Tag Archives: Robert Parkinson

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”

Dos and Don’ts When Joining a New Company


Along with the arrival of the New Year, many of us may also be planning to continue our career development in a different company. We tend to spend lots of time and energy looking for a new job, but barely pay attention to what to do after joining the company. Today, CEO of RMG Selection, Robert Parkinson is going to share some dos and don’ts when joining a new company.

1.What are the most crucial things people should do after joining a company?

2.What should you pay special attention to on the first day?

3.Are there things the new employee must not do?

4.Do you have any experiences you would like to share that would help our listeners overcome their first-day jitters?

Read more ...

Sensible exit management gives edge over rivals


As a provider of human resources consulting services, I have been helping solve related issuesfor thousands of HR professionals and employers in the past 15 years.

Unexpectedly, the most nerve-wracking issue is neither about recruitment nor managingemployees’ productivity which we often mention. It is about how to have a professional employeeexit management to maximize the benefit a company could get from its former employees andminimize the potential damage they might cause.

The importance of employee exit management has often been ignored by many enterprises asthey mistakenly take the completion of its employee’s termination procedure as the end point oftheir relationship.

In fact, your employees’ leaving does not mean they could not have any more influence on yourcompany; the potential effects they could cause to you are enormous, in terms of cost saving,company brand building, profit recreating, etc.

Many employers withhold documents, charge penalties, block work-related information, revokesocial insurance, and so on, all to set numerous barriers to an employee’s exit process, designedto either retain or retaliate against the exiting employee.

Yet, sharp-sighted employers, by comparison, would always choose to make their employee exitprocess as humane as possible since they are able to foresee the negative impact an angryemployee could have on other staff internally as well as the damage it might do to a company’sreputation externally.

An example could be the damage caused to Asus by WeiqiXie’s resignation, when he sent an e-mail to the entire manufacturing department and disclosed the nonfeasance of Asus’s high-levelpersonnel that dramatically ruined Asus’s brand image.

Being defensive about employee’s separation application does no good to your company asemployee turnover is inevitable. The smart choice to make would be setting a sincere exitinterview to dig out the weaknesses of your company and make sure that you treat your leavingemployees in the normal way, until their offboarding procedure finishes.

Having a humane leaving procedure is only the first stage of employee exit management.Keeping an intimate relationship with former employees after their departure is even morecrucial.

McKinsey & Company is famous for its well-known “McKinsey Alumni”, which is a rosterrecording the details of all employees who had left.

Another example is Bain & Company’s exit staff management story. Bain & Co not only has adatabase recording the information of over 2000 former employees but a supervisor in the HRdepartment to track its old employees’ career development and update the databaseaccordingly.

Last but not least, whether your company has a friendly rehiring policy and an open mind to bringpeople back-that is another indicator of your performance on employee exit management.

According to research into the Fortune 500 companies, those who are re-employed are 40-50percent more efficient at work compared with their first-time-hired peers. The Fortune 500companies are able to save $12 million in annual costs on average by bringing formeremployees back.

To read the original article, please click: http://www.chinadaily.com.cn/business/2015-12/14/content_22707046.htm 

Asking for Time off from Work


Inevitably, we all experienced the times when we had to ask for a time off at work for whatever reasons. Yet asking boss for a time off has been regarded as the most nerve-wracking issue by a lot of us. In this episode of Career Builder, Robert Parkinson, CEO of RMG Selection is going to share some of his thoughts and experience from an employer and HR specialist’s perspective.

  1. What is the best and efficient way to ask for a time off from work?
  • Give your employer or supervisor a notification as early as you can. It helps them to have an idea of what to be expected as well as the time to make appropriate adjustments.
  • It is never a good time to take a time off, but you still have to take it. Make sure you have gotten the jobs done properly and arranged your work in advance before bringing your request. Gets your result there and then ask the question.
  1. What must we avoid when we are asking for a time off?
  • Ill fake is never an ideal way to ask for time off. It will damage your personal credibility at once if your employer indentifies it. And pretend sickness to ask for annual leave might even jeopardize your job security – 16% of the employers have told that they have fired the malingering staffs after found out their faked illness in an online American survey which 5000 respondents participated.
  • Do not state your application for annual leave as a done deal. The way you express your request also matters a lot. It is rather a immature way to do it.
  1. What are the potential influences asking time off might have in one’s career?
  • Your manner towards the job counts. People would make observations and judgment of what kind of employee you are based on how you apply your time offs. Although it is employees’ entitlements to have their time offs. The ones who give priority to his or her working progress are still often preferred.
  1. What other suggestions would you give from an employer’s perspective regarding to this topic?
  • Good bosses should also encourage the high performers to take some time off. There is nothing wrong about having a rest to sharpen the sward.
  • Good will is earned with any company. As a new comer who just joined for 6 months you need to earn it before wanting to get your payback (annual leave for instance).
  • The No.1 element people want to find out about is their companies not only just care about money or numbers but also truly value the wellbeing of their employees.
Listen to the original radio, please click here: http://english.cri.cn/7146/2015/10/28/3262s901617.htm   

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