Nannette Ripmeester著

この問題では私は中国の成長が著しい市場にヨーロッパのボーダーを越えて賭けている。 しかし新市場の操作を始めることは容易ではない。新しい位置にあなた自身の人々を動かすまたは局部的に雇い始めるか。 そして局部的に雇えば、いかに最もよい候補者を引き付け、これらの新しい新兵は何を期待するか。

キャンパスの募集

ケビンNGのDeloitteの北京のオフィスのパートナーは、卒業生のDeloitteターゲットのタイプについて明確である。 「私達は質の卒業生の保証されるべき中国の最初層大学だけに近づくと」彼は言う。 「私達はキャンパスの私達が」。捜している卒業生の私達の会社そして属性をもたらすために募集を行なう

大学ランキングは中国で非常に重要、サラリーの予想と直接関連している。 上大学からの卒業生は大学院の市場の残りと比較して大いにより高いサラリーに命じることができる。 2003で行なわれた上海の労働および社会保障局による調査は上海のほとんどの新しい大学卒業生がその間1,500元Renminbi (abrの月例サラリーを得ることを示した。 元)および2,500元-都市の平均は1,100元である。

」関連した`の技術的な能力より少なく

但し、卒業生の1%だけ上のサラリーを得-残り大いに4のそして6倍の間で命じる。 サラリー間に大きな相違があり、より少なく著名な大学からの卒業生がより低い支払を期待するのに、Deloitteは上学生だけを目標とする。 “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.