Tag Archives: China Recruitment

Headhunters Marching into State-owned Enterprise – Global Sources

[原创]RMG人才流动调查发现:猎头“杀”入国企

RMG中国人才调查(China Talents-Flow Survey)是罗迈国际(RMG Selection)在2013年1月~3月期间进行的一次关于2012-2013年人才流动以及猎头在其中起到的作用的调查。在被调查的2000余名人才中,有32.36%的人去年有换过工作,同时有50.26%的人成功通过猎头找到新工作。调查中一项针对职场人士倾向于选择何种形式寻找新工作的结果显示,近6成人更愿意通过猎头更换工作,其中通过“猎头联系”寻找新工作占57.69%,网络招聘和朋友推荐分别以24.42%和12.92%居第二位和第三位。可见在人才流动中,猎头正发挥越来越重要的作用。

 猎头入国企,三成国企员工去年通过猎头跳槽成功

根据调查结果统计,将公司性质结合职场人士选择何种形式找寻新工作进行比较,发现国有企业的员工中有35%的被调查者选择“猎头联系”。对于欧美公司的员工而言,猎头无疑是大多数人的选择,占总比例的72%。

 超一半人认为猎头打来的电话更专业,公司越大越信任猎头

对整个招聘流程来说,电话招聘可以说是不容忽视的一个重要步骤。电话招聘看起来很简单,就是通过电话与求职者沟通以实现我们的招聘目的,然后专业的电话会更好得吸引求职者。在此次的人才流动调查中,针对电话招聘谁更专业来看看求职者们的看法,调查显示有52.26%的被调查者认为猎头打来的电话会更加专业,其次是招聘方的人力资源部,再其次是公司直线经理,为别占31.2%和13.76%。

根据公司的规模来看求职者们如何选择求职渠道,调查显示,公司规模与信任猎头程度成正比,公司规模越大,员工对猎头的青睐程度也越高。1000人以下的公司选择猎头更专业的占到四成以上,而1000人以上规模的公司员工中有五成以上的人选择猎头打来的电话更加专业,如图四所示。这些专业的电话与猎头公司的专注和专业是分不开的,当然选择专业的猎头公司也会对自己的职业生涯有积极的推动。

收入者近8成换工作选择猎头

调查还发现,工资越高,通过猎头联系新工作的比例越高。工资范围在1000-15000之间,有45%的人选择“猎头联系”, 工资范围在15001 – 20000之间,有68%的人也选择“猎头联系”, 工资范围在20001 – 25000之间,选择“猎头联系”的人更多,为72%,到25001 – 30000之间,选择“猎头联系”的比例达到82%。

高素质人才,即人们常说的高端人才,或是C级人才(COO,CFO,CHO等),是企业发展的重要战略资源,帮助企业寻找、选择和聘用高素质人才,已经成为人才市场资源配置的重要方式。而猎头行业,作为现代社会经济的一个重要组成部分,在人才流动市场中发挥着不可或缺的作用。如此高比例的中高收入者选择猎头成为其换工作的首选方式,无疑也是对猎头工作的认可。

罗迈国际(RMG Selection)的CEO潘瑞宝认为,目前中国市场上的猎头公司良莠不齐,仅一小部分有专业的工作流程,RMG中国人才流动调查显示,大部分人认为仅有不到30%的猎头会对候选人进行真正的职业指导和培训,虽然目前市场开发趋于成熟,但如何选择专业的猎头合作将是众多雇主和求职者的未来挑战。

"Uncorking the Full Potential"_China Daily

Strategic use of micro blogs can help companies achieve marketing success

It comes as no surprise that Sina Weibo is one of the most popular and the fastest growing micro-blogging platforms in China, considering that it had nearly 500 million users by the end of February.

Along with its popularity the platform has also become an integral marketing tool for companies across various industries in China. According to the 2012 Corporate Weibo White Paper, there were 130,565 companies that had certified enterprise micro blog accounts by the end of February. Prominent among them are restaurants (50,000), automotive (7,546) and business services (7,212).

In the Fortune Global 500 list, there were 243 enterprises that have opened micro blog accounts, while 207 enterprises in the Fortune China 500 list also have micro blog accounts. All of this clearly underscores the point that a micro-blog presence is essential for a company that is planning to operate in China.

That also raises the question on the need for a micro-blog presence. The obvious answer is not just to tap the huge market with immense potential, but also to realize some benefits that only a micro blog can bring to a business. Micro blog is known as the Chinese Twitter, but in my opinion it is Chinese Twitter plus Facebook.

First of all, micro-blogging is the way for businesses to personally interact with potential customers to build brand image and customer loyalty. Micro-blogging can also create a positive association and friendly attitude toward the brand.

Secondly, a micro blog can be used as a market research tool since the company can learn current trends, and interests as well as what people are saying about its products and services. By constantly getting feedback on their micro blog, companies can come up with new ideas to approach customer needs and expectations.

Finally, it is free to open an account or to publish anything on a micro blog, and hence an option for companies to reduce marketing costs. If a company has a relatively huge number of fans, any posting on its micro blog automatically acts as a free press release.

Though these advantages are enticing enough, it is important for companies to have enterprise micro blog accounts if they are to realize the full potential. This is especially so as there are several challenges that companies face while using social media, or more specifically a micro blog in China.

Most of the people use a micro blog to connect and interact with others as a way to relax and entertain, while certain amounts of enterprise users in specific industries are more serious than that. Therefore, how to combine the entertainment factor and commercial factor is a question that many enterprise micro blog users need to ask themselves.

Companies should look at how to draw people’s attention but still focus on promoting the brands’ image. This is mainly to reach the goal of getting more micro blog users to become real potential customers.

An example of this is the strategy adopted by one of the top 10 Chinese banks, with a relatively low number of fans and activities on its micro blog. The bank came up with a strategy to get more attention from the public by encouraging other users to share posts, re-posts and comments on their micro blog posting. To encourage this activity, the bank also offered an iPhone 4S for the best posting. The initiative got excellent feedback with over 26,000 re-posts and 23,000 comments on the required post “What is your love and dream?” This strategy did boost up the bank’s popularity, but the post was not relevant to the business that the bank offered. Therefore, it did not really help the bank in getting more real customers but only in getting more fans onto its micro blog.

Many Chinese companies also consider micro-blogging as a powerful new media tool to build up brand image and increase customer numbers, along with the traditional marketing in newspapers, radio and television. However, the two media tools cannot be separated but need to be synchronized toward the companies’ objectives.

Much also depends on the business segmentation, and companies should consider using a variety of different media channels to effectively reach all the target audiences. Companies also need to work on how to create integrated marketing in general and how to generate micro blog numbers in particular.

A micro blog is an open site for employees and customers, and once information is published, it is impossible to stop it as people can keep re-posting the original post in just seconds. Another issue of using social networking sites is the risk of leaking confidential information such as salary, trade relations and innovative technology. Companies should take this into serious consideration and come up with a better way to tighten employee activities on social networking sites.

There is no doubt that companies want to do a good job in marketing on their micro blogs, but it also calls for a talented team to run it. RMG Selection recently released the China Talent-flow Survey Report, which showed that there is still a huge shortage of qualified online marketing professionals, especially in terms of social network platforms.

Micro-blogging and its strong influence on the public is definitely a great tool for many companies. However, it is a double-edged sword that can only benefit the business if the company knows how to use it strategically. Therefore, enterprise micro blog users should be aware of certain challenges and get cracking on a detailed marketing plan to uncork the full potential of micro-blogging.

The author is marketing director of RMG Selection, an Asia-focused specialist recruitment and executive headhunting firm. The views do not necessarily reflect those of China Daily.

Link to the article:

http://africa.chinadaily.com.cn/weekly/2013-04/05/content_16377459.htm

“Uncorking the Full Potential”_China Daily

Strategic use of micro blogs can help companies achieve marketing success

It comes as no surprise that Sina Weibo is one of the most popular and the fastest growing micro-blogging platforms in China, considering that it had nearly 500 million users by the end of February.

Along with its popularity the platform has also become an integral marketing tool for companies across various industries in China. According to the 2012 Corporate Weibo White Paper, there were 130,565 companies that had certified enterprise micro blog accounts by the end of February. Prominent among them are restaurants (50,000), automotive (7,546) and business services (7,212).

In the Fortune Global 500 list, there were 243 enterprises that have opened micro blog accounts, while 207 enterprises in the Fortune China 500 list also have micro blog accounts. All of this clearly underscores the point that a micro-blog presence is essential for a company that is planning to operate in China.

That also raises the question on the need for a micro-blog presence. The obvious answer is not just to tap the huge market with immense potential, but also to realize some benefits that only a micro blog can bring to a business. Micro blog is known as the Chinese Twitter, but in my opinion it is Chinese Twitter plus Facebook.

First of all, micro-blogging is the way for businesses to personally interact with potential customers to build brand image and customer loyalty. Micro-blogging can also create a positive association and friendly attitude toward the brand.

Secondly, a micro blog can be used as a market research tool since the company can learn current trends, and interests as well as what people are saying about its products and services. By constantly getting feedback on their micro blog, companies can come up with new ideas to approach customer needs and expectations.

Finally, it is free to open an account or to publish anything on a micro blog, and hence an option for companies to reduce marketing costs. If a company has a relatively huge number of fans, any posting on its micro blog automatically acts as a free press release.

Though these advantages are enticing enough, it is important for companies to have enterprise micro blog accounts if they are to realize the full potential. This is especially so as there are several challenges that companies face while using social media, or more specifically a micro blog in China.

Most of the people use a micro blog to connect and interact with others as a way to relax and entertain, while certain amounts of enterprise users in specific industries are more serious than that. Therefore, how to combine the entertainment factor and commercial factor is a question that many enterprise micro blog users need to ask themselves.

Companies should look at how to draw people’s attention but still focus on promoting the brands’ image. This is mainly to reach the goal of getting more micro blog users to become real potential customers.

An example of this is the strategy adopted by one of the top 10 Chinese banks, with a relatively low number of fans and activities on its micro blog. The bank came up with a strategy to get more attention from the public by encouraging other users to share posts, re-posts and comments on their micro blog posting. To encourage this activity, the bank also offered an iPhone 4S for the best posting. The initiative got excellent feedback with over 26,000 re-posts and 23,000 comments on the required post “What is your love and dream?” This strategy did boost up the bank’s popularity, but the post was not relevant to the business that the bank offered. Therefore, it did not really help the bank in getting more real customers but only in getting more fans onto its micro blog.

Many Chinese companies also consider micro-blogging as a powerful new media tool to build up brand image and increase customer numbers, along with the traditional marketing in newspapers, radio and television. However, the two media tools cannot be separated but need to be synchronized toward the companies’ objectives.

Much also depends on the business segmentation, and companies should consider using a variety of different media channels to effectively reach all the target audiences. Companies also need to work on how to create integrated marketing in general and how to generate micro blog numbers in particular.

A micro blog is an open site for employees and customers, and once information is published, it is impossible to stop it as people can keep re-posting the original post in just seconds. Another issue of using social networking sites is the risk of leaking confidential information such as salary, trade relations and innovative technology. Companies should take this into serious consideration and come up with a better way to tighten employee activities on social networking sites.

There is no doubt that companies want to do a good job in marketing on their micro blogs, but it also calls for a talented team to run it. RMG Selection recently released the China Talent-flow Survey Report, which showed that there is still a huge shortage of qualified online marketing professionals, especially in terms of social network platforms.

Micro-blogging and its strong influence on the public is definitely a great tool for many companies. However, it is a double-edged sword that can only benefit the business if the company knows how to use it strategically. Therefore, enterprise micro blog users should be aware of certain challenges and get cracking on a detailed marketing plan to uncork the full potential of micro-blogging.

The author is marketing director of RMG Selection, an Asia-focused specialist recruitment and executive headhunting firm. The views do not necessarily reflect those of China Daily.

Link to the article:

http://africa.chinadaily.com.cn/weekly/2013-04/05/content_16377459.htm

Recruitment Sorted Easily – RMG HR column on Business Tianjin

The end of every Spring Festival is often the busiest period for corporate recruitment units. Following the deepening of “localisation” to be consistent with Chinese traditions, many companies will begin their recruitment plan for the New Year after the official end of Chinese New Year. At the same time, since year-end rewards tend to be issued around the Spring Festival period, a portion of employees would also choose to leave their positions after the festival; thus causing greater recruitment needs. Recruitment difficulties and employment difficulties have become the biggest nightmare for HR professionals. The recruitment process appears to be increasingly inefficient, especially in the internet era whereby advertisers are increasingly unable to cope with the bombardment of CVs in their inboxes.
Online recruitment has already become the preferred way for job seekers and recruiters, the reason being that the process is very simple. Employers simply post a job online and within just 2-3 days there will be over a thousand applicants; create a resume, a few minutes later, one is open to over a hundred positions. It feels as if online recruitment is too efficient compared to any other job search/recruitment channels, for instance, job fairs. According to an online survey in 2009, there is an average daily count of over 10 million people job searching online. Every job seeker will submit at least 100 CVs before finding satisfactory employment. However, what is the direct consequence of this? According to research conducted by ChinaHR in 2012 for recruitment enterprises, 78% of positions require over a month’s time to hire suitable talents, whilst 20% of positions require more than half a year to find suitable talents. For job seekers, 4% of them have to spend over one month to find ideal work, of which, 23% of job seekers actually spend more than half a year looking for employment.
Recruitment was originally the highlight of HR, but its inefficiency has led it to become HR’s nightmare. Whenever a new position is encountered, ultimately recruiters will complain that the number of indiscriminate applicants is too high. Arranged interviews are very likely left unattended; applicants with signed offers may be nowhere to be found, leading to very few candidates successfully recruited in the end. In fact, besides some of the candidates’ own issues, for instance, blind submissions to raise their hit rates, and a lack of integrity, the enterprise and its HR department has more or less also contributed to this situation.
1. Enterprises now pay more attention to attracting talent. The market awareness of modern enterprises is stronger; they will take advantage of every opportunity to shape a positive corporate image in order to be in contact with more talent. Unclear job descriptions are also a reason contributing to this phenomena. Ambiguous positions easily misguide job seekers to believe “I am also suitable for this position”, leading to an avalanche of useless resumes flying in.
2. HR channels are inaccurate or too broad. For example, many enterprises choose traditional online recruitment platforms with massive amounts of information to undergo recruitment in the hope to bring in extensive talents. However, at the same time, vast amounts of web information bring heavy workload for recruiters. If recruiters were to filter out suitable candidates from the tens and thousands pieces of job seeker information, it would require a substantial amount of time.
3. Partial loss of potential talents in the recruitment process due to the enterprise itself or its HR department. Behind the success of one’s recruitment process lies onerous interview work. Recruitment is a 2-way choice, HR is not only a “gate-keeping” job but it is also necessary to get people that the enterprise needs to select the firm; an important role, which HR departments play in the overall process. The cause of the problem seems to be complicated, but in actual fact, only a few small minor changes are required to save a lot of time. At the same time, avoiding time-wasting and the embarrassment due to a loss of “face” when HR arranges a meeting for the candidate with head of departments and no one attends.
Lay out recruitment needs clearly with accurate job descriptions.
To achieve this, two aspects should be included. Internally, HR is required to properly manage the communication between departments, making employment needs of departments clear, explicit and complete; this is the cornerstone of all recruitment. Another aspect is to write genuinely precise external job descriptions. This is the first stage in which the candidate comes into contact with the company. For instance, be sure to include aspects such as work experience, working life qualifications and so on, require the use of detailed figures to describe; write less vague abilities, such as: strong leadership abilities, strong communication skills, strong organisational skills, good English skills etc. But remember that these attributes cannot be measured, so therefore anyone can consider themselves to satisfy these requirements. Instead, questions such as “How many individuals worked within the team you led?”, “what types of projects have you led?”
Recruitment channel segments.
Recruiting enterprises must first select the correct recruitment website. If the characteristics of the enterprise’s industry are clear, and the professionalism of the intended position is high, then professional recruitment websites must be considered first. Resume submissions received by these websites are not necessarily as high as comprehensive recruitment websites. However, talents and positions available are on a vertical plane, accurate and efficient, which not only eliminates the troubles of filtering the vast amounts of CVs, but also allows appropriate professionals to be recruited immediately.
Selection of third party co-operation.
In many cases, despite HR departments using various suppliers, there are no significant improvements in the speed of recruitment. Only through the correct selection of headhunting company, and its team of consultants, will the expected outcome come to fruitation. An outstanding headhunting partner is not only a good helper during your talent search, but also provides effective assistance and enterprise development in employer branding, formulation of talent strategy, market analysis, as well as many aspects of future development strategies. Consultants can establish good relationships with candidates within a given industry, be familiar with the characteristics of the particular industry, and have confidence whilst interviewing candidates.
To attract and retain talents in the recruitment process.
Candidates are likely to become companies’ potential clients; this is because they only applied for positions if they want someting from the company. So in the recruitment process, HR should place themselves more in the candidates’ shoes. No one is perfect, and therefore the basic principle is to not let the candidates face embarrassment and lose their self-esteem during the interview.
The fine culture of the company and its professional qualities should be reflected during the first call to the candidate. In the exchange process, besides fully understanding the necessary qualities of the interviewer, showcasing the positive energy of the company, such as honour, employee activities, management style, further enhances the talents’ interest in the company. Those who go in to be interviewed are all individuals possessing interest in the enterprise, thus deserve the respect and gratitude from the firm. After the results of the interviews are determined, the candidates should be responded to politely, especially to those of which unsuccessful. At the same time, a corporate talent pool should be established, whereby the information of these unsuccessful applicants should also be inputted into a database. This is because enterprises need different talent at different stages of development; requirements of talent also differ on different levels. Therefore, entering their information into an enterprises’ talent pool reserves, is preparation for the long-run.
Establish a distinctive employer brand.
The distinctive establishment of an employer brand refers to recognition and understanding of the corporate culture, the products and services provided by the company and the talents the firm needs and so on in the first instance whereby the job seeker sees the employer’s name. If you are a company which encourages high returns, then do not let the market feel that your work here is relaxed, because some people really like tense rhythm and these are the people you need. As for those who hope for more freedom in their lives, they will also have their suitable employers. Applications from these people will not result in too many positive outcomes for your company. Of course, this is a long-term process. The popular microblogs are good publicity channels. Since March last year, RMG Selection publicised its company via Sina Weibo and Renren, committed to creating a “fair, pleasant, hardworking, harmonious” employer image. In the recent 10 months of hard work, there are already more than 30 candidates (including official and internships) who have actively sought employment through this route. Further publicity through some promotional videos, print ads, media coverage, can strengthen the employer brand to become the most advantageous and most effective recruiting tool.
Simply speaking, as long as work is a little more meticulous, and a little more is done every day, then HR can save vast amounts of time from the indiscriminating applicants. Recruitment in hi-tech systems engineering, and recruiters are more than just CV filterers, you can also become “technical experts”.
By Robert Parkinson
Link to the article: http://businesstianjin.com/index.php?option=com_content&view=article&id=6017%3Ahr-recruitment-sorted-easily&catid=183%3A2013-march&Itemid=100

Recruitment Trend: Bachelors beat Doctors – Global Sources

招聘风向标—“小本”更胜博士

根据罗迈国际发布的2012-2013年中国人才(China Talent-flow Survey)流动调查结果显示,网投简历的回馈中,博士生不及本科生受欢迎,MBA的优势也未能尽显。不同阶段的职位,不同类型的工作,对求职者的学历及学位要求也不尽相同,学历并不是越高越好。找准自己的定位,适时调整,才能让学历成为事业发展的加分项。

  该调查旨在了解大 中国区范围内2012-2013年人才在地域、公司类型、行业及职位上的流动趋势,并深入了解其流动方式及隐含的原因,共有超过2000人参加。具体结果显示:

网投简历结果:博士不及本科受欢迎,MBA优势未显现

人才流动调查结果显示,通过网络投递简历的求职者中,本科生中仅有9%的人6个月内没有收到任何简历反馈,而博士生中有高达24%的人网投没有任何音信,而大家期待甚高的MBA工商管理硕士,网投反馈率为93%,与本科生的91%不相上下,MBA在网络求职的过程中优势未尽显。

MBA最受猎头青睐,博士学士区别不大;

在人才流动调查中,找到新工作的本科生当中,有46%的人曾成功通过猎头找到新工作,而该比例在博士生中仅为47%,与本科生基本相同。而MBA的求职者中,有近67%的人曾通过猎头跳槽成功。虽然网投方面MBA没有特别胜出,但猎头对MBA学历的重视还是比较明显的。博士生则在猎头眼中也没有显现出特别优势。

刚入门职位MBA无优势,中高端职位MBA优势尽显;

由人才流动调查可以看出,本科生与MBA在网络招聘中收到的反馈数量相当,本科生收到5个以上反馈的为66%, MBA为64%,MBA在低端初级职位的竞争上并没有太大的优势。而对于猎头发挥重要作用的中高端职位,MBA收到的反馈则远大于本科生,本科生通过猎头找到工作的为46%, 而MBA则有近67%的人成功被猎。对于刚入门的低端职位,MBA并无太大优势,而在猎头参与多的中高端职位中,MBA则占据了绝对的优势。

求职者通过猎头找工作已渐渐成为趋势

无论是本科生、硕士、MBA或者博士,通过猎头找到工作的人的比例都不算低。从调查结果来看,本科与博士生中都有近半数的人通过猎头找到了工作,其中本科生为46%,博士生为47%, 而MBA学历的求职者中有近67%的人通过猎头找到了工作。调查还提到,求职者认为从猎头公司打来的电话更专业的有52.26%, 而认为从招聘方的人力资源部打来的电话更专业的则有31.2%。求职者通过猎头找工作已渐渐成为趋势。猎头在人才市场上和人才流动中发挥了越来越重要而积极的作用,猎头已然成为影响人才流动的一股新的重要力量。

TFS Report1S

http://www.ceconline.com/hr/ma/8800066457/01/  

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