


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