Andy Bentote

The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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Navigating Asia's complex business landscape? We've got the leaders you need. CFR Global Executive Search

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Hiring is harder than ever, but why is that and what can we do about it? We have just launched our Talent Trend 2024 report. The responses from 50k global respondents confirm some of my observations and challenge some of my assumptions. Intrigued? Link is in the comment section, or better yet, connect with me and let us bring the insights to life for you! #TT24 #TheExpectationGap #AI #flexibility #inclusion Rupert Forster | Olga Yung | Steve Parkes | Carly Yau | Ellen Lai | Angela Chan | Cherie Tam (She/Her) | Michelle J. Ma (She/Her) | Joe T. | Eliza (Lok Lam) Lai | Sherman Sung | Anthony Lau | Vivien Leung | Mindy,Hongmin Luo | Alexis Wee | Matthew W.

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This is a really interesting The HR World article by Adrian Tan I have always found it hard to understand why HR is overlooked when recruiting into the C-suite. The growth of non-HR professionals taking on the CHRO role will hopefully lead to major changes in this area. HR needs to be fully represented at Board level in my opinion. The article is well worth a read.

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I am excited to share the release of the 5th edition of The Adecco Group’s global study on the future of work! This report reveals key insights on the impact of AI on productivity and offers strategies for organizations to adapt in these changing times. A must-read for anyone interested in the evolving workplace! Here are some key takeaways: 💡 We’ve discovered important findings on productivity boosts driven by AI  💡 The study outlines how organizations can effectively navigate these challenging times  💡 We've pinpointed essential strategies for employers to help their workforce remain adaptable and prepared for the future ➡️ Download the full report here: https://bit.ly/3Nx3Nmz #AdeccoGroup #GWOF24 #GlobalWorkForceOfTheFuture #FutureofWork

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Maintaining margins without resorting to significant price hikes is the new puzzle that leaders need to solve. Learn how in my latest article for Connexus Global | Executive Search: https://lnkd.in/g-_epYke #MarketChallenges #Asia #StrategicPlanning #Recruitment #BetterWithConnexus

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Recruitment agencies usually serve the sole purpose of connecting companies with difficult-to-source talent within the market. A lot of times there is a negative stigma of agencies dealing with people, yet being overly transactional. At Hays, we pride ourselves in going above & beyond the natural scope of recruitment alone, in supporting our partners and candidates with powerful regional insights through carefully curated data that comes from you, for you. We invite you to share your thoughts with us as we compile the much anticipated 18th edition of our Hays Asia Salary Guide. This survey will touch on topics like salary trends, benefits, key motivators for employees, hiring intentions across industries and how AI is impacting the world of employment today. Click on the link below and be part of the best salary guide in Asia! #Hays #Asia #Malaysia #KL #SalarySurvey #GoBeyond #EnterpriseApplications #SAP

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Strategic Partnership Over Compliance: A Case Study in Effective Headhunting大乙方靠专业,小乙方靠跪舔客户 Several years ago, while leading overseas recruitment at S.F International, I was tasked with finding a business head for our franchise project in Japan. Due to the urgency, we engaged headhunters immediately. One vendor, ABC Recruiter, initially stood out during our selection process. When I inquired if the candidate could be under 35, the representative diligently noted it and confirmed it was possible. He responded similarly when I asked if the candidate should come from a local tier-one logistics company with franchise experience and when I mentioned the requirement for the candidate to report in Mandarin. Finally, I asked about the market distribution of such talent, and he continued to take notes, affirming each point. This unwavering compliance without any critical feedback made me uneasy, leading me to decide against collaborating with them. Despite ABC Recruiter's unconditional compliance—a trait favored by many Chinese clients—this approach concerned me. My questions and suggestions were treated as directives. We engage headhunters precisely because we lack expertise in new markets and specific roles; thus, the chosen headhunters should possess market insight and significantly outperform us. If their response to every request is compliance without critical thinking, it undermines my trust in them. I feared they might blindly follow my directives, ultimately failing to deliver results and potentially blaming me for any shortcomings. Subsequently, I engaged with CZF Search. When I specified the age and industry experience requirements, their response was reassuringly comprehensive. They detailed the typical age range for candidates who meet our maturity criteria and clarified that the logistics industry in Japan, unlike in China, does not operate on a franchise model. They proposed two types of candidates, outlining the profiles, advantages, and disadvantages of each. Drawing from their expertise, they recommended the second type as more aligned with our company’s current developmental stage and the CEO's communication style. Our discussions with CZF Search were thorough and confidence-inspiring, leading to the CEO adopting their recommendation. We interviewed three candidates they suggested and extended an offer to one of them. This experience highlights the critical value of strategic partnerships over simple compliance in professional services such as headhunting. Through meaningful dialogue, insightful market analysis, and tailored recommendations, CZF Search demonstrated how headhunters can significantly enhance the recruitment process. Therefore, selecting partners who bring strategic value rather than mere compliance is essential for achieving long-term success.

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💻Our 2024 Salary Guide revealed that 37% of employees in Hong Kong SAR did not feel sufficiently equipped to acquire AI skills to succeed in their roles for the future. 30% of them were unsure that their employers would support them towards developing those skills. ⚙️How are leaders today reinforcing AI skill set gaps in their workforces? Your input would help us tell that story for 2025. Take our short survey and share your insights today. 🔗Tell us your thoughts: https://lnkd.in/eCGdgZWR

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Empower your salary negotiations with transparency and data-backed insights from our latest Salary Guide 2024. Download the guide now for your next move: https://lnkd.in/ggNqdFsH #PageInsights #SalaryGuide2024 #SalaryTransparency

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With economic recovery remaining fragile in China, companies are grappling with the effects of business disruptions and slowing economic growth. Now more than ever, organisations need to do more with less. Download the full document: https://lnkd.in/g-KhgMq8 #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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Perennial HR Q1 HR Market Update for APAC "There is a notable shift towards investing in advanced HR technologies to enhance efficiency and improve the employee experience. Significant investments are being made in AI and automation, which are transforming recruitment, employee engagement, and performance management. This technological integration is prompting a re evaluation of HR operating models. Large MNCs with a HR BP, CEO and shared services model are exploring relocating HR operations to lower-cost countries like India, Malaysia, and the Philippines, while mid-sized businesses with a HR generalist and CEO models are distinguishing mid-level HR Business Partner roles from operational roles to boost focus on HR Business Partnering, leading to stable or increased hiring in this area."  Click on the link for the the full report https://lnkd.in/ga3XG_Rs #HRTrends #HiringTrends #Recruitment #HumanResources

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Today, I believe in turning start-up recruitment dreams into reality with the right guidance. Let's navigate the challenges together and build a strong foundation for success. #StartupSuccess #GuidanceMatters #RecruitmentInsights

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Our latest Talent Climate report takes a close look at talent acquisition in APAC. Just as TA is getting more complex, with economic volatility and skills scarcity ranking as the biggest challenges for TA leaders in APAC, 60% are also facing pressure to increase the efficiency of their TA team. Join our speakers as they: - Share insights on the challenges and priorities facing APAC TA leaders from our latest Talent Climate research conducted in partnership with The Josh Bersin Company - Discuss key focus areas for TA teams to address their current workforce challenges - Share real life examples and insights on how to elevate TA to become a strategic partner to the business Register to join us live or receive the recording: https://lnkd.in/gu6KiB4s #Talent #TalentAcquisition #HR #TalentClimate #TalentClimateResearch #APAC

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Today, Robert Walters, Walters People, and Resource Solutions come together as one unified global talent solutions business under the Robert Walters name. By merging our expertise in specialist professional recruitment, recruitment outsourcing, and talent advisory, we are now better equipped than ever to tackle our clients' hiring challenges across more than 30 countries. We believe that the biggest opportunities start with a story. Our commitment to deeply understanding the unique stories of the people and organisations we work with remains at the core of what we do. This understanding allows us to deliver tailored talent solutions that help individuals and businesses achieve their full potential. Learn more about our story: https://lnkd.in/gTSUKuV9 Shay Peters Bridget Clarke David Lacire Sam Stevens Rhys Collins Loic Lallement Peter Swinney Kate Williams Chelsea Nelson Sam Palmer Sacha Philp Rosamund More Kiri Johnston Sonia Leyes Tory Hibbard Caitlyn Duffy #RobertWalters #TalentSolutions #TellUsYourStory #PoweringPotential 

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Personal connection is essential to understanding global trends and creating tailored solutions for each market in today’s rapidly evolving world. Recruitment today goes far beyond placements … companies need partners to help transform their organizations. How will leadership structures adapt? Which skills are critical in a digitalized world? And how can businesses build a culture that attracts and retains top talent? These are trends reshaping workplaces worldwide. Questions that inspire me – especially during business trips, where I gain valuable insights into diverse markets. 📈   At PageGroup, we’re shaping this change, and you can join us. Take part in our Talent Trends 2025 survey and help define the future of work. In 2024, over 50,000 professionals from 37 countries contributed to our Talent Trends report, sparking global discussions and transforming workplace strategies. Now, it’s your turn to make your voice heard >> https://lnkd.in/eDhZkZ4U   #talenttrends25  

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In APAC, organisations are moving beyond traditional talent sourcing methods and embracing outsourcing to bridge talent gap. Resource Augmentation offers a straightforward alternative to full-scale RPO. It's ideal for any company size, providing access to unparalleled talent acquisition expertise. Ready to adapt and excel in your recruitment strategy? Tap into our resources now and position your company for success. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #India #APAC

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...over half of our current recruitment projects in China are focused on sales roles. 🔹 "The former Sales Director couldn’t keep up with the intensifying local competition and the sluggish economic recovery," many of my clients have shared with me. To address these challenges, we are exceptionally busy this year in placing new Sales Directors and sales-focused General Managers in China. Here’s what’s trending in sales strategy and innovation among our clients: 1) Leadership Changes: Some companies opt to replace their Sales Heads, hoping fresh leadership will drive results.💡 2) Localization: Adapting global products and services to the Chinese market, often by making them more affordable by streamlining features or cutting away functions.💡 3) In China, For China: Developing new products and services tailored specifically for the Chinese market.💡 4) China for Global: Innovating products and services in China to meet global market demands.💡 💎 Competing on cost alone is a losing battle for foreign firms in China; local competitors will always have the edge. 💎 Conversely, the premium market’s growth is limited. Many top-tier brands known for high quality and high prices are struggling. The real opportunity lies in the middle market, which demands good quality at fair prices. 🔮 What’s your take? Will we see new brands and markets emerge from the "China Innovation Push"? Can traditional, family-owned companies be agile and flexible enough to downgrade their perfect products to meet market demands? 💬 I am interested in your thoughts! How is your industry adapting to these challenges and opportunities?

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