Conversation with HR Director Singapore and SEA Deloitte - Loh Oun Hean

Loh Oun Hean
HR Director
Singapore and SEA
Deloitte

What sets Deloitte apart from its competitors?


People who worked or interned with us have mentioned that Deloitte’s culture is people-oriented, warm and nurturing. We are on first name basis and practise an open door policy. Every staff is assigned a mentor or counsellor. Deloitte is now the largest private professional services provider globally in terms of gross revenue and staff strength.

What kind of skills or attributes are needed to succeed in this field of work?

As most of our professionals are auditors and accountants, they would need a qualified degree or a professional qualification. In terms of attributes, we look for people who are meticulous, resilient, able to work under pressure and can multi-task. Teamwork and leadership are also important attributes.

How big a role does the interview play in the selection process?

It is important but is not the only factor. For fresh graduates, academic results, CCA records, leadership roles and internship experience are important. The interview gives us the opportunity to assess the person’s communications skills, service orientation, relationship building skills,
confidence and maturity.

In a pool of highly qualified applicants, what makes a particular applicant stand out?

Personality, passion, drive, communications and relationship building skills.

Do qualifications outweigh soft skills?

Qualification is important for first level screening. Thereafter, the soft skills may be quite decisive.

Describe a candidate’s qualifications that will leave a great impression on you.

What will stand out is a person who demonstrates strong passion in a particular field or hobby and can remain composed and clear in thought even under extreme pressure.

What kind of training will fresh graduates go through in Deloitte and how does it differ from other training programmes?
Besides the usual orientation programme, our people attend a lot of technical training and updates yearly. They also do e-learning which may include a test. For the auditors, learning to use our auditing system is critical.

What is the career progression path for graduates like and how long does it take before they can assume leadership?

A qualified candidate enters as an Associate. The next level is Senior, and thereafter, Assistant Manager, Manager and Senior Manager....For the first few levels, they typically stay in each level for about two years. A very strong performer with potential can become a manager after five years. The ultimate is to be a Partner in the firm.

Any advice for fresh graduates embarking on their first major job hunt?

There are two main options/paths: choose a good company, never mind if you do not get the specific function that you desire; or choose the field or function that you want and focus on developing the depth and expertise in that field. Thereafter, it is your attitude, potential and performance that will take you further. You can be very successful with either path.

Connect To Us