Tag Archives: China employment

Lifting the Veil of Doubled Payment Offers

Lifting the Veil of Doubled Payment Offers

By Robert Parkinson, CEO & Founder of RMG


When it comes to the time of Chinese New Year, salary is always a hotly debated topic in the job market. People like talking about family and neighborhood issues at holiday parties and gatherings. Besides, it is quite frequent that peers talk about their work and staff treatment issues. For many years there has been much debate on what really drives people to change jobs. Various answers including salary, promotion, line manager style and organizational culture actually make people quite confused. I think that ALL those factors surely matter in job changing decisions.

According to RMG’s China Talent Flow Survey 2013 (TFS2), salary is the first factor that drives people to change jobs. It accounts for 69% among the all factors in our report. Post Chinese New Year is the peak period of job-changing. Quite a lot of people are actively looking for new opportunities with higher salary than their current companies. However, do you really think changing jobs for higher a salary is as wonderful in reality? As an old Chinese idiom says, there is no weal without woe. Making wrong choices because of being blinded by money is nothing worth celebrating in the year of the horse!

Before I start to share my experiences, I’d like to ask you a question about the definition of the word “occupation”. I have always wondered why nearly two-thirds of participants regard salary as the most important factor. As I check out the word on Wikipedia, I finally understand that people’s choice is closely related to the definition of “occupation”. According to Wikipedia, occupation is defined as a regular activity where people spend time to earn money. In this case, it’s quite obvious why people change jobs for money. From a psychological perspective, according to Maslow’s hierarchy of needs, in the beginning of one’s career they aim to earn enough to support basic needs. Moving on to the next stage, people work to get higher and higher payment to satisfy their wants. Finally people will enter the stage of self-actualization where they do not care about salary anymore. Most Chinese people start working from 18 to 24 years old. They will not stop until they are about 55 years old. Normally, people in the beginning and middle parts of the work life span tend to change jobs for higher and higher salary. However, not everyone can enjoy the process of changing jobs. If you happen to get an offer with a doubled salary, don’t be eaten up by your excitement right now. Today the job market has become mature and transparent. If you don’t know why you got such an offer, then you’d better reconsider it. Now let me share some career cases about changing jobs and salary with you.

 Have you calculated your working time?

Let’s say that right now you are a manager whose annual salary is about CNY 100,000. There are 3 offer letters in front of you, CNY 150,000, CNY 200,000 and CNY 300,000 respectively. How would you make a choice? If you would like to take the first offer, then I would congratulate you for your sensibility; if you chose the second offer, I suppose you would be willing to take some new challenges in your career. However, if you decided to go for the highest one, I would be quite worried that you might oversee the cost of working time. In particular, for those who are used to leaving the office when the clock hand strikes the number 6, you might quite enjoy the regular working times and 15 days annual leave with your current company.

Can you convince yourself that for a tripled salary, you can still enjoy your work? According to RMG’s senior IT consultant, a lot of IT companies do not pay for overtime workers, they are paid by projects. Data from RMG’s China Talent Flow Survey 2013 (TFS2) show nearly 40 percent of IT support and technical talent changed jobs in the past 12 months. In IT people change jobs quite often because they are looking for bigger or better projects to get more experience.

 Do you have a strong enough supporting team?

You will probably miss the big picture if you only focus on the money. What I mean by big picture is actually the work going on around you. For instance, the support from a company’s finance, recruiting and operations teams directly influence whether you can do your work successfully and efficiently. Say at the current company your KPI is quite good. It might not be 100% related to your work. Without the support from other teams, can you still achieve your KPI score?

In fact, there is always a good support network behind a successful manager. Imagine you go to the new company for a higher salary but end up with a less effective supporting team. Neither you nor the company will be happy. Worst of all, you will end up with an unpleasant resignation session. The logistics team leader in our company says that lots of sales managers in small logistical companies look forward to working on an international platform. They all want to show their excellent skills on a good platform where they can boom the business.



Are you ready for a different corporate culture?

Some managers will start looking for better career opportunities after working in a company for 3 to 5 years. The reason might be that they are looking for a new environment or there is a lack of promotional space. These kinds of managers will pay more attention t o s a l a r y and development opportunities. According to TFS2, in the past 12 months, the job-changing proportion of participants whose monthly salary is above CNY 50,000 is 37.24%. In comparison to others, the job changing rate for this group is the highest. Moreover, another interesting finding related to the highly-paid group is that 76.55% of those participants are above 36 years old. (See Chart 1 and Chart 2).


Frankly speaking I understand that people like measuring their values at work based on salary. However, it is necessary for everyone to know that salary is not the only way to measure one’s value. In a lot of western countries people will have a New Year’s resolution. I am sure many Chinese will do something similar. Everyone will make a wish list for their work and life in 2014. Nobody looks forward to endless overtime, inefficiency from subordinates, or little attention being paid to new ideas. Changing jobs for a higher salary seems quite wonderful, but after lifting the mysterious veil, will you reap what you sow?

Beijing ranked most global city on the mainland

China Daily

Beijing has made it into the top 10 of the world’s most global cities for the first time, ranking eighth in the A.T. Kearney Global Cities Index.

The index, introduced in 2008 by the global consulting firm, includes 84 cities.

Beijing scored an overall 3.5 in five categories, including business activity, human capital, information exchange, cultural experience and political engagement. It stood out from other Chinese cities in terms of the number of Fortune 500 companies, international schools, broadband subscribers and museums.

New York, London and Paris have held fast to their positions as first through third since 2012.

“The increasing global importance of Chinese companies has helped catapult Beijing to fourth place on the business activity dimension. This, together with some improvement in scores for human capital and cultural exchange, has been more than enough to offset declining relative performance in information exchange and international political engagement,” A.T. Kearney experts explained.

Johnson Chng, managing director of A.T. Kearney Greater China, said, “Clearly Beijing went up in the ranking due to its rising importance as a business center in addition to being the political center of China.”

However, he added, the air pollution issue is now a growing concern for many Beijing residents that, if not addressed soon, will cause an outflow of talent.

“In fact, many of my friends and business associates have moved out of Beijing in the last six months, and many are indeed contemplating the idea, too, for the sake of their family,” he said.

In a recent survey conducted by MRIC Group, an international executive recruitment firm, 47.3 percent of the 269 respondents in Beijing said they would like to relocate this year because of air quality concerns. The most-preferred destinations are North America, Shanghai, Europe, Hong Kong, Singapore and New Zealand.

As human capital is weighing ever more among the five categories, some companies have to improve the working environment to retain talent regarding the air quality in Beijing.

“Companies should prepare air purifiers especially when the buildings don’t have such machines,” said Robert Parkinson, founder and managing director of the international recruitment group RMG Selection.

Shanghai, ranking 18th in the index, was the only city on the Chinese mainland that came close to Beijing. In fact, it scored higher than Beijing in human capital, given its larger foreign-born population. Shanghai also performed well in business activity.

Beijing lags behind Shanghai in human capital because of the capital city’s “size of the foreign-born population, scores of universities in the global 500, number of inhabitants with tertiary degrees, international student population and number of international schools,” explained Chng from A.T. Kearney.

On the other hand, Shanghai ranked lower due to a less-ideal score in political engagement. Specifically, Shanghai is home to a smaller number of international organizations, embassies and consulates, think tanks, political conferences and local institutions with international reach.

The Shanghai Pilot Free Trade Zone will certainly help the city’s globalization in the long term. However, the impact and the speed of that depends on policy implementation as there are still lots of details to be sorted out in terms of how exactly Shanghai FTZ will work, Chng said.

“In the short term, I do not see any material change as most companies are simply trying to take advantage of the FTZ to help with the existing business rather than attracting significant new business,” said Chng.

Other Chinese cities in the list saw their rankings drop.

Guangzhou dropped from its rank of 60 to 66 this year due to a significant decrease in political engagement. Shenzhen dropped from 65 to 73 due to a decline in its human capital score.

Read the original article on China Daily: http://www.chinadaily.com.cn/business/2014-04/15/content_17434408.htm

The candidates in Asia who spam 50 identical emails to 50 recruiters at the same firm

The candidates

Mainland China is still a candidate-led job market in which finance professionals are frequently enticed to change companies. But job searching in the PRC is by no means straightforward, especially if you’re more used to how things work in mature markets.

Having spent nine years recruiting in China, I’d like to share some home truths that candidates need to know.

Many employers don’t like to advertise their jobs

A great many jobs go unadvertised in China, and this is particularly true for the type of high-end roles that non-local candidates are typically suitable for. This might be for reasons of confidentiality (if someone is being replaced, for example), or perhaps cost (the concept of paying for a recruitment service is still anathema to many employers China). Whatever the reasons, as a candidate, establishing a focused, wide-ranging network of business contacts and using this network to uncover “hidden” vacancies is even more vital in China than it is elsewhere.

Don’t spam your CV

Despite all these unadvertised jobs, recruiters remain important in China. According to a cross-sector survey produced by my company in December, more than 55% of new appointments in China were secured using the services of a recruitment businesses. There are literally thousands of such firms in China, and as a finance professional it pays to be targeted when choosing who to speak to. In China, make sure your communications with a recruiter aren’t only online. Make verbal contact from the outset, meet them in person and stick to one person at each firm. We often receive the same email sent 50 different times to 50 different colleagues at our firm. As well as being mildly amusing, this smacks of randomness and desperation: not how you want to appear.

Don’t be dazzled by phoney headhunters

Keep in mind that although (in an unregulated environment like China) there are many people who profess to be headhunters or ‘search consultants’, the truth is that many of these individuals in fact know the square-root of zilch about securing senior finance and corporate finance appointments.

So choose wisely: realise that the recruitment market is different from more developed markets: while there are far more recruitment firms operating per job vacancy in China, the overall quality and specialisation of these recruiters is low. Many have just a short tenure in the industry. However, among this sea of pretenders there are some accomplished recruiters in China, often with backgrounds in banking and finance, so do not give up hope if the first person you speak to is a lemon!

Treat good recruiters with much respect

It is also wise to treat the good recruiters with respect. In China consultants don’t need to (and won’t) put up with pompous or arrogant candidates. It is perhaps an inconvenient truth in China that recruiters tend to ‘do business with’ people they like and get on well with; and nowhere is this sentiment truer than in the hiring of mid/senior finance and banking executives.

Have a very focused CV

‘Less is more’ is the order of the day when it comes to CVs in China. I received a seven-page resume from a senior banker recently. It was packed full of extraneous information when, given his seniority, one, maximum two, pages would have sufficed. A characteristic of Chinese recruiting is that people (both line and HR managers) tend to zero in on matching very specific levels of experience. For example, we recently had a client decline a candidate who was well suited for the job simply because she had not taken or passed her last accountancy exam. The client felt it imperative to hire a qualified accountant, despite the fact that the qualification was actually quite unnecessary for the job. This contrasts with the West, where hiring authorities tend to be more interested in ‘who the person is’ – their values, beliefs and motivations.

Be afraid of HR

The other common mistake that candidates tend to make in China is to misunderstand the importance and power that HR professionals wield within financial services organisations. Having spent half my career in Asia and half in Europe and the US, I can clearly see that the role of an HR person in the latter is more advisor, and in the former more “controller”. I know of examples of relatively junior HR people knocking great candidates out of the race simply because the candidates didn’t take the HR interview seriously enough.

Robert Parkinson is the founder and CEO of RMG Selection in Beijing

Read the orginial link at: http://news.efinancialcareers.com/us-en/165809/the-candidates-in-asia-who-spam-50-identical-emails-to-50-recruiters-at-the-same-firm/



   我相信为了解决节后招聘难题,各大企业都会拿出最佳招聘方案。有些企业开出优厚物质待遇,购买补充商业保险,还有一些企业提供食宿补助,保证愉悦的工作环境,为员工购置娱乐设施。尽管企业使尽浑身解数,其中不乏引人注目的条件,但招聘情况仍不容乐观。此时如果HR们认为是求职者们的挑剔增加了招聘难度,那我要反过来质问你们,你们是否真的了解求职者的需求?你们考虑过员工工作时的幸福感吗?如果企业开出的优厚条件并非求职者们真正所需,那么再优厚的条件也不能让你的员工幸福地工作!就在几天前,我的朋友和我分享了一个术语Gross Personal Happiness (个人幸福指数)。第一次接触这个陌生而又新鲜的词汇,我感到个人幸福指数和员工有着必然的联系。根据《罗迈国际中国人才流动调查报告2013》(TFS2),薪资和升职对于35-40岁这个年龄段的求职者来说已经到达了顶峰(见图1),这就意味着金钱的对于他们的诱惑力在逐渐下降。因此对于中高端岗位的招聘,我认为重点一定要放在提升员工个人幸福指数上。







Read the original version at:http://www.ceconline.com/hr/ma/8800069684/e8e0c21101/




在罗迈国际RMG Selection高级顾问李洛钒看来,对于以工资收入为主的中、基层员工来说,公司上市之后薪资福利待遇的提高是更直观的一种激励。去年上市的某房地产集团人力资源副总监程艳就表示,上市之后的1年内,她所在的公司进行了数次调薪,对大部分绩效表现良好的员工的工资进行了普涨,速度远远快于上市之前。另外,企业规模扩大之后晋升机会的增加也是员工更能感受得到的一种积极影响。




企业上市之后究竟会给公司人带来哪些改变,本期《第一财经周刊》邀请了万宝盛华集团(中国)综合解决方案招聘流程外包资深金融顾问单进玮以及罗迈国际RMG Selection高级顾问李洛钒共同来为公司人答疑解惑。

A 切身利益的变化

公司的性质即将发生变化,公司人首要关心的都是自己的切身利益,比如薪酬福利。通常情况下,上市公司提供的薪酬福利待遇肯定会比非上市公司提供的薪酬福利待遇更加完善。罗迈国际RMG Selection高级顾问李洛钒表示,一方面,这是由于根据相关法律法规,上市公司各项薪资福利待遇都必须符合国家的制度规定,另一方面,公司在股市上募集到更多资金之后,管理层也会希望给员工更好的福利待遇,让员工感受到公司的前景良好。











B  对工作的实际影响
















C 影响较大的一些岗位












Source: http://www.cbnweek.com/v/article?id=6618