cạnh tranh với những người khác để có được vị trí mong muốn.
Chúng tôi rất vui được giới thiệu đến bạn những cơ hội việc làm hấp dẫn trong ngành Sales. Đây là những vị trí quan trọng trong các công ty hàng đầu, nơi bạn có thể phát triển sự nghiệp và đạt được thành công. Hãy cùng tìm hiểu chi tiết về từng vị trí dưới đây:
1. Head of Business Development – HCM
10-15 năm kinh nghiệm FMCG, bánh kẹo, nước ngọt
Làm độc lập, Xây dựng thị trường mới, thế mạnh các kênh MT, Distributor
Cùng với sự phát triển của công nghệ, lĩnh vực công nghiệp đang chứng kiến sự gia tăng về quy mô sản xuất và cung ứng hàng hóa. Điều này tạo ra nhu cầu lớn về nhân lực trong các lĩnh vực như sản xuất, vận hành, quản lý chuỗi cung ứng, và nghiên cứu phát triển. Thị trường việc làm trong lĩnh vực công nghiệp trở nên đa dạng và hấp dẫn, mang đến nhiều cơ hội cho người lao động.
Công nghiệp 4.0 đòi hỏi sự thông minh và tự động hóa trong quá trình sản xuất. Các công ty đang tìm kiếm những chuyên gia trong lĩnh vực công nghệ thông tin, kỹ sư cơ khí, kỹ sư điện tử, và kỹ sư tự động hóa để nắm bắt và áp dụng thành công các công nghệ mới như trí tuệ nhân tạo, Internet of Things (IoT), big data, và trực tuyến hóa quy trình sản xuất. Bên cạnh đó, lĩnh vực công nghiệp hiện nay đang đặc biệt quan tâm đến việc bảo vệ môi trường và đảm bảo sự bền vững. Do đó, công nghệ xanh và quản lý tài nguyên trở thành những lĩnh vực có triển vọng rất lớn. Các công ty đang tìm kiếm những chuyên gia trong lĩnh vực năng lượng tái tạo, quản lý chất thải, thiết kế xanh, và quản lý môi trường để phát triển các giải pháp sáng tạo và bền vững.
Ngoài các vị trí kỹ thuật, lĩnh vực công nghiệp cũng cần đến những chuyên gia trong lĩnh vực quản lý, marketing, kinh doanh, và tài chính để đảm bảo hoạt động hiệu quả và cạnh tranh trên thị trường. Sự phát triển của công nghiệp cũng tạo ra nhu cầu về lao động có kỹ năng cao trong việc vận hành và bảo trì các thiết bị công nghiệp, cung cấp dịch vụ kỹ thuật, và quản lý chất lượng sản phẩm.
Tổng kết các điểm trên, thị trường việc làm trong lĩnh vực công nghiệp đang rất sôi động và đa dạng. Các công việc thú vị và đầy triển vọng đang chờ đón những người tìm kiếm cơ hội nghề nghiệp trong lĩnh vực này. Để thành công trong thị trường việc làm này, việc nắm bắt những xu hướng công nghệ mới và phát triển các kỹ năng phù hợp là rất quan trọng.
Chúng tôi rất vui được giới thiệu đến bạn những cơ hội việc làm hấp dẫn trong lĩnh vực công nghiệp. Đây là những vị trí quan trọng trong các công ty hàng đầu, nơi bạn có thể phát triển sự nghiệp và đạt được thành công. Hãy cùng tìm hiểu chi tiết về từng vị trí dưới đây:
Several million workers worldwide quit their jobs every month, costing their organizations time and money. The solution? Engaging employees and creating a better place to work, discusses Patrick Ahern, VP of Client Success at Reward Gateway.
With low unemployment and a good market for job opportunities, today’s employees are on the move more than ever before. According to a recent Job Openings and Labor Turnover Survey (JOLTS) from the Bureau of Labor Statistics (BLS), over 3.5 million Americans quit their jobs every month. This is an alarming statistic considering how much it costs from a monetary and productivity standpoint to train a new employee. On average, it costs small businesses about $1,200 to train a new hire and takes eight to 26 weeks for that person to achieve full productivity. With this in mind, businesses should be motivated to keep their best employees, and the best way to do that is by keeping them engaged. Engagement is integral to business success, and healthy workplace cultures that foster growth and community can keep employees invested in a company’s mission. An environment built on shared values, healthy communication, and collaboration is what all employers should strive to achieve. With that said, employers and employees are not always aligned when it comes to what they want from their work. Take the below infographic, for example, as to what employees and employers value at work. So, how can employers look at their businesses holistically to come up with solutions that will keep their top talent invested in their company’s mission?
First, businesses need to define their employee value proposition (EVP) to build long-term success. An EVP is what makes an organization stand out above competitors. For example, if a strong candidate was offered a job at two organizations, what would compel them to choose your offer over the other one? Is it their link to the purpose, mission, and values of your organization? Is it the way you recognize and reward achievers, providing them with opportunities to grow and progress in their careers? Perhaps it’s the compensation package or creative perks you offer to your people. Because each person will value different things, improving and strengthening EVP is essential to attracting and retaining engaged and productive employees. The recognition reflects and embeds a company’s culture and shines a spotlight on the most impactful individuals and teams while making it clear to new starters what success looks like.
By rewarding people based on a value system, employers can continually communicate and reinforce the company’s purpose, while talking to employees on how to arrive at success. A recent study showed that more than 90 percent of HR professionals agree that having a sufficient employee reward and recognition program has a positive effect on retention, and nearly the same amount agree that recognition drives business results.
Once you’ve defined your value proposition, and begin implementing a system that puts people first, the challenge is maintaining those systems in place to ensure that your people are getting the most out of their opportunities. To keep employees connected, employers must look at reward and recognition strategies and decide what makes the most sense for their employee base. Then, they must continuously reinforce those tactics through the appropriate channels.
One way to recognize employees is by creating spaces and opportunities for people to connect digitally. This may mean investing in tools that enable more video conference calls, instant messages, or blogs that are written and published by people within the business. Additionally, employers can also introduce a peer-to-peer recognition and reward program with a rolling social recognition wall that displays accomplishments in real-time. Seeing the everyday success celebrated makes remote employees feel visible and valued, and encourages interaction by enabling employees to react to and comment on ecards and awards. Finally, using your HR platforms as opportunities to showcase and strengthen your brand provides a more engaging and impactful experience for your people. Where possible, create a one-stop-shop where people can access all the tools you’ve invested in to stand out as a great place to work, like voluntary benefits, communications, recognition, and more.
Ultimately, what works for one organization might not work for another. It takes time to understand what your employees need and value. It takes even more time to build a system designed to accurately keep them engaged and connected to your company’s purpose. Creating an environment where workers are motivated and involved will help you stand out as a great place to work and achieve your business objectives.
Nguồn: Patrick Ahern
Được thành lập từ năm 2011 bởi ông Hoàng Văn Nam, Headhunt Việt Nam đến nay đang ở vị trí hàng đầu trong lĩnh vực tư vấn nhân sự đại diện cho ngành Dầu khí, FMCG và Sản xuất tại Việt Nam. Headhunt Việt Nam phục vụ hơn 500 khách hàng doanh nghiệp, bao gồm các công ty đa quốc gia lớn cũng như các công ty hoạt động tại Việt Nam, Đông Nam Á và hơn 1 triệu người tìm việc.
Đội ngũ của chúng tôi đa dạng các thành viên ở nhiều lĩnh vực, đề cao một môi trường làm việc cởi mở và chia sẻ kinh nghiệm lẫn nhau để mang lại trải nghiệm tốt nhất cho khách hàng.
Nếu bạn cần một dịch vụ tư vấn nhân sự chuyên nghiệp, hoặc đơn giản bạn muốn tìm cho mình một công việc hấp dẫn, đừng ngần ngại liên hệ cho chúng tôi tại info@headhuntvietnam.com
Last year was tough on recruiters. The pandemic and its repercussions devastated some talent acquisition teams, heaped new demands on others, and proved to be a historic change agent as virtually recruiting and onboarding a remote workforce became the norm for many.
2020’s adversities will certainly inform talent acquisition trends in 2021. More companies will adopt virtual recruiting technologies; shift talent attraction efforts to remote candidates; consider internal talent pools; and focus on diversity, equity and inclusion. The best recruiters will take the opportunity to add new skills, adapt as needed and show their value to the organization.
Over 1,500 talent acquisition professionals from 28 countries identified these trends in a survey conducted by LinkedIn and supplemented by data generated by more than 760 million members on the professional networking site.
Daniel Chait, CEO of New York City-based Greenhouse, one of the fastest-growing recruiting software providers, envisions the talent acquisition function playing a major role in what he calls the “great rehiring.”
“When COVID is mitigated and life can start returning to normal, businesses will need to quickly gear back up,” Chait said. “If things go well, it’s possible that more people will re-enter the workforce in 2021 than in any single year on record.”
Virtual Hiring Is Here to Stay
In the same way that a hybrid workforce of onsite and remote employees will become more normalized, a hiring process that combines virtual and in-person processes will become increasingly standard due to the associated cost and time savings, according to 70 percent of respondents to the LinkedIn survey.
“Job interviews will largely continue to be conducted virtually,” said Candace Nicolls, SHRM-SCP, senior vice president of people and workplace at Snagajob, a Glen Allen, Va.-based online staffing platform that specializes in matching candidates to hourly wage jobs. “Even for businesses resuming in-person operations, I expect that virtual and automated interviews will instead replace many in-person touchpoints, helping to accelerate timelines while also providing a critical layer of safety as we continue to observe social distancing rules.”
Ryan Healy, president and co-founder of Brazen, a virtual hiring event platform, said virtual recruiting in 2020 helped organizations streamline recruiting processes, improve diversity hiring and hire better talent by reaching across geographic barriers.
“These gains mean virtual recruiting has earned its place in the ongoing talent acquisition strategies of nearly every industry across the country, and employers will continue to use virtual recruiting alongside more-traditional in-person recruiting and interviewing once it’s safe to meet with candidates face to face again,” he said.
But Addison Group CEO Thomas Moran contends that the future workplace will be less remote than many are forecasting. “As the COVID-19 vaccine takes hold, people will welcome a return to the office to be with their colleagues,” he said. “While the pandemic may have taught us just how resilient we can be working remotely for an extended period via Zoom conference calls, it is not sustainable. Humans are a social species and ultimately need that direct, in-person contact and connection with one another.”
Companies Will Emphasize Internal Hiring
Internal mobility is up 20 percent since the onset of COVID-19, according to LinkedIn data.
In addition, 50 percent of respondents expect their recruiting budget to decrease this year while 66 percent anticipate their learning and development (L&D) budget to increase or stay the same. Some experts believe that employers will build their workforce through internal mobility programs tied to reskilling initiatives or engage contingent talent instead of hiring externally. Others predict that companies will continue to move from static jobs toward project-based, cross-functional work dictated by changing business needs.
Increased engagement, lower costs and a shorter hiring process are a few of the benefits of the shift to internal mobility, but the biggest benefit may be improved retention, said Mark Lobosco, vice president of talent solutions at LinkedIn. “Our data show that employees stay 41 percent longer at companies that hire internally compared to those that don’t,” he said. “As companies continue to experience the benefits of internal mobility, we’ll begin to see it shift from an ad hoc solution to an essential corporate strategy. This will lead to HR and L&D partnering closer than ever before to better understand existing skill sets, address skill gaps in their organization and build more robust internal mobility programs.”
David Green, executive consultant on people analytics and director at Insight222, a London-based consulting firm, suggested that “skills are the new currency” in the workplace, and companies like IBM, Novartis and Unilever are building cultures where skills are of central importance. “To achieve this, they have brought siloed HR programs such as learning, career and internal mobility together with skills and technology that enables personalization to create a thriving marketplace for talent,” he said. “With the pandemic increasing the focus even more on internal mobility, the rise of the talent marketplace will gain pace in 2021.”
Tim Sackett, SHRM-SCP, president of HRU Technical Resources, an engineering and design staffing firm based in Lansing, Mich., agreed that building internal talent will ultimately be better in the long run, but acquiring new talent through external hiring or contingent staffing is the best bet for a volatile short-term outlook.
“2021 is not the time to decide to build talent, at least not in the first two quarters,” he said. “Most organizations have already started renting talent, and we see contingent labor as a percent of the workforce rising as organizations determine how the economy will come back. In 2021, organizations want to make sure that the organization can sustain itself in the long term before adding permanent headcount. The focus on hiring more contingent is a better strategy over the next 12-18 months, to ensure they will have much more flexibility and the ability to move quickly to move their headcount up and down based on immediate business needs.”
Recruiters Will Play a Bigger Role in DE&I
Diversity, equity and inclusion (DE&I) will be a continuing focus area for recruiters, especially because more candidates will make job choices based on their assessment of a company’s visible DE&I commitment, according to experts.
“Companies recognize that they are being scrutinized more than ever by stakeholders and are committing to aggressive diversity targets,” said Dan Schawbel, a bestselling author and managing partner at Workplace Intelligence, a New York City-based HR research and advisory firm. “This year, 70 percent of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion.”
Nearly half (47 percent) of talent professionals told LinkedIn that hiring managers are not held accountable for interviewing a diverse slate of candidates. Some experts believe that more recruiters will work to remove arbitrary entry barriers like educational requirements from job qualifications, advocate more for a diverse pipeline of candidates and hold hiring managers accountable for moving those candidates through the hiring process.
“Diversity is a business-critical imperative and one that recruiting can lead,” Lobosco said. “Not only is it imperative that recruiters deliver a diverse pipeline of candidates, but they must also play an important advisory role for the hiring managers they support. This could be through restructuring hiring processes to reduce bias, building diverse interview panels and mandating data-driven reporting against diversity goals.”
Cheryl Roubian, vice president of people at Greenhouse, said more companies are looking for tools to help them root out bias in the hiring process and build systems that promote and develop employees equitably. “This is far from being a new idea, but the confluence of increased awareness, the availability of talent and geographic flexibility will continue to amplify the importance of investing in the right tools to build more diverse teams.”
Recruiters Will Expand Skill Sets
The No. 1 skill for recruiters to embrace in 2021 is adaptability, according to LinkedIn’s survey.
“This isn’t surprising, given the challenges we faced last year,” Lobosco said. “Recruiters are rapidly adding skills like bringing clarity to talent data, reshaping employer branding and fine-tuning the virtual hiring process.”
Notably, the fastest-growing pivot for recruiters during the pandemic was personal development.
“We saw recruiters massively increase their appetite for learning as soon as COVID-19 hit last March, more than doubling their normal learning consumption in the following months,” said Johnny Campbell, CEO of Dublin-based SocialTalent, a learning platform for recruiters. “Hot topics included talent advisory training, virtual interviewing, being productive while working remotely, virtual onboarding and internal mobility. Learning how to be better talent advisors is always a popular topic for recruiters, but many more sought it out for the first time as their hiring managers frantically reached out to them with a massive demand for information about the evolving labor market.”
Colleen Garrett, SHRM-CP, was a recruiter at a retirement community in Fort Myers, Fla., where hiring slowed down considerably as the coronavirus spread. She said she looked at the downtime as an opportunity to “think outside the box.”
“It was a time to take a step back, audit processes, figure out what had been working in the past, what hadn’t been working and how the future was going to change,” said Garrett, currently a recruiter at health care staffing provider Clipboard Health.
She spent time rethinking talent strategy, learning how to integrate new talent acquisition tools to workflows, developing training manuals, and learning about topics like social recruiting and how SEO factors into job posts.
She recommends that recruiters in 2021 spend time developing skills in virtual interviewing, onboarding new hires, understanding talent metrics, and showing empathy and compassion.
“Naturally, recruiters are people-centric,” Garrett said. “But 2020 wasn’t just hard because of the pandemic, but also because of the economic fallout and all the people who are jobless or displaced in their career. It is our duty to go the extra mile, to understand their struggle and what their needs are.”
Nguồn: Roy Maurer
Được thành lập từ năm 2011 bởi ông Hoàng Văn Nam, Headhunt Việt Nam đến nay đang ở vị trí hàng đầu trong lĩnh vực tư vấn nhân sự đại diện cho ngành Dầu khí, FMCG và Sản xuất tại Việt Nam. Headhunt Việt Nam phục vụ hơn 500 khách hàng doanh nghiệp, bao gồm các công ty đa quốc gia lớn cũng như các công ty hoạt động tại Việt Nam, Đông Nam Á và hơn 1 triệu người tìm việc.
Đội ngũ của chúng tôi đa dạng các thành viên ở nhiều lĩnh vực, đề cao một môi trường làm việc cởi mở và chia sẻ kinh nghiệm lẫn nhau để mang lại trải nghiệm tốt nhất cho khách hàng.
Nếu bạn cần một dịch vụ tư vấn nhân sự chuyên nghiệp, hoặc đơn giản bạn muốn tìm cho mình một công việc hấp dẫn, đừng ngần ngại liên hệ cho chúng tôi tại info@headhuntvietnam.com
Restaurants closed, coffee
shops shut down and all entertainment activities are stopped, the world economy
is suffering depression because of COVID-19 pandemic spread out by Coronavirus.
People afraid to go outside lead to a significant decrease in consumption
demand which directly effects the supply chain and forced many companies to cut
off their workforce. This issue may leave many looking to file for unemployment
insurance benefits to tide them over until the outbreak is over and work
resumes.
Moreover, increasing the unemployment rate means more competition. As a job seeker during the COVID-19 pandemic, what should you do to improve your recruit chance and looking for further opportunities? This article will give you some pieces of advice on how and where to find a suitable job during these difficult times.
I. Use Apps
One of the best apps I
recommend for you is LinkedIn. LinkedIn is the world’s largest professional
network with 300 million members in over 200 countries and territories around
the globe. When you join LinkedIn, you get access to people, jobs, news,
updates, and insights that help you be great at what you do.
We Recommend LinkedIn as a way
to tap into your network. The majority of roles aren’t advertised and so
connecting and staying in touch with people you know is valuable. LinkedIn is
also increasingly a place where employers advertise roles and conduct local
labour market/talent searches.
II. Optimize your social network
Most people think of social
media as nothing more than social. Facebook, Twitter, and other platforms are
just places to keep up with friends and discuss news. But social media is
starting to serve a much different purpose now. According to Jobvite’s
Job Seeker Nation study, 48% of people used social media to
search for their most recent job. If you want to start benefiting from your
social network for your job search, here are six ways to do it:
Let
people know you’re looking
Social
media is first and foremost a platform to have your voice heard. Use it as an
opportunity to let people know you’re looking for a job. This simple gesture
can go a long way for your job search. Letting people know you’re available
might help you learn about job opportunities before they’re advertised.
2. Use Facebook Lists
Facebook lists are a way to
build your social network beyond just your family and friends. You can add
professional contacts without worrying about them seeing personal things you
post.
3. Join industry conversations
on Twitter
Twitter, in particular, is a
great platform to start building a network of influencers in your industry.
Find and follow people who work in your area so you can join in conversations
and make yourself known.
4. Look professional in search
Have you ever Googled your
name before? You might not like what comes up. “If your online footprint is a
problem for your job search, then a LinkedIn profile will be the solution,”
said social media agency CEO, Giovanbattista
Cimmino. Associate your name with other social accounts as well so
they rank in search.
5. Add your social profiles to
your resume or website
Whether you have a personal
website or just a physical resume, you should include links to your social
profiles as part of your contact information. Having an active social presence
can make you look appealing to potential employers in a lot of ways.
6. Follow the hashtags
Some businesses regularly
advertise their job openings on Twitter. You don’t want to miss out on these
opportunities. Luckily, it’s really easy to search for and follow popular job
opening hashtags that employers use to find applicants. Here are a few popular
ones:
How long have you been
updating your profile? Before you start looking for jobs and completing online
job applications, you’ll need an updated version of your resume ready to
upload. You may also need a cover letter to apply for some jobs.
Make sure your resume includes your current contact
information and work history. Save your resume as yournameresume.doc, rather
than with a generic file name like “resume.” This way, the hiring
manager will connect you with the resume when they review it. Here’s how to
name your resume and cover letter.
Have a basic cover letter
ready that you can customize for each job you apply to. You should always
include a cover letter when applying for a job unless the job listing
specifically says not to. Some sites let you upload an existing resume from
Microsoft Word on your computer with the click of a button. Sometimes you will
be asked to convert the document to a PDF or other kind of file. On other
sites, you may need to copy and paste your resume into an online profile or use
a resume builder that is incorporated into the job application system.
IV. Find your career coach
A career
coach provides advice on anything and everything related to your career, an
in-house recruiter acquires talent for their organization, and an agency
recruiter, which is also known as a headhunter, helps a multitude of companies
find talent. So, when someone asks if you’re working with recruiters plural,
it’s safe to say they’re referring to headhunters.
The
best way to obtain an employer is to help them find you first. Working with a
headhunter comes with a number of potential benefits. Most importantly, it
provides a clear path to the hiring manager’s inbox. In addition, this person
can give insight into what the company’s looking for, tips for a successful
interview, and even advice on salary negotiation (though career coaches can do
this, too). Most receive a commission, so the more money they get you, the more
they’ll receive in turn.
If you are recently in Vietnam,
you may find one of the best local headhunt agency is HeadhuntVietnam. With
more than 10 years of professional experience in the mid-to-high-end personnel
market as a senior and exclusive partner of many big brands both internal and
international (Coca-Cola, 3M, Lazada, Masan Consumer …), Headhunt Vietnam would
be the best coach for your career during this pandemic time.
