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. 建設人才的管道是不容易在中國和您將需要的所有幫助，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.這些誰才能真正了解您，或您知道通過第三方授予您更高水平的信心，信譽和忠誠度。 According to Dr. Robert Cialdini in his amazing book; Influence: The Psychology of Persuasion, this is social proof in action.據羅伯特博士cialdini在他的驚人的圖書;的影響：心理勸導，這是社會證明，在行動上。

This is precisely why the proper care of candidates is so important to your recruiting efforts.這正是為什麼妥善照顧的候選人是如此的重要您招聘的努力。 China is currently a high-volume type of place.中國目前是高容量類型的地方。 Many of the recruiting systems in place here are based on the more-is-more philosophy.很多的招聘系統，在這裡的基礎上，更是更多的哲學。 If you are not finding the candidates you need, get more!如果您沒有找到您需要的候選人，獲得更多！ 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.問題的這種做法是，它往往是實施不惜犧牲質量和在候選人短期市場像這樣每名候選人計數。

Proper candidate care will give your recruiting a strategic advantage and save you money.適當的候選人照顧將給您的招聘戰略優勢和您節省金錢。

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.的基礎上，眾所周知，凱文培根理論的分離我們知道，我們都是6接觸，遠離任何人，我們可能需要達成共識。 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.雖然我這裡不是為了證明或反駁這一理論（即必須真實，因為我googled它放在interweb ） ，我在這裡要告訴大家，如果您提高水平的候選人照顧你將不可避免地增加您的市場聲譽。

How do I know?我怎麼知道？

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，因為每次會議後，一至我們的客戶和我們的一位候選人，有時甚至是別人的客戶，我們匯報，我們的候選人在他們的會議，誰見了他們，他們討論了什麼，如何準備面試人，質量把人民的，他們會見了多久，他們等待，誰迎接他們，什麼樣的材料，他們分別介紹了，等我們有大約15個問題，我們通過獲得的思想，如何去和會議的同時，我們正在討論這是我們無可避免地找出該候選人如何處理。 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.結果是可以預見的人誰已採訪了在過去幾年中：如果候選人被視為hireable他/她往往被善待，如果他/她並沒有使一級事情並非總是那麼愉快。 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.由於公司通常採訪時，至少3倍，由於很多人，因為他們聘請這是很少數人的出走，與一的意見，僱用的公司，下跌後，他們的會議。

This is a mistake of very large proportions and it is costing you money.這是一個錯誤非常大的比例，這是成本你錢。 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.如果你是候選人的拒絕是不離開一個微笑，對他們面對一個更美好的印象，您的公司比他們之前，他們會見了您將您的成本在長遠來說。

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.口碑相傳，負面的口碑相傳，是強大的和我經常發言，與候選人誰，形成了一個壞的輿論是一間公司的基礎上的話的朋友。 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.問題是，候選人您正在尋找，支付我尋找，廣告，並無法找到，往往是兄弟/朋友/表妹/姊妹/同班同學的候選人，你扭頭。

Job candidates can become your spokespeople in the market because they have been exposed to your company in a very intimate way.就業候選人可以成為您的代言人在市場上，因為他們已接觸到貴公司在一個非常親密的方式。 They have met your managers, toured your office, taken your assessment test.他們會見了您的經理，參觀了您的辦公室，採取您的評估測試。 Your unsuccessful candidates, when treated well, can also become a valuable source of referrals.您的不成功的候選人，當良好的待遇，也可以成為一個寶貴的轉介來源。

Free for the asking.免費為要求。

If you are interested to find out how your candidates feel about your interview process all you have to do is ask.如果您有興趣了解如何您的候選人覺得您的採訪過程中，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.這應該是一個簡單的事，執行一個簡單的後採訪調查，可以通過電子郵件發送給落選的候選人（隨你的電子報與其他的職位空缺，可以通過給朋友） ，或有招聘prepped認為，對他們的採訪跟進他們。

Too much trouble?太多的麻煩呢？

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.如果這一切似乎是太多的麻煩，我會鼓勵你看看所花費的時間您填寫您的職位，數額，你付出的，在招聘費用，方式和您的競爭是治療他們的候選人。

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.我認為，大部分的公司招聘在中國不採取不夠好，照顧他們的候選人，以確保他們離開具有較高的讚賞，該公司超過當他們抵達我知道這是他們金錢成本。 This is a candidate driven market and it is imperative to move your recruiting strategy to a model of attraction rather than selection.這是一個候選人驅動市場，這是必須提出你的招聘策略，以模型的吸引力，而非選擇。

Brian Fenerty is the General Manager of AdMark China; he has experience recruiting in candidate-short markets in Asia, North, and South America. 布賴恩fenerty是總經理admark中國，他的經驗，在招聘的候選人-短期市場在亞洲，北，南美洲。 Brian can be reached at 布蘭可達成 brian@admarkasia.com brian@admarkasia.com . 。 For more insights specific to recruiting techniques in the China talent market please visit his 為更深入了解具體的招聘技術在中國的人才市場，請訪問他 ERE blog 東鐵支線總監博客 - or visit Brian on -或訪問布賴恩對 LinkedIn LinkedIn的 . 。