Hands-on hires are valuable in a land where people like having private offices. Hands-on is not the norm. Too many people seek management jobs as then they can sit at their desk and send people out as needed. I think we all know that managers that like to sit behind their desk are not as […]
Continue Reading →Are you sourcing Chinese management? It is both easier and much, much harder than you think. Putting up an ad can get you candidates, but we all know that these candidates are desperate and sending their resumes everywhere. We, in 12 years of full time recruiting, have only placed one that applied on our ad. […]
Continue Reading →Management Training in China is an important topic that needs more thinking and perhaps more money. Let’s talk about who to train and then four basic paths. Companies do training to improve the behavior and even attitude of their management. Problem is companies often do not know enough to enter in. Each training attendee has […]
Continue Reading →Seems we should talk through why to NOT hire a candidate. The usual points are the candidate has a weak or unmatched resume. Also, a usual is the candidate did not interview well. Some uncommon reasons are: he dressed poorly, or did not listen enough. We would like to name some more. We prove candidates […]
Continue Reading →Hiring managers usually have an idea what they need in the China market. What is available at what price is a lot fuzzier. We see it as our job to clear away the fuzz. We try to do that very early in the process. Once you put recruiting need and available talent together, the project […]
Continue Reading →China employment reference checks are a great idea. but rarely useful in practice. Let’s dig inside here and see what is up. In my previous experience, reference checks are like kicking the tires before you buy a car. If you kick the tires, you may feel better but you are far from knowing if this […]
Continue Reading →Have you ever thought about Transparent China Recruiting? I have been thinking about it since 1997. You actually need two transparent groups. First, you need recruiters to be transparent. Then you need candidates to be transparent. If you have that, then recruiting is quite straight forward. I did that everywhere for many years here. Finally, […]
Continue Reading →Adam Grant is a management guru from Wharton. He hit the nail on the head when he said the most prominent person sees the least. I say that goes double for China. Many Chinese people will not tell anything sensitive to Westerners bosses at all. Most Chinese managers are talented manipulators with Western bosses. Surely, […]
Continue Reading →Have a good China team with its nose to the ground noting developments in China? Great. Let’s think more as China for China has risks. It is, however, worth mentioning that doubling down on China-for-China strategy comes with its own set of challenges. A very local team with limited expats potentially poses challenges from a […]
Continue Reading →Messy advice from authoritative organizations makes it hard to hire right. Today, I want to comment on a famous article from the New Tork Times called How to Hire Right. As usual, if anyone actually follows the smart sounding advice, they will be wondering why it did not work. There is very little here that […]
Continue Reading →Recruiting Talent With Character
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