ب [ننّتّ] [ريبميستر]

في هذا إصدار يجازف أنا إلى ما بعد حافات أوروبيّة إلى الصين, سوق سريع النموّ. غير أنّ ليس يبدأ عمليات في [نو مركت] يتيح. يريد أنت ستتحرّك ك خاصّة الناس إلى الموقعة جديدة أو أنت يبدأ يوظّف محلّيّا? وإن أنت توظّف محلّيّا, كيف أنت تجذب المرشحات جيّدة وماذا هذا مجندات جديدة يتوقّعون?

حرم جامعيّ تجنيد

[كفين] [نغ], شريكة في بيجين مكتب [دلويتّ], واضحة حول النوع من متخرجات [دلويتّ] أهداف. "سيقارب نحن فقط ال [فيرست-تير] جامعات في الصين أن يكون أكّدت من نوعية متخرجات," هو يقول. "يوصل نحن حرم جامعيّ تجنيد أن يقدّم شركتنا والشعارات المتخرجات نحن يكون نفتّش."

جامعة [رنكينغ] جدّا مهمّة في الصين ومباشرة ارتبطت إلى راتب توقعات. متخرجات من الجامعات علويّة يستطيع أمرت كثير رواتب [هيغر] [إين كمبريسن تو] الإستراحة من السوق متخرّجة. يكسب فحص بشنغهاي عمّاليّة و [سسل سكريتي] مكتب يوصل في 2003 يبدى كثير طازجة جامعة متخرجات في شنغهاي راتب شهريّة من فيما بين 1,500 [يون] [رنمينبي] ([أبر]. [يون]) و2,500 [يون] - المدينة معدل 1,100 [يون].

`[كمبتنسي] فنّيّة أقلّ موافقة'

مهما, يكسب فقط واحدة نسبة مئويّة المتخرجات رواتب علويّة - يأمر بين أربعة وستّة أوقات مثل كثير بما أنّ الإستراحة. [إفن ثوو] هناك يكون [ويد ديفّرنس] بين رواتب, ومتخرجات من جامعات معتبرة أقلّ يتوقّعون راتب [لوور], يستهدف [دلويتّ] فقط طالبات علويّة. “We make use of various methods such as written tests, group discussion and one-to-one interviews to assess the quality of the graduates. For us technical competence is less important, we focus on their personality,” said Ng.

‘Explain the process’

ICI has taken a slightly different approach. “We have initially focussed our attention on Chinese nationals studying in Europe. Only now we are going to market oncampus in China as well,” says Esther Penketh, who is a member of the international recruitment team at ICI, based in the UK.“Our first experiences in China have made us realise that it works best if we give prospective candidates more information upfront on how to approach the selection process,” says Penketh. “We tell them what we are looking for with regard to the on-line application, the telephone interview and the competencies we seek. Being very clear about the package on offer is also essential.”

Market Intelligence

Ng agrees how crucial it is to invest time and energy before starting to recruit in China:“Market intelligence is essential, be patient and diligent in hiring the right candidate — it can be quite painful to dismiss a person in China!”

Recruiting in China – How to make it work

The application letter
For Chinese graduates an application letter, or cover letter, is not customary. They are more used to application forms.

The Curriculum Vitae
The Chinese do not use the term CV, but resume. Usually this document lists their education and experience in a very detailed manner. In China it is not unusual to see a resume of more than two pages. The resume is usually typed, but hand-written documents are still surprisingly common. Chinese resumes are usually set in a reverse-chronological order, listing the most recent first. Education plays a prominent role and references are not normally included.

The job interview
The Chinese are very modest people, and do not like to show off, or over-impress others. Be aware that it might not be easy to get through to a Chinese candidate at a certain level as they are educated to behave in a self-effacing manner.
  

Nannette Ripmeester, the author of ‘Looking for work in China’ (ISBN 90-5896-052-8), a guide which looks at how cultural differences affect the recruitment process in China as well as examining the differences in management culture. Ripmeester is managing director and founder of Expertise in Labour Mobility (ELM), a knowledge broker on issues related to mobility on the international labour market. ELM has recently helped many companies, among them ICI, to get to grips with the recruitment market in China.