Tag Archives: RMG Selection

How much is an MBA Worth asks Robert Parkinson, CEO of RMG International Business Consulting (Beijing) Co., Ltd


‘The ticket to executive positions with a six digit salary’ has long been the tag on the MBA degree. MBA degrees contain a kind of magic that inspires a soaring expectation from the candidates. According to Poets and Quants collection of salary expectation of MBA candidates cross different countries, the US MBAs expect a 140 per cent raise for their MBA degree, a 148 per cent salary increase is expected from UK MBAs and a whopping 245 per cent salary raise is expected from Chinese MBA candidates. However, according to the talent flow survey conducted by RMG Selection in China, the average salary raise from job-hopping is 20 to 30 per cent, regardless the position level or the qualification of the job seekers. As unrealistic these expectations are, these rate rises do not come from nowhere.

The great story and the not so great reality

For years there has been a love story between the Wall Street Firms and the top MBA programmes graduates, making the MBA the ticket to investment banking and other top finance sectors. MBA candidates are immersed in misleading reports and stories that make them believe in the magic of MBA degree automatically getting them leadership positions.

However, even the love affair between Wall Street and Harvard MBAs didn’t survive the big financial meltdown of 2008. According to Poets and Quants, only 27 per cent of Harvard MBAs have been recruited into financial sectors this year, down from 35 per cent last year and 39 per cent in 2011. Also Bloomberg reported a continuous two year decline of MBA recruitment in all business schools with a recruitment rate of 70 per cent, down from 75 per cent last year. The hard reality also plays out for Chinese MBAs. Because of the bad employment conditions of China this year, 25 per cent of MBAs postponed their graduation – as reported by Hexun news. If that wasn’t bad enough, the private sector in China claimed that they were not recruiting MBAs because of the high hiring cost.

Facing the not so great reality, it is important for MBA candidates to sort their priorities of what is important in a job instead of relying on the authority of the degree or those outdated stories. Candidates also need to remember that the cost of gaining an MBA exceeds the amount required for fees. Actual cost is significantly higher since it includes cost of living expenses, foregone salary and other opportunity costs such as a perspective promotion. And even having paid that cost a candidate’s return on investment is far from certain time-wise. According to the China Talent Flow Survey of 2013 by RMG Selection, the response rate of online resume application of MBAs does not show any radical difference from that of experienced bachelors over a six month period. The brand equity added simply from the privilege of an MBA degree is therefore not as dramatic as candidates imagine. Put simply, MBAs are not rewarded more money because of their degree.

Recruiters: the Checklist for hiring an MBA

Facing such high salary anticipations of MBA talents, it is very important that recruiting companies make meticulous hiring decisions between an MBA and an experienced professional and have a clear and specific recruitment need. The following are a checklist recommended to HR facing MBA recruitment:

1: Does this position really need MBA credential?

An MBA is not the must for every higher position. Most consultancies prefer their candidates to have an MBA because the jobs require critical management and leadership skill. Also the networks created from the MBA programs could benefit the company in the terms of Business Development. Also for above director level position, an MBA candidate is recommended because the executive management plays a crucial role for these positions. On the other hand for more technical and specialized positions, such as a Head Engineer or the R&D manager, it is the expertise in the specific field that is most valuable. The MBA credential does not differentiate one candidate from another.

2: What type of MBA program is candidate enrolled in?

Most hiring managers or HRs focuses on the school where the MBA degree is issued. Recruiters are likely to neglect the type of MBA program the candidate participates. Most candidates will not list the type of MBA program they are enrolled in on the resume unless it is a full time MBA program. Therefore, additional questions need to be asked even if the candidates graduated with a Harvard MBA.

Typically, there are three types of MBAs:

• The two year full time MBA

• Part time MBA

• Online MBA

Most universities have the first two programs but some community college or specialised MBA education institution offers the MBA courses online. The MBA experience varies through different type of programs candidates are enrolled in. The full time MBA engage candidates to study, practice and networking with their classmates and annulus. Due to less time commitment, the part time MBA may not guarantee the engagement in the course learning but the daily work practice is also likely to lift the practical benefits that candidates get from the courses. It is also worth mentioning that there are different variations in MBA programs, such as International MBA, Overseas MBA and EMBA, which all have different focuses in terms of function, industry and courses.

3: Can the MBA education add practical value to the candidate and the company?

MBA degree on the resume should only boost their chances to get interviewed but not their chances to get hired. One of the most valued benefits from MBA education is the range and quality of network MBAs are likely to have after your graduation, especially if they are graduating from one of the top programs. However, the networks will lose its value when the candidate does not have enough networking and relationship management skills. It is important to learn about how the candidates practice what they have learned from the courses or cases into real business practices before you made the decisions to pass all the other candidates.

4: Can you afford an MBA?

From a financial perspective, though MBAs expectation to have a more than 140 per cent salary raise is not realistic, recruiters do need to understand and manage MBA graduates’ expectations. It is crucial for recruiters to set up clear and firm offer ceiling, the highest or the most costly offer package that the company can afford, during the salary negotiation because it is very likely for recruiters to end up with a higher planned salary for an MBA than a normal experienced professional.

From a management perspective, although recruiters are most likely to hire an MBA for a managerial position, the team dynamic should also be taken into consideration. There is a risk to hire a manager rather than internal promotion due to the possible disruption of the team effectiveness. If the MBA is not the right leader for the team, there are possibilities to lose one of the former employee or the MBA talent after all and affect the efficiency of the whole department.

5: Make your retention plan effective.

No company wants a quick turnover of their management team. Therefore, if you have MBA candidates entered your final round of interviews, it is important to make the retention plan before you make the actual hiring decisions because it is very likely that you are going to employ an MBA. Besides the salary raise and a good title, MBA candidates also have high expectation of their career development. A detailed career development plan not only increase the chance of the candidates accept the offer but also controls your internal position turnover and human resource planning, especially when you have decided to hire an MBA.

Also, after you have hired an MBA manager, certain support is needed in order to make the transition. For instance, it is recommended to arrange a senior manager to mentor the MBA to fit in the team dynamic and coordinate the subordinates as well.

 Read the original version at: http://www.theglobalrecruiter.com/news/how-much-is-an-mba-worth-asks-robert-parkinson-ceo-of-rmg-international-business-consulting-beijing-co-ltd/4616

The Best Recruitment Consultant in Asia Won by RMG (Chinese Version)



第二届Global Recruiter(全球招聘者)亚太区颁奖典礼于2013年10月2日和3日在新加坡滨海湾金沙酒店盛大举行。罗迈国际(RMG Selection)非常自豪的获得4项奖项的提名,并且每个提名都得到了最佳提名奖,其中一项夺得总冠军奖:GR Awards •    在最佳内部培训奖项中,罗迈国际(RMG Selection)通过向员工们提供培训手册,定期评审会议,和每周两次的办公室开放式培训得到了评委会高度赞赏“罗迈国际(RMG Selection)为员工提供了高质量入职培训和持续性的支持。” •    在最佳市场企划奖项中,鉴于罗迈国际(RMG Selection)有效地与当地和国际媒体合作,包括电视节目,广播,发表关于HR和招聘行业的文章,再一次获得了组委会高度赞赏肯定和最佳提名奖,并且强调罗迈国际一年两次的发布“《中国人才流动调查报告》(<TFS>)尤为令人印象深刻”。 •    在所有入围最佳招聘服务公司(小型)奖项的候选人中,罗迈国际(RMG Selection)也得到了最佳提名奖。 •    令人兴奋的是,在颁奖晚会中,罗迈国际(RMG Selection)的曹迪(Lilly Cao Di)夺得 2013年最佳招聘顾问,成为皇冠中那颗最夺目的珍珠。曹迪作为一位高级顾问荣获本次晚会的大奖,体现在她多年丰富的经验,重大客户的推荐,重视客户满意度,超凡的表现和对团队做出的贡献。 晚会中,罗迈国际(RMG Selection)的CEO和创始人潘瑞宝(Robert Parkinson)演讲说:“我为整个团队在这4个奖项中获得的成绩感到非常的自豪。当然,我很高兴我们成为最佳招聘顾问奖的获得者,这证明了罗迈国际顾问们的高品质。不过,我也为获得的其他奖项而感到开心。我一直坚信,一家公司想要成功,市场、培训、和所有不起眼的系统和程序对稳定和成功的业务都极为重要,并且我们决定在初期投资所有这些重要的后台设备,我相信这笔投资早已获得了应有的回报。”     关于Global Recruiter 奖项 作为全球领先的月刊杂志,全球招聘者Global Recruiter 成立于2002年为读者提供定期的报章杂志、准确及时的新闻和招聘行业的方方面面。今年,Global Recruiter刚刚举办了第二届亚太区招聘行业活动。Global Recruiter在不同地区举办的一系列活动,目的是为每一个招聘顾问提供机会和平台向全球范围内志同道合的业界人士学习,切磋和交流。 今年包括最佳新人奖,最佳内部培训奖,最佳创新奖,和最佳招聘顾问奖等13项大奖。 关于罗迈国际(RMG Selection 罗迈国际商务咨询是一家由资深顾问组成的国际招聘组织,专注于各行业各职能部门的高端人才搜寻。罗迈集团的顾问遍及全球27个国家的多个城市,我们在亚太地区的办公室设于北京、天津、上海、香港和新加坡,主要业务均以中国为中心的亚太地区快速展开,力争将国际化的服务理念与我们在中国市场多年的实际经验结合起来,提供专业职业的多元化人力资源服务。 潘瑞宝(Robert Parkinson)作为罗迈国际(RMG Selection)的CEO和创立者,在全球范围内拥有14年人资咨询和人才服务经验。他相信坚持发展内部培训、市场营销和市场调查非常重要。凭借由RMG编写的培训手册和每周培训会议,我们确信RMG Selection的顾问为客户提供专业的服务。每半年的《中国人才流动调查报告》(TFS)提供最新的职场动态信息。  查看所有得奖者:http://www.recruitment-international.co.uk/news/winners-of-global-recruiter%C3%A2%C2%80%C2%99s-asia-pacific-industry-awards-announced-20271.htm 查看更多讯息:www.rmgselection.com

Robert Parkinson on EasyFM Round Table Show

http://player.youku.com/player.php/sid/XNjEwNjIxMDE2/v.swf   罗迈国际商务咨询CEO Robert Parkinson 又一次做客EasyFM啦!本次Round Table Show,Robert将和大家一起讨论职场中的热门话题!蓝领VS白领,上大学到底值不值得?职场新人对新工作的满意度大解析!快来围观小罗吧! Rober Parkinson, the founder and CEO of RMG Selection has been invited by EASY fm to attended the RoundTable to talk about The Newbies Complain So Much by CRIezfm.

How Star CEO Attractiveness?




Recently, Business Insider released one of Universum Global survey which target MBA employees, the survey content including “how much do you want to work for them”, “how attractive is the company culture “and “which companies are the most inspiring”, etc. The result shows that Google is most attractive enterprise for business school students, because of Larry Page set up “almost omnipotent” development goals for the Google, and Starbucks is ranked third, because of its CEO Howard Schultz is an outspoken leader, he is not only as the company culture preacher, also have original ideas to current events. Lilly Cao, the partner of RMG Selection has been interviewed by CBNweekly about star CEO influence, involving three kinds of star CEO and some advices. 高管或可加分,公司人还需谨慎,尤其要注意的是你自己的职业发展计划。 对于公司人来说,选择进入一家公司的原因是多种多样的,薪酬、公司文化与自己的契合度,以及自己的职业目标等等。还有一个潜在,并且重要的因素是,一家公司的Leader是不是有足够吸引力。 最近,美国商业博客Business Insider发布了Universum Global的一项对象为MBA学生的雇主认可度调查,调查内容包括“你有多想为他们工作”,“公司文化对你有多大的吸引力”以及“哪些公司最为激励人心”等等。 调查结果显示,Google对商学院学生的吸引力最大,因为拉里·佩奇为公司设立了“几乎无所不能”的发展目标,而星巴克排名第三,则是因为它的CEO 霍华德·舒尔茨素来是一位直言不讳的意见领袖,他不仅是公司文化的传道者,对当今时事也有独到的见解。 事实上,这些星光熠熠的“明星高管”不仅对尚未踏足职场的新人具有吸引力,他们对提高企业品牌的知名度也有很大的作用,豆丁网营销副总裁王宇为这些新型的明星高管总结了行事路径:“CEO不再需要西装革履、温文儒雅,最重要的是像一个新锐媒体一样,有观点、有特点、有棱有角且真实,不装腔作势。从穿着、品位、普通话是不是标准来衡量他们已经有点过时,CEO们如今在传播中最重要的还是要贯彻自己真实的价值观,未来十年,一个能言会秀的CEO,将继续为企业节省下大笔的营销开支,胜过雄兵百万。”—明星高管对雇主品牌产生的正面作用将会越来越明显。 《第一财经周刊》采访了几位职场专家,试图深入把明星高管的概念具体化,梳理明星高管的类型,探讨明星高管可以从哪些方面为雇主品牌加分。 另外,对于公司人来说,因为崇拜明星高管而进入一家公司不失为一种便利的职业选择,但是这种选择背后也有很多风险,这也是职场新人需要注意的。 A 解读明星高管 明星高管的类型 在传统媒体时代,企业领导一般会被贴上“年轻有为”、“勤奋刻苦”、“平易近人”等平面化的标签,新闻稿件不是过分夸张就是流于平淡,不足以对公众产生吸引力。社交媒体给高管们更多机会展示自己,罗迈国际(RMG Selection)的合伙人曹迪说,当前最容易产生明星高管的是IT行业、社交网络和地产行业,因为他们的客户人群不稳定,而行业速度发展又很快,行业竞争比较激烈,企业更有意愿用明星高管来吸引目光。曹迪将明星高管分为以下三种类型: 导师型 此类明星高管平易近人,不仅在专业领域有很高的成就,同时像导师一样通过写书、互动的方式向追随者传达和交流经验,从而提高品牌的知名度、吸引人才。以创新工场创始人和CEO李开复为例,作为青年学生的偶像,他通过建立Free Desk,为实习生提供一个免费、自由的办公桌和一些有挑战性的工作任务,大学生可以通过这样的方式积累工作经验,为步入社会作准备。 话题型 这一类的明星高管在媒体的曝光度很高,媒体不仅报道他们在事业方面的新闻,还聚焦在生活的各个方面制造话题。所以话题型的明星高管自身的形象非常重要。 例如Facebook的创办人马克·扎克伯格,除了他的事业,备受关注的还有他的成长经历和感情事业,甚至他的家人也被媒体追踪报道。 天才型 这类的明星高管在专业领域可被称作为天才,知名度极高,所以他们的一举一动都备受崇拜者的关注。而且还有很多人都希望能够成为像他们一样的成功人士,但是切记天才型的明星高管很难复制。例如史蒂夫·乔布斯,苹果公司的员工对他的崇敬简直是一种宗教般的狂热。而他生前的一举一动也影响着“果粉”,更多人从乔布斯身上,了解苹果公司的理念和文化,并因此希望成为该公司的员工。 B 明星高管能为公司带来什么 任仕达中国区人力资源总监钮晨辰认为,虽然公司出售的是产品或者服务,但是在公司推广方面,人比产品更有吸引力。阿里巴巴的创始人马云就是个例子,一开始,人们对马云创业的故事感兴趣,随着阿里巴巴的发展,加上不断充实的新故事,马云好像变得越来越有魅力,于是才有了后来阿里内部员工大会广受瞩目这样的事件。雷军和他的小米也有着类似的状况,好的企业和好的领导是可以一起发展的。 钮晨辰认为,从公司的角度来看,明星高管的打造一定要摈除短视的做法,换句话说,一两次用高管的个人奖金去酬劳下级员工并不能真正提升雇主品牌,因为影响公司发展和员工满意度的还是合理的薪酬体制,健康的薪酬体制必须包括对员工工作年限和公司贡献的考察,满足员工的自我实现需求。 但是明星高管除了能够为公司吸引优秀人才,还可以为公司带来什么具体的好处呢?罗迈国际合伙人曹迪认为,首先,这对提高企业、品牌知名度很有好处。其次,能增加企业与大众之间更加人性化的互动和信息交流,这能帮助大众满足对某一家大公司的好奇心,进而更加关注这家公司以及它的产品,有可能直接转化为公司的利润。对于投资商来说,能跟一家拥有明星高管的公司产生业务往来,也能从一定程度上提升自己的知名度。 而对于公司内部来说,明星高管能起到榜样示范的作用,公司员工不仅可以近距离地接触和学习明星高管的工作态度和方法,还能激发起员工们的干劲,使得团队创造出更好的业绩。 曹迪建议,有这样一些做法可以为公司竖立有正面效应的明星高管,从而为自己的雇主品牌加分:
  • 增加高管在社交媒体与大众的互动,对于重大公众话题评论。
  • 参加电视、采访节目,增加在媒体的曝光度。
  • 适度透露一些工作生活平衡的情况,塑造其更加有血有肉的形象。
  • 用博客等文章汇聚注意力。
  • 像李开复那样和关注者分享自己的经历和经验。
C 公司人也不要过分迷信明星高管 明星高管毋庸置疑会对雇主品牌产生正面的影响,但是对公司人来说,公司的文化氛围,未来的发展,制度体系的合理性以及公司给员工搭建的平台事实上更加重要,韬睿惠悦全球市场总监Sharon为职场新人提出了一些建议。 公司领导力和明星高管不是一回事 很多人会把明星高管等同于领导力。但实际上领导力包含的范畴比较广,也不仅仅是明星高管,对求职者来说,更重要的是公司高层所具有的领导力。公司的领导力包括建立合理的员工辅导机制,平衡员工的付出与回报,得到员工的信任,帮助员工度过变革期等等,这些都比明星高管的光环更值得求职者重视。 企业背后的故事更重要 明星高管的形象是媒体和企业共同塑造的产物,作为求职者来说,应该多关注本质的东西,比如明星高管何以变成明星,其中一部分因素与求职者是没关系的,当公司人将自己的职业生涯和这家企业发生联系的时候,了解背后的故事和企业的文化可能更重要。比如有的企业一直以来以拼搏的形象示人,公司的高层也多是奋斗成功的故事,这样的企业其实并不适合节奏比较慢、希望稳扎稳打的求职者。 企业的未来跟你有关系 可能公司人选择一家企业是看到该公司高管吃苦耐劳一路打拼,成为了一个优秀的企业家,或者他非常能创造企业氛围,带领公司往前走,但与你相关的最主要问题是,他能不能给你创造未来? 对此,公司人同时还应该问问这些问题:公司的沟通氛围透明与否,是倾向于开放还是保守?能否和主管直接接触?公司能为我提供什么样的授权?公司的资源能在多大程度上为我所用?我在贯彻我的想法的时候是否会有阻碍?这份工作能否满足我对生活与工作的平衡度的要求?—这就像两个人结婚一样,如果单纯以貌取人,完全不了解这个人的个性特质,就无从知道对方与自己是否匹配。事实上,在这方面,直属领导给员工带来的影响远远大过高管,因此,在面试或入职时尽早了解你的直属领导,可能更加现实。 Read the original version at: CBNweekly 

China Dream Sours for Foreign Companies (Chinese version)

最近,北京当局对外国企业进行严厉审查的事件频频发生,对此,英国《金融时报》8月9号发表评论文章称,在中国的新领导人习近平宣称的“中国梦”之后不久,对于一些国际最强大的公司来说,很快就变成了噩梦。 文章说,习近平在今年3月继任主席之后发表的讲话暗示,为与中国经济实力相匹配,将采取更加自信的方法,于是,政府调查和媒体报道都开始针对外国投资者,这正在变成国家公务的一种常见特征。 中共的官员称,这只是解决不正之风的更广泛的努力,但是一些外国企业的主管们抱怨,在新的中共领导班子下,外国公司遭遇了特别严厉的审查。 文章举例说,当发改委针对六家外国奶粉公司以反竞争定价政策罚款一亿一千万美元时,那些猜疑在本周被实施了。其中,六家中有五家是世界知名的跨国企业,包括美国美赞臣、达能集团的多美滋和新西兰的恒天然集团。 文章评论说,这是中国2008年制定的反垄断法的第14条首次被这样高姿态的实施。这条法律禁止公司对其产品制定最低零售价。而这一罚款决定仅仅发生在中共警方调查英国制药巨头葛兰素史克,指控其职员行贿的几周之后。 文章说,所有这些外企都不敢挑战中国当局,葛兰素史克甚至称他们的职员可能违反了中共的法律。其他在中国的投资者不得不抵挡中国官媒的媒体的宣传运动,这些宣传运动包括指责他们犯了象质量控制缺陷和客户服务差这样的“小点的罪行”。 比如,4月1号,苹果公司的首席执行官库克(Tim Cook)高调的在中国因“误解”而道歉,并强调苹果公司对中国的“巨大尊重”。中共官媒曾指控苹果公司“贪婪”和“无比傲慢”的行为。   由于国营的中央电视台(CCTV)三月份高调进行的调查报告,称大众车的变速箱有问题,导致大众在中国召回38万辆车。 曾在中国工作过的分析师 史蒂芬-冰(Steven Bing)说:“作为中共的官员,调查国有企业是困难的。所以,如果你想要整顿体制,杀鸡儆猴的话,就把外企做为目标。”但是,中共官员否认有联合起来针 对外国投资者的举措。周四(8月8号),发改委否认调查奶粉市场的定价政策是因为反外国人的偏见所致。 一些观察者相信,北京反对外企的行动仅仅是更大范围政府运动的一部分。上海奥睿律师事务所(Orrick)的竞争律师卡洛克辩论说:“我认为反外国人偏见并不像有些人想的那么严重。在实施反垄断法的背后往往有其它动机。” 其中最主要的就是,中共当局决心平息公众对高物价的不满,特别是铺天盖地的宣传运动就是为了在每个中国公民的思想中培养习的“梦”与每个人都相 关的观念。正如人力中介公司、罗迈国家商务咨询(RMG Selection)的帕金森(Robert Parkinson)所说:“对于年轻职员来说,北京的生活成本已经到了疯狂的地步。” 奥睿律师事务所的反垄断法专家洛基尔(Ms Lockyer)女士认为,当局会利用反垄断法作出更多行动,她说:“之前,《反垄断法》都是关于合并法和合并申请的,但是,去年开始就有迹象表明还有别的事情会发生。特别是发改委增加了人力,这是它要开始摩拳擦掌的信号。” 新三才记者李莲编译报道