Recruiting in China

You make six figures, you have the office in the corner, and you¡¯re used to calling the shots. You¡¯re a high-level exec, and you have been for a while. You¡¯ve got a great understanding of your industry and business as a whole, and you do a fine job of motivating those you work with. You¡¯re education is enviable and so is your experience. So why are you totally confused when it comes to the job search?

Of all of the groups of employees out there, many believe that executives are the most misguided when it comes to conducting an effective job search:

¡°It¡¯s surprising how many executives I work with think all they have to do is float their resume to a couple of headhunters, then wait for interviews and offers to flood in.

After all, they have a great track record¡­ industry expertise¡­ name-brand employment¡­ stair-step career progression¡­ maybe an Ivy League education. What more could any recruiter (or employer) want?¡± (From Executive Career Management)

The author goes on to highlight all of the different steps executives need to take to get hired including networking, targeted searches, quiet search strategies, and more. They¡¯re all important, and they ensure that executives won¡¯t have their resumes fall into the abyss as so many resumes do.
Now, recent studies have shown that executives, like many others, would prefer to and expect to use an online job board to find their next job:

¡°They recently asked the visitors to the WEDDLE¡¯s Web site to tell where they expect to find their next job. A total of 1,270 people participated in the survey. Here¡¯s how they think they¡¯ll be successful in future job search campaigns:

57.6% Responding to an ad posted on an Internet job board
16.8% Networking at business and social events¡­
Since it is accepted wisdom that most executive level jobs are found via some form of networking, this points to a major disconnect in the minds of employment seekers and the real world.¡± (From Executive Resumes)

So, executives expect to find their jobs online, but right now that¡¯s not the best way to go for them. Well, we say let¡¯s make it the best way to go. Networking will always play a large role in the job search, but if executives can¡¯t find what they¡¯re looking for online, maybe it¡¯s the searches and not the executives that are expereincing the disconnect. The fact that you¡¯re looking for a higher salary than many others or that you¡¯re in search of a top-level position shouldn¡¯t keep you from finding the right job match online.

An online search that facilitates communication and information exchange; one that allows executives to do more than just ¡°float their resume to a couple of headhunters,¡± and one that attracts top companies and top talent will allow executives to use the online job search as a primary tool in finding their next position.

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What is the worst outfit ever worn to a job interview? For a career services director at the University of Chicago, it was the applicant who sported a Madras tie as a belt and a patterned cotton hat. Other contenders, according to a CareerBuilder.com survey of hiring managers, include candidates with dirty fingernails, micro-miniskirts, t-shirts with offensive slogans and even bare feet!

No one needs 'Queer Eye's' Carson Kressley to tell them that wearing shoes to an interview is a good idea, but could you be guilty of one of these top 20 fashion faux pas?

1. Carrying a backpack or fannypack instead of a briefcase or portfolio: Some image consultants suggest women ditch their purse, too!

2. Sunglasses on top of your head or headphones around your neck: Be sure to remove all your "transit gear" and tuck it in your briefcase before entering the lobby.

3. Too-short skirts: Forget what some of those gals on 'The Apprentice' are wearing. Your skirt should cover your thighs when you are seated.

4. The wrong tie: Ties should be made of silk, no less than three and a quarter inches wide with a conservative pattern. Image consultants say the best colors are red or burgundy.

5. Overly bright or large-patterned clothing: With the possible exception of creative fields like advertising or computer programming, it's best to stick with navy, black or gray.

6. Heavy makeup on women (or any makeup on a man)

7. Earrings on men: In fact, men should avoid wearing any jewelry unless it is a wedding ring, class ring or metal watch.

8. More than one set of earrings on women

9. Facial piercings, tongue jewelry or visible tattoos

10. Ill-fitting clothes. Few people can wear things straight off the rack. Spending a little extra to have your garments tailored is a worthwhile investment.

11. Long fingernails, especially with bright or specialty polishes. Nails should look clean and be trimmed to a length that doesn't leave an observer wondering how you keep from stabbing yourself.

12. Unnatural hair colors or styles. Remember, Donald Trump was a billionaire well before he began wearing a comb-over. If you're balding, try a close-cropped cut like Bruce Willis or Matt Lauer.

13. Short-sleeved shirts, even worse when worn with a tie

14. Fishnets, patterned hosiery or bare legs (no matter how tan you are). Women should stick with neutral color hosiery that complements their suit.

15. Men whose socks don't match their shoes, or whose socks are too short and leave a gap of flesh when they are seated

16. Rumpled or stained clothing: If interviewing late in the day, try to change to a fresh suit beforehand.

17. Scuffed or inappropriate footwear, including sneakers, stilettos, open-toed shoes and sandals

18. Strong aftershaves, perfumes or colognes: Many people are allergic to certain scents. For a subtle fragrance, use a good quality bath soap.

19. Belts and shoes that don't match: Shoes and belts should be made of leather or leather-like materials and the best colors for men are black or cordovan.

20. Telltale signs that your wearing a new suit. Remove all tags and extra buttons -- and remember to cut off the zigzag thread that keeps pockets and slits closed!

Don't be a wardrobe malfunction waiting to happen. Plan and lay out what you're going to wear several days before the interview, so you'll have time to shop or get garments pressed and cleaned.

Save "innovative" or revealing garb for the club (or your couch) and strive for crisp, clean and professional. Remember, you want the interviewer to be listening to what you're saying, not critiquing what you're wearing.

The strength in the pipeline of the economy and the growing lack of skills required by employers is seen in the starting salaries for new graduates which are now said to be their best since the tech-boom period that ended in about 2000. The Australian Graduate Employers¡¯ 2007 survey reveals that vacancies have risen nearly 14 per cent compared to last year with median salaries climbing from $43,000 to $45,700 for 2007.

The Graduates Careers Australia research shows that just over 40 per cent of employers wanted to hire more graduates if they were available and just over half of those surveyed reported trouble recruiting in particular fields. About 23 per cent of companies had problems recruiting in the IT sector and about 19 per cent had problems finding graduates in mathematics, statistics and science.

Today Australia will continue talks with China on removing foreign equity restrictions on the legal, banking, insurance and education professions as part of ongoing free-trade talks. While Australia is attempting to protect the clothing, footwear and textiles industries and to improve the situation for the agricultural and services industries, China has called these industries sensitive.

Peter Bell

Chinanews, Washington, Dec. 11 - Vice Minister of Commerce Ma Xiuhong recently said that if Sino-US trade could maintain the current growing momentum, China is expected to become the third largest export market for the United States next year.

She made the statement when delivering a speech in Washington last Thursday in her visit to the United States.

Since China established diplomatic ties with the United States 27 years ago, bilateral trade between the two countries has undergone fundamental changes and cooperation between the two countries has expanded to every part of the economic field. China and the United States have forged a pattern characterized by economic interdependence and mutual benefit, seeking win-win outcomes and mutual development. Over the past 27 years, Sino-US trade volume has increased 86-fold, with the United States now becoming China¡¯s second largest trade partner and China the third largest trade partner of the US, she said.

Since China joined the World Trade Organization five years ago, US export to China has witnessed the most rapid growth. During this time, US export trade volume to China has grown at an annual rate 4.9 times that of US export growth rates to other countries. In 2005, US export to China increased by 118% compared with 2001, far exceeding its export growth rates to other major export markets. In 2001, China was the ninth biggest export market of the US, whereas in 2005, it already became the fourth largest export market of the US. China has become an important market pushing up the overall export trade volume of the US. During the first ten months of this year, US export to China reached nearly 50 billion US dollars, exceeding the total amount of last year and increasing by 24% from the same period last year, the vice minister noted.

Executing pre-employment background checks can save your company time, money and its reputation.

It is a company¡¯s worst nightmare. A star employee gets caught funneling money from the company coffers. This was not the first business she¡¯d robbed. In another instance, a security guard unjustly detains a customer whom he suspects of shoplifting. The customer was injured during the restraining and sues the company for negligent hiring / training of the guard, and excessive use of force. The court case reveals that the guard has a history of domestic violence and alcohol abuse, and rules in favor of the plaintiff: $100,000 in damages payable by the guard¡¯s employer.

Each of these incidents could have been avoided if the employer had performed a simple background check before making an official offer to the employees. With negligent hiring lawsuits on the rise, companies must take every precaution in looking into an applicant¡¯s background. One bad decision can wreak havoc on a company's budget and reputation; and ruin the career of the hiring executive.

What type of information is included in a pre-employment background check?

Employment background checks can vary depending on the nature of the position for which the company is hiring. Here is some of the information that might appear in a background check:

* Driving records
* Vehicle registration
* Credit records
* Criminal records
* Social Security no.
* Education records
* Court records
* Workers' compensation
* Bankruptcy
* Character references
* Neighbor interviews
* Medical records
* Property ownership
* Military records
* State licensing records
* Drug test records
* Past employers
* Personal references
* Incarceration records
* Sex offender lists

Employers who are actively recruiting may be able to find some of these documents on their own via the Internet, however this task could be quite time-consuming, and has the potential to uncover second-hand information. Legal experts agree: the most accurate, efficient option is to hire a company that specializes in employment screening.

What to look for in an employment background check firm?

There are thousands of background check companies ranging from private investigators, to firms that do nothing but employment screening, to online data brokers. A corporation with many employees may use a third-party background checking company on a retainer basis, or may even use an affiliated company for employment screening. Other background checking firms work on a less formal basis with their clients.

In choosing an employment screening firm, look for a professional partner as opposed to just an information vendor selling data at the lowest price. Use the same criteria that you would use in selecting any other provider of critical professional services. For example, if your company needed a business development consultant, you would not make your selection based on the lowest price, but would instead choose a firm that was experienced, reputable and fairly priced.

An employment background check firm should have an understanding of the legal implications of background checks, particularly the federal Fair Credit Reporting Act. Avoid companies that claim to be able to uncover everything about everyone. Such companies run the risk of breaking federal and state laws, particularly provisions that require accuracy of employment background check reports.

Doing this type of ¡°due diligence¡± will confirm your decision to hire the best candidate for the job, and potentially save your company millions of dollars in damages in a negligent hiring or retention lawsuit.

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VANCOUVER, BC -- (MARKET WIRE) -- December 07, 2006 -- Global Developments, Inc. (PINKSHEETS: GBDP), a publicly traded venture capital company, is pleased to provide the following update with respect to China Career Builder Corp., a human resources services company headquartered in Hong Kong, in which Global holds an equity stake.

China Career Builder Corp. (PINKSHEETS: CCBX) announced today that it has completed its reverse merger with Crescott Inc., a publicly traded company incorporated in the state of Delaware, and trading on the over-the-counter Pink Sheets. As a result of the reverse merger, the company changed its name from Crescott Inc. to China Career Builder Corp. and was issued a new trading symbol.

The National Association of Security Dealers (NASD), the regulatory organization responsible for the operation and regulation of the NASDAQ and OTC stock markets, published on November 16, 2006, the name change to China Career Builder Corp. and that it had issued CCBX as its trading symbol.

About China Career Builder Corp.

China Career Builder Corp. is a human resource services company, focused on various industries in Hong Kong and Mainland China. The company provides recruitment services focusing on the professional, management, clerical, administrative, and industrial market in Greater China. Its services include screening, recruiting, training, workforce deployment, loss prevention and safety training, pre-employment testing and assessment, background searches, compensation program design, customized personnel management reports, job profiling, description, application, turnover tracking and analysis, opinion surveys and follow-up analysis, exit interviews and follow-up analysis, and management development skills workshops. The company markets its recruitment services through a combination of direct sales, telemarketing, trade shows, and advertising.

About Global Developments

Global Developments, Inc. is a publicly traded venture capital company. It was formed to create a unique investment vehicle representing a growing portfolio of innovative and emerging growth-oriented companies. Global acquires its portfolio companies either as wholly or partially owned subsidiaries, or as an investment where Global is the lead investor. As a result, Global maintains substantial management and operational control, thereby giving it the ability to provide significant oversight and guidance in building value and creating liquidity events for its shareholders. Global invests in companies with solid management, operational excellence, and the potential to grow substantial revenue streams.

Please visit http://www.globaldevelopmentsinc.com for more information.

Forward-Looking Statements

You should not place undue reliance on forward-looking statements in this press release. This press release contains forward-looking statements that involve risks and uncertainties. Words such as ``will,'' ``anticipates,'' ``believes,'' ``plans,'' ``goal,'' ``expects,'' ``future,'' ``intends,'' and similar expressions are used to identify these forward-looking statements. Actual results could differ materially from those anticipated in these forward-looking statements for many reasons, including the risks we face as described in this press release. For further information about Global Developments, Inc. please refer to its Web site at http://www.globaldevelopmentsinc.com.