Tag Archives: China Jobs

2015 RMG Recruitment Insider Survey (Q1) is launched

Thursday, 14 May 2015 07:08

2015 RMG Recruitment Insider Survey (Q1) is launched

Download 2015 Q1 RMG Recruitment Insider Survey

RMG Recruitment Insider Survey is a quarterly based project to help people know more details about the recruitment performance of different enterprises in Great China region. The data is collected from 10 different types of the company in 10+ cities of 20 industries. All the result we collected come from HR managers, line managers or the person in a much higher level, including hiring headcounts, salary package, salary rise, employing demand, etc. At the end of each quarter, we will publicize the result of the survey.

HR and hiring managers from nearly 600 corporations in Great China area participated in this first-quarter Recruitment Insider Survey and we also put some related questions about their campus recruitment plan to do the analyzing work. According to our first report launched at the beginning of the May, only 8.2% of companies did not have new headcounts, which means a huge demand of the talent is still going on in the job market. Among all of these companies, SOEs are in the leading position. 99.1% of SOEs have new talents introduced to the company in first quarter. But the salary rise is not as powerful as we expected, what 80% of companies offered to the new talents is below the 10% increase of the salary. So the MNC is still ranked at NO.1 in the list of companies who could provide the highest salary-rise.

It is also shown in the Recruitment Insider that Machinery, IT and Legal sectors are on the top list of hot openings in job market. Among all different sectors, positions which have more than 30% salary rise are in IT industry. While the Manufacturing industry is at the lowest level, 22% of them do not have any new hiring positions. Sales, Talent-demands in Marketing and Product departments are on the top 3 list, accounting for 69.5%, 49.8% and 36.3% among the companies which are looking for candidates in these very sectors. The head-hunter is the most important channel to introduce new talents for HRs and hiring managers, nearly 1/3 of manager-level positions are finished by them. An emerging channel for recruitment, the social media, is almost as popular as job fair, ranked as the second most popular method of talent-hunting.

RMG Selection will continue to focus on the changing circumstance of Chinese hiring-needs in the job market in the following Recruitment Insider surveys. As the CEO and the founder of RMG Selection, Robert Parkinson said: “The survey is a stage to present different details of recruitment in various industries, HRs and Hiring managers. This survey will show people the hottest hiring trends and changes in first quarter and we hope that this could help job seekers and employers figure out their own suitable positions and targets.”

罗迈招聘内幕调查结果发布 Recruitment Insider Survey released

Thursday, 14 May 2015 06:56

罗迈2015第一季度招聘内幕调查结果发布

2015 RMG Recruitment Insider Survey (Q1) is launched

– 机械、互联网和法务领跑一季度

下载2015第1季度《罗迈国际招聘内幕调查》

DOWNLOAD 2015 Q1 RMG RECRUITMENT INSIDER SURVEY

《罗迈国际招聘内幕调查》（Recruitment Insider Survey）是一个旨在了解大中华区各公司在本季度进行招聘的详细情况的季度调查，涉及10种公司类型、10余主要城市、20个行业的具体招聘人数、薪资待遇、薪资涨幅、用人需求等，所有回答都由人力资源经理或直线招聘经理以上的级别进行回答，每个季末进行报告披露。

今年五月初发布的2015年第一期报告调查了600家公司的HR经理或招聘经理，并特别加入对本年度校园招聘的计划情况。调查发现本季度仅有8.2%的企业没有进行招聘，人才需求量还是非常巨大。其中国企表现最为突出，99.1%的国有企业都在本季度招聘了新员工。但同时80%的企业仅给出不足10%的薪酬涨幅，普遍的“薪情”并不强劲，跨国企业仍然是涨薪幅度最高的企业类型。

一季度的行业热点为机械、互联网和法务行业。其中互联网行业涨薪30%以上的职位最多。而制造业则持续疲软，有22%完全没有招聘。在众多招聘的部门中，需求量前三位分别是销售、市场和产品，有在招聘这三个行业的的企业分别为69.5%，49.8%和36.3%。同时我们发现，社交媒体作为新兴招聘手段已经在企业招聘重要性中与招聘会不相上下，猎头则稳坐头把交椅，超过三分之一的经理级别以上职位由猎头招聘完成。

罗迈国际（RMG Selection）将继续关注未来中国招聘市场的变化，正如罗迈国际首席执行官及创始人潘瑞宝（Robert Parkinson）先生所说：“希望以此调查汇聚不同行业、不同公司的HR、招聘经理的声音，准确反映一个季度的招聘热点和变化，帮助招聘者和求职者共同找到最合适的定位。”

Career Builder – Preparing For Company Background Information

Thursday, 19 March 2015 08:22

In this Career Builder show Robert Parkinson, CEO & Found of RMG Selection, is going to talk about interview preparations on company background! In a job interview, the interviewer might ask you a lot of questions. Some questions are really easy to answer, but some you might have no idea if it is good or not.

One of the most nerve-racking questions for interviewees is what they know about the company. Having checked up the official website and a few experiences sharing on Baidu or Google, do you think that you have prepared enough for this question?! If you do, think again! If you don’t think so, congratulations that you will find out what you need in this Career Builder session. The following questions and key points will guide you through this show.

Why should job seekers prepare for company background information?

If you prepare well, you will get yourself in front of the queue among all the job applicants.
Talking about relative information of the company at the right time will impress the interviewer.

If interviewees mess up the information of their potential employer, is that an unforgivable mistake?

The answer depends on how the interviewee mess it up.
Interviewer and employers get really irritated when interviewees pretend they have checked up the company background information, but in fact they didn’t do the homework.
If interviewees have not checked any company background information, then the best they can do is to be honest with interviewers.

If the interviewee tells the interviewer that s/he has little information about the company background but strong interest in the job, would the company still be willing to employ him/her?

If an interviewee is truly interested in the company, it is not possible that they don’t check anything about the company background.
Limited access to company background information is not an excuse. 18 years ago when everyone has to queue up for 5-10 minutes internet surfing was understandable because of limited resource, but that is not reasonable in the 21^st

Is there any company background information that employers/interviewers expected interviewees to know?

This depends on whom the interviewee is going to meet. The key ask the right question/say the right thing to the right person.
If the interviewee is meeting a junior HR who is just graduated from university for about 6 months, s/he will follow a checklist in the interview. Such as your period of experience, skills, certificates etc.
If the interviewee will meet a CFO/ a high level staff in a listed company, then they expect the interviewee know the share price, the annual report, the marketing strategy etc.

If the interviewer finds some negative about the company, maybe a scandal or a shortfall, can the interviewee mention that they can help the workflow on those?

That is actually why companies should work with qualified third party recruiters; because they can help interviewers explain the negative side of restore the company image by calling or meeting the candidate.
There might be misunderstanding of negative information. To bring these up, interviewees must measure who they are talking to in the interview.

What kind of information should interviewees prepare before they go to job interviews?

An interview is like a sale pitch. It is about selling yourself. Figure out what the interviewer expect you not to know is the key.
Know the position and the job content is a must.
Extra market information about competitors and market share.
Financial performance of the company or the update to date reference check of the company.
Suit up for the interview.

Is there any difference between local companies and transnational companies when it comes to what they expect interviewees know about them?

Interviewers overseas are very interested in the general picture of candidates.
Interviewers from transnational companies also check if candidates fit the company from culture very carefully.
Chemistry is another important factor that western style interviewers care.
Chinese interviewers actually really drill down to the detail. For example, if an interviewee had 3 months gap between two jobs. They have to know especially what they do in that period and why.
Like ticking boxes, a lot of junior HR people check interviewees based on a checklist.
Having said that, you also have to take the fact that there are British, French, German, Spanish, American companies interviewing people in differently ways into consideration. Simply putting companies in Chinese and non-Chinese is not fair.

To the question of “What do you know about our company”, what is way to begin?

Brief & concise
Drop relative information about the company. Here is an interview example from RMG Selection.

“RMG is a recruiting firm. You did a lot in the recruitment industry. You have a lot of employees in China. And you won the Best Job Board award in Asia last year”.

Give 1 or 2 examples of what has the company done to show that you have further researches on the company background.

“I read that one of your company values is teamwork. That is particularly important to me. That is also why I come here for an interview today. Let me give you an example……”

Use the FBA (Feature, Benefit, and Accomplish) method to explain how you are interested in the company.
Make sure the answer to this question is within 1 minute.

Do you think using flattering tone is good for the interview?

We use a lot of different strategies in an interview.
If the company is genuinely compelling to you, then highlight it in a subtle and unstated way is not going to hurt you.
But if it is not genuinely, say you just make it up, it is not going to be helpful in the interview.

Listen to the radio show on CRI: http://english.cri.cn/7146/2015/03/18/3481s870588.htm

Career Builder – Q&A Session

Monday, 09 March 2015 02:17

March is the peak season for job-hunting and job-hopping. Some of our listeners are about to graduate and try to find jobs, others want to change their jobs and hop to another company. They want some enlightening ideas from the expert in Career builder by putting forward their questions to us.

Today Robert Parkinson, founder and CEO of RMG Selection, gave his answers to these challenging questions in this Q&A session of Career Builder. Go and get the answers by yourself.

Question from Cattle:

In China, there is a common custom for employers to ask what kind of salary package you want. But if there is a proper manner to ask the employer about the salary package and when is the appropriate time to ask?

You cannot talk about money staff in public. But you may say what you expectations are. You’ve got to use your common sense and go with your opinions. Actually, it’s a question of judgement in the situation.
The other thing you can do is to research how much the position would pay. This is to make sure that your predictions are realistic and in line with the market.
Sometimes the employer may ask how much salary you want and that may be the appropriate time to raise you expectations. And when you answer this question, you should be both realistic and confident.

Question from Z:

Z is unsure about the direction he wants to take his career in and is not sure how to find the right field for him. So can you please suggest?

Do some testing, like DISC. All these tests may give you indications that what kind of person you are and what kind of jobs are appropriate for you. So use some available tools out there.
Talk to experienced people who are at the age of 4 or so. I guarantee you be someone different.

Question from Draco:

I have a year’s work experience and since then have spent several months doing part time jobs without being able to find another full time position. How should I explain this during my next job interview?

It depends on the context why you left your first job. If the reasons are not reasonable, it’s better to leave them off the CV. But if it is reasonable for you to make the change, then it is completely fine to do part-time job. Actually it shows initiative.

Question from Susan:

I’m working at a joint venture company here in Beijing, and I am thinking changing my job to another one, which is my company’s rival in the market. I can’t get my supervisor to recommend me of course, but I’ve got a friend in my current company who can help me write a reference. I’m concerned about whether such reference will raise doubts about my friend’s ethic standards.

I think it depends on which context you put the reference. If it is a character reference, I think it is OK. But you can’t really place it as an employee reference. It depends on what the rival company means and the rival company may well-anticipated that situation.

Question from Chenlin:

I switched jobs three times in the last year. I have heard that the employers within the same city and industry often know each other and I am scared that I may have built up a bad reputation with the industry, is that really true? How should I also explain this to my next employer? Have I ruined my career?

The world is small. You need to be careful because people do talk. Don’t do this again. Stay in your current job at least for the next three or four years.

Question from Paul:

I have been working in my current company for a year and I really like my job, while I don’t get on particularly well with my co-workers. Sometimes I really want to leave my job but I am scared that would look bad on my CV. Should I try and gain another year of experience here for the sake my CV or just move on?

You should investigate about the causes of the poor relationship. And ask yourself the following questions. Is that something you can overcome or you can do something about? Would that be a mini achievement for him to learn to get on with people? Or are you discriminated against?
To solve the issue with your colleagues would be a great thing to do. Because you didn’t do that, chances are that the same situation would move to the next job. The pattern may continue. So sort out the current situation and then decide what should be done next.

Question from Xiaoxiong:

Last year, I completed a law degree at LSE and I have been working in the field for less than a year and have decided it is not for me. I am really interested in Finance. I do not have the relevant experience in the field but I consider myself quite knowledgeable about the industry. I have considered taking the CFA exams and would like to know if switching career fields would be feasible?

Everyone’s first job is tedious groundwork. If you quit that and go to CFA exams, you may similarly find finance is not for you when you encounter difficulties.
Whatever you do, do it well and enjoy it. Make the best of your potential. That’s the point.

Question from Summer:

I am currently living in Guangzhou with my family. I have been offered a good job in Beijing. Is it worth me holding out for a better position in area I would prefer or should just bite the bullet and take the job in Beijing?

Sometimes bullet biting is quite good for young people because employers want to see people push themselves and do things that challenge them.
People need to be mobile nowadays in China. So I suggest Summer go and accept the job in Beijing.

Listen to the program on CRI: http://english.cri.cn/7146/2015/03/04/3481s868561.htm

2015年国家公务员申论热点:高薪蓝领时代

Wednesday, 03 December 2014 05:43

背景：网络上也时常流传各种晒建筑工人工资单的帖子，其中有一张盖着“第一项目组”大红图章的工资单照片，“普通泥瓦匠月薪6600，队长月薪过万”的月薪记录也让很多出入高级写字楼的公司人唏嘘。《第一财经日报》 1、首先来认识一个名词解释：Stem Job。它的原意是指那些需要科学(Science)、技术(Technology)、工程(Engineering)和数学(Math)等专业知识的高技术含量的工作。现在，美国布金斯学会的一项报告重新定义了Stem Job。该协会发布了一份“最不需要大学文凭的技术工作”榜单，汇集了护士、汽车服务人员和机械师、木匠、电工、计算机系统分析员、管道和疏通、焊接、切割等8种在我们传统看来的蓝领工作，并认为这些新的Stem Jobs并不要求从业者的高学历背景，而且代表了当下美国中产阶级的大多数。无论如何，这是一个值得关注的新视角，高技术含量工作的范围被大大拓宽了。该报告同时显示，尽管上述蓝领工作的从业者并没有大学文凭，但平均年薪为5.32万美元，比同等教育背景下其他工作的薪资水平高出约10%，而且8种工作里有6种的平均年薪都高于美国4.52万美元的人均年收入。2011年，美国大约有超过50万个不需要大学文凭的计算机系统分析员职位，平均年薪达到了8.23万美元。而在国内，网络上也时常流传各种晒建筑工人工资单的帖子，其中有一张盖着“第一项目组”大红图章的工资单照片，“普通泥瓦匠月薪6600，队长月薪过万”的月薪记录也让很多出入高级写字楼的公司人唏嘘。某种程度上这的确是真实行情的写照。根据智联招聘高级职业顾问邹莉欣提供的数据，“在建筑行业，安全管理、工程管理类职位工作五年左右工资能达到6000元以上，8000元至9000元则是对应一些比较有技术含量的职位比如焊工、水泥工等，而一个熟练的电工或者安防员的平均薪资是9700元。” 以往被我们认为没什么学历要求的蓝领行业，正在成为一种职业新选择，它们被很多人忽视和看低的技术含量以及市场缺口也决定了它们的价值。那么，读大学还是人生的必选项吗? 在罗迈国际RMG Selection 2013年3月的一份中国人才流动调查显示，针对简历投递的反馈情况，博士学历人群中有高达24%没有收到任何网投反馈，为被调查的各学历之首，并且远高于本科学历15个百分点，教育过度也因此成为这份报告提出的另一个观点—什么样的人才被需要，没有人会比就业市场本身更清楚。不过虽然不强调大学学历，但是这些高收入的蓝领工作同样强调高技能，需要从业者接受严格的电力、物理、工程、技术以及数学等方面的知识培训。与那些要求大学文凭的工作相比，这类职位通常也需要更长的在职训练。邹莉欣说：“比如普通的车床工，初中毕业也能做，但数控车床工就需要专门的职业培训，从业者仍然需要提升自己的技能来增加竞争力。” 同时，那些介于蓝领和白领之间的工作岗位，也值得被注意，比如博世人力资源总监袁效琴在接受采访时提到的博世工厂内部的一些生产管理、项目管理和专家型工人的岗位，这类工作也许不再出入写字楼，也许同事都是工人，但工作形式、技术含量和收入都比我们通常想象的更体面和更具有竞争力，市场缺口和职业发展都越来越可观。可以肯定的一点是，随着中国人口红利逐渐成为过去，社会对成功的认识越来越多元，职场上大家对很多工作的观念应该也没那么绝对和偏激了。一些技术类工作会越来越需要人才，愿意从事这类工作的人应该也会越来越多，“我是做体力活儿的”这句话没准以后会越来越流行。 2、根据智联招聘的调查，2013年第一季度蓝领职位的需求人数超过61万个，占智联招聘平台上总需求量的1/6，说明蓝领职位的市场缺口不小。同时，市场对蓝领工作的观念也在发生变化，“现在的人才市场不再单纯重视学历，而是越来越重视实用性。另一方面，现在很多大学毕业生都抱着务实的态度来找工作，也愿意从事蓝领工作。”邹莉欣说。在蓝领职位中，竞争最激烈的是建筑工地的施工员，每发布一个职位会收到80多个投递申请，而总体招聘市场上平均每个职位收到的申请不过15个，对比之下其热门程度可见一斑。这一方面是因为施工员的实际技术要求不高，因此竞争激烈；另一方面是建筑行业里薪资较高的安全管理、工程管理等高技术含量的职位都由此而来，通常这类工作满五年平均月薪能达到6000元以上。因此，技能高低是决定蓝领工作收入的重要因素。虽然不强调大学文凭，但这类工作同样需要资格证书来铺平自己的职业发展道路，比如同为空调工，不同等级的技能证书直接决定了薪资水平。除了证书，职业技能也更直观地表现在工作经验上。根据智联招聘的统计，蓝领工作中薪资最高的模具工，刚入职时月薪3000元，工作八年以上则能达到1.075万元。 3、在国外，对于那些所持技能被社会所需要的蓝领员工，社会地位和薪资报酬都会得到相应体现。例如德国有许多蓝领员工技术非常精湛，也非常热爱自己的工作，他们在自己岗位上的服务年限甚至会超过白领，同时他们得到的尊重也是比较高的。虽然不一定每个国家情况都相同，但是在对质量要求严格的地方，蓝领工人的报酬和受尊重程度都是很高的。而中国这样的趋势也开始出现。这几年来，人力资源薪酬福利报告中体现出的趋势就是蓝领工人的薪酬在不断上涨。这说明我们国内对于蓝领员工的能力、经验、工作表现、生产制造的贡献都是越来越看重。而对于蓝领员工来说，看到自己生产的产品在市场上有很好的声誉，本身就是值得骄傲的事情。一家咨询公司负责人表示，对于蓝领工人的培训，首先在技术层面还是要不断地巩固加强岗前及在岗培训；其次除了技术层面的培训，也增加了一些软性能力、自我发展等方面的培训课程供员工来选择；再次，就是基于“双元制”职业教育理念的博世学徒班项目，希望能培养出高素质的蓝领工人，整个项目的培训包括专业职业技能，还包括项目管理与沟通、企业文化、英语等多项综合素质的培养。原文链接

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