Recruiting in China

We all know there is plenty of information in the international and local press about how the economy and therefore the jobs market is slowing down. 2012 saw the lowest rate of GDP for some time and of course this will concern people. What we need to remember that a GDP of well over seven per cent is huge, and that over Q4 GDP rose again, so all of the signs are positive that growth will continue. Foreign direct investment in China is also expected to remain steady. As recruiters we are in a unique position to be in regular contact with the hiring departments within multinational and local business as well as being in contact with the local talent pool and this piece is based around the feedback from both sides.

China is a completely candidate driven market still and this will continue in 2013. What seems to be different is the company and candidate will value each other differently based on the previous few years in China, and this is where problems can occur. Candidates at the moment have lots of questions that need to be addressed before we get to the employers side of 2013. The Chinese workforce is still active in the employment market and is still one of the most active candidate markets in the world. By active I mean that the majority of employees out there will be interested in speaking to companies about their opportunities and are approaching companies and recruitment consultancies directly to see what is available for someone with their skillset and experience. The average recruiter in China will receive well over 100 applications a day from candidates directly or through mediums such as Zhaopin.com. Candidates are looking for exciting new challenges at all times and this will have a huge affect on the 2013 job market, as it has done towards the end of 2012.

Over the last six months there have been two main candidate observations during their interviews with companies. First of all, companies are taking longer in hiring decisions and secondly, companies are not offering the salary increases that are expected. There are other observations but these two are most prevalent and a lot of candidates say the same. Both of the above mentioned points are true, companies are taking longer to make decisions and companies aren’t offering the same salary increases as before as will be address later in the article. The fact that a lot of candidates are experiencing this adds to the impression that there is some looming financial crisis in China and that everyone should be panicking about their job security. Job seekers talk to each other regularly, candidates that are being headhunted let their friends know that they have been approached for a great new job, it is human nature. As these interview processes talk longer or the packages aren’t what candidates expect this information doesn’t just stay with them, it spreads around their circles, and then their friend’s circles like a virus. A virus spreading the self fulfilling prophecy of a crash in the jobs market in China which simply isn’t true. There will be changes in 2013 but change is good providing companies and candidates are well educated about the change.

Our job is to speak with hiring managers and HR professionals every day and the good news is that the vast majority of companies that actively engage with recruitment companies are expecting headcount growth in 2013. These companies range from multiple industry sectors, from Automotive to Luxury goods, from technical IT to Banking, from Retail to Construction. Certainly some of these industries are expecting lower growth than others, the construction industry is going to be relatively slow whereas the retail market, especially middle to high end luxury retail, is going to boom, but the common theme here is that all will be hiring, increasing headcount, and they all expect to have significant replacement recruitment to do as their employees move on to pastures new. As you can see it’s so far so positive for the job market, however there are snags. The points that candidates raised are valid, decisions take longer and the same increased salaries aren’t being offered and it is going to take some time with the two groups to come to agreement with that. Over the past few years the market has boomed in China, jobs outnumbered skilled employees and as candidates were originally underpaid their new companies were happy to give 30-50 per cent salary increases in order for a talented individual to move to them. The problem with that was that this war for talented individuals meant that professionals were moving again 9-12 months later for another 30-50 per cent increase and the cycle repeated itself again and again. It is not uncommon to see a CV with six different companies in an eight year career, the problem for candidates is that this is no longer acceptable to a rising number of companies.

When the boom in China took place, MNCs didn’t seem to care so much about backgrounds, providing someone could do the job required they would be hired and companies paid what was needed. Now that salaries are at an all time high in the Tier 1 cities and there is a very slight pinch in growth in China, MNCs and local companies alike are looking for their growth to come from increased performance from their people, in order for companies to get this increase they need to have time to train and develop them and this is where the two candidate points come into play. As we all know the standard job cycle globally runs in three stages, Year One – Learn your job, Year Two – Get good at your job and Year Three – Get bored.

The problem in China is that employees have been completing year one, then moving on to start the cycle again. As an employer you don’t really get much return on the investment of hiring until after year 1 has passed and it’s something that can no longer be tolerated. The reason why interview processes and hiring decisions are taking longer is because employers want to be sure that this candidate is right for their business, the candidate will stay and develop, and eventually add value to the organisation. Companies will intentionally delay interview procedures because they want to see that a candidate is truly interested in the role and the company, not the paycheck. This reasoning is true for the lower salary increases. Increases are still good compared on a global scale, an average of 17 per cent salary increase when moving job is fantastic, but nowhere near the same amount it was one year ago.

Companies will pay for the right people, and some large increases are still being offered, but not to candidates that have moved three times in the last four years as there is a huge risk in hiring someone that is likely to leave in nine months. The disruption to the team and the monetary cost of a bad hire is potentially devastating. Another point to mention here, though slightly off topic is Year Two. This is the stage that most job seekers in China have not been completing over the last few years, this means that a staggering number of candidates have the title of manager, or director, or senior partner etc without actually completing the required tasks to be proficient at the job. Extra rounds of interviews are being brought into a standard process in order to check this ability on a hands on level rather than theoretical and things like assessment centres are now becoming common place.

Moving to a linked topic to this, if, as an employer, you are offering less than the job market expects and are taking longer than normal to make your hires how do you attract people? The answer is in training and development. 51 per cent of candidates are more interested in in-house development than salary because of the experience over the last few years where this hasn’t been evident. Over the last six months the increase in demand for training and development specialist from HR departments has been huge across China and large amounts of vacancies at Manager or Director level insist on having someone who has experience in training and developing subordinates, some companies will actively get references from previous subordinates before extending an offer to a candidate.

In summary, 2013 will still be a great year for the job market, but job seekers and employers need to understand the market is changing and it wont be going back to the way it was which is not a bad thing.