Tag Archives: China Headhunter

Beijing Recruitment Agency: RMG

RMG: Beijing Recruitment Agency covering the whole of China and beyond

Since it’s inception in 2010 RMG Selection has always chosen to base itself in one main location. This means all of our staff have a central base to communicate in person. We then travel to meet our clients. Other companies have staff spread out in 2-3 person locations. We think this is not conducive to teamwork.


At the time of writing (November 2016) RMG Selection has shown itself time and again to be a resilient and well-placed business partner. We cater to clients throughout greater China.

Here are some of the reasons that clients give us for working with “RMG – Beijing Recruitment Agency”!

The owners are actively involved in the business: Too often clients tell us that when they are recruiting in China they deal with a big brand recruitment company, only to find that the consultants and managers change again and again. We do not have this problem. Our management team want to build a personal relationship with you, and that is one of the reasons we have become a leading Beijing recruitment Agency (and Google reminds us of this!)

Recruiting in China – Experience Matters

China is still a developing market. Sure, China has come a very long way during my 11 years working here, but it is very unlike more developed markets. What is essential therefore when you are recruiting in China is to have a recruitment agency who has considerable experience of the market. At RMG Selection, not only do I have over a decade of China market experience, but so do many of my colleagues too. This means that we have practical examples and experience to help you as a client or candidate. We don’t have to wow you with our awards or fancy presentations (even though we do think they’re quite good! We want our experience to speak for itself.

For further information, please feel free to contact me at robert(dot)parkinson(at)rmgselection(dot)com.

Beijing Recruitment Agency: RMG – Further Resources

Please see our news here. To browse our list of jobs please click here. Or to go back to our home page click here.

RMG Recruitment Insider Survey Q2 Launched 第二季度罗迈国际招聘内幕调查正式启动

Recruitment  Insider (Q2) Click HERE to take Recruitment Insider Q2

参与第二季度招聘内幕调查

2015 Recruitment Insider Survey (Quarter 2), conducted by British corporation, RMG Selection, is launched in July 2015. The survey in the first quarter is widely recognized by HR and hiring managers in China. We are delighted that Recruitment Insider Survey brought new insights into the recruitment industry. In the second quarter, we aim to collect first-hand information on recruiting activity from thousands of HR specialists and hiring managers. We will update the changes on new head count, salary increases, HR values and hiring channels compared to the previous quarter.

The founder and the CEO of RMG Selection Robert Parkinson said:”I’m glad that Recruitment Insider Survey provided so much useful information for HR managers and job seekers. The survey helped both parties understand the needed qualifications and the direction of the recruitment landscape. I expect the survey in the second quarter to bring more interesting changes.”

The survey is targeted to the Region of Greater China and will include 20+ industries and related sectors from the first-tier cities to the third. The result of the Recruitment Insider Survey will be published at the beginning of August and quarterly based surveys and the annual report will be conducted by us in 2015.

If you would like to get the latest update of the job market in the second quarter, please click the link http://www.lediaocha.com/pc/s/52rmjq and finish a few questions we designed. The full vision of the report will be sent to your email box at the first time.

2015年7月,英国猎头公司罗迈国际(RMG Selection)正式启动了2015年第二季度招聘内幕调查Recruitment Insider Survey Q2)。第一季度的招聘内幕调查获得了业界人力资源人士和招聘经理的广泛认可,我们很高兴此项调查为大家提供了招聘行业的新动态。二季度调查旨在从上千名名人力资源经理以及有招聘需求的直线经理中获得最新的招聘形式及动态,届时我们与一季度数据做对比分析,向大家展示二季度的新职位空缺、雇员薪资涨幅、人力经理以及直线经理的人才观、招聘渠道等变化。

罗迈国际创始人及CEO Robert Parkinson说:“很高兴罗迈国际的招聘内幕调查为人力资源经理和求职者提供了这么多有用信息。第一季度的调查帮助求职者理解了真正的招聘需求和方向;也帮助招聘者本身了解了其他招聘者正在做什么。我希望第二季度的调查可以为大家带来更多有趣的市场变化信息。”

本次调查将以大中华区为范围,涉及在一、二、三线城市的二十个行业及职能部门,招聘内幕调查结果将在8月呈现。该系列调查将每季度进行一次,罗迈国际将会在年终推出2015年度总结。

如果您希望了解第二季度招聘市场形势及变化,欢迎通过链接http://www.lediaocha.com/pc/s/52rmjq 完成调查,调查结果完整版将在第一时间发送至所留邮箱。

【HR视点】如何在面试中表现最好的自己?How to show the best of us during the interview?

interview

All job seekers want to present the best side of themselves during a job interview. However, the more we want to present ourselves, the more difficult it is for us to express ourselves. During the process of job seeking, employers always assess an interviewee based on educational background, professional knowledge, project experience, team cooperation capability, communication skills and so on. So how to show the capability that the employers are most focused on during the interview? Robert Parkinson, the founder and CEO of RMG Selection shared his views in his latest interview with HR Insight.

所有求职者都希望在面试中表现自己最完美的一面,但往往当我们有太多想要表现的时候反而很难发挥水平。在求职过程中,雇主往往会从教育背景、专业知识、项目经验、团队合作能力、外语水平、沟通能力、人脉/客户资源、与公司相符的价值观等诸多方面进行考察。如何在面试中突出表现出雇主最为关注的能力是应聘者制胜的关键。

Key factors that employers care the most in a job interview: professional knowledge/skills, communication skills and education background

在2015年4月份发布的RMG Recruitment Insider 报告中显示,雇主们在面试中关注度最高的前三项因素为专业知识和技能,沟通能力和教育背景,被关注度分别为66.9%,50.2%和41.4%;而关注度最低的两项则为与公司相符的价值观和证书与荣誉,被关注度为15.5%和10.5%。这项调查是由近600名中国大陆公司HR经理及招聘经理完成的,旨在调查2015年第一季度各行业及公司的招聘状况与薪酬情况。该调查清晰显示,中国雇主更关心应聘者实际应用的能力,与西方雇主非常关心文化与价值观的作风截然相反。也就是说,如果你希望给中国雇主一个完美的面试印象,要多在专业知识和技能和沟通能力方面下功夫!

HR & Line managers have different views in a job interview

另外一个有趣的发现则是中国的HR经理与负责招聘的直线经理的关注点非常不同。应聘者通常会面临至少2到3轮的面试,面试者分别为HR经理、招聘经理及公司高层负责人。这就意味着,应聘者在每一轮面试中应侧重不同内容。其中最大的不同在于,HR会比招聘经理更关注与公司价值观相符的程度,而招聘经理相对HR会更关注人脉资源。这样的结果也是意料之中,与HR和直线经理们的岗位职责息息相关。

企业文化的建设是HR部门明确的职责,而直线经理非常清楚这个角色将承担责任,并且会与这个角色在一起共事,所以在招聘时他们就会更多关注这个求职者是否可以胜任以及有可能的业绩会怎样。另外针对不同层级的求职者,雇主的需求也会不同,例如东芝医疗系统(中国)有限公司的人力资源部副总监江涛女士就说过:“在招聘与储备有经验的人才时通常会在比较看重专业技术背景、行业经验及团队合作等方面。对于刚毕业的学生来讲,我们更看重他们在技术上的思维创新能力与动手实践能力。”

Communication skills vary in different interview occasions

最后,针对专业知识和沟通能力,在不同的面试中又会有不同的体现方式。关于专业知识,求职者首先要具备相应的知识和经验,在面试中才可能体现。其次,建议求职者准备几个应用专业知识的案例,按照STAR的原则进行讲述,即Situation、Task、Action和Result,每个词汇用3句话体现,就形成了最精炼的案件描述。关于沟通能力的体现,第一是倾听与提问,第二是眼神交流和形体姿态,第三则是言简意赅和井然有序,面试前进行几轮角色扮演将会让你的表现突飞猛进。

Author: Robert Parkinson, RMG Selection –  CEO & 创始人

About Recruitment Insider Survey 

RMG Recruitment Insider Survey is a detailed China-wide quarterly view on hiring. The data is collected from 10 different types of the companies in 10+ key Chinese cities in 20 core industry sectors. All the result we collect come from key individuals, i.e.: HR executives, line managers or the C Suite.. The survey presents details of the recruitment in each quarter of those surveyed, including headcount numbers, salary package details, salary rise increase levels, and demand for new staff.. Considering that the first quarter is a special period for the whole year’s hiring, we also put some questions about campus recruitment in the survey.

阅读原文,请点击:http://mp.weixin.qq.com/s?__biz=MzA4NjE4NTQwNA==&mid=210741546&idx=2&sn=a3b8e24d107bf7a71fbf802898422e5a&scene=1&from=singlemessage&isappinstalled=0#rd

Career Builder – Personal Branding

personal branding In a commercialized era like today, we really need to think about “sell” our uniqueness in our life for a better job, a better status, or simply getting more businesses. How well we are going to sell ourselves sometimes not only depends on the capacity, but on how loud a “brand name” we have. So today we are going to talk about this “name” thing-personal branding. Ruben de van Boer, senior recruitment consultant of RMG Selection, offers his views on personal branding. As specialized recruitment consultant in the field of logistics and warehousing, Ruben builds up his brand name among friends, candidates and clients gradually. Are you curious about Ruben’s secrets of branding himself to the maximum extent? Then you shouldn’t miss this week’s Career Builder.
  1. Can you explain what personal branding is?
  • Basically personal branding means to develop a mark – a birthmark around yourself in your career. This birthmark intensively creates the way how people think about you when they hear your name.
  • Every person’s branding goal depends on one’s career. Everyone wants to build a brand that supports what s/he does.
  • Everyone in career should carry an ID, an image, or a name card. These are what personal branding stands for.
  1. Why does everybody need personal branding nowadays?
  • This first thing is that we are no longer in the time when you would stay in one or two companies for your whole career life. Especially in China, it is quite normal for ambitious people to find new working places. So in that sense, the company brand for your own career has rather short lifetime.
  • You have to make sure that you have a personal brand which first of all makes you marketable in the market! Then you can make successful career moves every five or six years.
  • The personal brand also supports you when you work in a different company. Therefore, during your career the personal brand around yourself is becoming much more important than company brand.
  1. Talking about the relationship between a strong, successful company with a good brand name and a small individual who hasn’t established personal brand yet, do you think the big company name can help him build up his own brand?
  • For sure, they are complementary. It helps each other. I always see that a company becomes the platform for people to develop their career. And when they develop their career and perform well, they benefit the company. It is kind of a marriage!
  • Whether this is a happy marriage depends on how individual works out. Boost your own brand name when you build up career.
  • If you are consistent in what you are doing and stick to certain areas, these will help your to build personal brand. Actually, the brand takes years to form, and you are like a smith who sharpens the “iron” every day until the true “needle” comes out!
  1. Once you change your job into a totally different field where your past experience does little help, you need to re-start personal branding. Is that true?
  • That’s true. But these days, it is really common for people to get two or three careers on the site, one main one and others being the extras.
  • It is really important to have a very strong brand that shows credibility. This credibility proves whatever you are doing, you can do it good.
  • Manlin: Reputation and competence make up your personal brand. As for the branding for reputation, every job you do adds the values. With such reputation, people will trust you although you start from scratch in a different field.
  1. How do we brand ourselves to the maximum we want?
  • The starting point of personal branding is to keep the target in mind. How do you want people to perceive you? If you are not clear of the end, or the target, just focus on the process.
  • As long as you have the ends, please pay attention to your unique selling points to support the ends. Sometimes you can turn to your friends to know yourself better.
  1. People do not want to see branding become pretending. How to avoid a split life?
  • There is a fine line between not telling the truth and making the truth more beautiful. You have to find that line. But whatever you say to people on the phone or on LinkedIn, you should feel confident that there is some truth there.
  • You do not have to be someone you are not but you have the right not to let others know every detail of your life. It is yourself who are in charge of your own career and marketing. So you can maneuver what to be known and what not to be known.
  1. How best can you use social media, namely LinkedIn, to improve your social branding?
  • Unless you can justify what you write in social media, otherwise it doesn’t make sense. Everybody can write that on social media. The best way to justify is by using facts (data, awards, sales figures etc.).
  • Being honest on social media is another way to improve personal branding.
  1. What will you do to make people believe in you when they find you are not that shiny as you present?
  • The thing is do not tell lies. People don’t hire people based in LinkedIn files, and that’s why people arranged interviews.
  • Get to know who you are targeting, the interviewer or the boss.
Listen to the original radio, please click: http://english.cri.cn/7146/2015/07/01/3262s885380.htm

Winners of Recruitment Consultant of the Year & Best Career Website go to RMG Selection in 2015 Asia Recruitment Awards

RMG Selection is winner of 2015 Aisa Recruitment Awards  

Winners of Recruitment Consultant of the Year & Best Career Website go to RMG Selection in 2015 Asia Recruitment Awards

2015亚太招聘颁奖典礼中罗迈国际荣膺桂冠  – 年度招聘顾问 & 最佳职业网站

Congratulations to RMG Selection’s remarkable achievements in 2015 Asia Recruitment Awards Ceremony on 25th June. We are thrilled to announce that RMG Selection stands out among the finalists of Recruitment Consultant of the Year (Gold Trophy) and  Best Career Website (Bronze Trophy).

Asia Recruitment Awards (ARA) 2015

ARA 2015 is the only regional recruitment awards dedicated predominantly to in-house talent acquisition teams in Asia. These prestigious awards acknowledge companies from around Asia-Pacific leading the way in talent acquisition strategy and execution, raising recruitment standards and inspiring excellence. Across 22 categories, these awards highlights the excellent work and recruitment achievements made from June 2013 to January 2015. RMG was nominated in 4 shortlists including Best Career Website, Best Client Service, Recruitment Agency of the Year and Recruitment Consultant of the Year since early June.

Best Career Website – RMG Selection

The official career website of RMG Selection was first launched in May 2014. With purposes of promoting service and creating added values for website users in mind, huge efforts were input by RMG marketing team on renovating website host, functionality, content, appearance and embedded social media. Clients and candidates’ engagement with RMG proved the value of our work. Robert Parkinson, CEO & Founder of RMG Selection, says “It is an honor to receive this award. RMG will keep working on good contents on the career website.”

Recruitment Consultant of the year – Lilly (Di) Cao

Although the headhunting industry was not common in China until recent years, Lilly has worked in headhunting for 10 years. Lilly is Partner at RMG Selection, one of the fastest growing recruiting firms in mainland China. She leads an international team of 10 people ranging from Associate Consultant to Principal consultant. As a focused, persevering and extremely responsible administrator, she always has great enthusiasm for recruitment. Her passion and professionalism absolutely lead her to the position of winner.

ARA banner

Read more about the event and winners: http://www.humanresourcesonline.net/events/winners-of-asia-recruitment-awards-2015-hong-kong/