Tag Archives: China Recruitment

The Squeezed Middle or the 100-per-center?

Business TianjinEconomists and advisers I know well have said to me that a realistic guesstimate for China’s GDP this year is 0-1%. In other words approaching recession. There’s really nothing that’s ‘new normal’ about that. Whether or not this is actually accurate, it’s certainly true to say, based on anecdotal evidence of conversations from the last four months that there has been significant slowdown in the economy after the stock-market turmoil of the summer. So, as a specialist in Human Resources, with 10 years work experience in China, I am often asked what this means for the employment market for those who – for whatever reason – are actively looking for a new job, and what does this mean for passive candidates (not actively looking for a new job) who might still be in demand in the jobs market. Indeed we often talk about this on RMG’s weekly slot on China Radio International ‘Career Builder’. 2 pic magazine So, here are my conclusions about the current situation: – Let me introduce ‘The Squeezed Middle’. The squeezed middle is, what I would term mid-producing staff who are partly business critical, and, importantly who have compensation packages which have been over-negotiated. For example, a person who works in the finance management function of a company, who came from a competitor, and is above the market average for their position in terms of compensation, and achieves 50-70% of what they are capable of would be what I would term someone who is the ‘squeezed middle’. They are semi-business critical, in that they occupy an important function of your business, and they bring great market knowledge [from the competitor] but they are not people who generate revenue for your company in either a marketing or a sales capacity. I have witnessed the salary expectations of the squeezed middle rise vastly out of proportion to, for example marketing functions throughout my career working in China, and at each economic hurdle (for example after the Lehman Crash of 2008) it is the squeezed middle who are the first to suffer in cost-cutting rounds, and then the squeezed middle that retaliates with increase-demands of ‘my expectations are a 30% increase’ (where’s the logic) when the market comes back. – Secondly, in contrast to the squeezed middle, the opposite effect happens with another group I call the ‘100-percent-ers’. The 100-percent-ers are those people who are 100% critical to the revenues of the business. They are often passive candidates who require approaching directly. Examples are of course obvious. We are talking about people who sell successfully (I say successfully as, although a cliche, it’s a fairly consistent observation that only 20% of an organisation’s staff engaged with client-facing activities are actually successful), or if a marketing-driven business have a demonstrable record, etc. These 20% highly-effective 100%-percent-ers are the people that bring the money in, so in fact in a difficult market I see very consistently a rise in demand for 100-percent-ers. Why? Well in business you really have only two choices: You can either cut your costs or increase your revenue. Cost cutting is a finite activity. There is only so much to be cut, whereas increasing sales is infinite.3 pic magazine In 17 years working in Human Resources I have worked in the UK (I’m a Brit), the Netherlands, Belgium, the USA and China (10 years). In every place I have worked I have observed a similar pattern, the only exception being the fair-weather salary increases demanded in China. When the economy catches a cold, some companies get the flu, whilst others (who tend to do what I’ve just described and hire the 100-percent-ers) boost their immunity. Indeed in the last 4 months RMG has seen an increase in demand for client-facing talent throughout China. RMG Selection specialists in recruiting high-quality professional Chinese and International candidates in the following disciplines and sectors: Sales, Marketing, General Management, Legal, Finance & Accountancy, Human Resources, Information Technology, Logistics, Healthcare, Pharmaceuticals, Automotive & Machinery, General Manufacturing, Internet.                                                                                                                                           More information please refer to original artical: http://t.cn/RqdNNj8  

RMG Recruitment Insider Report on China


The RMG Recruitment Insider Survey is a quarterly project to help the public gain more insight into the recruitment market of different businesses in mainland China. The data is collected from more than 1,600 respondents who are working at ten different types of companies in ten cities and 20 industries. All the results collected come from HR managers, linemanagers or “C level” executives.

The data includes headcount, salary package, salary rise and employment demand. At the end of each quarter, we publish the results of the survey. In this updated second quarter survey, we have focused on the salary level of new graduates whilst most of the enterprises have finished their campus recruitment.

According to this second-quarter Recruitment Insider Survey where over 1,600 domestic corporations in the mainland of China participated, the recruitment demand in the second quarter has remained more or less constant with the previous figure received from Q1 (Q1: 92%; Q2:90.8%).

In addition, this quarter’s research has demonstrated higher salary rises compared with the research result from last quarter. The maximal salary increase range has risen from 0%-5% to 5%-10%.

Compared with the 9% sharp decrease in the recruiting rate from third-tier cities, the second-tier cities’ hiring demand has blossomed and they are supplying more than 10,000 job opportunities, reached a hiring rate of 93.1%. The data also illustrated a stable talent demand and wage level in the first-tier cities’. It is also shown in the Recruitment Insider that pharmaceutical & medical, logistics and internet sectors are on the automotive industry, over 14% of new recruits could have large pay rises (more than 20%).

On the other hand, the sales discipline keeps the highest demand for talent (63.4%). Marketing and product management are the other two of the top three job categories in demand.

Nonetheless, the talent demand in automotive and internet industries varies from other industries. The former had highest hiring needs in product departments and the later recruited most marketing professionals among all the positions they had hired (63.4% of automotive companies had recruitment needs for the product department and 49.9% of internet companies hired marketeers in Q2).

RMG Selection will keep on striving to deliver the best China-wide quarterly view on hiring. This Recruitment Insider Survey from the second quarter includes more than 40 charts regarding eight types of questions that aim to provide a clearer insight of the Chinese talent market.

As the founder of RMG Selection, Robert Parkinson comments: “The original intention of conducting this Recruitment Insider Survey is to record the current recruitment situation. “Other than the research which focuses on making speculations, we want to deliver the most authentic recruitment survey simply based on real facts.”

“From this survey we have seen a more formalised recruitment market and changes of recruitment demand among different job categories and cities in China.”

“Moreover, the hiring needs in the Chinese various manufacturing industries still remains at its lowest level, 20% of them do not have any new hiring positions”

Career Builder – Impacts of Economic Slowdown on Recruitment Market


The recent economic dilemmas caused by a series of events also raised a lot of concerns: the declining output from the country’s enormous manufacturing sector; the decline in the stock market; the weakest GDP growth figure (The annual GDP growth rate had revised from 7.4% to 7.3%)… all these factors have also affected the talents market, and brought a concern whether the dark days for job seekers are coming. In this episode of career builder, we will be discussing about the influences of Chinese economic slowdown on the recruitment market as well as some suggestions for people who are seeking jobs at this very moment.

  1. Does it mean the job seekers can hardly get their jobs if we were experiencing an economic slowdown?
  • There is no necessity to be panic. The Chinese economy is still developing in a space that is much faster than anyone from the western society. The economic slowdown we are having now is simply a must-experienced stage for the economic reform.
  • When the going gets tough, the tough go shopping. The real talents are always marketable no matter how hard the economic situation gets.
  • Not all companies are laying people off. There are still companies in certain sectors are still hiring dramatically.
  • As people with experience are more valued, the young graduates might have some difficulties in finding jobs.
  1. What kind of companies will still maintain a high hiring demand?
  • There are certain sectors that are actually booming at the moment: IT, Dentistry, and all kinds of high level service sectors are all open available. There are still lots of field with high developing potential.
  • A rising tide floats all the boats. Everyone can make money in a booming economy. But only the excellent ones can go through the dark tunnel to get to the light at the end. The first-class companies would never cut their demands on the real talents.

  1. How can the young graduates survive from the economic slowdown period?
  • Re-managing your expectations. Young graduates need to be more realistic about what they do at the starting point of their career. Do not underestimate the importance and meaningfulness of the basic office jobs.
  • Do not stop learning. Constantly storing and expanding your expertise of your professional field will eventually helps you to get a desirable job opportunity.
  • Good things may come to those who wait, but only the things that left behind by those who hustle. Your job opportunity would never come to you were you waiting passively. Go make the calls, writing e-mails and ask for your chance to go for it.

  1. Do you have some other suggestions for the candidates who are currently looking for jobs?
  • Nothing beats experience.
  • Be ready to make change. There is nothing wrong about picking up a new trade if you find yourself suitable.
  • Do not lose your confidence. Always talk to yourself in a positive way, especially in the hard days.

 Listen to the original radio, please go to: http://english.cri.cn/7146/2015/09/23/3262s897185.htm 


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


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。”


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?


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.


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



Communication skills vary in different interview occasions


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.