By Brian Fenerty由Brian fenerty

Building a talent pipeline is not easy in China and you will need all the help you can get. 建设人才的管道是不容易在中国和您将需要的一切帮助，您可以得到的。

Those who get to know you or to know about you through a third party grant you a higher level of confidence, credibility and loyalty.这些谁才能真正了解您，或您知道通过第三方授予您更高水平的信心，信誉和忠诚度。 According to Dr. Robert Cialdini in his amazing book; Influence: The Psychology of Persuasion, this is social proof in action.据罗伯特博士cialdini在他的惊人的图书;的影响：心理劝导，这是社会证明，在行动上。

This is precisely why the proper care of candidates is so important to your recruiting efforts.这正是为什么妥善照顾的候选人是如此的重要您招聘的努力。 China is currently a high-volume type of place.中国目前是高容量类型的地方。 Many of the recruiting systems in place here are based on the more-is-more philosophy.很多的招聘系统，在这里的基础上，更是更多的哲学。 If you are not finding the candidates you need, get more!如果您没有找到您需要的候选人，获得更多！ The problem with this approach is that it is often implemented at the expense of quality and in a candidate short market like this every candidate counts.问题的这种做法是，它往往是实施不惜牺牲质量和在候选人短期市场像这样每名候选人计数。

Proper candidate care will give your recruiting a strategic advantage and save you money.适当的候选人照顾将给您的招聘战略优势和您节省金钱。

Based on the well known Kevin Bacon theory of separation we know that we are all 6 contacts away from anyone we may need to reach.的基础上，众所周知，凯文培根理论的分离我们知道，我们都是6接触，远离任何人，我们可能需要达成共识。 While I am not here to prove or disprove this theory (which must be true because I googled it on the interweb),  I am here to tell you that if you increase your level of candidate care you will inevitably increase your market reputation.虽然我这里不是为了证明或反驳这一理论（即必须真实，因为我googled它放在interweb ） ，我在这里要告诉大家，如果您提高水平的候选人照顾你将不可避免地增加您的市场声誉。

How do I know?我怎么知道？

I know because after every meeting between one of our clients and one of our candidates, and sometimes even someone else’s client, we debrief our candidates on their meetings, who they met, what they discussed, how prepared the interviewers were, the quality of the people they met, how long they waited, who greeted them, what kind of material they were presented with, etc. We have about 15 questions we go through to get an idea of how the meeting went and while we are discussing this we inevitably find out how the candidate was treated.我知道，因为每次会议后，一至我们的客户和我们的一位候选人，有时甚至是别人的客户，我们汇报，我们的候选人在他们的会议，谁见了他们，他们讨论了什么，如何准备面试人，质量把人民的，他们会见了多久，他们等待，谁迎接他们，什么样的材料，他们分别介绍了，等我们有大约15个问题，我们通过获得的思想，如何去和会议的同时，我们正在讨论这是我们无可避免地找出该候选人如何处理。 The results are predictable to anyone who has been interviewed in the last few years: if the candidate was deemed hireable s/he was often treated well, if s/he did not make the grade things were not always so pleasant.结果是可以预见的人谁已采访了在过去几年中：如果候选人被视为hireable他/她往往被善待，如果他/她并没有使一级事情并非总是那么愉快。 Since companies usually interview, at least, three times as many people as they hire that is quite a few people walking away with an opinion of the hiring company that decreased upon meeting them.由于公司通常采访时，至少3倍，由于很多人，因为他们聘请这是很少数人的出走，与一的意见，雇用的公司，下跌后，他们的会议。

This is a mistake of very large proportions and it is costing you money.这是一个错误非常大的比例，这是成本你钱。 If the candidates you are turning away are not leaving with a smile on their face and a better impression of your company than they had before they met you it will cost you in the long run.如果你是候选人的拒绝是不离开一个微笑，对他们面对一个更美好的印象，您的公司比他们之前，他们会见了您将您的成本在长远来说。

Word of mouth, negative word of mouth, is powerful and I have often spoken with candidates who have formed a bad opinion of a company based on the words of a friend.口碑相传，负面的口碑相传，是强大的和我经常发言，与候选人谁，形成了一个坏的舆论是一间公司的基础上的话的朋友。 The point is that the candidate you are looking for, paying me to look for, advertising for, and can’t find, is often the brother/friend/cousin/sister/classmate of the candidate you turned away.问题是，候选人您正在寻找，支付我寻找，广告，并无法找到，往往是兄弟/朋友/表妹/姊妹/同班同学的候选人，你扭头。

Job candidates can become your spokespeople in the market because they have been exposed to your company in a very intimate way.就业候选人可以成为您的代言人在市场上，因为他们已接触到贵公司在一个非常亲密的方式。 They have met your managers, toured your office, taken your assessment test.他们会见了您的经理，参观了您的办公室，采取您的评估测试。 Your unsuccessful candidates, when treated well, can also become a valuable source of referrals.您的不成功的候选人，当良好的待遇，也可以成为一个宝贵的转介来源。

Free for the asking.免费为要求。

If you are interested to find out how your candidates feel about your interview process all you have to do is ask.如果您有兴趣了解如何您的候选人觉得您的采访过程中，所有您需要做的就是要求。 It should be a simple matter to implement a simple post-interview survey that can be emailed to unsuccessful candidates (along with your newsletter with other job openings that can be passed to friends) or have the recruiter that prepped them for their interview follow up with them.这应该是一个简单的事，执行一个简单的后采访调查，可以通过电子邮件发送给落选的候选人（随你的电子报与其他的职位空缺，可以通过给朋友） ，或有招聘prepped认为，对他们的采访跟进他们。

Too much trouble?太多的麻烦呢？

If this all seems to be too much trouble I would encourage you to look at the time it takes you to fill your jobs, the amount you are paying in recruiting fees, and the way your competition is treating their candidates.如果这一切似乎是太多的麻烦，我会鼓励你看看所花费的时间您填写您的职位，数额，你付出的，在招聘费用，方式和您的竞争是治疗他们的候选人。

In my opinion, most companies recruiting in China do not take good enough care of their candidates to ensure that they leave with a higher appreciation of the company than when they arrived and I know it is costing them money.我认为，大部分的公司招聘在中国不采取不够好，照顾他们的候选人，以确保他们离开具有较高的赞赏，该公司超过当他们抵达我知道这是他们金钱成本。 This is a candidate driven market and it is imperative to move your recruiting strategy to a model of attraction rather than selection.这是一个候选人驱动市场，这是必须提出你的招聘策略，以模型的吸引力，而非选择。

Brian Fenerty is the General Manager of AdMark China; he has experience recruiting in candidate-short markets in Asia, North, and South America. 布赖恩fenerty是总经理admark中国，他的经验，在招聘的候选人-短期市场在亚洲，北，南美洲。 Brian can be reached at 布兰可达成 brian@admarkasia.com brian@admarkasia.com . 。 For more insights specific to recruiting techniques in the China talent market please visit his 为更深入了解具体的招聘技术在中国的人才市场，请访问他 ERE blog 东铁支线总监博客 - or visit Brian on -或访问布赖恩对 LinkedIn LinkedIn的 . 。