LICO RESOURCES

Since 2013, Lico stands at the forefront of Cybersecurity & Tech GRC recruitment. Our focus, deep industry knowledge and vast network enable us to bridge the gap between top talent and innovative organisations. 

Pulse of the Tech Talent World: Insights and Perspectives

You might be surprised, but other than walking around trying to “headhunt” people every day, one of the most important parts of my job is to prepare candidates for interviews. Every client is different, and so is every candidate. However, there is one question that probably never goes out of style:

“Tell me about yourself.”

Some take this in stride, while others start to sweat, and their minds go blank. There is no right or wrong answer, but I do have my “formula” for a perfect response. First and foremost, remember that relevance is key. Everyone is busy, so no one has time for your lengthy grandmother’s story. Tailor your answer to the specific role and company. Don’t just recite your entire resume verbatim. Start with your current position and a brief overview of your background. Then, highlight a significant accomplishment that showcases your skills and expertise. Keep it concise; you should avoid boring them with every detail of your professional journey.

Here’s an example: “I’m currently a software engineer at XXX, where I’ve been working for the past three years. Prior to that, I spent two years at YYY in a similar role. I earned my degree in computer science from ABC University. One of my proudest achievements was developing a new algorithm that reduced my current company’s system processing time by 30%, which saved the company significant resources. I’m excited about the opportunity to bring my skills and experience to your innovative team.” See how that works? You’ve covered your present role, relevant past experience, and a noteworthy achievement. Plus, you’ve expressed enthusiasm for the position.

Never underestimate the importance of showing enthusiasm. No hiring manager will employ someone who has no interest in their position, no matter how well-suited they might be for that role. It’s much easier to manage someone with passion who wants to do the job rather than someone who can do the job but lacks interest. Also, don’t be afraid to inject some personality into your answer! Share a unique fact or anecdote that sets you apart. “Fun fact: I once won a hackathon by building an app that could identify different types of pasta. I bring that same creativity and passion to every project I work on.”

Remember, practice makes perfect. Rehearse your response until it feels natural and conversational.

Now go out there and land that dream job!

Let me tell you a story that might sound familiar to some of you…

Last week, I grabbed coffee with Tom, a seasoned pro in his late 40s. Seven months into his job search, he looked at me with tired eyes and asked, “Is it really that hard to find a job after 45?”

Ouch. Talk about a loaded question!

Here’s the irony, folks: As a headhunter, I’m usually chasing after people who aren’t even looking for jobs. Meanwhile, those who really need work often struggle to get noticed. It’s like trying to sell umbrellas on a sunny day – the demand just isn’t there.

But let’s break this down. Why do some companies hesitate to hire our more “seasoned” candidates?

Stamina concerns: “Can they keep up with our young guns?”

Mindset worries: “Will they mesh with our hip, happening culture?”

Skill transfer fears: “Are their old tricks still relevant?”

Now, before you start considering a time machine as a viable career move, let me share a secret: It’s all about perspective.

I once placed a candidate in her 50s with a tech startup. The CEO? Mid 30s. His reasoning? “Different generations, different thought processes. It’s like having a Swiss Army knife of perspectives on my team!”

So, my advice to all you fabulous 40+ job seekers:
🔍 Do your homework on the company 💪 Highlight how your experience is their gain 🔥 Bring that energy and passion (it’s contagious!)

Remember, age is just a number. Your value? That’s immeasurable.

My candidate asked me about the managing style of the hiring manager. I told him frankly that I don’t know. The hiring manager was referred to me by another client, and this is the first time I’ve worked with them. But I told him there are a few things he can do.

You don’t always get to speak to the existing or previous team members under the hiring manager, unless you happen to know them within your network. And people tend to go to Glassdoor to find out about the company, although I always question the reliability of such reviews. Ask yourself, when was the last time you were so grateful to your boss that you couldn’t wait to go to Glassdoor and write about them? Or most probably the other way around. You feel angry and want to vent, what’s better than an anonymous, full-on blasting on the internet? As for a company’s values and mission on their website, come on!

I suggest you ask targeted questions during the interview. It can be as direct as “What’s your management style?” or “What do you expect from your team members?”, or a more subtle type like “What’s your management philosophy?”, “How do you handle decision-making processes?”, or “How do you provide feedback and support to employees?” These are questions to find out how managers interact with their teams. Look at how they answer those questions. You can tell if they really mean it or not.

You’ll also want to pay attention to their culture from the first moment you step into their office. Was the receptionist aware of your name and expecting you? How do the employees interact with each other and their managers before, during, and after interviews? Look for signs of open communication, collaboration, and respect. It may just be their cultural norm when a Japanese manager walks you to the elevator after an interview. But it says a different thing if a Singaporean VP does the same thing. You get the drill. All those small little things count.

There are lots of uncertainties when signing up for a new job. But always trust your feeling. The “chemistry” thing is real. When everything sounds and looks right, but the “feeling” is not right, you should always follow your heart.

As a headhunter, one might think we go around persuading people to resign every day. In reality, our goal is to find out their “real” reasons for leaving. There’s a distinctive difference here. A headhunter can’t simply “persuade” someone to leave their job. It’s naïve to think a candidate would take our “advice” for a major decision like this. In truth, they already want to resign; we just happen to come at the right time and “probably” say or do the right thing. My job is to uncover the underlying reasons for their desire to leave, as it’s rarely just one thing. Usually, it’s a combination of factors accumulating over time. A good headhunter should be able to understand their candidate, and make a good judgement call for the next step. Let’s be clear, there are no right or wrong answers here. And for any hiring manager, one just won’t sign up a new team member unless they know what they’re getting.

Returning to the classic “I don’t like my boss. I want to resign,” it’s common, but it’s not the answer a headhunter seeks. We want to know more, and to do that, I know i need to share more first.

So I said to the candidate, “In the real workplace, a good boss is someone without obvious character flaws and who doesn’t undermine our reasonable interests. Consider yourself lucky if your boss falls into this category. Anything above that is like striking the lottery. We should treat our boss as a resource to be utilized effectively. Learn to view things from the long-term perspective of your career development. Accumulate skills, experience, and connections, and then consider moving on to greener pastures. Also, very importantly, try not to resign without another job lined up. Leaving without a job invites more questions about your reasons for leaving. People are funny that way. If you stay in a company too long, they question why; if you jump too often, they don’t like it. But nothing raises more concern than leaving without a job. This is an expensive city to live in, right?”

Of course, if your boss is truly terrible, there’s no need to endure it any longer. Staying with an awful boss enables their bad behavior to harm you. Don’t worry about proving anything to anyone. Consider your own practical interests first and foremost – get out of there as soon as possible. But still, try to land your next job before submitting your resignation letter. It’s easier to explain why you want to join the next company than to tell an interviewer why you hate your boss.

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