Tag Archives: China Recruitment

过完年想跳槽可年终奖还没发，怎么办?-job changing without annual bonus

Wednesday, 25 February 2015 09:03

This article is published on <Q Daily>. Tony Liu, consultant from RMG Selection in the IT industry, offers suggestions about how to deal with a dilemma-job changing without annual bonus. Go for the new position? Or stay in the current company to get annual bonus? How to choose between these two has always troubled employees. In fact, employees of different levels should think differently.

每年春节前后职场上最热闹的话题一定是跳槽，相伴而生的总是另一个问题，那就是年终奖。

50 薪虽然对大多数人来说想都不要想了，但有个双薪、三薪的，好像也还算不错。年终奖确实是一些公司留人的一种手段，但对于公司人来说，觉得真的受够了，但又不想错失这份收入，有什么办法呢？

《好奇心日报》采访了罗迈国际商务咨询（RMG Selection）的互联网行业猎头顾问刘君，他给了一些建议，大家不妨参考下。

<Q Daily> invited Tony Liu, consultant from RMG Selection in the IT industry, to give suggestions about how to choose between a new position and annual bonus. Suggestions are as follows.

就目前的状况来看，公司年终奖的发放主要集中在每年一、二月份，比较及时的公司会在上一年12 月底发放完毕，较晚的公司会在春节过后即发，但也有部分公司会到六月份才将年终奖发放完毕。所以，如果年终奖发放时间是比较正常的大多数，完全可以和下一家公司开诚布公地说明年终奖发放时间，并商定在这之后的入职时间。但是总有一些情况导致跳槽不能两全其美，比如现公司发年终奖太晚，比如下家公司的职位需求非常着急，再比如你自己也不希望再在现公司消耗下去等，那么针对不同级别，刘君给了不同的建议。

对于基层级别员工，年终奖真的没多少

Basic-level Staff: Annual bonus would not be much.

对于基层级别员工来说，其未来职业发展都应该是其第一选择。如果可以明确新公司可以提供一个 3~5 年内更优质的发展，事实上在职业初期的涨薪幅度也会是不小的，所以从经济和发展角度都是优选。更何况，对于基层级别员工，无论年终奖占一年收入几成，其绝对值都不会太大，以后再看这个放弃不会觉得可惜的。 Career development should be the first choice for basic-level staff. If the new company promised better development in 3 to 5 years, then accept the new position is wiser both from the perspective of money and development. Because on the initial stage of your career, usually higher salary increase is offered. Further, annual bonus normally would not be that much no matter how much it accounts for one’s salary. So basic-level staff won’t regret to give up the current job.

中层员工，有 3 种情况可以考虑放弃年终奖

Mid-level Staff: In these 3 cases, you should give up annual bonus.

对于中层级别员工，事实上是比较复杂的决定。取决于你个人年终奖多少，未来公司提供的机会如何。我会建议以下几个情况可以在冲突时选择放弃年终奖：1. 从中小型公司跳槽到大型公司。2. 从不带领团队到带领一个 3 人以上的团队。 3. 基本薪水涨幅在 50% 以上。在一些特别的情况下，也可以考虑和下一家用人单位签订签约奖金作为放弃年终奖的补偿形式

The situation for mid-level staff actually is more complicated. How much is annual bonus? How is the position offered by the new company? All these should be taken into consideration. Here are three cases in which I suggest you give up the annual bonus. First, you are leaving from a small and medium-sized enterprise to a large-sized enterprise. Second, you will lead a team with three members while you are not a team-leader in the current company. Third, over 50% of salary increase is offered. And in some special conditions, you can also discuss with the new company to give you sign-on bonus.

高层员工，你完全可以两全其美

High-level Staff: You can absolutely achieve both.

对于高层级别员工，很多公司都是会给予股权、期权年终奖，其行权期会有 3~4 年的时间，数额涉及也比较大，而且这些高层级别员工也是市场上稀缺的人才，一旦和新的公司达成跳槽的共识，新公司也很难很快找到其他 BACK-UP 人选，所以无论是何时发年终奖，这类型的员工都可以和新公司商谈在年终奖之后再入职。

The new position always offer high-level staff stocks and option bonus which can last for about 3 or 4 years. It can be a large amount of money. Moreover, high-level staff is in strong demand in the job market. Once they agree to change their job, the new company can’t find replacements in a short time. So it is alright for high-level staff to ask for joining the new company after receiving annual bonus.

Career Builder – Interview Preparation Part I

Thursday, 27 November 2014 05:39

Everybody knows to prepare for your interview. Why? The preparation can increase your possibility to win the position. The reality is, more reality you know, the better possibility you will get. Here in our studio is Robert Parkinson, Founder and CEO of RMG Selection – a leading Asia focused executive search business. He’s going to tell us how to prepare a job interview today.

Listen to the original program

1. Does appearance really matter?

I wouldn’t give a second chance to someone in jeans. Of course the appearance in a face to face interview does matter. The appearance includes everything that you bring with you. Not only the cloths, but also your hair style, your cell-phone, bag and so on. ? A navy blue, dark gray or black suit is appropriate for most positions. Be sure it’s cleaned and pressed. Shirts should be freshly laundered and well pressed ? Shoes that are black and freshly polished are a safe choice for an interview. Socks should be black or blue and worn over the calf. Ladies, avoid open-toed shoes. ? Fingernails should be short, clean, and freshly manicured if possible. Hair should be well-groomed and freshly trimmed. Avoid combing or brushing hair with your jacket on ? Jewelry should be limited and subtle. Avoid colognes or fragrances completely.

2. What is the “Must Have” in an interview?

? Printed directions to the interview, as well as (the recruiter’s) phone number and the client’s phone number ? A pad of paper and pen ? Three copies of your resume (make sure the resume is identical to the one supplied to the interviewer) ? Gum or mint – Prior to entering the building, chew mint gum or a breath mint, but do not chew gum during the interview ? If women, some products for freshen up. ? If you are applying some design/project, you could bring an album. Or even better, you build up a website to show your projects

3. I have known the company name and location, what else should I know before go there?

There are a lot! The more you know today, the better chance you will get tomorrow! Things to search: ? What’s the company? History, products, recent news, culture ? What’s the industry? Main competitors, features, future developments ? Who is the CEO or Founder? Name, bio and famous affaires ? What is the position doing? ? What’s the process of interview? How many rounds it will have? Do I need to prepare for paper test? How many interviewees? Way to search: ? At least company website – but not only the home page ? Baidu & Google – see any interesting news ? Everything is on Social Media – it’s a good place the find CEO or staffs of the company. Linked in is a very professional website where you can find career of CEO or the line manager. ? Search on your own networks, especially your headhunter friends. With them you can know the process of interview or main content of interview

4. Are there any special tips from headhunter?

? Plan your schedule for the interview day, leave double time to the interview. You don’t know what will happen. So you will be nervous if anything suddenly happen and you don’t have time to do. ? Go to the company one day before if you have time. Then you can have better control to time. And also, it helps you to be more relax when interview ? Make sure you arrive there 5 – 15 minutes before the interview time

雾霾来袭，外籍人才大流失？

Wednesday, 21 May 2014 07:31

近来知名电器行业日企松下为外派到中国的外籍员工买“霾单”在中外媒体都引起了轩然大波！外媒对于中国外籍人才未来的流失的形势表示非常不乐观，中国媒体则对外企为何不为中国本土员工提供污染补偿表示愤愤不平。两股负面情绪的交战引起很多身处其中的外籍员工的思考，以外媒报道来看待中国目前的雾霾形势，或许一些外国人会为了健康选择离开，然而这并能代表每一个外国人的想法，更不能在外籍人才流向中起主导作用！介于不久前英国金融时报以及彭博社记者采访了我对于目前北京雾霾污染的情况以及想法，我不得不说看到这些外媒报道时，我认为他们尽力最大化了雾霾的负面影响，而这对于目前在中国工作外籍人员来说似乎并不公平！尤其是看到了一些外籍高管抱怨这里的天气影响了他们的心情，他们的工作，甚至影响了他们的孩子。这里我想我有必要强调带着幼童的特殊外籍群体，因为他们患上呼吸道疾病的几率确实很大，所以为了孩子的健康他们有必要考虑是否应继续生活在雾都。然而在这以外的外籍人员真的会大批量离开中国吗？在我看来这不一定，根据我在中国十多年的经验和体验，被外派到北京上海这样的大都市对外籍高管是一把双刃剑，雾霾PK双倍薪金福利（以外汇计算），对很多欧美高管都有极大的诱惑力！

目前媒体对于雾霾的大肆宣传给各大外企的人力资源经理们也带来了不小的压力。每每迎面走来一个外籍高管，他们都会有一丝忧虑，这些公司的核心外籍管理和决策员工会因为雾霾而毅然决然地离开吗？其实人力资源部门对“雾霾”一词是非常敏感的，因为这对他们的招聘工作影响甚大。从HR的角度出发，流失一位外籍高管就意味着3个月的招聘期，确定最终人选后，还要为人选准备3到6个月的适应融合期。所以，在雾霾包围的情况下，保留核心外籍员工才是HR们的工作重点。既然大家对于外籍人才的流动趋势格外关心，我希望能通过分享一些行业中外国高管们的情况让HR们冷静下来！

让我们先从员工离职的原因开始分析吧！根据罗迈国际《中国人才流动调查报告2013》（TFS2），导致员工跳槽的因素包括薪金涨幅，升职空间，企业文化，领导风格，工作内容，工作地点，工作环境，福利待遇以及家庭因素。2013年初工作环境在跳槽因素排行榜上并不起眼,近来媒体的报告一下将雾霾问题顶到了舆论的风口浪尖,甚至可能误导外籍员工相信再不离开雾都他们都会患上癌症或缩短50年寿命！其实,雾霾对于外籍员工的影响会体现在各个行业中低层岗位上。如果在中国的薪水与在国外基本持平或者略高一些，薪水根本不会影响他们的决定。一些在优越自然环境下成长并生活过的外国人对工作环境的要求更高是很正常的现象，所以他们会成为离开雾都的潜在人群。虽然如此，环境同比机会，不知外籍员工们心理会如何衡量呢？国际上经常谈论中国作为一个经济大国的崛起不仅为本国经济发展带来机遇，同时也吸引了很多对中国市场颇为乐观的外国人来中国就业。他们千里迢迢来到充满神秘色彩的东方国度，寻找工作机会，适应中国职场文化，体验中国生活，结实中国好友，难道因为雾霾而放弃职业发展的大好机会和平台？这是一个很难回答的问题，争论很容易，不过做出决定有难度！

很多做外籍员工招聘的猎头都知道企业招聘外籍员工大多需要提供“外派员工一揽子补助”，其中包括住房，交通，通讯，子女教育，差旅，餐饮等补助项目。这是我接下来想谈的第二点，外籍员工补助PK雾霾,谁会胜出？看来这些补助并没有什么特别之处，但是算算总额占基本薪金比来还是很让人惊讶的！知名外企里的外籍高管补助可高达基本薪水的100%。我的一位德国好友在一家外资生物工程公司做人力资源管理，几年前他被外派到北京做中国区的人力资源总监。公司为他在CBD核心区租赁了一套昂贵的公寓，为了方便出行为他配备了汽车和私人司机，考虑到家庭因素他要经常往返于中国和德国，公司为他提供了往返机票的补助。现在先别羡慕这些条件是多么诱人，因为这些仅是一小部分。为了让他和家人团聚，公司把他的妻子和子女接到了北京，同时还承担了4个孩子在国际学校的教育费用！而这些在德国是决定不可能提供给他的，毫无疑问他在北京的待遇远远超过他在德国的待遇。对他来说，离开北京意味着减少一半以上的收入，此外还要自己支付子女在德国的教育费用。在北京和上海，这样的外籍高管不在少数，他们放弃高薪待遇的可能性很小。罗迈国际物流行业顾问鲁本在谈及污染的影响时表示，雾霾并不会影响到一些国际物流公司在北京和上海地区的外籍销售经理们，对于他们来说住房补助是非常具有吸引力的一个条件。因此，目前物质待遇方面已经非常好的外籍高管们考虑离职的可能性会相对较小。

从企业的角度出发，商机和市场才是核心。不管有没有雾霾，世界500强的企业家们都不会放弃中国市场的！那么如何在有污染的地区留住核心外籍管理型人才就成为了他们非常重视的问题。在办公室里安装空气净化器，为外籍员工配发过滤口罩甚至空气净化器，或者像松下一样给外籍员工甚至员工家属污染补偿。考虑到严重的空气污染会影响人们的肺功能，引起呼吸道疾病，在医疗方面有所补偿是理所应当的。企业在看待污染问题时，会从长远的角度出发。在经历了奥运会和世博会之后，中国成功地向世界展现了两个全新的城市，所以中国政府不会对污染问题置之不理。目前污染源主要集中在河北地区，因为那里是很多重工业和制造业工厂的大本营。不久前中国总理李克强与德国外长施泰因迈尔讨论了中国发展新能源的问题，这是从根本上解决污染问题的良好的开端。

最后我只想强调一下，虽然许多外媒对中国污染的情况并不乐观，但是这种负面情绪并不会造成外籍人才大规模的流失。谈及薪金待遇和物质补偿不能说他们只看重钱而不看重健康，因为这种决定不是简单地因为一个因素而做出的。不仅如此，在工作机会，发展平台，社会文化，商业投资以及市场机会的综合影响下，外籍人才是否流失要看政府行动！

Read the original link at : http://www.ceconline.com/hr/ma/8800070603/01/

The job market is tough for oversea returnees – Robert on CRI Today

Friday, 11 April 2014 06:23

China is viewed as one of the most promising emerging market around the globe, attracting a lot of Returnee to work here. Partly because of this, the talent market in China has become a heated topic. Robert Parkinson, CEO of RMG Selection, gave his opinions on the situation that these returnees have to face in CRI. With his human resource experiences of more than 10 years, he also gave his suggestions to this group of people.

随着近些年来国外留学的流行，海归就业已经是一个屡见不鲜且备受关注的话题。但是海归的就业目前仍然面临着很多的问题。罗迈国际的CEO Robert Parkinson 做客CRI，就海归工作市场的问题发表了他的看法。同时针对目前的中国人才市场，他也提出了自己的几点建议。

Listen to the original radio here: http://english.cri.cn/7146/2014/04/04/2203s820547.htm

Major cities losing their allure for new graduates

Monday, 17 February 2014 07:32

RMG China Talent Flow Survey 2013 (TFS2) appears in China Daily again! This is the second version of Chinese job market and talent flow market research since 2012! There are 13 classic questions and specific analysis based on region, gender, education background, industry, function, age etc. People who are interested in getting more info about job market in China should not miss TFS2!

After much consideration, Ying Hanlu decided against finding work in Beijing and Shanghai and instead returned home after graduating in the summer.

“My boyfriend and I were having a hard time with a long-distance relationship, so after he found a job in our hometown I followed,” she said.

Rising property prices and tightened restrictions on hukou – permanent residence permits – made life “too uncertain”, said the 27-year-old, who finished graduate school at Shanghai International Studies University. She plans to marry her boyfriend next year.

A study released last week by online recruitment company Zhaopin and Peking University’s Institute of Social Sciences found collegestudents are showing less interest in working in China’s mega-cities – Beijing, Shanghai and Guangzhou – after graduation.

Only 38.7 percent of the 10,800 students from 200 universities interviewed said they would choose to work in the three cities aftergraduating, a downward trend for three consecutive years, from 53.8 percent in 2011 and 42.1 percent in 2012.

Soaring property prices, air pollution and traffic congestion were major reasons, according to the report, Best Employer Award2013.

Similar findings can be seen in the RMG China Talents-Flow Survey 2013. Although 35 percent of the 4,000 employees polledchoose to stay in one of the major cities, 53 percent said they had considered relocating to second or third-tier cities, up 16 percentyear-on-year.

Some expressed a willingness to move further to even smaller cities.

“As the central government is tightening the household registration policies in major cities, I suppose the inflow of talents will beaffected in cities such as Beijing and Shanghai,” said Max Ma, chief operating officer of FESCO Adecco in Shanghai, a multinationalhuman resources company.

Zhu Hongyan at Zhaopin said her company’s data show in recent years small and medium-sized cities in central and western regionsof China have provided more job opportunities than eastern counterparts.

“The local economies in developed cities in East China are slowing down while the inland cities are quickly catching up and many big companies are expanding their business to second or third-tier cities, which have created more jobs for educated young people,” she said.

Mobility among different cities is helpful for China to realize a more balanced development among different regions, said Robert Parkinson, founder and managing director of the international recruitment group RMG Selection.

Contact the writers at [email protected] and [email protected]

(China Daily USA 01/27/2014 page5)

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