Category: Recruiting & HR Tips and Practices


Permalink 11:06:28 am, by dacare, 731 words, 422 views   English (US)
Categories: News of China, Recruiting & HR Tips and Practices

Airbus steps up efforts to recruit talent in China

China is poised to become the world's leading country for passenger air traffic, and the market has already become an important region for global aircraft manufacturers.

Consequently, recruiting talent in China has become crucial for them to make their businesses more sustainable.

Airbus Group, the France-based aircraft manufacturer, and Tsinghua University will launch the 2015 China Summer University event on Monday, as part of Airbus Group's University Partnership Program.

The event is the first organized in China since the program's launch in 2014.

"Closely cooperating with top-tier universities and building up a good partnership will ensure absorbing more and more talent for our industry in the future," Philippe Pezet, Airbus Group China Vice President Human Resources, told the Global Times in an interview earlier in September.

Pezet made the remark ahead of the Beijing Air Show, which will open on Wednesday.


In July, Airbus signed a framework agreement to set up an A330 Completion and Delivery Center in Tianjin with its Chinese partners. The center will cover aircraft completion activities including reception, cabin installation, aircraft painting, engine runs and flight tests.

The plant is expected to create 250 to 300 jobs over the long term.

The jobs are part of the company's expansion in China as Airbus said it has about 1,550 employees in the country, including those in Tianjin, Beijing and Harbin, Northeast China's Heilongjiang Province.

"We have high standards. We want people who can speak English. We would like to have people with leadership capabilities, and we would like to have people with the potential to grow and to evolve," Pezet said.

A few of the positions will be occupied by expatriates because a certain number of expatriates will be needed to train the new Chinese employees, Pezet said. Still, expatriates will make up less than 10 percent of the workers at the facility.

The average turnover rate at Airbus China was 6-7 percent in 2014, or about half the national average.

But Pezet remains unsatisfied with the figure, which is still far higher than Europe's average turnover rate of 2.5 percent. He said a turnover rate of 5 percent "would be better."

"We are not recruiting people to hold one position for only a few years. We invest in somebody. We will do our best to develop people, to train, to grow. In terms of selection, we are very cautious and very demanding," Pezet said.

In the next two decades, the average annual growth rate for the domestic Chinese market will be 7.1 percent, though it will grow even faster over the next decade at 8.3 percent on average per year, according to a report released by Airbus in December.

The report also said domestic air traffic in China will become the world's highest within a decade.


Working for a multinational company means more opportunities to advance, and it is an important measure to keep the talent in the company.

Airbus usually first offers these opportunities to employees who have worked at the company for at least five years.

The overall goal is for 10 percent of the staff to change jobs every year. That could mean simply changing positions within a division or changing divisions within the group, or even changing the country where they work.

"We started at 1 percent, and last year, we did 6 percent. Our objective for 2015 in China is 8 percent," Pezet said.

However, he said there are lots of obstacles to mobility in China, and accepting geographical mobility is a challenge here. Hukou can be one of constraints on mobility, which is something very specific to China. Europe doesn't have the same constraints.


Several years ago, multinationals were seen as desirable places for employees. Nowadays, things are different, as State-owned companies are getting more competitive, and those companies are also in the process of instituting a global management style and offering more and more international positions, which pose a challenge for multinationals in terms of recruitment.

"We face some departures, resignations from people who are willing to move to State-owned companies, so it's complicated and more challenging for us," Pezet said, though he remains confident the company can attract more people.

Still, Pezet worries that very experienced talent is still in short supply in China, as the country's aerospace industry employment market is less mature than that in Europe.

"It's kind of a war for getting experienced people due to the pressure and tension on the job market," Pezet told the Global Times.

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Permalink 01:48:06 pm, by dacare, 581 words, 806 views   English (US)
Categories: Recruiting & HR Tips and Practices, Comp, Salary & Benefit

Reality check at China’s Huawei boosts wages

BEIJING (Caixin Online) — Competition for fresh-faced university graduates is heating up in China’s telecom sector now that electronics equipment giant Huawei Technologies Co. has significantly hiked salaries for certain white collar employees.

The pay decision is also a signal that the world’s largest manufacturer of telecom gear remains committed to an ongoing expansion that encompasses new arenas, such as consumer smartphones.

First-year worker and junior executive paychecks were pushed up by as much as 35% in August following a July 29 announcement by the Shenzhen-based company.

Just a week earlier, Huawei’s biggest domestic rival, ZTE Communications HK:763 -0.13% CN:000063 -2.18% ZTCOY -0.27% , unveiled a new equity incentive plan designed to retain key white collar workers. The company said it would distribute about 103 million company shares as bonus compensation for 1,531 select employees.

Huawei’s pay hikes not only upstaged ZTE’s highly touted incentives program but also brought its salary scale a notch closer to levels offered in the country by foreign competitors including telecom multinationals Ericsson, Nokia NOK +0.25% FI:NOK1V +1.08% , Siemens XE:SIE +0.26% SI +0.12% and Samsung KR:005930 +0.97% SSNLF +2.50%

Probationary salaries for 2014 college graduates hired by Huawei will rise to more than 9,000 yuan ($1,470) per month from 6,500 yuan USDCNY -0.01% . Master’s degree graduates will be offered more than 10,000 yuan a month to start, up from 8,000 yuan, the company said.

Altogether, Huawei said it would boost the companywide payroll by more than 1 billion yuan. Performance-related pay hikes will range from 25% to 30%, depending on the type of work.

Management thus hopes to attract and retain employees in a competitive labor environment where Nokia, Siemens and other foreign companies generally offer new bachelor’s degree graduates at their China divisions between 8,000 and 10,000 yuan per month, said Wei Xiaokang, a headhunter for Beijing-based Offercome, which focuses on matching jobs and job seekers in the Internet industry.

“Huawei’s workplace environment is more intense than that of Ericsson and other multinational companies,” Wei said. “But the pay is lower.”

Huawei has also been fishing for talent in ZTE. Indeed, according to a ZTE source, the Huawei pay increases “drove ZTE (management) crazy” because in the first half of 2013 “a number of people” left ZTE for jobs at Huawei.

ZTE employs an estimated 50,000 to 60,000 people, one-third as many as Huawei.

“Raising junior executive salaries on such a large scale, as Huawei has done, undoubtedly marks a significant change in remuneration policy,” said Wei.

And it’s a surprising change for the company’s labor policy considering the weak business atmosphere in the telecom industry, where of late many companies have been downsizing, trimming costs and reducing product lineups.

Financial strength

Huawei was apparently in a better position to raise wages than its rivals thanks to high revenue growth during the first half of 2013, says Deutsche Telekom International Consulting’s director in China, Fang Honggang.

Privately held Huawei, which releases only sales revenue and net profit margin figures in its financial statements, reported “relatively optimistic… accounts receivable, bad debt treatment and possible risks,” Fang said.

Huawei reported sales of 113.8 billion yuan for the first six months of the year, up 10.8% over the same period of 2012. Moreover, company management forecast a 2013 net profit margin of 7% to 8%.

A Renmin University professor who also serves as a Huawei corporate management adviser, Wu Chunbo, said the company’s first half 2013 net profit was 14.3 billion yuan.

With the company on a sound financial footing, management was well prepared to turn attention to making junior executive salaries more competitive, a Huawei representative said.

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Permalink 01:45:39 pm, by dacare, 382 words, 575 views   English (US)
Categories: News of China, Recruiting & HR Tips and Practices

Sales and marketing jobs in demand

The Chinese central government's call to boost domestic consumption has helped to make sales and marketing positions hot in the job market, according to Kelly Services' Salary Guide Greater China 2013 report released in late February.

Although tense competition in the Chinese market has restricted growth of many organizations, the report found that workers who remain in sales and marketing positions can expect to receive a 5 to 10 percent salary increase in 2013. Those changing jobs can expect to receive a 20 to 30 percent salary increase.

In the retail sector, sales, marketing, merchandising, store management, and operations positions remain in demand, although some headcounts were frozen in the first quarter of this year.

The human resources sector is equally promising. Top HR candidates with proven experience across all disciplines are in demand. Candidates who change positions can expect to receive a 20 to 30 percent increase in salary while the average increase for candidates remaining with their firms is over 10 percent.

Meanwhile, positive growth trends of the US automotive industry will be a boon for the Chinese market, which is expected to grow at a steady 8 to 10 percent clip this year. Top candidates will be needed in the industry in R&D positions, which are important for localizing manufacturing and product development.

While some information technology companies' hiring plans will be frozen in 2013 due to the economic downturn, the Chinese IT industry is nevertheless expected to face a shortage of 2 to 5 million workers in the next 10 years. Positions pertaining to the 3G platform, cellphone operating systems and e-commerce are expected to remain in high demand.

"We are happy to report that in spite of some concerns, we are not seeing any significant slowdown in the China labor market," said Nick Lesser, general manager of Professional & Technical Division at Kelly Services, China Operations.

"In fact, we are finding that in addition to steady demand for resources in tier-one cities such as Beijing, Shanghai and Guangzhou, clients are expressing increased interest in expanding their operations all around China," Lesser said.

"The salary ranges in our guide are based on actual transactions between employers and employees, and represent an accurate reflection of the marketplace," he said. "Market-driven salaries are of course crucial, but only by creating a meaningful employer-of-choice culture is it possible to attract and retain talented staff."

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Permalink 10:49:22 am, by dacare, 107 words, 679 views   English (US)
Categories: Recruiting & HR Tips and Practices, Candidates, Labor and Worker, HR News Express

Recruitment kicks off for Disney Shanghai theme park

Walt Disney Co started a recruitment campaign in China on Tuesday for its new theme park in Shanghai.

A total of 39 positions are being offered on the company's website to support the resort project in Shanghai's Pudong district.

Positions include assistant contract manager, IT infrastructure manager, and employees responsible for administrative management matters, purchasing, and engineering projects.

The resort, which is expected to open in 2015, will have a theme park, two hotels, various dining and entertainment venues, recreational facilities, a lake and transportation hubs.

The total investment is expected to reach 24.5 billion yuan ($3.84 billion) for the theme park and 4.5 billion yuan for the hotels and other facilities.

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Permalink 04:24:05 pm, by dacare, 351 words, 749 views   English (US)
Categories: Opinion and View, Recruiting & HR Tips and Practices, HR News Express

Work is slow for online recruiters

ChinaHR was up for sale by its largest shareholder Monster Worldwide Inc. (NYSE: MWW) in early November. But so far no company is willing to take over ChinaHR.

According to the company’s third quarter financial report, Monster’s operating revenue in the third quarter has significantly decreased by 10.5 percent and the company suffered a net loss of $194.2 million, of which ChinaHR contributes $233 million - partially offset by Monster’s other more lucrative holdings.

In fact, ChinaHR is not the only online recruitment company trapped in a slump in China. Data from iResearch reveals that three Chinese online recruitment giants –, and, all suffered from decreasing visitors for the first time since 2011.

The mostly homogenous services provided by online recruitment companies are losing power to attract clients with the growth of social networking websites.

According to the Global Employees Index published by Kelly Services, 80 percent of Chinese employees visit social networking websites everyday, 21 percent of which are using these networks to look for jobs.

At present, the platform gathering the most global professional talent is the business networking website LinkedIn, founded at the end of 2002 and publicly listed in 2011. Now it hosts 187 million registered users and 109 million unique visitors per month.

The LinkedIn pattern was copied by large numbers of Chinese professional networking websites after its successful IPO, including,, and

“Among so many professional networking websites, it’s difficult to judge who will win the appreciation of most users at the moment,” said one analyst.

It was reported that the registered users on professional networking websites have exceeded 70 million and is expected to reach 100 million in three months.

The number of Chinese professionals is huge and is rapidly growing with the development of economy. However, the vertical social service platforms targeting professionals are still in the initial stages, said Han Hui, CEO

Traditional online recruitment cannot solve the information gap between recruiting companies and job seekers, while professional networking websites can provide a platform for them to know each other more and to respect each other

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Permalink 09:25:16 am, by dacare, 476 words, 677 views   English (US)
Categories: Announcements, Recruiting & HR Tips and Practices

Measures boosting workforce expertise

A raft of favorable measures, including expanding recruitment programs, are leading to more foreign experts and expertise, a senior official said at a forum on Monday.

State-owned enterprises directly under the central government have hired more than 1,600 overseas employees, said Huang Shuhe, deputy director of the State Council's State-owned Assets Supervision and Administration Commission.

"International experts have helped these enterprises produce many of the world's leading technologies and products with their own intellectual property rights, and that has laid a foundation that will carry the enterprises forward," he said.

A number of recruitment programs are in operation.

The Recruitment Program of Global Experts is one and through it a research and development group, involved with 15 State-owned enterprises in Beijing, hired 136 high-level experts.

China started the program in 2008, in a bid to attract 2,000 overseas professionals to key projects across a range of sectors from engineering to finance.

Another recruitment program, which started last year, aims to introduce up to 1,000 foreign professionals over 10 years to help spur innovation, promote scientific research and corporate management.

The project has just brought in 94 recruits, according to Zhang Jianguo, director of the State Administration of Foreign Experts Affairs.

Professionals recruited by both programs will be entitled to subsidies, research allowances, favorable salaries, residency permits, medical care and insurance policies.

Professor Robert Gilbert, 66, was one of the new recruits.

Gilbert, an Australian who studies nutrition and food science, started work in China in October. He plans to build his own laboratory at Huazhong University of Science and Technology and Wuhan University.

China's emergence as a major global economy has made many foreign professionals shift their focus from traditional talent absorbers, such as the United States, he said.

"I enjoy being in China. It's very comfortable working and living here and I will probably prolong my stay in China when my contract ends in four years," he said.

Although China has been trying hard to attract international professionals, the country is still at the preliminary stage of attracting global talent, according to Wang Huiyao, director of the Center for China and Globalization in Beijing.

Only about 600,000 foreign professionals have work permits in China, while the US annually grants more than 100,000 green cards for foreign talent and nearly 90,000 talent visas, he said.

"We should do more to get global talent, for example by introducing more favorable and convenient visa and residence policies," he said.

Wu Jiang, director of the Chinese Academy of Personnel Science, said the country should optimize its structure of recruitment.

"For example, China only has 10 percent of its foreign experts working in the economic field. It's too low," he said. "We know what kind of talent we need most only after we get a better understanding of the country's talent and industrial structure."

The government should also provide better public services and make its legal environment for talent introduction better, Wu suggested.

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