Your Partner in Myanmar to find the Right Candidate

it all starts when a job seeker applies for work through the agency. Asia HR  Recruitment Agency has attracted many jobs seeker via a variety of means: Help wanted ads, online job boards, word-of-mouth, to even an YouTube video. Our company hold a large data base allowing us to find the right candidate in the right industries for our clients.

The relationship is established, so what is the relationship between the job agency and the job seeker the agency acts as an advocate or representative of the job seekers. Usually, there is no fees charged by Asia HR to the job seekers. It’s a free service to job seekers.

The employers are, in reality, the agency’s clients. Asia HR serves its client’s interests by finding them the right people for their jobs. Asia HR is serving its clients by finding the right candidate for our clients’ limited indeterminate time.

Asia HR provides to their clients a full range of services including but not limited: selection of candidates, analyze of the position, analyze and selection of the candidate, invite the candidate for being interviews, screening, presentation of the candidate to the clients, human resource services, and more.

If you plan to hire skills workers or talents in Myanmar, we strongly recommend you to pass by a recruitment agency to provide you the most suitable results in a shorter period.

The recruitment process in Myanmar can take a long time and is often process-driven. These processes include:

• Writing job descriptions;
• Placing advertisements;
• Accepting applications;
• Pre-selecting or Screening suitable candidates;
• Find the right candidate for the position.

The need for recruitment is often the result of either a staff member leaving the business or increased workload.

Therefore, your remaining staff are likely to already be very busy, and adding recruitment requirements to their job may cause overwhelm or may even cause other productivity issues.

Additionally, most of the employers are having many difficulties in finding talents in the South East Asia market, and they cannot find the right talented candidate for the management level.

There are many benefits of using Asia HR to find your right candidate:

1. Asia HR save your time
Our Myanmar recruitment agency will help you save time because we take care of the beginning steps of the process. Our company respect all the deadline and understand the employer’s expectations.

2. Asia HR has access to the best talent in Asia
Our Myanmar recruitment agency hold his own database of qualified applicants they can pull directly from. Therefore, we often have access to skills that are already be employed, bring better expertise to your pool. With experimented bilingual recruitment consultants, we have access to an extensive network allowing us to find a candidate in many countries in Asia and from different nationalities.

3. Asia HR offer competitive fees to his clients
Because our objective is to build a long-term relationship with our clients, and we are committed to the development of our clients, Asia HR offers competitive fees to our clients.

Our fees related to our recruitment services are providing to our clients before starting our services to provide full information to our clients.

4. A Yangon recruitment agent is there to help you for the development of your company.
We help you to find the right candidate, and after finding for you, the right talent, we follow our clients and the new employee in order to ensure that the candidate is adapted to the position among the employer is satisfied by the performance of the employee.

5. Asia HR has rigorous screening processes
Asia HR follows a rigorous screening process to:

• ensure that our clients are presented with the best talent and that skills and qualifications are verified;
• The candidate will, most importantly, fit into your business;
• The candidate will develop your business in Thailand and will stay for the long term in your company.

6. Asia HR provide you flexibility for your business in Myanmar
Using Asia HR gives you flexibility, allows you to downsize during slower times and to ramp up your workforce when you are experiencing peaks within your business.

Looking for a new job in Myanmar can be stressful and time-consuming, you may have considered using Asia HR recruitment agency. Let us give you a few reasons why this will be beneficial first of all your consultant will place you into companies that will maximize your potential as we already have established relationships.

Secondly, if you’re still working when are you going to find the time to search through job boards let the agency do the legwork another benefit the majority of temporals are through agencies, and this can be a great way to gain experience one final point your consultant will take care of all the finer details it allows you to concentrate on the interview process using Asia HR as job agency doesn’t have to be scary or complicated.

Finally, our services are free of charge for the candidate, and you will have no fees or cost to register yourself as a candidate with us.

The hard skills of a recruiter are easy enough to list, but what about the more subtle personal qualities that make it possible to link the different actors and convince the best talents to join the company?

1. 1. The listening 

Yes, a recruiter must ask the right questions. But if he is not able to listen to the answers, it is useless! He must be able to bounce on what the candidates say. And on the corporate side, it also needs to listen to the managers who recruit to understand their needs and choose a person with not only the right skills, but also the ability to integrate.

1. 1. Commercial fiber

At the time of the war of talents, some candidates are over-solicited and are spoiled for choice for their next job. The recruiter is also a seller: he must sell to the company the best talents to convince them to join her rather than one of its competitors.

1. 1. Trust 

We all want to believe that the world is lovely and that no one will try to deceive us. Unfortunately, it is not the case. Some candidates lie or at least arrange the reality to show themselves in their best light. There is no question of trusting with closed eyes to the information of the CV or to the words in the interview: a good recruiter must be able to locate the warning signals like dates with the hole, a glance or inaccurate information, to deduce the various possibilities and to confront the candidate to discover the truth.

1. 1. Adaptability

A recruiter is in contact with almost everyone in the company as well as with candidates from very different backgrounds. He juggles between the various tools at his disposal (ATS, various software, job boards, social networks, video tools, tablets, smartphones) and, most of the time, recruits for various trades of which he is not himself an expert. . If it does not show adaptability, it will soon be outdated!

1. 1. Networking

It’s not just about maintaining your own network, hoping to one day find the rare thing for a job, but also looking after the talent pool by adding members and relaunching them at the right time. A good recruiter is therefore an expert at both social networks, but also face-to-face contact, with an exceptional memory to remember all the people he meets and who could one day help him.

1. 1. Diplomacy

Management, managers, HR members, employees … Other people involved in recruitment in the company do not always realize the difficulties of research and talent attraction and set the bar very high in their expectations. The recruiter to explain that what they are looking for does not exist on the market, or will pay much more than they thought they would offer, and to propose alternatives … All without hurting anyone! Not to mention that it is also his job to tell the rejected candidates that they have not been selected.

1. Be identifiable
Private social networks, professional social networks, alumni networks, clubs, blogs, online discussions, conferences, press articles, conferences, trade shows … Everything, or almost everything, is good to be seen. The goal: by typing your name in the search engines you are easily identifiable. Provided of course to update the information about you and that they send the headhunters to relevant and flattering content about you.

2. Visible but discreet
If you’re on the job, it’s normal not to update your LinkedIn profile with “Looking for Opportunity.” However, it is necessary to update your profile as and when your career. Do not hesitate to ask our teams to see your name appear in the Appointments section during job changes. If you publish a resume, you can hide some information: the name of the company where you are stationed of course, your photo and your name replaced by the initial. Similarly, you can create an email address dedicated to your job search. Do not worry, headhunters will be able to find you.

3. Take the lead
If you are desperate for a headhunter to contact you, why not ask them directly. Ideally, you will be co-opted by one of your acquaintances who will introduce you. Failing that, you can start listing hunters specialized in your professional field, they too need visibility. Send them your CV and explain your project: companies, remunerations and desired missions in particular. Do not hesitate to request a telephone and a physical appointment.

4. Develop and maintain your network
This network in the “real life” is wide. For example, if a head hunter you have requested offers you a job that does not interest you, send him the lift by sending him the contact of one of your acquaintances who corresponds perfectly to the offer. The head hunter will remember you for a future job. Similarly, do not hesitate to talk to your network (professional, friendly, alumni, etc.) about your desire for change. Let’s subtly say you’re ready for new challenges … It’s another effective way to find a job.