https://www.michaelpage.com.vn/ en https://www.michaelpage.com.vn/advice/career-advice/changing-jobs/how-write-farewell-email-your-colleagues-letter-templates-included .a4-style { background: #f0f9ff; padding: 14px 40px; /* top/bottom balanced */ border-radius: 6px; box-sizing: border-box; } .a4-style .body-copy.p-m p:last-child { margin-bottom: 0; } Writing a farewell email is a simple way to leave colleagues feeling informed, appreciated and supported. This is especially so in workplaces where roles and workflows continue to shift. PwC’s Asia Pacific Workforce Hopes and Fears Survey shows how people across the region are adapting to steady changes in responsibilities and new technologies, which makes a considerate farewell note genuinely useful for teammates who rely on clarity during transition periods. This guide breaks down the importance of sending a professional farewell email and offers ready‑to‑use templates for the following scenarios: Farewell email for supervisors/managers Farewell email for colleagues – warm version Farewell email for colleagues – general version Farewell email for colleagues – forward‑looking version Why farewell emails matter in 2026 Hybrid work remains a big part of how APAC teams collaborate. Colliers’ Asia Pacific Workplace Insights 2025 report notes that 47% of organisations in the region use hybrid work models. This would mean many colleagues won’t hear your news in person, making a goodbye email the most reliable way to share your departure and close your chapter on a warm note. There’s also more cross‑border movement than ever. A well-written farewell email makes way for future networking opportunities as the people you work with today may easily become partners or contacts again later in your career. If you’re still working through the early stages of leaving your role, it may help to understand how to quit your job in a clear and confident way before drafting your farewell message. With teams now more distributed, mobile, and dependent on written updates, a thoughtful farewell email helps you leave on a positive note and keeps future opportunities open. Browse opportunities Farewell email templates for different workplace situations These goodbye email templates are designed for real‑world situations whether you’re leaving a regional team, relocating to another market, or transitioning into a new role within a different industry. And if you haven’t finalised your formal notice yet, resignation letter templates can help you complete the earlier steps smoothly before sending your farewell email. Version 1. Farewell email for supervisors/managers Subject: Thank you and farewell Hi [Supervisor’s Name], I wanted to drop you a quick note as I wrap up my time here. Thanks for the guidance, constructive feedback, trust, and chances to grow – I’ve learnt a lot under your leadership, and I’ll carry that forward into what’s next. Even though I’m moving on, I hope we can stay connected. If our paths cross again down the road, I’d genuinely welcome it.  Thanks again for everything, [Your Name] Version 2. Farewell email for colleagues – warm version Subject: Farewell, and thank you Dear team, I’m writing to share that I’ll be leaving [Company Name] after [duration]. Working with all of you has been a big part of my time here – the support, the laughs, and the teamwork really made a difference. I will definitely miss working with you. If you’d like to stay in touch, you can reach me on [LinkedIn/personal email address]. I’d love to keep the connection going. Wishing you all the best in your future endeavours, Warm regards,[Your Name] Version 3. Farewell email for colleagues – general version Subject: Thank you and best wishes Hi all, My last day at [Company Name] will be [date]. Thanks for the collaboration and support throughout my time here. I’ve learnt a lot from working across different teams, and I appreciate every experience. Feel free to stay connected via [LinkedIn/email]. Best regards,[Your Name] Version 4. Farewell email for colleagues – forward‑looking version Subject: Farewell and a new chapter Hi everyone, I hope you’re well. I’m writing to let you know that I’ll be leaving [Company Name] on [date]. Thanks for the teamwork, advice, and shared moments along the way. I’ve enjoyed being part of such a great team and will look back on it with real appreciation. You can reach me anytime at [LinkedIn/email]. Warm wishes,[Your Name] Discover new roles What to include in a farewell email: Key things to consider 1. Confirm internal communication first Make sure your manager has already shared the news with the right people. It avoids confusion and means your farewell email lands at the right moment. 2. Notify close teammates early The people you work with most closely should hear it from you first. It gives them time to prepare any handovers or plan around shifting workloads. 3. Use a clear subject line Your colleagues may be working across different time zones or juggling busy schedules. A simple subject line in your goodbye email helps them understand your message instantly. 4. Match your tone to your relationship with the reader Use a warmer tone for teammates you work closely with and keep things concise and steady for wider groups. 5. Include your personal contact details Careers move quickly across borders and industries. Sharing your personal contact information such as LinkedIn or personal email helps you stay connected with your former colleagues and keep future opportunities open. 6. Be considerate when writing to your manager If you’ve had a positive working relationship, say so genuinely. If it’s been more formal, keep your message polite, clear, and grounded. 7. Provide clarity for clients or external partners If you work with clients or vendors, introduce the colleague who’ll be taking over. It helps the transition feel seamless and gives them confidence. 8. Keep your message constructive and warm A farewell email isn’t the place to raise issues. Ending on a kind note supports your long‑term reputation and keeps relationships intact. A warm, well‑timed farewell email helps you leave with professionalism and kindness – and it keeps the door open for future collaboration, references and opportunities across the region.  Wed, 18 Mar 2026 10:00:00 +0700 Carol Yeoh 108546 https://www.michaelpage.com.vn/advice/career-advice/salary-and-negotiation/what-do-if-you-don%E2%80%99t-get-pay-rise-you-want .a4-style { background: #f0f9ff; padding: 14px 40px; /* top/bottom balanced */ border-radius: 6px; box-sizing: border-box; } .a4-style .body-copy.p-m p:last-child { margin-bottom: 0; } Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes. The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move. In this guide, you’ll learn how to: Assess your expectations and performance before taking next steps Build a strong, data-backed case for your next salary discussion Negotiate non-monetary rewards when a pay rise isn’t possible Get clarity on why your request was declined Adapt your approach to your career stage Decide on your next move with a clear plan Step 1: Reflect on your expectations and performance Before taking any next steps, it’s crucial to assess the situation objectively. Staying professional in the moment Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up. Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed. Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured. Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow. Script to use: Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary? Evaluate your performance Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase. Research market benchmarks Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate. If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data. Step 2: Build a data-informed case for the future A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line. Track your impact Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company. Prepare documentation Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based. Proactively schedule a follow-up Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress. Script to use: Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period. Step 3: Explore non-monetary compensation Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay. If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops. Know your alternatives Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase. Be clear on what you value Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career. Bring up the conversation professionally Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business. Script to use: I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role. Step 4: Understand the reason behind the rejection But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback. If it’s a budget constraint Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase. While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait. If it’s a performance issue Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward. Securing a firm commitment Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap. Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like. Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned. Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development. Script to use: Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again. Seek outside perspective Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued. Step 5: Tailor your strategy based on seniority The way you handle a rejected rise may vary depending on your career stage. Early-career employees Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills. Mid-career professionals You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels. Senior leaders At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package. Step 6: Plan your next move Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options. Re-evaluate fit If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career. Begin exploring new opportunities Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals. Exit professionally If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained. Script to use: This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks. Related: How to gracefully resign from your job Know your worth, but stay strategic Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence. When the time is right, be ready to have that conversation again – or to take the next big step elsewhere. Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels. Explore salary insights To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full 2026 Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards. Read more:Salary negotiation tips and strategies for new job offersHow to write a cover letter - tips from a recruitment agencyTop 12 benefits of networking: Why networking is important Tue, 19 Aug 2025 03:29:05 +0700 Michael Page 119606 https://www.michaelpage.com.vn/advice/career-advice/salary-and-negotiation/ask-for-pay-rise-tips For some people, asking for more pay comes naturally, but for others, it can be daunting. The fact is that we all work for a monetary return. If you think you deserve more than your current pay and your request is within the relevant salary range, you should consider letting your boss know. As the saying goes, if you do not ask, you do not get. Here are some tips to help you succeed in asking for higher pay while keeping your current job scope. 1. Inform your manager that you want to discuss salary before the actual meeting You don’t want to ambush your manager because they might not be ready to talk about money. You should not just walk in on their free slot, or book their time without setting an agenda, as this can be seen as disrespectful and unprofessional. When setting up a meeting with your boss to discuss your salary, inform them of the purpose of the meeting beforehand. This can be done through email or in person, depending on your preference and the culture of your workplace. When sending an email to request a meeting with your boss, it is important to be clear and concise in your communication. Use a professional tone and provide specific details about the purpose of the meeting, including the topics you would like to discuss and any supporting information or documentation that may be relevant. This will help to facilitate a productive discussion and increase the likelihood of a positive outcome. 2. Pick the right time to speak to your boss When you ask for a rise in your basic salary and perhaps an improved benefits package, identify the right time for a one-on-one, face-to-face meeting. Mind your timing and do not plan it after a project has failed, or during a peak season. Wait at least 6 months You should only consider asking for a pay increase when you feel underpaid or if you have been working hard enough to justify a salary increase. If you are new to the company, you should wait at least six months before requesting an increase. This allows you the minimum amount of time to prove yourself as an asset to your current employer. For the best chance of success when asking for a rise, waiting for more than a year may be a better timeframe to ask for more money. Consider the fiscal year To ensure your request can be processed, two or three months prior to the end of the fiscal year is ideal. During this crucial period, many department heads are making budget plans for the upcoming year – so if you time it just right, your request could be considered during that time. Asking the human resources manager about when salary increases are approved is also a smart move – they will be able to tell you if there’s an optimal time for submitting your request. Keep it during office hours Also, make sure you are asking for a rise during business hours. Do not ask for a salary rise after work hours because you will likely get turned down. You could also consider bringing up the topic during your mid-year review. Don't do it at performance reviews It may be helpful to schedule a meeting with your manager outside of performance review periods, so you can discuss your salary without it being conflated with your overall performance evaluation. 3. Consider the company’s financial position When the company’s financial health is poor, employees should avoid asking for rises and wait for an annual review. There could be a hiring freeze. You should check the news for stories about the company or industry. Collecting salary data about the company’s finances is also a good idea. Even if the company is doing well, you should check out key factors before starting a salary negotiation. 4. Ask for pay rise after exceeding your key performance indicators Demonstrate that you have met your key performance indicators or that of the organisation. Be sure to mention any additional responsibilities that you have taken on as well. Be sure to identify what is within your job scope and what you had gone above and beyond for. This is crucial because companies are not there to give you pay rises just because you completed a project well – that is essentially your job, and it does not justify a pay increase. Related: Building your personal brand 5. Keep your personal reasons out of it A higher salary is based on merit, not on your number of years at a company, or whether you have taken on a new mortgage, or are getting married. No employer will give you a pay increase unless you have done something that merits it. Exercise common sense before asking for a salary rise. 6. Prepare a presentation to back your salary request Have solid data to support your claim about your contribution to the company, such as salary research and market rate. You need to document your accomplishments and show how they have benefitted the company. An excellent way to present the data is to create an eye-catching presentation. Negotiating is an essential skill set to have, especially when asking for a more pay. When negotiating, be prepared, set goals, show how your pay rate compares to the rest of the industry, and know what you want from the deal. 7. Pay attention to soft skills It is not enough for employees to be good at their jobs. Employees’ value lies in their ability to work together. You need to be a team player and someone who demonstrates empathy and care in a genuine matter. Be sure to demonstrate your value by sharing conflict-resolution stories or showing how you help out colleagues. The way you conduct yourself professionally contributes to your value as an employee too. 8. Gather feedback on your performance On top of your main reporting line, if you have a dotted reporting line to a few managers and collaborate with other team managers or senior stakeholders, you should use that opportunity to gather feedback from them. This can help you understand how you can further add value to the company, and also help you find out if your actions have been aligned with the company’s goals. You can use the positive feedback from these stakeholders to add to your glowing portfolio too. 9. Research your industry’s pay structure You must include the correct information when asking for salary increase. If you can, find out the salary information of other employees and across the industry, how much they make on their annual salary and then use information about competitive salaries as a basis for your request. Your boss may not know anything about the market value of similar jobs. Make sure you back up your request with more and more data. You can look at websites like Glassdoor to get an idea of the salary you should be earning, and you can also refer to annual salary guides published by recruitment companies, such as our Page Insights Salary Guide, to understand salary benchmarks in your industry. These usually take the average salary numbers that recruiters come across over the past year for various jobs, and are a reliable source of salary data for you to get a good estimation of the salary for your role. 10. Salary negotiation may take more than one meeting Speaking up and advocating for yourself is the first part of the negotiation. If you were rejected, ask for clarity on what would be needed for a future rise, and set a time for checking in again. You need to have an idea of the amount of salary increase that would keep you happy. That will help you decide if you want to stay in the role or start looking for a new job. Approach the conversation with a collaborative mindset and be prepared to have a constructive discussion with your manager about your goals and expectations. Explore salary insights To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full Michael Page Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards. Read more:How to manage your online reputationHow to ask your boss for more responsibility7 crucial skills to adapt to the new future of work Ready for a new role? Browse current job opportunities or submit your CV with us. Sat, 15 Feb 2025 17:19:53 +0700 Michael Page 97651 https://www.michaelpage.com.vn/advice/career-advice/salary-and-negotiation/how-negotiate-higher-salary Salary negotiation isn’t just about getting a bigger paycheck right now – it’s about setting the stage for your earning potential in the years ahead. Every salary increase often builds on the one before, so getting your salary negotiation right is crucial for your career growth. Whether negotiating a salary for a new job or discussing a salary increase during your annual performance review, knowing how to position yourself is key to getting the compensation you deserve. Step 1: Do your research and know your market rate When you know your market rate, you can enter a salary negotiation with confidence and realistic expectations. If you skip the research, you might end up selling yourself short, which could hurt your finances in the long run and leave you feeling unfulfilled at work. And if you set your sights too high, you might scare off the employer or miss out on great opportunities that still offer good pay and a chance to grow your career. How to research your market rate: Use reliable salary comparison tools like the Michael Page Salary Comparison Tool to understand what people in your role typically earn. These tools give you data specific to your job, industry, and location.  Compare multiple salary guides from different recruitment agencies and organisations (aim for at least three) to get a more accurate picture of salary data ranges for your role. Individual guides, like Michael Page Salary Guide, may have varying data based on their job market coverage and research methodology.Our recent Candidate Pulse survey, which gathered insights from job applicants on the Michael Page job portal, found that 54% of job applicants use salary guides to stay informed about competitive salaries.  Be cautious of online salary portals where people share their salaries. You don’t know how accurate or recent that information is. They can give you a rough estimate but don’t take them as the absolute truth. Think of them as a starting point, not the final answer.  Look at job advertisements for similar roles in your industry. Companies often include salary ranges in their job postings, giving you an idea of the market rate for the position you’re applying for. Pay attention to whether the job includes additional benefits or bonuses, as these can affect the overall compensation package.  Talk to recruitment consultants to gain insights into what companies are offering in your field. Our Candidate Pulse survey revealed that 43% of job applicants rely on recruitment agencies for salary information, highlighting their value as a trusted resource for market insights. Step 2: Understand your worth beyond the job title Your market value is not just based on your job title; it’s influenced by your unique skills, experiences, and the additional value you bring to the company. Show the company what makes you unique – your strengths, past successes, and how you can make a real difference. This will give you a stronger position, especially if the role requires a wide range of skills. How to understand your worth beyond your role: Identify transferable skills you bring to the role that go beyond the job description, such as leadership, project management, or expertise in cutting-edge technology. Quantify your achievements: Use metrics like sales growth, cost savings, or increased efficiency to show the direct impact of your work. Highlight any specialised knowledge you have that is in high demand but rare in the market. Example: If, as a Marketing Manager, you have successfully managed a digital campaign that has increased conversions by 25%, this quantifiable success justifies a higher salary within the given market range. Step 3: Navigating salary during career transitions If you’re transitioning into a new field, your experience may not perfectly align with the traditional career path. However, your skills are still highly valuable. The key is to understand the typical expectations for entry-level roles in your new field and then demonstrate how your unique background gives you a significant advantage. How to discuss your pay when switching roles Industry changes: Research similar-level roles in your target industry to understand typical compensation ranges and structures Identify and communicate how your current industry expertise could bring fresh perspectives to the new sector Demonstrate your commitment through relevant upskilling, certifications, or training specific to the new industry Highlight experience working with stakeholders from your industry Focus on universal achievements that transcend industries (e.g., cost savings, process improvements, revenue growth) Function changes: Map out how your current functional expertise complements the new role Emphasise projects where you’ve already demonstrated skills relevant to the target function Showcase cross-functional collaboration experiences that align with the new role Highlight any informal experience or side projects in the new function Demonstrate how your unique background could innovate the new function Example: A finance professional moving into a business development role can highlight their deep understanding of financial modelling and risk assessment as valuable skills for evaluating business opportunities. Similarly, a marketing professional transitioning to product management can highlight their customer insight expertise and experience in gathering market feedback. Step 4: Timing is everything Timing is key when it comes to salary discussions. Bringing it up too early can throw the whole hiring process off track, and you might even jeopardise your chances of getting the job. The best time to discuss salary is usually after you’ve received a formal job offer. That’s when you’re in the strongest position to negotiate. How to time your salary talks for maximum impact Wait for a formal offer: The best time to negotiate salary is after you have received a job offer but before you accept. At this point, the company has already invested time and resources in you, and you have the upper hand. If the salary discussion comes up earlier, respond with a range based on your research. Avoid giving an exact number until you have more details about the job and responsibilities. Example: If a recruiter asks about salary expectations early in the interview, you might say, “I would love to discuss the role in more detail before finalising compensation, but based on my research, I’m looking at a range of $40,000 to $45,000 for this role.” Step 5: Present your salary expectations strategically Providing a clear salary range instead of a specific figure allows flexibility while demonstrating that you’ve done your research and understand your market value. Offering a range can help you find common ground with the hiring manager while ensuring you don’t undersell yourself or price yourself out of consideration. How to state your salary expectations at job interviews Provide a well-researched salary range with a 15% to 20% spread between minimum and maximum. Your minimum should be a figure you’d be comfortable accepting, while your maximum should align with the upper market rate for your experience level. Back up your range with data from multiple salary guides, market reports, and industry benchmarks that reflect your experience and skills. Consider the total compensation package, including bonuses, healthcare benefits, signing bonus, stock options, professional development opportunities, additional leave, flexible working hours, remote working options, and other variables, when determining your range. Examples: “For a Human Resources Manager role with my level of experience leading regional campaigns, I’m looking at a monthly salary range of ₫62,000,000 to ₫66,000,000, depending on the overall package and scope of responsibilities.” “Based on my research of similar roles in the technology sector and considering my expertise in digital transformation, I’m targeting a range between ₫100,000,000 to ₫110,000,000 monthly. This aligns with market rates for professionals with my skill set and leadership experience.” Pro tip: Be prepared to explain both ends of your range. Your minimum represents the baseline value you bring to the role, while your maximum reflects your optimal contribution potential based on the role’s scope and your capabilities. Step 6: Handling the discussion about your last-drawn salary In many parts of Asia Pacific, employers often ask about your past salary. It’s tricky because while you want to be honest, how you answer can really impact your negotiation. The goal is to focus on what you bring to the table now, not just what you made in your last job. How to manage the discussion about your previous salary Professional deflection strategies: Initial response: “I understand you’d like to know my previous salary, but it’s more helpful to focus on the value I can bring to this role. I’d love to make sure my compensation aligns with both your budget and the market rates. Can you share the salary range you have in mind for this position?” “I’m not comfortable disclosing my previous salary at this time. Could we instead discuss the salary range for this position?” If pressed further: “My previous salary may not accurately reflect my current market value due to [reason, e.g., increased responsibilities, new skills acquired, etc.].” “Based on my market research and experience in this field, I’m seeking a salary within the range of [X-Y]. This aligns with the market value for professionals with my skills and experience in this role.” “I’m concerned that disclosing my previous salary may limit my earning potential in this role. I’m confident in my abilities and deserve a competitive salary.” Emphasise market value: “I’m open to discussing my salary expectations further once we’ve had a chance to discuss the role and responsibilities in more detail.” When previous salary disclosure is unavoidable: Frame the context by explaining any unique circumstances of your previous role. Highlight any upskilling, additional responsibilities, or achievements since then. Example: “While my previous base salary was ₫X, I’ve since completed [relevant certification/achievement] and taken on [additional responsibilities] that have significantly enhanced my capabilities.” Important note: These are general strategies; the best approach may vary depending on the situation and your comfort level. If you encounter significant resistance from the employer, consider whether this is the right opportunity. Using these tips will help you handle those tricky salary questions and make sure you’re not shortchanging yourself. Related: Why do I need to tell recruiters and employers my last-drawn salary when making a career move? Step 7: Be prepared for rejection and stay professional Not every negotiation will go your way. But how you handle a ‘no’ can still impact your future. Stay professional, ask for feedback, and you might be surprised at how it can open doors down the line. How to handle salary negotiation rejection professionally If your salary request is rejected, don’t become defensive. Instead, ask for feedback on the offer and find out what it would take for them to meet your expectations. If the company has budget constraints, discuss alternative benefits, such as performance-based bonuses, additional paid leave, or opportunities for salary review after a set period. Example: If the salary offer is below your expectations, politely respond, “I understand the budget constraints. However, based on my skills and experience, I believe my compensation should align with the market rate. Is there any flexibility in the budget, or could we discuss other elements of the compensation package, such as benefits or additional responsibilities?” Related: What to do if you don’t get the pay rise you want Step 8: Closing the conversation on a positive note Ending the salary negotiation on a positive note is crucial, regardless of the outcome. Maintaining a professional and respectful demeanour preserves your reputation and potentially opens doors for future opportunities, even if you don’t accept the current offer. How to conclude salary discussions effectively Express sincere appreciation: Whether you accept or decline the offer, always express gratitude for the opportunity and the time the employer invested. If accepting: Confirm all terms in writing: Once an agreement is reached, obtain a written offer letter summarising all agreed-upon terms, including salary, bonuses, benefits, start date, and other relevant details. Express enthusiasm: Reiterate your excitement about joining the team and contributing to the company’s success. If declining: Be direct and polite: Clearly and respectfully decline the offer while acknowledging the company’s time and consideration. Provide a concise and professional reason for declining: Briefly explain your reason for declining, such as another opportunity better fitting your career goals. Avoid negative or overly personal reasons. Express continued interest (optional): If it feels right, you can mention that you're still interested in the company. For example, “I appreciate the opportunity to learn more about [Company Name], and I hope to stay in touch for future potential roles.” Maintain professionalism: Do not burn bridges. Even if you decline, maintain a professional and courteous demeanour throughout the conversation. Example (declining offer): “Thank you again for offering me the position of [Job Title] at [Company Name]. I truly appreciate the time you’ve taken to interview me. After careful consideration, I’ve decided to accept another offer that is a better fit for my current career goals. I appreciate the opportunity to learn more about [Company Name], and I wish you all the best in your search for a qualified candidate. I hope our paths may cross again in the future.” Additional tips: Be mindful of cultural norms. Directness may be less common in some cultures. Tailor your approach accordingly. Follow up with a thank-you note: Send a brief note or email to reiterate your appreciation and maintain a positive connection. Following these guidelines, you can effectively close the salary negotiation while maintaining a professional and positive relationship with the employer. Mastering salary negotiation strategies for career advancement Knowing how to negotiate your salary is essential to advancing your career. When you understand your market value, and are able to communicate your worth and confidently navigate the negotiation process, you can secure a compensation package that truly reflects what you bring to the table. And remember, negotiation skills are something you can always improve and refine over time. Practice these strategies, adapt them to your situation, and you’ll be a pro at salary talks in no time. Related: How to handle the conversation about your resignation Explore more salary insights Get a comprehensive view of salaries across various industries and roles with our Michael Page Salary Guide, which features the average salary of roles in Vietnam’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards. Read more:How to prepare for an exit interviewHow to be more confident at work according to Asia's female leaders10 common behavioural job interview questions and sample answers Sun, 02 Feb 2025 09:00:30 +0700 Simone Wu 4216 https://www.michaelpage.com.vn/recruitment-expertise/market-insights/in-demand-tech-roles Tech professionals, from leaders in digital transformation to experts in cybersecurity, are driving innovation in today’s fast-paced digital environment and enabling transformational change across all industry sectors. These individuals are crucial to shaping our increasingly linked world. The tech industry retains some of the most compelling opportunities for a career that bundles intellectual challenge with possible huge financial returns. The more saturated business and daily life become with digital technologies, the greater the demand for specialised tech talent. The field has outgrown traditional roles and now includes a broad span of specialisations that mirror the complex requirements of modern organisations. Related: Top recruitment agencies in Vietnam: How to choose the right hiring partner for your business The most in-demand tech jobs in the tech industry In pursuing a technology career, aligning interests, skills, and personality to a specialisation has become crucial. However, finding the perfect fit can sometimes be challenging, especially for those new to the field or considering a career change. If you're still exploring your options or looking for a role that matches your aspirations, it can be helpful to consider the most in-demand positions in the tech industry. These roles not only offer abundant opportunities but also provide insights into the current needs of the market. Here are five most in-demand tech jobs to help you navigate the diverse landscape of technology careers. These roles represent key areas where businesses invest heavily to maintain competitiveness and security in the modern, digitally advanced era. As a result, the tech job market is seeing a surge in demand for these roles. Whether you’re breaking into the tech industry or maybe seriously thinking about a shift into a new field of expertise, knowing these tech jobs and what goes into them can help you plot a successful course through this ever-changing industry. Related: 7 software engineer interview questions and tips to ace your interview Hot Job #1: Digital Transformation Leader Digital transformation is more than adopting digital technology in business operations. It also involves a total change of approach to the way organisations function and create value for their clientele. A digital transformation leader strategically leads this process by guiding an organisation through complex technology adoption processes and reshaping corporate operation frameworks. They work across departments to identify opportunities for digital innovation, develop strategies for implementation, and oversee the execution of digital initiatives. They serve as an intermediary between technological advancements and business needs, thus ensuring that the envisaged solutions are aligned with the organisation’s goals. (Browse roles in digital transformation.) Why are digital transformation leaders in high demand? As businesses across industries recognise the urgent need to evolve in the digital age, the demand for skilled digital transformation leaders has not only increased but skyrocketed. These professionals are crucial, and their role is now more critical than ever for companies looking to stay competitive, improve efficiency, and enhance customer experiences through technology. The COVID-19 pandemic has further accelerated the need for digital transformation, making this role even more critical as organisations adapt to remote work, online commerce, and digital customer engagement. Related: #BecomingTechies: How this ex-Googler thrives in UX research Valuable skills and experience for digital transformation leaders Strong understanding of emerging technologies such as IoT, AI and cloud computing Experience in change management and organisational leadership Strategic thinking and ability to align technology initiatives with business goals Project management and stakeholder communication skills Knowledge of data analytics and digital marketing strategies Hot Job #2: Software Architect/Engineer Software engineering is a foundational skill for software architects and engineers, who design, develop, and maintain software systems. Their role is not just about creating blueprints but also about ensuring these software applications are scalable, efficient, and aligned with business requirements. These professionals work on complex software projects, making high-level design choices and dictating technical standards, including software coding standards, tools, and platforms. They often lead teams of developers and work with stakeholders to ensure that the software meets technical and business needs. (Browse software architect and software engineer roles.) Related: The Future of Technology: 8 key drivers of change for Tech in Asia-Pacific Why are software architects/engineers in high demand? As software becomes increasingly complex and critical to business operations, the need for software architects and engineers continues to grow. While software architects typically have more experience and a broader view of the system, many software engineers grow into architect roles over time. In some organisations, especially smaller ones, these roles might be combined. These professionals are essential for creating robust, scalable, and efficient software solutions that can handle the demands of modern businesses. The rise of cloud computing, microservices architecture, and the need for seamless integration between various systems have further increased the demand for these tech jobs. Related: Humans of Data: the latest innovations and hiring trends in APAC Valuable skills and experience for software architects/engineers: Cloud Computing Proficiency in multiple programming languages and frameworks Experience with cloud platforms and microservices architecture Knowledge of software design patterns and best practices Understanding of DevOps principles and CI/CD pipelines Problem-solving and analytical skills Hot Job #3: IoT Architect/Machine Learning Engineer The Internet of Things is the innovation changing how we interact with the world around us. It connects devices used daily to the Internet and allows them to capture and transfer data. IoT architects and product managers lead this revolution by designing and managing these complex ecosystems of connected devices and systems. These professionals define the architecture used in IoT solutions and ensure that hardware, software, and network components integrate seamlessly. The role will also involve managing the development of IoT products from end to end, from concept to launch, and making sure the product meets both market needs and technical requirements. (Browse roles in IoT and machine learning.) Why is there a high demand for IoT architects/product managers? Connected devices are exponentially increasing, and companies in every sector are rushing to use IoT technology to bring in efficiency, acquire data, and enable new revenue streams. It places a significant demand on professionals who can move around complex landscapes of IoT technologies and be able to develop new innovative solutions. In these further potential applications of IoT in areas like smart cities, industrial automation, and healthcare, the demand for skilled IoT architects and product managers has been further increased. Related: How to write a cover letter - tips from a recruitment agency Valuable skills and experience for IoT architects/product managers Understanding of IoT protocols and standards (e.g., MQTT, CoAP) Experience with cloud platforms for IoT (e.g., AWS IoT, Azure IoT) Knowledge of embedded systems and hardware design Familiarity with data analytics and machine learning Project management and stakeholder communication skills Hot Job #4: Data Science/Engineer In the age of big data, understanding the enormous amounts of information that firms collect is vital. A data engineer builds and maintains the infrastructure for data generation, storage, and analysis, while data analysts interpret this data to provide actionable insights. Data analysts are essential professionals who collect and analyse information to develop reports and drive improvement strategies. Data science is a crucial area of expertise in the tech industry, encompassing data pipeline design, data modelling, machine learning algorithms, and visualisation tools for effective communication. Data scientists, as analytical experts, leverage data science techniques to extract insights from both structured and unstructured data, fulfilling business objectives and illustrating the growing demand for professionals skilled in this field. (Browse data analytics and data engineer roles.) Why are data analytics/engineers in demand? With businesses relying so heavily on data-driven decision-making, the demand for skilled data analytics and data engineering professionals has exploded. These roles will be essential to organisations looking to leverage a competitive advantage through the effective use of their data assets. This has increased the demand for professionals who can work with complex data sets and elicit meaningful insights into artificial intelligence and machine learning’s business operations. Valuable skills and experience for data analytics/engineers Proficiency in programming languages such as Python, R, and SQL Experience with big data technologies (e.g., Hadoop, Spark) Knowledge of machine learning algorithms and frameworks Familiarity with data visualisation tools (e.g., Tableau, Power BI) Analytical and problem-solving skills Critical thinking skills Hot Job #5: Cybersecurity Professional Within this fast-growing era of cyber threats and increasing tenancy of techniques, the role of a cybersecurity professional is becoming very significant. These experts secure an organisation’s networks, systems, and data against any security breach, cyber attack, or unauthorised access. They may be involved in many facets of information security, such as network security, application security, incident response, and risk management. They design and implement security policies, conduct vulnerability assessments, and stay updated regarding the latest security threats and mitigation techniques. (Browse roles in cybersecurity.) Related: #BecomingTechies: how I became a pioneer cybersecurity strategist in Asia Why are cybersecurity professionals in demand? On the other hand, with the ever-increasing speed and complexity of cyber-attacks, demand for cybersecurity professionals has increased in tandem. As dependency on digital technologies increased manifold with every passing day, organisations were already dealing with huge amounts of sensitive data and stringent regulations. This was a clear case of when stringent cybersecurity measures were immensely needed. The shift to remote work and cloud-based services has also increased the attack surface for many organisations looking for cybersecurity expertise. Related: Humans of Cybersecurity: the latest innovations and hiring trends in APAC Valuable skills and experience for cybersecurity professionals Knowledge of network security protocols and technologies Experience with security information and event management (SIEM) tools Understanding of encryption technologies and cryptography Familiarity with compliance standards (e.g., GDPR, HIPAA) Analytical and problem-solving skills Critical thinking skills Read more:What you need to know about ESG nowHow to ask your boss for more responsibilityWhy do I need to tell recruiters and employers my last-drawn salary when making a career move? Ready for a tech role? Browse current tech job opportunities or submit your CV with us. Tue, 20 Aug 2024 15:26:08 +0700 Michael Page 223966 https://www.michaelpage.com.vn/advice/career-advice/changing-jobs/what-do-after-being-laid-guide-navigating-challenging-time Being laid off can be a deeply unsettling experience. You would likely feel a range of emotions, from sadness, grief and anger to confusion and even relief. Many individuals face job loss at some point in their careers. With the right approach, you can overcome this challenge and emerge stronger.Related: Building your personal brandHow to recover from layoffs and get back on your feet1. Acknowledge and process your emotionsJob loss can trigger a rollercoaster of emotions. Acknowledge and validate your feelings, whether they be sadness, anger, or even fear. Talking to trusted friends, family, or therapists can provide a safe space to process these emotions.-Don’t bottle up your emotions: Bottling up your feelings can lead to unhealthy coping mechanisms and hinder your ability to move forward. Allow yourself to express your feelings in a healthy way, whether through journaling, talking to a trusted confidant, breaking things in a rage room, or engaging in activities you find therapeutic.-Seek professional help if needed: If you’re struggling to cope with the emotional impact of job loss, don’t hesitate to seek professional help from a therapist or counsellor. They can provide guidance and support as you navigate this challenging time. It is not easy to take the first step to ask for help. If you are not mentally ready for a face-to-face talk, consider calling a counselling service helpline.Related: Top recruitment agencies in Vietnam: How to choose the right hiring partner for your businessMaintain a positive outlookThough the situation may seem overwhelming and immobilising, it’s important to remember that this phase is only temporary. Keep your sights set on the future, maintaining an optimistic outlook as you navigate forward. Recognise that being laid off, like many workers laid off during economic downturns, is a strategic business decision that could be due to various factors such as the need to cut costs or poor performance elsewhere in the company. It's not a measure of your professional capabilities or worth.-Reframe your perspective: Instead of viewing your termination as a setback, see it as an opportunity for growth and self-discovery. This shift in perspective can empower you to approach your job search with a more positive and proactive attitude.-Focus on your strengths: Reflect on your skills, accomplishments, and experiences. Recognising your strengths can boost your confidence and self-belief as you embark on your job search journey.Related: 5 ways to use negative feedback to your advantage2. Understand your rights and financesUnderstanding your employee rights and financial standing is crucial after a layoff. With the right approach, you can lay a solid foundation for your next career move.Review your severance packageCarefully review the terms of your severance package, including any severance pay, continuation of benefits, and outplacement services that could have a significant impact on your financial well-being. If you have questions, discuss them with your HR department or seek legal advice.-Don’t rush into signing anything: Take your time to thoroughly understand the terms of your severance package before signing any agreements. Seek legal counsel if necessary to ensure your rights are protected.-Negotiate your severance package: Depending on your circumstances, you may have some room for negotiation regarding your severance package. Consult an employment lawyer to understand your options and explore potential negotiation strategies.Explore unemployment benefitsResearch and understand the unemployment benefits available in your country. Knowing your eligibility and application process can provide financial security during your job search.-Contact your local unemployment office: The unemployment office in your area can provide information about eligibility requirements, application procedures, and benefit amounts.-Seek assistance from non-profit organisations: Some organisations offer resources and support to individuals facing job loss. These organisations can help you navigate the unemployment benefits system and connect with other valuable resources.Related: 13 common job interview questions and sample answersCreate a budgetAssess your savings and expenses to create a realistic budget. Identify areas where you can cut costs and prioritise essential spending to manage your finances effectively.-Track your expenses: If you haven’t already, start monitoring your spending habits to identify areas where you can adjust your budget. Use budgeting apps or spreadsheets to track your income and expenses effectively.-Seek financial counselling: If you’re struggling to manage your finances, consider seeking professional guidance from a financial advisor or counsellor. They can help you create a personalised budget, explore debt management strategies, and navigate financial challenges during your job search.-Find temporary work: While taking time to strategise your next career move is vital, sometimes the need for income is urgent. Finding temporary work doesn’t have to derail your long-term career goals.While you secure immediate income through temporary, freelance or part-time work, you can continue your job search for a permanent position that aligns with your aspirations. If you’re in this situation, here are some resources to help you find temporary work and bridge the financial gap:Explore the gig economy: Platforms like Upwork, Fiverr, and Freelancer connect businesses with individuals offering various skills and services. From writing and editing to graphic design and programming, these platforms provide diverse opportunities for project-based work.Look for contract or temporary jobs: Staffing agencies specialise in placing individuals in temporary or contract positions. Depending on your experience and qualifications, these roles range from administrative support to specialised technical skills.Utilise online job boards: Major job boards, like our Michael Page job portal, often feature sections dedicated to temporary and freelance positions. Use relevant keywords and filters to find opportunities that align with your skills and availability.Contact your network: Let your professional network know you’re available for short-term projects or freelance work. Former colleagues, clients, or acquaintances may have leads or referrals to provide immediate income opportunities.3. Redefining your career path: Reflection and explorationBefore diving headfirst into applications, take some time to reflect on your aspirations and redefine your professional path.Uncover your “why”Ask yourself what excites and motivates you in a career. Do you crave the intellectual challenge of a specific field, or are you drawn to roles that offer opportunities for creativity and problem-solving? Identifying your intrinsic motivators will guide you towards fulfilling career options.Explore new horizonsInstead of confining yourself to the boundaries of your previous role, embrace the opportunity to delve into new industries or fields that spark your curiosity.By researching emerging trends and pinpointing areas where your existing skills and experience could seamlessly transition, you open the door to many possibilities that align more closely with your interests and aspirations.-Identify skill gaps: Analyse the requirements of your desired jobs and identify any skill gaps you may have. Utilise online resources, job postings, and industry reports to understand the in-demand skills for your target positions.-Explore online learning platforms: Numerous online platforms, such as Coursera, Udemy, and LinkedIn Learning, offer courses and certifications to help you acquire in-demand skills. Many platforms offer free trials or introductory courses, allowing you to explore their offerings before committing.-Focus on practical application: Don’t just focus on theoretical knowledge; actively apply your newly acquired skills through projects, volunteering, or freelance work. This practical experience will enhance your learning and make you a more attractive candidate to potential employers.-Consider alternative learning methods: Volunteering or taking on freelance projects can provide valuable practical experience to complement your online learning.Related: Top 12 benefits of networking: Why networking is importantClear your mindA well-defined objective streamlines your job search. Instead of applying to every available position, focus on opportunities that align with your newfound direction. This targeted approach saves time and increases your chances of landing a fulfilling role. Self-reflection is not a one-time event.As you progress through your job search, revisit your goals and aspirations regularly. This ongoing evaluation ensures your actions align with your evolving vision for the future. By prioritising introspection and exploration, you can transform a challenging experience into a catalyst for personal and professional growth.4. Prioritise your mental health and wellbeingWhether you prefer to do light yoga or run regularly exercise, eat nutritious meals, or check off your list of new restaurants to try, create habits that can contribute to your overall well-being and resilience during your job search. The key is to go at your own pace. Some might jump into a job search a few days after being laid off, while others need more time.Seek supportEmotions can hit you anytime, not just at the beginning of your layoff. Talking to someone you trust can help you manage stress and navigate the challenges of losing your job.-Practice mindfulness and relaxation techniques: Techniques like meditation and yoga can help manage stress and anxiety during your job search. Explore various mindfulness and relaxation techniques and find what works best for you.-Seek professional help: Sometimes, talking to a professional therapist or counsellor can be a more comfortable starting point than speaking with close families and friends. They are trained to listen and provide support without judgment. This can also alleviate the fear of burdening loved ones.-Join support groups: Connecting with others who are going through similar experiences can reduce the sense of isolation and the burden of sharing. Peer support groups offer a safe space to express feelings and share coping strategies.-Practice self-compassion: Be kind to yourself and acknowledge that it’s normal to need help and ask for help. Self-compassion involves treating yourself with the same kindness, concern, and support you’d offer a good friend.Related: 5 steps to creating your career plan5. Leverage your network and announce your job search with confidenceWhile updating your resume can wait, updating your LinkedIn profile is crucial before publicly announcing your job search. While acknowledging layoffs can be challenging, the landscape of job searching has shifted significantly.Career transitions are increasingly commonplace in today’s economy, driven by factors like business restructuring, technological advancements, workforce budget cuts and unforeseen events like the recent pandemic. This widespread understanding has led to a normalisation of openly expressing your “open to work” status on platforms like LinkedIn.Don’t shy away from expressing your feelings about the layoff situation authentically on LinkedIn. Honesty and vulnerability can resonate with potential future employers, and connections. Some may choose to say they have been laid off while others may not want to.Do what is comfortable for you. Here are several pointers to consider when writing your LinkedIn post:-Focus on the future: While acknowledging the past, emphasise your excitement for new opportunities. Showcase resilience and optimism, qualities valued by potential employers.-Express gratitude: Thank your former colleagues and express appreciation for your time at the company. This demonstrates professionalism and respect.-Clarity is key: Clearly state your desired role, including details like industry, level, location, and desired work arrangement. This helps connections identify relevant opportunities.-Utilise professional language: Maintain a professional tone throughout your announcement, avoiding negative remarks about your previous employer.-Call to action: Encourage connections to share relevant opportunities or make introductions, expanding your reach.Sample LinkedIn post templateHere is a LinkedIn post template for your convenience. Feel free to copy, paste, and modify it to suit your needs – remember to personalise it before sharing.“I recently completed my journey at [Company Name] and am now actively seeking new opportunities to leverage my skills and experience in [mention your areas of expertise]. I’m grateful for the valuable experiences and connections I made during my time there.I’m particularly interested in [mention your desired role and industry], ideally in a [location or remote] setting. My passion lies in [briefly describe what motivates you in your work].If you know of any relevant opportunities or are willing to connect me with individuals in your network, I’d greatly appreciate it. Thank you for your support!”Related: How to reject a job offer by phone or email (with example emails)6. Craft a winning job search strategyAfter taking some time off to process what just happened and grieve as needed, you can start to work on your job search. The first step is to update your resume.Update your resume and LinkedIn profileEven if you intend to find a new job later, it is always recommended to keep your resume updated so it would be up-to-date if someone requests it.Naturally, when you update your resume, do the same for your LinkedIn profile. If you decide to start your job search, be sure to tailor your resume to each application, highlighting relevant skills and experiences.-Use keywords strategically: Identify keywords commonly used in job postings for your target positions and incorporate them in your resume and LinkedIn profile. This can improve your visibility to potential employers who use applicant tracking systems.-Quantify your accomplishments: Use metrics and data to quantify your achievements on your resume. This will demonstrate your tangible impact in previous roles and strengthen your candidacy.-Proofread meticulously: Ensure your resume and LinkedIn profile are free of typos and grammatical errors. A professional presentation is crucial for making a positive first impression on potential employers.Layoffs, while challenging, are opportunities for growth and self-discovery. By following these steps, taking care of yourself, and maintaining a positive outlook, you’ll be well-equipped to navigate this transition, be ready for future employment, and find a new role that aligns with your goals and aspirations.Read more:Về Nhà Đi Thôi: Thrive through focus and commitment15 ways to prepare and succeed at virtual job interviews#BecomingTechies: How this ex-Googler thrives in UX researchReady to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page. Tue, 26 Mar 2024 13:43:17 +0700 Simone Wu 143461 https://www.michaelpage.com.vn/advice/career-advice/career-progression/top-12-benefits-networking-why-networking-important Active professional networking is vital to career growth. Many shudder when they hear the term networking, associating it with awkwardness, cheesy events and the idea of ‘selling’ yourself. However, despite its off-putting connotations, building networks is essential to forging long-term relationships and establishing a good professional reputation over time. It involves meeting and getting to know key individuals – people who you can assist, and who can potentially help you in return. When you participate in career-focused networking opportunities, they can: Strengthen your network business connections Raise your professional profile Get access to job opportunities Exchange best practice knowledge with your network Build your confidence Find your dream job Start your job search The importance of networking Networking is an essential craft to master, no matter what industry you work in or your level of experience. Good industry networking has a basis of trust and support – and can mean the difference between a mediocre career and a phenomenal career. With the right approach, people networking can provide the opportunity to build mutually beneficial relationships with other professionals in your industry. Once you’ve established a solid professional network, you’ll be the first to know about job opportunities in your field and front of mind for anyone in your network who is seeking to hire someone with your skills and experience. Who should you include in your professional network? Having the right contacts in your professional network can help maximise your career growth and learning opportunities. Consider building your industry network with people from the following groups: Current and former colleagues Classmates/study peers Professors/teachers Friends or family members in your industry Members of relevant industry associations, sporting teams, social and interest-based groups or religious communities Peers from digital professional networks such as LinkedIn Recruiters who specialise in your field Examples of professional networking Networking can include everything from an informal chat at a neighbour’s barbecue to attending a specialised industry networking event. In any case, the goal is to open the lines of communication and start building relationships that are relevant to your work and career. Common examples of professional networking include: Joining industry associations or clubs Getting involved in networking events, expos, conferences or careers fairs Connecting with and reaching out to relevant professionals on LinkedIn Meeting recruiters Keeping in touch with former colleagues Getting to know current colleagues Volunteering and participating in community events Attending industry meet-ups Joining virtual groups and communities The biggest benefits of industry networking Here are 12 reasons why you should consider building work-related networks: 1. Strengthen your network business connections Networking is about sharing, not taking. It is about forming trust and helping one another toward goals. Regularly engaging with your contacts and finding opportunities to assist them helps to strengthen the relationship. By doing this, you sow the seeds for reciprocal assistance when you need help to achieve your goals. 2. Tap into your network for ideas Your network can be an excellent source of new perspectives and ideas to help you in your role. Exchanging information on challenges, experiences and goals is a key benefit of networking because it allows you to gain new insights that you may not have otherwise thought of. Far from it being a nuisance, most people love being asked for help – it’s flattering and makes them feel useful. If you’re struggling with a decision, challenge or new direction, calling up a trusted former colleague, mentor, teacher or friend to organise a coffee can be beneficial to both of you, as they will in turn think of you when next they have a challenge. Offering helpful ideas in return is an excellent way to build your reputation as an innovative thinker. 3. Raise your professional profile Being visible and getting noticed is a benefit of networking that’s essential in career building. Regularly attending professional and social events will help make your face known. Create value for other attendees by listening carefully, following up on conversations, remembering names, and offering your knowledge and expertise. You can then help to build your reputation as being a knowledgeable, reliable and supportive member of your profession by offering useful information or tips to people who need it. Raising your profile within professional circles will also help you stand out to recruiters, who are always on the lookout for strong talent and who may be more likely to approach you with offers. Related: The pros and cons of using AI to write resumes for job seekers 4. Grow your personal brand Being visible and getting noticed is a benefit of networking that’s essential in career building. Regularly attending professional and social events will help to get your face known. You can then help to build your reputation as being knowledgeable, reliable and supportive by offering useful information or tips to people who need it. Related: Building your personal brand: Tips and strategies 5. Get access to job opportunities Expanding your contacts can open doors to new opportunities for business, career advancement, personal growth, or simply new knowledge. Actively building networks helps to keep you top of mind when opportunities such as job openings arise and increases your likelihood of receiving introductions to potentially relevant people or even a referral. Don’t forget that many jobs don’t even get advertised – particularly as your career advances – so being a recognised part of networks is a key way to gain access to opportunities that you might not have otherwise. 6. Exchange best practice knowledge with your network Networking is a great opportunity to learn about the business techniques of your peers and stay abreast of the latest industry developments. A wide network of informed, interconnected contacts means broader access to new and valuable information. The opportunity to gather new information is an often-overlooked benefit of networking, as it’s not the most obvious one, but it also offers career progression and development. It’s a good idea to actively ask your contacts about developments and techniques, but also to keep an eye on what kinds of articles your contacts are sharing on LinkedIn – don’t forget to comment to let them know that you’ve appreciated the piece. And don’t discount the insights of people from other industries – they may be able to offer new angles you hadn’t previously considered. Related: 3 impactful resume templates to guide your resume writing process 7. Get career advice and support Gaining the advice of experienced peers is an important benefit of work-related networks. Discussing common challenges and opportunities opens the door to valuable suggestions and guidance. Offering genuine assistance to your contacts also sets a strong foundation for receiving support in return when you need it. 8. Build your confidence By continually putting yourself out there and meeting new people, you’re effectively stepping outside your comfort zone and building invaluable social skills and self-confidence that you can take with you anywhere. The more you network, the more you’ll grow and learn how to make lasting connections. Related: What to do if you don’t get the pay rise you want 9. Gain a different perspective It’s easy to get caught up in the day-to-day of your professional realm and end up in a rut. By networking, you can gain insights that only come from viewing a situation with fresh eyes. Asking for opinions from contacts you trust or admire can help you see things in a new light and overcome roadblocks that you might not have known how to circumvent otherwise. 10. Develop long-lasting personal relationships Of course, the point of networking is to develop and nurture professional relationships, but some of the strongest and most long-standing friendships are borne from work connections. Your networking contacts are probably like-minded people with similar goals as your own, so it’s not unlikely that your professional support network will spill over into your personal friendships. 11. Get an answer to every question As long as you have a strong network of professional connections, you can be confident that someone within your sphere will be able to answer even your toughest questions. And, if there’s no definitive answer, you’ll have a solid sounding board to bounce ideas off and put into action step-by-step plans to tackle bigger problems. 12. Find your dream job Professional networking opens many doors in the form of career advice, lasting relationships and even landing your dream role. You never know who might be hiring for your ideal job, or know someone who is, and the more people you have in your network, the likelier you are to be the first to know when those big job opportunities pop up. Related: How to know when it's time to resign – and how to leave well How to start networking As much as building networks is beneficial to your career and even your personal life, the reality is that it doesn’t come naturally to many people. In fact, for some, the thought of starting a conversation with a stranger at a conference or event incites downright dread. A good rule of thumb is to plan ahead and have a few relevant points of discussion in mind if you know you’re going to be in a situation where you’ll have the opportunity to meet new people. These conversation points don’t have to be all about work – they can even be about topics like hobbies or the event itself. The idea is to get the conversation flowing and leave room for future meetups and discussions. Frequently asked questions (FAQ) Here are the most commonly asked questions on networking and its benefits for your career. What are the benefits of networking? The benefits of networking include access to job opportunities, professional connections, career advice, new ideas, and valuable information. Networking also helps with personal and business growth, building relationships, and gaining a competitive edge in your industry. Why is networking important in the workplace? Networking in the workplace benefits everybody involved. It is important because it helps build professional relationships, strengthen your soft skills, opens doors to new opportunities, and facilitates the exchange of ideas and best practices. It also aids in career development, personal growth, and business success. How can I take advantage of networking opportunities? You can make the most of networking opportunities by attending networking events, industry associations, and conferences. Engage with professionals on social media platforms like LinkedIn, participate in virtual networking events, and join professional groups to establish a strong professional network. How can professional networking help my career development? Professional networking can assist your career development by providing access to job opportunities, career advice, and resources. Building a strong network of industry professionals can also contribute to your career progression, personal growth, and long-term success. What is the importance of attending networking events? Attending networking events is essential for building professional relationships, expanding your personal network, and gaining access to valuable resources. These events provide opportunities to meet other professionals, share ideas, and learn about the latest trends and business techniques. How can I improve my networking skills? You can enhance your networking skills by practising small talk, attending networking events, engaging with professionals on social media platforms, and seeking advice from experienced networkers. Also, consider following networking tips and resources to help build strong connections and maintain long-lasting relationships. How does networking help with job search and career opportunities? Networking can help you discover new job opportunities, gain career advice, and increase your chances of being recommended for positions. A strong professional network can also help you stay updated on the latest industry developments and provide insights into the job market. Can networking also benefit my personal life? Yes, networking can benefit your personal life by helping you develop long-lasting friendships, build self-confidence, and expand your circle of contacts with shared interests. These connections can enrich your life and offer support in various aspects of your personal journey. How can I overcome my fear of networking? To overcome your fear of networking, practice making small talk, attend social events, and focus on building connections based on common interests. Remember, networking is a two-way street, and it involves meeting others with similar goals and experiences, so don't be afraid to share your ideas and ask for help. Read more:How to negotiate for a higher salaryWhat to do after being laid off: A guide to navigating this challenging timeThe ultimate guide to acing your performance review and boosting your career Wed, 07 Feb 2024 13:59:16 +0700 Michael Page 3756 https://www.michaelpage.com.vn/recruitment-expertise/employer-insights/how-lay-employees-grace There is nothing easy about the process of laying off employees, and it can be emotionally draining for everyone involved. When faced with this situation, a company’s leadership must approach it with compassion, empathy, and grace. The reason for the layoff must be communicated openly, clearly and honestly. Employees affected by the termination should be given severance packages and even offered job search assistance. It is also crucial to support the remaining employees who may be affected emotionally by the layoffs. For older workers, companies may offer early retirement packages as a proactive measure to manage labour costs, but these programs should be designed in a way that is fair and equitable to all employees. Laying off employees is a difficult decision for any company. Here are some ways to make the layoff process less painful and assist employees transition into their next career path. Related: A culture of employee recognition contributes to retention Request a call back 5 factors to consider when laying off employees 1. Be honest about why you want to lay off employees Tell the employee why they are being laid off, even if it is due to poor business performance, workforce reduction, a change in corporate direction or cost-cutting measures. You are not doing the employee or yourself any favours by concealing the reason. During a retrenchment exercise, employers must be honest when informing employees why they were laid off. This helps build trust with employees and prevent misunderstandings or rumours from circulating. Being truthful and transparent also shows respect for the affected employees and can help them better understand the situation and move forward with their career plans. Additionally, honesty can demonstrate the employer’s commitment to ethical behaviour and corporate responsibility, which can aid in preserving the company’s image in the long run. 2. Be compassionate when employees leave, even if they had a short time working for you Compassion is an important value for companies to uphold, even when employees leave after a short tenure. When employers show compassion to employees leaving, even those who have only been with the organisations for a short time, it demonstrates that the company values its employees and respects them as individuals. This needs to be handled with extra care if you are working in a virtual office and communicating with your employees remotely. When companies handle employee departures with compassion, it can also help minimise negative emotions such as anger or resentment, which could damage the company’s reputation or even lead to legal issues. 3. Consider redeployment for impacted employees To mitigate the impact of job loss, senior management teams should look for alternative placements within the company to deploy employees affected by the layoff. Employees can have the option of moving to another department or opting for voluntary retirement. This shows that the company cares about its employees and is committed to finding a solution that benefits everyone. This approach can also help the company retain valuable employees and reduce the costs associated with finding and training new hires, and manage the morale of the current workforce. On top of that, offering the option to move to another department or voluntary retirement gives the affected employees some control over their situation, which can help them feel more empowered during this challenging period. It is important to acknowledge that employees who are redeployed to different roles may experience anxiety and uncertainty. As such, the company should prioritise clear communication and ensure that they understand the reasons for the redeployment and what the new role entails. Companies may also provide a retention bonus for those who choose to stay. Companies can provide additional support to employees during this period, such as training and coaching, to help them adjust to the new position to demonstrate their commitment to treating employees fairly and with respect, which can help to maintain morale and productivity during a difficult transitional period. Related: 7 reasons why employees lose motivation Request a call back 4. Provide support and care for termination processing Allow your employees time to process the termination, collect their belongings, and say their goodbyes before departing your company. Employees should be informed of their permanent termination about a month before their last day. Accept that they might need at least a day to come to grips with their termination and allow them to work remotely to let them grieve over their loss. A company owner may also consider reducing the work the terminated staff is to finish. If laid-off employees are required to work for a few more days or weeks, companies can consider offering them remote work arrangements that would give them the personal space to grieve over the job loss. There may be times when you may be unable to offer your staff the option of staying on for more than a day. When that happens, you need to think about how you can support laid-off personnel. 5. Offer financial and emotional support, and outplacement assistance As part of the layoff announcement, employers could offer financial counselling in private rooms for retrenched employees, and arrange for a private space where they can speak with a counsellor or coach. When a company offers outplacement services for retrenched employees, it means that they provide support to help those employees transition to new jobs or careers. What are outplacement services? Outplacement is an employer-sponsored benefit that is typically included as part of a severance package for employees who are laid off or terminated. These services are designed to help workers improve their skills and become more marketable to potential employers. Services may include resume writing, cover letter writing, navigating job boards, networking, and negotiating job offers, which can be conducted by the human resources team. By offering outplacement assistance, companies show their commitment to supporting their employees, and help to ensure a smoother transition for the impacted workers. Communicating openly and honestly with terminated employees and the current staff is essential to avoid misunderstandings. Being transparent about the reasons for the layoffs, the process and timeline, and any support available can help minimise the impact on employees and maintain the company’s credibility. Reducing guilt for remaining employees While the focus is on the employee leaving, little attention is given to the employees who were “spared” termination. Company managers should talk to the whole workforce collectively about any retrenchment exercise, and not just to the affected staff. These employees may feel relieved to have a job still but simultaneously guilt-ridden about the suffering of the former colleague who was let go, creating involuntary separations. Questions like “How am I going to face my friend who was let go while I am still employed?” may pop up in the person’s head. This “survivor guilt” can affect the quality of work the remaining staff turns in, affecting the company’s operations. It may also affect the company’s public image. Managers should also clearly explain to staff the other options considered before the decision was made to lay off the employee. The reason may be situational factors like economic downturns causing massive layoffs and various business reasons such as eliminating redundant positions due to new company direction. Sharing details of how the affected employee is being supported to look for a new job by your company (such as providing outplacement services) can help ease the guilt of the current employees too. Staff reductions can be challenging, so protect your employees’ well-being and avoid layoffs too soon after you have just laid off one group of employees. Read more:How to hire to improve gender diversity in the workplace7 crucial skills to adapt to the new future of workA culture of employee recognition contributes to talent retention and business success Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency. Wed, 17 Jan 2024 16:08:20 +0700 Michael Page 223876 https://www.michaelpage.com.vn/advice/career-advice/interview/how-answer-workplace-culture-job-interview-questions-sample-answers-included Landing your dream job often hinges on more than just showcasing your skills and qualifications. It is about fitting into the fabric of the company’s culture seamlessly. This crucial aspect is often evaluated through culture-fit interview questions.While traditional interview questions like, “Why are you suitable for this job?” and behavioural job interview questions like “Describe a time when you had to overcome a difficult situation at work,” assess your competencies, culture fit questions delve deeper into who you are as a person and how you will mesh with the company’s values, beliefs, and working environment.Are you the right fit?These questions go beyond the surface and aim to uncover your alignment with the organisation’s culture. It is not just about skills and experiences; it’s about your attitudes, behaviours, and working style.Hiring managers, human resources professionals and recruiters use culture-fit questions to gauge whether candidates will thrive within their unique workplace ecosystem, contribute positively to the team dynamics, and uphold the company’s core principles.Understanding a candidate’s values and preferences ensures alignment with the company’s ethos, promoting workplace harmony and productivity.Related: How to prepare for a job interviewWorkplace culture interview questions and sample answersThese questions, related to corporate culture, aim to uncover how well your beliefs, behaviours, and work style align with the organisation’s core values. Preparing thoughtful responses to these questions can greatly enhance your chances of demonstrating a strong culture fit during the interview process.Here are the 10 commonly asked culture fit interview questions and sample answers to help you craft your answers:1. Describe your ideal work culture and how it relates to our company’s culture.When it comes to the hiring process, it’s not just about finding candidates with the right skills and experience; it’s also about finding individuals who align with the company’s values, mission, and workplace culture.Employers understand that a candidate’s fit with the company's culture is crucial for long-term success within the organisation. This is why they often ask questions like, “Describe your ideal work culture and how it relates to our company’s culture.”The importance of this question lies in its ability to reveal whether a candidate’s values and preferences align with the organisation's culture. It allows hiring managers to assess whether the candidate would seamlessly integrate into the existing work environment, collaborate effectively with colleagues, and contribute positively to the company’s growth.Example answer“In my ideal workplace, I value open communication and teamwork, fostering innovation and aligning with your company’s transparency and collaboration focus. I prioritise a culture promoting professional growth, aligning with your organisation’s opportunities for skill development and career advancement. My ideal work culture champions collaboration, learning, and shared values, synergising well with your company’s culture.”Related: Explaining the reason for leaving your current job2. What do you value most in a workplace, and how do you seek to maintain a positive work environment?Hiring managers and human resources professionals ask this question to assess a candidate's alignment with the company’s core values and their ability to contribute positively to the workplace culture. Key to answering is demonstrating an understanding of workplace values and a proactive approach to fostering a harmonious and productive environment.Example answer“In a workplace, I value open communication and collaboration. To maintain a positive work environment, I actively engage with my colleagues, encouraging idea-sharing and mutual support. I believe in addressing challenges with constructive feedback and finding solutions as a team. This fosters a sense of trust and camaraderie, contributing to a productive and enjoyable workplace for everyone.”Related: ‘Why do you want this job’ - Best answer examples3. Do you prefer working by yourself, with a partner or in a team?During job interviews, hiring managers and recruiters aim to understand your work style and how they interact with others to determine if you are a good fit.By asking this question, employers can assess how candidates approach projects, their collaboration tendencies, and their adaptability to different work environments.The response provides insights into whether the candidate’s preferred working style aligns with the organisation’s company culture and the specific role’s requirements, ensuring a harmonious and productive work relationship.Example answer“It really depends on the task at hand. If it’s one of those tasks that needs laser focus and a keen eye for detail, I’m all about working solo. But when it's time to brainstorm, tackle complex challenges, or get different viewpoints into the mix, I’m all in for teamwork. Basically, I adapt to what the project needs at the moment, and my top priorities are doing quality work and getting things done efficiently.”4. What do you think your managers would say about you?This question is commonly posed by hiring managers and recruiters to gain insights into a candidate’s self-awareness, professionalism, and interpersonal relationships.It allows employers to understand how candidates perceive themselves in a professional setting and gauge their ability to receive and act upon feedback.Furthermore, it provides a glimpse into the candidate’s past work dynamics and how they believe they were perceived by their superiors. By asking this question, the hiring manager can assess the potential compatibility of the candidate with the company culture and their prospective team.Example answer“I reckon my managers would see me as a real team player. In my last gig, my boss gave me a pat on the back for hitting tight deadlines like a champ and for being a smooth operator when it came to teaming up with folks from all over the place.“They might even say I’m the kind of person who’s all about feedback, always looking to up my game. Plus, if a chance to lead a project pops up, I’m all over it. And hey, I’ve always kept the lines open with my higher-ups, making sure we’re on the same page.”5. How do you handle feedback and criticism, and how do you use it to improve?In today’s dynamic workplace, the ability to accept constructive feedback and translate it into personal and professional growth is highly valued.Hiring managers tend to ask this question as they want to know your approach to handling feedback and criticism because it reflects their adaptability and growth mindset. Crafting a response that showcases your receptiveness to feedback and your capacity to leverage it for improvement is pivotal to excelling in this interview question.Example answer“When I get feedback, I’m all ears! I really value different viewpoints and stay open-minded. I see constructive criticism as a golden opportunity to level up my skills. What I do next is make a game plan to tackle any areas where I can improve.“I keep tabs on how I’m doing and even reach out for more feedback. Basically, I’m all about continuous improvement, and it’s a big part of how I roll in my professional journey.”Related: What to expect in your second interview6. Can you share an example of a project or task where you demonstrated adaptability and flexibility?Hiring managers ask about adaptability and flexibility because they want to uncover your ability to thrive in a dynamic work environment. The key to answering this question is to provide a specific, compelling example that showcases your problem-solving skills, resilience, and capacity to embrace change.Example answer“In one of my past projects, we had our initial plan in place when we suddenly had to pivot due to a change in client requirements. It was a bit of a curveball, but I gathered my team, and we huddled up to figure things out. We ended up reshaping certain aspects of the project to align with the new demands.“I took the lead in guiding the team through this unexpected twist, and I'm proud to say we not only met the client's new needs but also left them delighted. It was a great lesson in adaptability and teamwork, and it ultimately led to the project's success.”7. What motivates you professionally?Employers want to understand your motivations at work for several reasons. It ensures alignment with company culture, boosting harmony. It also leads to higher job satisfaction and retention by aligning job and candidate motivations.Intrinsic motivation fosters engagement and productivity. It helps gauge long-term commitment and identifies contributors to company growth. Acknowledging professional aspirations demonstrates a commitment to personal development, enhancing the company's appeal. In sum, understanding motivations is pivotal for hiring success.Example answer“What really drives me professionally is the opportunity to make a meaningful impact. I find immense satisfaction in tackling challenges head-on, whether it’s solving complex problems or driving innovation. Additionally, being part of a collaborative team that values creativity and open communication is a big motivator for me.“When I see that my work contributes to the company’s growth and success, it fuels my enthusiasm even more. Ultimately, I’m motivated by the chance to learn, grow, and continuously improve while making a positive difference.”8. Tell me about a situation when you went above and beyond to help a coworker.Hiring managers ask the question to gauge your teamwork, empathy, and commitment to a positive workplace culture. It is key to share a specific example that highlights your willingness to support colleagues, showcasing your interpersonal skills. This question provides insight into your collaborative spirit and how you contribute to a harmonious work environment.Example answer“There was a time when one of my team members was facing a tight deadline and needed assistance. I recognised the importance of the project, so I offered to help. We collaborated closely, even working late hours to ensure its success.“As a result, we not only met the deadline but exceeded our quality standards. It was a rewarding experience, and it strengthened our teamwork.”9. How do you contribute to fostering an inclusive environment?Hiring managers ask this to assess a candidate’s commitment to diversity and inclusion. They seek individuals who actively promote a harmonious workplace.The key to answering is showcasing awareness, actions, and collaboration. Emphasise your dedication to inclusivity, share relevant experiences, and highlight your role in creating a welcoming atmosphere.Example answer“I believe fostering inclusivity is crucial. In my previous role, I joined the company’s employee resource group to help promote diversity and inclusion by helping to organise workshops on cultural awareness.“I sourced a face mask manufacturer for our Pride Month initiative and got a C-level professional with Tourette Syndrome to share her life story over an online webinar with our regional team. I’m committed to creating an environment where everyone feels valued and heard.”10. Describe the last mistake you made at work.The interviewer often asks candidates about the last mistake they made at work to evaluate their self-awareness, accountability, and problem-solving skills. This question provides insight into how candidates recognise, take responsibility for, and learn from their errors.It also sheds light on their ability to handle setbacks constructively, implement corrective measures, and prevent similar mistakes in the future. The way candidates answer can reveal their level of maturity, resilience, and adaptability, which are essential traits for success in any role.The key is to be as honest as possible in your answer about the mistake you made, and the point here is not to see how well you rectified the mistake but the steps you took to do so. Whether or not, the issue was solved is not as critical as how you managed the situation.Example answer“In my previous role as a project coordinator, I once overlooked an email update from a key vendor, which led to a minor delay in the project timeline. The oversight occurred because I was managing multiple tasks and mistakenly marked the email as read without properly digesting its content.“Once I realised the mistake, I immediately communicated the delay to all relevant stakeholders and took corrective actions to expedite the process and minimise the impact. I also implemented a new system for tracking vendor communications to ensure such oversights did not occur in the future.“This experience taught me the importance of meticulous attention to detail, especially in a fast-paced environment, and reinforced the need for effective communication tools and strategies.”Read more:Job hunting over 50 in Vietnam: it isn't over yet9 things recruiters look for in a resumeHow to hire someone who will fit in seamlessly with your organisationReady for your next career move? Check out these current job opportunities, or speak to one of our recruiters today. Tue, 07 Nov 2023 16:45:04 +0700 Michael Page 132416 https://www.michaelpage.com.vn/advice/career-advice/interview/how-send-engaging-follow-email-after-your-interview Embarking on a job search can be both exciting and challenging. As you navigate various opportunities, the interview process becomes crucial. After a job interview, it is only natural to want an update on the hiring process, particularly if you feel it went well. It’s essential to consider the significance of follow-up messages, particularly follow-up emails. These emails serve as your chance to reiterate your interest in the role, provide any additional information, and leave a positive impression. Crafting a well-thought-out email after an interview can showcase your professionalism and attention to detail, potentially tipping the scales in your favour during the decision-making process. However, there are several potential pitfalls to avoid when sending a follow-up email after the interview. You could damage your chances of landing the job if you come across as pushy, sloppy or too informal. Here’s the right way to send an engaging follow-up email after your latest interview.  Related: Building your personal brand Choose the right time to send a follow-up email Leave time for the dust to settle. There’s a good chance your interviewer is speaking to other candidates, so there’s little to be gained from contacting them on the day. Wait a few days before sending that all-important follow-up. Tone of voice Regardless of the tone of your interview, keep your follow-up professional and courteous. This isn’t the time for humorous self-deprecation. Be clear about the purpose of your message. Presumably, you’re simply looking for an update on the recruitment process, so get to the point and don’t waste time and words on unnecessary small talk. What to include in your follow-up email It is essential to be disciplined when sending your follow-up email. Follow this guide for a simple, professional message that gives you the best chance of receiving a response. Subject line There is no need to spend hours deliberating over snappy interview subject lines. When composing a follow-up email after an interview, using an existing email thread is advisable if possible. This thread keeps the conversation organised and maintains a sense of continuity in your communication. The most effective approach that is likely to get your message opened quickly is to respond to the most recent email between you and the interviewer or HR manager. If this isn’t possible (e.g. if you’ve always communicated via a recruiter rather than directly with the interviewer), include your name, the date and time of the interview. As a guide, follow this format: Subject line: <Your full name> - Re: Interview on Tuesday at 4pm Introduction If you are on first-name terms with the person you’re contacting – you may have exchanged multiple emails and spoken face-to-face by this point, then it is acceptable to open your follow-up email using their first name. If not, or if unsure, stick with their title and surname (i.e. Mr. / Ms. Fernandez). Body text Keep it simple. Presumably, the main reason you’re emailing is for a progress update – the interviewer will know this before they’ve even opened your message. Be polite but direct: Thank them for their time in the interview. Explain that you’re following up on your interview. Remember to be specific about the job, mentioning the job title and interview date. Restate your interest in the position and say you’re keen to hear about the next steps. Ask for a progress update, explaining any information they can provide would be greatly appreciated. Signing off Having made your point in the main body of your follow-up email, sign off by inviting your interviewer to ask any additional questions. Close with a simple “looking forward to hearing from you”, then a “thank you” followed by your full name. Final checks As obvious as it sounds, don’t forget to read over your follow-up email before sending it. Ensure it’s well-spaced, correctly punctuated, and free of typos. Running it through a spellchecker should help. Related: How to be more confident at work according to Asia's female leaders Use our follow-up email template If in doubt, feel free to use the template below for your own follow-up email:  Subject line: <Your full name> – Re: Interview on Tuesday at 4pm Hi <Mr/Ms interviewer’s surname/first name>, Thank you for your time [yesterday/interview date]. It was great to speak to you about the <job title> role, and I’m convinced that the position is a perfect fit for this stage in my career. I would like an update on the recruitment process, so any information you can give me about the next steps would be greatly appreciated. Also, please ask me any follow-up questions that may have come up since we last spoke.  Looking forward to hearing from you, <Your full name> Related: How to write a winning resume Alternatives to sending a follow-up email Email may not be the best medium for following up, particularly if you haven’t communicated with the interviewer via email before. Depending on the job you're applying for, some, or all of these alternatives may be more appropriate: An instant messaging platform (e.g. Google Hangouts, Skype, LinkedIn Messenger) Phone call WhatsApp If you’ve been working with a recruiter on the job role, you can also reach out to them to follow up with the hiring manager. After the job interview, sending an interview follow-up email is recommended to reiterate your enthusiasm for the position. Your follow-up message should express gratitude for the opportunity to interview, highlight your continued interest in the job, and address any specific points discussed during the interview. It’s an opportunity to demonstrate your enthusiasm and understanding of the role while leaving a lasting impression on the interviewers. Remember that the decision-making process is often influenced by the complete package you present, including your interview performance and post-interview interactions. Read more:3 effective questions to guide your first 90-day agenda10 important career lessons most people learn too late in lifeWhy do I need to tell recruiters and employers my last-drawn salary Looking for a great job opportunity? Browse our latest jobs, or submit your CV now. Mon, 28 Aug 2023 03:20:03 +0700 Michael Page 101551 https://www.michaelpage.com.vn/advice/career-advice/resume-and-cover-letter/pros-and-cons-using-ai-write-resumes-job-seekers In the rapidly evolving landscape of job seeking, artificial intelligence (AI) has emerged as a game-changing technology. One notable development is the emergence of AI-powered resume-creation tools designed to assist job seekers in creating compelling resumes and CVs. What is AI resume writing, and how does it work? AI resume writing refers to using artificial intelligence (AI) technology to create or assist in creating job resumes. These AI-powered resume writer tools are designed to simplify and enhance the resume writing process by analysing job descriptions, suggesting relevant content, optimising keywords, and generating tailored resumes based on the user’s input and the requirements of the desired job position. Job seekers can use AI-powered resume builders like Resume Genius to decide on the resume format and tailor content. Once you have nailed down the resume format you prefer, you can also use a language model chatbot like Bard and ChatGPT to sharpen specific content, like the sentence structures for the list of achievements. Related: 13 questions to ask hiring managers during a job interview How AI resume-writing works Job matching and analysis AI resume writing tools start by analysing the job description of the desired position. They identify key skills, qualifications, and requirements mentioned in the job posting. Input and customisation Users add their personal information, work experience, education, skills, and other relevant details into the AI resume builder. The tool may also prompt users to provide additional information to create a comprehensive resume. Keyword optimisation AI resume builders identify essential keywords and phrases from the job description relevant to the user’s background and qualifications. These keywords are strategically incorporated into the resume to enhance its visibility and relevance to applicant tracking systems (ATS) used by employers. Content generation Based on the user’s input and the analysis of the job description, the AI generates content for different sections of the resume, including work experience, skills, education and certifications. Related: How to quit a job Tailored content The AI tailors the generated content to match the specific job requirements. It highlights the user’s skills and experiences, ensuring that the resume aligns with the needs of the employer. Format and styling AI resume builders often offer various templates and formatting options. Users can choose a resume template that suits their preferences and industry norms. Review and editing Users can review the generated content and make any necessary edits to ensure accuracy and completeness. They can also modify the content to emphasise specific accomplishments or experiences. Cover letter generation (if available) Some AI resume builders offer cover letter generation. The AI may use similar techniques to generate a cover letter that complements the resume and addresses the specific job requirements. Finalisation and download Once the user is satisfied with the generated content, they can finalise the resume and download it in a format suitable for submitting it to employers or uploading it to job search platforms. With tools like ChatGPT and Rezi offering AI-powered assistance, job seekers have an intriguing option to streamline the job application process. While there are clear advantages to using AI in this context, there are also potential drawbacks. Related: 10 resume builders and template tools to make your resume stand out Advantages of using AI for resume-writing There are clear advantages to using AI to create resumes, but there are also potential drawbacks to consider. / Image by Freepik 1. AI Draws from Experience AI tools like ChatGPT draw from vast internet data to create a robust knowledge base. This enables them to generate content quickly and efficiently based on specific prompts. For instance, users can input their desired job title, and the AI tool will produce a complete resume within minutes. This wealth of data-driven content surpasses what an individual could access in a short period of time. 2. Provide a starting point for inspiration AI tools provide an excellent starting point when creating resumes, whether those looking for their first job, individuals new to the job market, returning after a hiatus, or transitioning to a new career. They can generate templates covering various aspects of a resume or cover letter, such as relevant technical skills, experience, and introductions. This can be a lifeline for individuals grappling with the resume writing process and how to structure their applications effectively. For instance, a software engineer seeking to write a cover letter can use ChatGPT to generate a full template they can personalise. 3. Save time with the ease of formatting AI tools help users save time and effort, especially when dealing with formatting issues. The traditional way of formatting resumes can be time-consuming and error-prone, but AI can automate this process. For instance, AI resume builders like Resume Genius allows users to input their resume data and generate a tailored resume using that content, streamlining the application process. Crafting a visually appealing resume that adheres to professional standards can be challenging. AI-driven tools like VisualCV offer the advantage of ensuring your documents have consistent formatting, enhancing their visual appeal. Related: Top recruitment agencies in Vietnam: How to choose the right hiring partner for your business 4. Suggest relevant keywords AI resume builders often analyse job descriptions and industry trends to identify keywords relevant to the position you’re applying for.  These tools can suggest keywords and phrases that align with the job requirements, helping to tailor the resume to the job description. They can assist in optimising keyword density and placement within your resume. They can analyse the distribution of keywords in the entire resume to ensure they are appropriately dispersed throughout the document, making your resume more appealing to both ATS and human recruiters. Related: Why do I need to tell recruiters and employers my last-drawn salary Disadvantages of using AI for resume-writing 1. Recruiters’ detection of AI While AI-generated content can be a time-saver, recruiters and hiring managers are becoming more adept at detecting the use of AI in resumes and cover letters. Submitting AI-generated materials without differentiation from the original content could lead to rejection. This is particularly true when multiple applicants submit identical or highly similar materials, which could raise concerns about plagiarism. To mitigate this, job candidates should utilise plagiarism-checking tools like Copyscape to ensure their content is original. 2. Imperfections of AI AI tools are not flawless. For instance, Bard and ChatGPT acknowledge that they may sometimes provide plausible-sounding but incorrect answers. Additionally, the model might become excessively verbose or overuse specific phrases. In contexts where concise and clear communication is crucial, like a resume or cover letter, relying solely on AI-generated content may result in documents that fail to meet specific requirements. 3. Lack of human touch AI lacks the nuance and personal touch a human can provide. A cover letter, for instance, is an opportunity to infuse personality and warmth, elements that are challenging for AI to replicate accurately. A personalised touch can make a significant difference in creating a connection with potential employers. Related: 10 important career lessons most people learn too late in life Finding the balance between AI and the human touch While AI-powered tools offer undeniable benefits, it’s essential to strike a balance between leveraging AI and adding your unique touch. Here’s how to use AI effectively: Use AI-generated content as a source of inspiration and a starting point.  Review and edit AI-generated writing for spelling, grammar, repetition and inaccuracies.  Customise your resume and cover letter to reflect your personal experiences and aspirations.  Run AI-generated content through plagiarism checkers to ensure originality.  Keep in mind that AI is a tool, not a replacement for human creativity and authenticity. In a world where technology continues to reshape industries, job seekers must strike a balance between embracing AI’s capabilities and infusing their resumes with their distinctive identities. The future of resume and cover letter writing might be intertwined with AI, but the human touch will always be the defining factor in making a lasting impression on potential employers. Read more:How to ask for a pay rise – 10 effective tipsHow to negotiate for a higher salaryWhat to do if you don’t get the pay rise you want Looking for a great job opportunity? Browse our latest jobs, submit your CV or get in touch with a Michael Page consultant to discuss roles in your field. Fri, 25 Aug 2023 02:17:43 +0700 Michael Page 123766 https://www.michaelpage.com.vn/advice/career-advice/career-progression/you-vs-your-colleagues-how-handle-internal-promotions When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out. In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it. Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you. Related: What to do if you don’t get the pay rise you want The many benefits of internal promotions Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business. Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation. Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations. Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey. Related: 5 ways networking can improve your career Put your best foot forward for the promotion Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues. Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.  Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you. Related: Putting the “work” into working from home: how to be productive If you get the promotion Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse. Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.   A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success. Related: 10 resume templates and tools to make your resume stand out If you miss out on internal promotions As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step. As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around. Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly. There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period. Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit. Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion. Read more:Job hunting over 50 in Vietnam: it isn't over yet9 things recruiters look for in a resumeHow to hire someone who will fit in seamlessly with your organisation Ready for your next career move? Check out these current job opportunities, or speak to one of our recruiters today. Mon, 07 Aug 2023 23:16:13 +0700 Michael Page 121111 https://www.michaelpage.com.vn/advice/career-advice/interview/13-questions-ask-hiring-managers-during-job-interview When applying for a job, top candidates don’t just want to know whether they can get the job. They are interested in understanding the company’s plans and how they can contribute. A job interview is a two-way process. Besides the interview preparation for the common job interview questions, candidates should use the hiring process to find out more about the role and company. You are at the job interview to learn about the company and whether you want to be a part of it as much as the interviewer is assessing you for the role. You should engage in a meaningful conversation during a job interview, as that would allow you to demonstrate your alignment with the organisation and set yourself apart from other candidates. To do that, asking questions during a job interview allows candidates to actively participate in the conversation, gather information, assess fit, and leave a positive impression on the hiring team. It is important to note that you must not discuss salary during your job interview. Salary discussions are more appropriate during the later stages of the interview process, typically after you have received a job offer or when the employer initiates the salary negotiation conversation. Bringing up salary too early in the interview can give the impression that you are primarily motivated by monetary factors rather than the opportunity itself. Waiting until you have a formal job offer allows you to leverage your accomplishments and qualifications to negotiate from a stronger position. Related: What is a cover letter, and why is it important? Questions to ask at the end of a job interview The questions you ask will help provide valuable insights into the role you are applying for and the culture at the organisation. It’s not about asking as many questions as possible but rather asking thoughtful questions that demonstrate your understanding of the company and your fit within the role. Choose key questions that are most important to you and focus on having a meaningful discussion around those topics. Ahead are our top questions to ask hiring managers during a job interview. These are categorised into categories, such as career growth, company culture, and work environment, to help you navigate and find questions most pertinent to your needs for the new position. Questions about career growth 1. What does career progression look like for someone in this position? By asking this question, you show your commitment to long-term engagement with the company and your desire for professional growth. Try to bring up some points in the job description to get a more specific answer from the hiring manager. 2. Are there opportunities available for training and career advancement? This demonstrates your ambition to surpass expectations. It highlights your determination to excel in your prospective role and your eagerness to learn new things by taking online courses, for example. Companies are always looking to retain employees, so hiring managers will likely appreciate your self-improvement mindset. 3. What are the key factors for success in this role? As an employee, you are an investment for your hiring manager. It is expected that you will bring value to the company. One way to achieve this is by surpassing performance indicators. Asking about these indicators shows that you want to thrive in the position. For you, you get a clearer understanding of how the potential employer sees success and how you can succeed in the company in the long run. 4. What were some challenges faced by the previous person in this role? This question provides you with clarity on expectations for the role. A direct and positive response with an explanation is a promising sign, while a hesitant reaction and vague explanations raise red flags. Keep in mind that a job interview is an opportunity for you to evaluate the company as much as it is for the interviewer to assess you. Savvy candidates always seek to understand the role’s immediate challenges, as it helps determine their potential for success. 5. What qualities or skills were lacking in the previous person that you hope to see in the next candidate? This question shows your ability to address potential issues proactively, and the answer can shed light on what caused the previous person to struggle or leave the position, providing insights into the path to your success. It can also tell you about how the role may have evolved and the changes in the company. From here, you can highlight certain skills or experience you bring to the role and reassure the hiring manager that you are the right candidate for the position. 6. Can I expect any changes to my main responsibilities in this role within the next six months to a year? You are conveying your curiosity about future possibilities and potential growth within the role. It demonstrates your eagerness to explore different aspects of the job that attract you and the skills required to remain valuable in the position. 7. What would a typical day or week look like if I were offered the position? This question allows you to assess whether the role aligns with your skills, interests, and career goals. It helps you evaluate whether you would enjoy and excel in the responsibilities involved on a daily or weekly basis. On top of that, understanding the typical day or week provides insights into the workplace, team dynamics, and the level of collaboration required in the role. Of course, you must have realistic expectations of what the job requires of you. 8. Do you want me to address any concerns or gaps in my resume? When you ask about any potential concerns or missing information on your resume, it provides an excellent opportunity for you and the interviewer to address them directly. It demonstrates your receptiveness to constructive feedback and eagerness to improve, which are valuable qualities in a prospective employee. This is a good practice even if you don’t secure the job, as it helps you identify areas for improvement for your next job interview, especially within a specific industry. Related: 10 resume templates and tools to make your resume stand out Questions about the company culture 9. What do you enjoy most about working here? This question focuses on personal experiences and allows the hiring manager to share their positive experiences and aspects they appreciate about the company. It gives insights into the company’s strengths, values, and employee satisfaction. It also helps you understand the positive aspects of working in the current company and gauge if it aligns with your own preferences and career aspirations. 10. What distinguishes working at the current company from any other company you have worked for? This question allows the hiring manager to highlight unique aspects of the company’s culture, work environment, and opportunities. It helps you assess whether the company’s values and atmosphere align with yours. 11. How does the company prioritise social events to ensure inclusivity for all employees? By posing this question, you show interest in inclusivity, the company culture, and the company’s efforts to create an engaging and inclusive environment for everyone. Questions about the work environment 12. How do you handle conflicts within the team? This question shows your interest in understanding the company's approach to conflict resolution and teamwork dynamics. It provides insights into the hiring manager’s leadership skills and how the hiring manager fairly addresses a challenging situation. 13. Are there opportunities for flexible work arrangements combining remote work and office presence? This question aims to understand the company's stance on flexible work arrangements, which allow employees to balance remote work and office presence based on their preferences or specific job requirements. It helps you evaluate whether the company aligns with your preferred work style and needs and whether you can balance your work hours and personal life if offered the role. Important tips on how to ask questions during job interviews Besides knowing what questions to ask, candidates need to learn how to ask questions effectively during job interviews. Keep in mind to ask these job interview questions in a logical and professional manner. Whether you are meeting the hiring manager in person or are having a video interview, always maintain good eye contact and body language throughout the interview. By mastering the art of asking questions, candidates can actively engage in the interview process, gather valuable information, demonstrate their qualifications, and leave a positive and lasting impression on the interviewer. Be prepared Take the time to research the company, its culture, values, and recent news or developments through the company website, social media pages and news publications. Review the job description and understand the role’s requirements and responsibilities. This preparation will help you ask relevant and informed questions. Demonstrate active listening Asking relevant and thoughtful questions shows that you have been actively engaged and listening attentively during the interview. It reflects your ability to process information and seek clarification or deeper insights. Focus on the interviewer Pay attention to the interviewer’s cues and responses throughout the interview. Tread carefully and tailor your questions to their interests and experiences to engage in a meaningful conversation. Building rapport and showing genuine interest can leave a positive impression. Related: 5 ways to handle interview nerves Be specific and personalised Frame your questions in a way that relates to your experiences and aspirations. Instead of asking generic questions, make them specific to the role you are applying for. For example, ask about the day-to-day tasks, key challenges, or growth opportunities within the position. Build on the conversation Refer to earlier parts of the interview and ask questions based on the information shared. This demonstrates active listening and shows the candidate's ability to connect different aspects of the discussion. Show enthusiasm Ask questions demonstrating your enthusiasm for the role and the company. Inquire about the company’s goals, exciting projects, or initiatives. This showcases your motivation and long-term commitment. Ask open-ended questions Avoid questions that can be answered with a simple “yes” or “no.” Instead, ask open-ended questions that encourage the interviewer to provide detailed responses. This allows for a more insightful and engaging conversation. Be mindful of timing Respect the interviewer’s time and be aware of the interview schedule. If there is limited time remaining, prioritise your most important questions. You can always follow up with additional questions if you receive a job offer or during subsequent interviews. Remember, asking thoughtful and relevant questions during a job interview demonstrates your preparedness, engagement, and genuine interest in the role and company. It helps you gather valuable information to make an informed decision about the opportunity. Read more:3 effective questions to guide your first 90-day agenda10 important career lessons most people learn too late in lifeWhy do I need to tell recruiters and employers my last-drawn salary Looking for a great job opportunity? Browse our latest jobs, or submit your CV now. Mon, 17 Jul 2023 17:16:05 +0700 Michael Page 118281 https://www.michaelpage.com.vn/recruitment-expertise/employer-insights/how-build-learning-culture-your-business A company with a strong learning culture can be thought of as the opposite of a company content to rest on its laurels. A solid learning culture in an organisation is one where everything from the structure to the processes to the culture are all geared towards allowing but also encouraging employees at all levels to continue their education in skills, knowledge, and top performance. This culture allows for insights and facts to inform growth across the entirely of a company. Try these tips to develop a learning culture in the workplace, and reap the benefits of a workforce that is constantly improving and growing. Implement formal training On-the-job training is commonplace throughout organisations, but can often be informal and relaxed. For some employees, this can create an atmosphere where the training isn’t taken as seriously as it should be, and those skills may not be implemented as a result. It’s vital to put training at the forefront of your culture by creating a formal process for upskilling, no matter the employee level. Reward learning As much as most managers understand the value for learning, there’s also the very common problem that nobody has spare time when faced with business deadlines, priorities and problems needing immediate attention. It’s therefore easy for learning to fall by the wayside. Creating a formal system for rewarding learning will encourage employees to bump training up their list of priorities, and to show learning is just as valuable as meeting targets. This could work as a new business or team responsibility with the offer or some form of reward such as additional work-from-home days or an early finish on Fridays. Related: How to create a great employee experience – in the office or at home Create time for learning To truly show your commitment to creating a learning culture in the workplace, it’s essential to carve out time for employees that’s dedicated purely for learning. An example could be dropping an employee’s projects one day of the month to allow for learning time, or setting aside a company-wide time slot to watch and discuss a presentation or similar. Lead by example Set the standard as a manager by bettering yourself through learning. Whether it’s through courses, conferences, or even simply sitting down with employees with different skill sets of your own, showing others in your team you are committed to learning shows you value their development, you lead by example and you follow through. When others see you taking the time and genuinely enjoying the process, they may be more inspired to commit to learning themselves. Ensure new skills are applied To both highlight the importance of learning and then ensuring those new skills aren’t wasted or forgotten, find ways to test, utilise and review what your employees have learned. You might consider incorporating their new skills into their tasks, or create a brief test or interview to double-check that new knowledge has become ingrained. Hire the right people Another fantastic way to create a learning culture is by planning ahead and hiring those who show a real interest in improving their skills and knowledge. They can help take ownership of your initiatives and may have some new approaches, since knowledge and further development comes naturally to them. Incorporate questions into your interview process that will allow those with curious minds to shine, and include a penchant for learning as a bonus factor when making your hiring decisions. Eventually, this should lead to a workplace filled with staff who always seek learning opportunities, strengthening your business and its culture as a result. Read more:How to lay off employees with graceHow to be more confident at work according to Asia's female leadersA culture of employee recognition contributes to talent retention and business success Start a hiring conversation with Michael Page to find out how you, too, can reap the many benefits of a leading global recruitment agency. Fri, 21 Apr 2023 20:49:41 +0700 Michael Page 223941 https://www.michaelpage.com.vn/advice/career-advice/changing-jobs/how-handle-conversation-about-your-resignation There are plenty of reasons to leave a job. Maybe it is because you are not happy where you are, or maybe it is because another company has offered you the chance to take on a new and exciting challenge, along with an attractive salary increase. But regardless of your reason for resigning, you should be 100% committed to your decision before informing your company of your plans to leave.  Your current company may give you a counteroffer to entice you to stay. And as flattering as the offer may feel at the time, there is evidence that accepting it could be damaging to your career, for the following reasons:  Your loyalty will be called into question if you decide to stay on. Your colleagues and manager might start to wonder if you are a team player and there is a high chance you will lose your place in the trusted inner circle.  The counteroffer might just be an excuse to keep you on until they find your replacement. Cognisant that you are still likely to leave in the future, your company might keep you on as a stalling tactic until they find someone else to take your place.   The underlying issues for your wanting to resign in the first place would likely not be resolved. Whether it is because you are unhappy with your manager or the company culture, chances are, these are problems that would not go away even if you decided to stay on.  Well-managed companies rarely make counteroffers. If a company believes its policies to be fair and equitable, it will also have policies in place that ensure it would not be subjected to “counteroffer coercion” to get employees to stay.   Be resolute during the discussion  When you have made the decision to resign, ensure that this decision is final and communicated in unequivocal terms to your hiring or HR manager. If you waver, you might be seen as threatening to resign to extract concessions from your organisation – and this is the last impression you want to be giving.  To eliminate any possibility of misunderstandings, always submit your resignation in writing. This letter should contain an unambiguous statement of resignation, an expression of thanks for the opportunities you were given, a final date of employment, and a statement that expresses your willingness to do your best in the transition period prior to your last day of work.   Should your hiring manager still bring up the possibility of a counteroffer, be firm in communicating that you are not interested in a “bidding war” for your services, before reaffirming your commitment to do whatever is needful before you leave.  Stay calm no matter what happens  The best outcome of this conversation would be for your manager to congratulate you on the new opportunity and wish you all the best in your future endeavours. However, be mentally prepared for things to take an awkward or uncomfortable turn. Your manager might guilt-trip you or even display outright hostility. Regardless of how they react to the news of you leaving, you must always remain calm and professional. Try saying something like, “It was not my intention to upset you. Is there anything I can do to ease the transition?”  Remember that you might need to go back to the company you are leaving to request for character references, so it is imperative that you keep any negative emotions in check and show empathy and kindness to your employer no matter how emotional the conversation becomes. Leave no room for doubt about your professionalism – this is especially important if you work in a small industry where word can quickly spread about any bad behaviour on your part.   Avoid venting about your unhappiness  Another trap you want to avoid falling into has to do with the topic of why you have decided to leave. Even if you have been deeply unhappy for a long time, do not see this as a chance for you to unload or “give them a piece of your mind” before leaving. Most companies do not change because of the resignation of a disgruntled employee. Simply reaffirm the fact that you have been presented with an opportunity that is too good to refuse.  Be mindful to stay out of the office gossip mill after submitting your resignation letter. Your colleagues will naturally be curious as to why you are leaving and bring it up with you. The best thing to do in this case is to reiterate what you told your employer about having a better opportunity elsewhere.  Finally, do not let your standards of work slip during your notice period. It will be obvious if you have mentally checked out during the final weeks with the company – and this is not the impression you want to be leaving before your exit.   Follow the strategies outlined above, and you will be able to resign without burning bridges and with your professional reputation intact. Staying calm, courteous and in control of your emotions at all times will only work in your favour. Read more:3 effective questions to guide your first 90-day agendaContracting vs permanent job: Which is better for you?Why do I need to tell recruiters and employers my last-drawn salary Looking for a great job opportunity? Browse our latest jobs, submit your CV or get in touch with a Michael Page consultant to discuss roles in your field. Tue, 19 Apr 2022 09:55:44 +0700 Michael Page 62881 https://www.michaelpage.com.vn/advice/career-advice/career-progression/contracting-vs-permanent-job-which-better-you Deeply seated in our Asian culture is the perception that we need to strive towards full-time employment to be seen as responsible, full-functioning adults. Any other form of employment such as part-time, freelance or contract work seems to be perceived as unstable and somewhat less valuable. The rise of the contract professionalThis perception is gradually changing as companies worldwide are moving towards an integrated workforce model, where they are increasingly hiring more contractors and part-timers over the past few years.In 2018, Stephane Kasriel, CEO of Upwork and co-chair of the World Economic Forum’s Council on the Future of Gender, Education and Work, said in a press release, “As skills become more specialised, companies either need to invest in reskilling to prepare workers for the jobs of tomorrow or leverage freelance professionals who are nearly twice as likely as traditional employees to proactively take reskilling upon themselves.”Traditionally, contract employment is mainly found in the IT industry. Now, more and more sectors are moving towards an integrated workforce, employing more contractors. Deloitte’s 2019 Global Human Capital Trends study found that 33% of respondents reported extensively using alternative arrangements for IT, 25% for operations, 15% for marketing, and 15% for research and development.While more companies are hiring more contractors, it is crucial to understand the pros and cons before quitting your full-time job and dive into contract employment. Besides the obvious benefit – having more time on your hands (to go on holiday, upskill, or look after ageing parents or children) – you get to choose the projects that interest you. Ahead, we discuss the benefits of contract employment compared to having a full-time job.Related: 4 ways to find the best recruiter for your contracting careerAdvantages of being a contractor1. Build your portfolioMost companies are open to engaging contract professionals who do not have a vast amount of work experience for short-term assignments. And naturally, this situation is dependent on the type of project. Companies that hire contractors for longer-termed work, usually over six months to a year, would most likely require you to have more expertise in the specific sector. Whatever the case, you get the opportunity to buff up your portfolio as you collect different work experiences at various companies.2. Widen your professional networkWith the opportunity to work at different companies over a shorter period, you will meet different people – more people – expanding your network. The more extensive the network, the more contract opportunities. The brilliant thing is, these professional contacts are at your workplace – if you perform well at your tasks, it wouldn’t be long before they hear about it from your manager. And that will keep you at the top of their minds when they need contract staff in the future. Do keep in mind that you should be proactive and not sit quietly at your desk and expect people to notice you. Make small talk at the pantry, the lift; nothing too aggressive as that can be a turn-off for some.3. Learn from a diverse range of organisationsThe (other) beauty of being a contractor means you get to experience working for a diverse range of companies. This is a valuable and beneficial opportunity for you to observe the inner workings of various businesses, and that would add value to your experience when you move on to the next project. For instance, how family-based companies compare to small and medium-sized enterprises and multinational corporations. Also, by working on different projects, you would pick up new skills that will further improve your portfolio.4. Builds resilience and adaptabilityMoving from one company to the next also means adapting to the various work culture and processes to perform your duties. And that adds value to your professional portfolio, as employers would not be concerned about how well you can adapt. It’s another strength to highlight if you decide to switch to full-time work.5. Trial a new job before you settleIn a way, when you work at various companies, you get to try out the role before you decide if you want to switch to a similar role in a permanent capacity. Companies are almost always on the lookout for talent. If you happen to join as a contractor during a period where they are sourcing for full-time staff, you could get an interview opportunity. If not, they might keep you in mind if you perform well. However, do not bet on that.Related: 5 clear signs a contracting career is for youDisadvantages of being a contractorWhile working as a contract professional may sound like a jolly ride, it comes with its drawbacks and is no walk in the park. For one, when you work on a contractual basis, you do not have the regular standing of a permanent employee. Companies can terminate contractors without documentation or recourse options, as there may not be human resource policies to follow. Also, potential employers may see contractors as being uncommitted. And it can get disorienting for contract professionals when you have to keep readjusting to new working environments after each contract term ends.Advantages of having a permanent jobMost people are in a permanent position because you want a stable income, allowing you to plan for the various stages of your life – be it purchasing a new apartment, getting a pet, planning a wedding, having a kid, investing or saving up for your kid’s university fund, or retirement fund. Here are other advantages of having a full-time job:1. Time Off: You would receive annual leave and sick leave as part of your employment package. You would be able to go on a short holiday break, get paid and not feel guilty as compared to your contracting counterparts. Working Singapore citizens are also entitled to six days of paid childcare leave if they have children under seven years old. Those who have given birth are entitled to four months of paid maternity leave too.2. Money Matters: As mentioned, unlike contractors, a full-timer’s salary is fixed (not including bonus payments), so you can feel secure that you would have money coming in at the end of the month. Most contractors face the issue of late payments from their clients. Naturally, full-time staff can face the risk of retrenchment, but that does not usually happen unless the company is doing poorly or facing epic losses due to economy shattering events like the COVID-19 pandemic.3. Working Hours: Permanent staff have specified work hours, so clients and colleagues, on ordinary circumstances, will not be calling you after office hours and on weekends. While contractors can set certain work hours for themselves, they usually have to remain contactable to not miss out on any opportunities.4. Career Advancement: Another positive factor of being a full-time staff is that the company will view you as a long-term talent investment. And because of that, they would be more inclined to invest in your development and help you advance the career ladder.5. Credit Card Application: This shouldn’t be a deal-breaker, but it is good to know that it is easier to apply for a credit card when the bank knows you have a full-time job. In other words, the ability to pay your bills. You can still apply for credit cards if you are self-employed. However, the process is more complicated. You would need to submit various documents to demonstrate your ability to pay back the credit owed.Related: 3 impactful resume templates for your 2021 job searchDisadvantages of being a full-time staffCompared to a contracting role, being in a permanent position doesn't give you the leeway of trying various jobs or taking on different projects. And if you don’t proactively look for a new role, you can get too comfortable in your current position. You then become stagnant in your skills and knowledge of the trends in your industry. This state of job stagnation may not sound so bad since a permanent job comes with many benefits. However, it can be damaging if you find yourself retrenched due to company losses or restructuring, or fired from your job. What you can do is to make time to upskill.Contracting vs permanent job: What is better for you?There isn’t a definitive answer to this question. It is about weighing the pros and cons, as it comes down to which employment type will suit your stage in life, industry and if it offers career growth.For instance, if you take care of elderly folks and require flexibility in terms of work hours, then contracting may be perfect for you. Or, if you were offered an attractive one-year contract role at a top firm in your industry, you could consider leaving your full-time job for it as it would add tremendous value to your portfolio. Seeing that it is a year-long contract, it gives you sufficient time to find another job.If you are looking to take a break from work to figure your career path, going for short-term contract jobs that run for one to three months is a valuable way to tie over periods without full-time work. However, as stated previously, anything can happen during a contracting period. It would be best if you made sure the employment terms are favourable and that you have enough savings to sustain yourself (and your family) in the event of early termination. Also, specific industries like the technology sector are more open to contractors, so you would more likely have more contracting opportunities than other sectors.Read more:Lost a job? Your guide to upskilling after retrenchment10 important career lessons most people learn too late in lifePutting the “work” into working from home: how to be productiveAre you looking for contracting roles? Here are the latest job opportunities for contract professionals. If you would like to speak with a recruiter, contact us here. Fri, 03 Sep 2021 16:24:08 +0700 Simone Wu 31951 https://www.michaelpage.com.vn/advice/career-advice/career-progression/how-ask-your-boss-more-responsibility With many employees undergoing or about to prepare for their mid-year reviews or appraisals, it’s an opportune time to review your career progression and implement actions that set you up for success. One strategy that can be highly beneficial is increasing or expanding your scope when it comes to duties, tasks, accountabilities, and even the role. But whether you’re chasing a salary increase, promotion, title change, or you’re proactively seeking opportunities to upskill, asking your boss for more job responsibilities can be a tricky task. On the one hand, you want to prepare for the next stage of your career. But, on the other hand, you need to make sure you are still meeting expectations within your current scope of work, as the last thing you want to do is inadvertently increase your workload to a point where it’s no longer manageable. Related: 5 steps to creating your career plan Balancing more responsibility while managing your existing workload can be challenging, which is why it’s crucial to have a plan in mind to help you move forward. If you’re looking to step up in your career and increase your experience and skills, here are a few tips on how to ask for more responsibility at work – and be successful in getting a balanced outcome. Be very clear on the responsibilities you want to take on Before you speak to anyone in your organisation, you must be crystal clear on the skills you want to develop or the areas where you’d like to gain more experience. Without this, you risk taking on tasks and investing time in projects that won’t help you reach your end goal. If you’re looking to take on a new promotion, look at the skills and responsibilities of your co-workers who currently hold those roles. This will help you get an idea of what you’ll need to upskill in. From there, you can start to identify exactly where you should focus your extra time and effort to help you move up in your career. Alternatively, suppose you’re looking for a pay rise. In that case, you’ll need to identify where you can add value for the company to justify a salary increase. Again, focus on projects or tasks that can help the business save on time or increase profitability. Related: #BecomingTechies: how I became a pioneer cybersecurity strategist in Asia Look for opportunities to make an impact More responsibility can be a good thing, but you need to demonstrate how your extra projects or tasks will add value to your company. Once you’ve listed out the responsibilities you potentially want to take on, go through and carefully evaluate these benefits for the business. Then, pick and choose the ones that you believe will deliver the most tangible impact. This will help you put together a strong business case for your manager. If you’re working on a project, remember to come with a clear timeline, objectives, and KPIs, so your manager is clear on the investment and the outcome. If it’s an ongoing role, try to evaluate how it can impact the business over time. For example, if it’s productivity-related, you could set an expected amount of hours saved per month. Arm yourself with new skills It is a bit of a ‘chicken or egg’ scenario. Do you take on more responsibilities to learn new skills, or do you take on more responsibilities because you’ve learnt new skills? Ideally, you will continually learn in your role. However, it can never hurt to gain additional skills on the side and bolster your argument for taking on more advanced or complex tasks at work. Look for development opportunities – online courses, books and training modules – that you can take advantage of to ready yourself for when those new responsibilities come your way. And don’t forget to let your boss know about those newly acquired skills when the time is right. Related: 6 performance and career progression secrets they don’t teach you at school Come with a plan and options Your boss’ KPIs are linked with yours, so be prepared for questions around how you will be able to manage your current workload and performance with added responsibilities. One of the best ways to get them on board with the idea is to present a plan detailing how you will free up time to take on more work – will you delegate some tasks to someone else? Or can you improve your productivity by streamlining processes? By demonstrating that you have considered handling your existing scope and extra projects, you will reassure your boss that your new tasks won’t impact your current role. But be prepared for some pushback. If this is the case, listen to your manager’s concerns and note them down, then come back with solutions in a follow-up meeting. Choose your timing and words wisely Suppose your boss is stressed out or you’re approaching a busy period at work. In that case, it could be more difficult for the company to consider letting you take on more responsibility. While there is never the “perfect time” to ask your manager for additional tasks, timing can significantly influence a successful outcome. There are some great opportunities to discuss a step up in responsibilities. For example, at your mid-year or end-of-year review, during less busy times in the year or ahead of a company restructure or staff leaving the business. On top of this, how you talk to your boss can have a significant impact: try to frame it as discussing ideas to improve your department, or taking some of the workloads off your manager’s shoulders, rather than saying, “I want to gain more experience” or “I need this for a promotion”. Related: How to manage your online reputation Find out where help is needed Your boss likely has a lot on their plate and may not know where additional support is needed across the business. Although you should be prioritising your workload, it can be helpful to look at other teams and departments to find out where there’s an opportunity for you to take on new or additional responsibilities.  With the right approach, branching out from your team can be an excellent networking opportunity and help you put your best foot forward for promotions in other areas of the business. Ensure all is discussed with your boss first, though, as you don’t want to be seen as neglecting your current responsibilities. Remember, it’s a dialogue No matter what the outcome is, asking for more responsibility demonstrates to your boss that you’re proactive, you take the initiative, and that you’re willing to grow. So while you may get a “no” to this specific pitch, don’t be discouraged – at least you’ve started the conversation. If your manager is aware that you want to take on more, they may find new projects or more opportunities or work with you to find an alternative solution. Don’t forget: teamwork makes the dream work, and by working together, you can find the best outcome for everyone involved. Read more:Về Nhà Đi Thôi: Thriving through focus and commitment10 important career lessons most people learn too late in lifeHow to be more confident at work according to Asia's female leaders Ready for a new role? Browse current job opportunities or submit your CV with us. Sun, 11 Jul 2021 23:05:34 +0700 Michael Page 41391 https://www.michaelpage.com.vn/advice/career-advice/career-progression/tips-creating-career-plan A succinct, detailed career plan is one of the most useful tools you can use to identify where you are, where you want to be, and how to get there. Here are five key steps to help you create your own career plan.Step 1: Self evaluationTo discover what you really want to do, try answering these fundamental questions about your personality, preferences and values in your career plan:What motivates me and what do I enjoy doing?What are my personal attributes and lifestyle priorities?What do my family and friends see as my strengths and weaknesses?What are the five key things I am looking for in a job?Step 2: Skills analysisAs well as your personal preferences, your existing skills are an important indicator of the direction in which you could head. Reflect on your skill set with the following questions:What qualifications and experience do I have?What are my key strengths, transferable skills and specific skills?What are my biggest achievements to date?What are my weaknesses and areas for development?Step 3: Setting your directionBased on your key interests, attributes, skills and experience, you can now start to formulate ideas on the type of roles/industries that will suit you best. Try brainstorming as part of your career plan:The broad industries that really appeal to youThe types of roles that would suit you bestHow these options match your personal preferencesKey skills that may need developmentStep 4: Committing to a timeframeNow that you have an idea of where you want to go, it’s time to work out how you can get there. Ask yourself the following questions to help break down your goals into smaller, more manageable milestones for your career plan:What do I want to achieve within the next six, twelve, eighteen months?How and when will I achieve my training and education goals?How and when will I gain the additional skills and experience I need?How can I expand my network, and by when?Step 5: Review your career planHaving established your goals and how to achieve them, you will now have a clear pathway in which to head. It’s important to monitor the progress of your career plan at least every six months, to ensure that you are on track to meet your goals. Re-evaluating your career plan and goals allows you to make adjustments based on changing economic and personal circumstances.Read more:3 effective questions to guide your first 90-day agenda10 important career lessons most people learn too late in lifeWhy do I need to tell recruiters and employers my last-drawn salaryLooking for a great job opportunity? Browse our latest jobs, or submit your CV now. Sat, 02 Jan 2021 12:08:24 +0700 Michael Page 3076 https://www.michaelpage.com.vn/advice/career-advice/career-progression/how-work-your-way-career-ladder We all have our eye on that next rung on the career ladder, or maybe even the next two or three. Whatever stage you are at in your career and whatever your profession, there is a pretty strong chance that you are looking to make the step up in the not too distant future. More responsibility, more money, more prestige, whatever the reason, progression is the foundation of any career. So what can you be doing now, to ensure that you are well placed to take the step up? We’ve got six top tips that will keep you in the mix when the opportunity arises. 1. Keep building relationshipsBuilding relationships is key at all stages of your career and there is a fair amount of truth in the saying, ‘it’s who you know’. Building good working relationships is crucial to progression. Stronger working relationships lead to improved teamwork and will help you to be happier, more engaged and more productive. They are the foundation on which we succeed. 2. Take more onThere are a number of reasons to take on more work when the opportunity arises. For one, it will expose you to more projects, teams, colleagues, skills and processes, but it will also show that you are a dependable, team player who is never shy of hard work. These are traits that management and those in leadership positions take note of. When your manager is assessing the team and considering who they believe would be suitable for a new role, the person who has always stepped up will be among those in consideration. On top of this, you are building your skills, relationships and professional portfolio – it’s a win-win. 3. Keep track of your accomplishmentsOne thing that all too many professionals do is to lose track of their accomplishments. How many of us have come to update our CV or LinkedIn profile when applying for jobs and struggled to recall everything we’ve done over the past year or so? Keep track of the projects you have been involved in, what you did and any positive outcomes. Note down your achievements and when the time comes to update your CV or to answer a tough interview question, you will have the information you need at hand. 4. Pursue skills and trainingConstantly improving your skill set and seeking out training is something that all professionals should be doing, not just those who are looking for a promotion. There are a number of ways to go about this; you can look to expose yourself to other parts of your team or business by getting involved in work or projects. Ask colleagues about their work and look to absorb information – where something of particular interest comes up you should find a way to involve yourself. Also, wherever there is an opportunity for training be proactive in taking up the opportunity. 5. Maintain your integrityYour professional profile with management and colleagues is not just about putting your hand up when work comes in, it’s about working with integrity. There are two things above all others that will rapidly damage a reputation in the workplace: taking credit for others work, and blaming others when things don’t go to plan. Where credit is due, you should not be shy in accepting it, but where work was done as a part of a team and others were involved it is important to be cognisant of that and not take credit away from those to whom it is due. Secondly, don’t be afraid to admit your mistakes and take responsibility where you need to. Those who are quick to point the finger of blame are never going to make good managers, and in order to climb the ladder, you need to be able to absorb constructive criticism and admit mistakes. 6. ApplyThe last point here may seem obvious but all too often people are not applying for jobs or putting themselves forward when opportunities arise. If you don’t apply or at least make your interest known, then there is a chance that you will miss out on opportunities. In some cases, a manager may have even been considering you as a potential fit for a role but decided that you are doing well in your current role and look elsewhere. Stating your interest does not have to be making applications either. Speaking with you manager and showing them that you are ambitious and looking to progress yourself is an important step. Any good manager should be looking for ways to help you improve and step up, so let them know that you are keen to do so.Read more:Về Nhà Đi Thôi: Thriving through focus and commitment10 important career lessons most people learn too late in lifeHow to be more confident at work according to Asia's female leadersReady for a new role? Browse current job opportunities or submit your CV with us. Fri, 05 Apr 2019 12:31:11 +0700 Michael Page 3981