Never underestimate the importance of

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Best Practice Recruiting In China Onrec
Conference - Chicago Sept 12th, 2006

• Never underestimate the importance of
• local knowledge

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About MrTed

• Founded in London in 1999 by professional
  recruiters.
• Europes leading global provider of Talent
  Management Solutions
• Pioneered the e-staffing concepts and technology
  5 years ago and continue to drive industry and
  technology forward
• 150 customers representing 50,000 corporate users
  across 100 countries.
• Global service delivery 100 staff across 15
  offices worldwide.
• Deployed first Talent Acquisition solution in
  China in 2001.

Global Provider
 MrTedTalentLinkTM promotes consistency,
efficiency and transparency in recruiting and
internal mobility, thus creating a worldwide
interactive talent network with hundreds of
recruiters and thousands of hiring managers Dr
Hans Hoeller, VP Corporate Recruiting, Siemens AG
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Chinese Paradox
Talent Shortage
among the plenty
Our company's growth strategy is directly
linked to our ability to hire and retain the
right people." John Carr, president BAX Global
Supply Chain
It is more likely for me to win a lottery than
to get a satisfactory job." Du Xin, 23-year-old
University Graduate
?

• 4 Million Graduates are coming out of Chinese
  universities in 2006 and they have a hard time
  finding a job

• War for Talent is fierce in China
• 70 companies report problems to recruit
• Salaries are growing fast
• Staff Turnover averages 13
• Agency market booming

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A Chinese Resourcing Scorecard

• And with 1bn of Foreign Direct Investment
  entering China every week,
• things just arent going to get better

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In an Ideal World

•  Total Resourcing Efficiency (TRE) is the full
• alignment of workforce acquisition capabilities
• with the strategic needs of the business

In China, its the ability to gain exclusive
access to the very best candidate, on-demand
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5 steps to Total Resourcing Efficiency

• Gain Control
• Streamline Delivery
• Source Smart
• Hire Right
• Train to Retain

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1. Gain Control

• Bring Transparency and Consistency in the
  recruitment process
• Put every job and every talent from any channel
  in one single (flexible) technology platform
• Gain access to meaningful, real-time Management
  Information

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2. Streamline Delivery

• Make sure to have professional recruiters on
  board.
• Centralize resourcing in nation-wide shared
  service centre
• Enable world-class end-to-end processes, from
  authorization through to on-boarding
• Automate level-1 admin tasks (ex. screening,
  response management)
• Deploy Manager-centric service supported by self
  service capabilities and clearly defined SLAs

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3. Source Smart

• Deploy a Chinese language career website
• Invest heavily in Brand Building, driving traffic
  to website
• Invest in Campus Recruiting / Marketing
• Initiate the systematic sharing of good
  candidates in Talent Pools
• Ensure quality candidate experience throughout
  the process
• Implement a local referral program
• Source Internationally (Chinese born, western
  educated)

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4. Hire Right

• Revisit requirements What is really important
  for the job in China and what was copied over
  from that original job desc.
• Each hire is an investment Assess personality
  and potential as much as or more than actual
  skills
• Be quick, top talents dont stay on the market
  for long

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5. Train to retain

• Chinese want to learn and tend to learn fast.
  Training is the key to loyalty in China
• Salary levels are growing fast without much
  consistency. Pay raise will not prevent attrition
• Clear Career development path are critical.
  Probably worth running them more frequently and
  with deeper penetration than in other countries
• International Management Development programs
  Take on more Chinese nationals that you
  theoretically should
• Chinese Job Market is very dynamic. Make sure it
  is as easy for one of your employee to find a job
  internally than it is to find one with your
  competitors.

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Thank You Questions ?