Trustworthy Talent in China

trustworthy talent

To make your business fly, have trustworthy talent

Trustworthy Talent® is our company’s total focus.  We have even trademarked it as we guess it will continue to get hotter for us and the broader community.     We have not seen anyone using this phrase except an IT compliance leader. He knows no compliance plan can work without hiring Trustworthy Talent in the first place.  We are very impressed with how well he stated the case. Look at this piece I paste here and whole blog here.

Although background screening has been perceived as somewhat of a formality in the hiring process, businesses should be looking for factors well beyond a candidate’s most recent work experience. From a purely financial perspective, CFOs will tell you that it is much more expensive to acquire talent than it is to retain it. As such, HR managers will want to know that the resources committed are actually cultivating a productive new employee. Conversely, there’s no telling how much money they might spend in the long run covering up the mistakes and dealing with the fallout of a new hire that turns out to be a functional—and possibly legal—liability.

Trustworthy Talent® is a Great Investment

We could not agree more, and our customers enjoy a different world because of us. We implement this idea in the Chinese context every day. It works, and we have many customers who could not be more convinced.

I am sometimes stunned by how my American Compatriots think about getting people of talent who are trustworthy. One said,  “Integrity is a given and everything is built on top of that.”

What he meant is it is assumed. He did nothing to assure it in Topeka, and he does nothing in China where the term shanghaied came from.  I am quite sure he still does not know how his leaders bought that Porsche on the money he paid.

I documented one guy who led a US firm in China for 7 years with the firm support of the Americans. He pocketed supplier money every day and hired weak people to preserve his spot and every day kissed up to the key Americans.  Oh, he also avoided hiring people with better English than him.

Many more subtle things happen.  Profits are deeply impacted, and the Western businesses think that is just China.  The more obvious cost is the clearly bad hire that you let go 6 months later and the bad hire that quits 6 months later. Those are obvious. The more subtle are much more expensive.

So we continue to grow under the banner Trustworthy Talent® knowing all the facts to create a better future for Western Companies in China.

Thoughts?

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Posted in: China, China Recruitment - Getting Good People

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