Archive for 五月, 2009

29

Bing了

   Posted by: TZ   in Opinion & View

1)微软新推出搜索引擎“必应”。已经有人调侃为微软必硬了。
2)招聘这点事“”了,因为中了64流感。希望隔离2周以后能够自然恢复。

28

NB的应聘者

   Posted by: TZ   in Candidates, Entertainment

来源:MadisonBoom

今天收到一位agency朋友的信,与大家分享。顺祝大家端午节快乐!

朋友在一广告公司搞人事,刚传来几张图片,是一位相当NB的应聘者,据说把他们一公司人雷翻了。他们估计这们兄弟是狮友,发上来大家鉴定一下!

人家公司是招策划人员(Planner), 我个人觉得他还是应聘美术指导(Art Director)比较合适.

http://api.photoshop.com/home_0ffea4f89d314d1fb770494e6c5340fe/adobe-px-assets/0826baa0b48446bc87e3ca1ede71118c
http://api.photoshop.com/home_0ffea4f89d314d1fb770494e6c5340fe/adobe-px-assets/95b6ff37c3034b61bd69f37ee4320a22
25

中国没有免费的午餐

   Posted by: TZ   in HR General, Recruiting

No Free Lunch in China

by Patrick O. Courtois, DaCare Consulting

I tend to receive a recurring misconception about the Chinese labor market from overseas-based clients. This misunderstanding primarily affects overseas-designed provisional staffing budgets as well as the perceived value of quality of China-based recruitment agencies. In short, agencies are perceived to attempt inflating candidate packages for higher fees. While some rogue agencies do, there is a distinctive trend that the cost of Chinese talent is catching up with international benchmarks.

China is an emerging Dragon, Shanghai, a crouching tigerChina is an emerging and developing economy. At least, it is its official status according to the International Monetary Fund’s World Economic Outlook Report, dated April 2008 (1). Taking into consideration the measurement criteria, based on statistical indexes of element like income per capita, GDP, literacy rate and such, are calculated against the sheer size of its population, it can only make sense.

Shanghai is, along with Beijing, Guangzhou and Shenzhen the economy’s locomotive. Having the status of “wealthiest” city in China, with a GDP per capita, above US $7,000 for 2007, it is however still far behind any Major European capital (2). To give you a clearer idea, Shanghai’s GDP per capita is below a city like Istanbul, Turkey (3). Once again, keep in mind the size of Shanghai’s population (over 15 million souls) and you can understand that GDP per capita does not necessary reflect the reality of local white collars, which are far from being the majority.

Another interesting piece of information is the Mercer’s 2008 Worldwide Cost of Living survey (4), which gives us an idea on the rising costs of living in Beijing and Shanghai, with both cities present in the Top 25. The results, however not entirely applicable to local nationals, as based on expatriate populations, still gives us an insight on a certain reality of the local economy. That is, the gap in cost of living observed between a modern city like Shanghai and other “emerging” one, in China.

Despite all these, Shanghai can still be considered as a “cheap” city, with low business operations related costs, minimal salaries requirements, and reasonable living costs below those of similar sized cities in US or Europe.

The “Made in China” picture of low wages is still relevant today. Compared to wages in the EU or US, employing local nationals is indeed an affordable option. Looking at figure 1 comparison of the median US, UK and Chinese total packages (salary + bonus and benefits) on some common positions, the point is made. At first glance, it quickly illustrates the cost-effectiveness of employing local nationals, considering we are talking about the “median” or average population, of course. It quickly demonstrates that employing the “average” local candidate can still be regarded as a cost-effective solution.

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If you pay peanuts, you get monkeys… No offence to anyone in particular, as this applies to pretty much anywhere around the world… But, If you take a closer look at this “average” labor market, as it is the one providing input for most official statistics, surveys and other reports that one can easily find online and, incidentally, the segment on which a lot of people base a provisional recruitment budget upon, you get a rather interesting picture… Simply put, by a fellow recruitment specialist, “the average employee in China does not speak English, he does not work in a foreign firm, he does not think outside the box, understand western reporting structures, go to a top university, or have a chance of getting hired into your firm…”(5).

The average candidate has also the shortest retention potential, following a simple logic of job hopping for ever shinier titles and bigger financial packages, thus leaving a city like shanghai with a dramatic employee turnover at around 18 months and a managerial workforce with somewhat arguable overall managerial skills. If you are the decision maker of one of these multinationals, which are slowly initiating a shift toward management localization by cutting off expatriates’ budget plans, would you really consider handing over the keys to your financial, commercial or product development operations to an average candidate whom, however nice of a person, would most likely fail to properly relate to, understand or even communicate on basic day to day issues?

No money, no honey… On the other hand, you have the candidates which are at the center of what is now known as the “Talent War” (6). These are candidates with bilingual English abilities, 5 to 10 years of solid people and projects management experience, strong overseas exposure, the ability to think in a systemic way, whom are fully acquainted with western reporting systems, can deal with foreign clients with the highest level of service quality, have graduated from top Western universities and can leverage on the added-value of their biculturalism. These are the candidates companies are fighting over for in Shanghai, Beijing or other tier 1 cities, with packages narrowing closer to those in the US or Europe, and sometimes going well beyond.

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Figure 2 sheds some light on a more relevant picture of the Shanghai employment market (for top candidates), with key functions such as Finance, HR or Sales clearly aligning themselves on EU/US levels. This “headhunter’s” dream can quickly turn into an employer’s nightmare, if the latter does not properly understand the realities applying to the local market: An overall talented, self-motivated, creative, and experienced manager is a scarce resource in China, and a 28 years old sales manager making above RMB 1 million (EUR 100,000) is common.

Assignments, I have completed, regularly cover positions for Financial Controllers around the RMB 500,000 (EUR 58,000) figure, HRDs in the vicinity of RMB 700,000 (EUR 80,000) and many others, with financial packages often giving a new meaning to the common image of China as the land of cheap labor. You need to face the facts, if you want to buy yourself the next superstar everyone else wants, you will most likely have to fork out a substantial amount for it, at least, more than your competitors.

Money can’t buy happiness…but you can definitely get yourself a top senior HR or Finance candidate, in China, for the right price… Sure, there are no comparisons possible between a Shanghai or Guangdong based factory worker and his counterpart in Europe, the US or Japan. China has and will continue to retain its image of “world’s factory” for years to come, with affordable labor costs and ever increasing quality standards. Nonetheless, good management, talented leaders and high potential profiles come with a high price tag, just like it would, in “Developed” economies.

Companies that will successfully implement localization strategies, in the upcoming years, and leverage on the amazing opportunities this rapidly growing market yields; are the ones currently understanding that quality, experience and skills come at a certain price, in particular in the Chinese economic capital Shanghai is.

A solid and ethical executive search firm, with deep networks, up-to-date market knowledge, and experienced consultants, is therefore a partner of choice to prevent your next hiring from becoming a time bomb, in your company’s development plan, or a pricey mishap that may not look great during your next board meeting.

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Patrick O. Courtois is the Director of operations at DaCare Executive Search, a leading executive search and HR services consultancy, based in the heart of Shanghai, China. (www.dacare.com). Patrick has extensive management consulting experience in Asia, as well as European markets. With a current focus in executive talent sourcing in Greater China, Patrick engages with multinational clients in professional services, hi-tech communications and industrial manufacturing.

译文:

中国没有免费的午餐

by Patrick O. Courtois, 德卡咨询

我倾向于接受海外客户关于中国劳动力市场的周期性误解。这种误解主要影响涉及海外人员编制预算以及中国的招聘机构的价值品质的认知。简而言之,招聘机构试图夸大侯选人的费用。虽然有些低级机构这样做,但中国人才的费用趋势已赶上国际化的标准。

中国是一条新兴的龙,上海则是卧虎藏龙中国是一个新兴发展中的经济体。至少,根据其官方地位200841日国际货币基金组织的世界经济展望报告 。考虑到衡量标准,统计指标的基本内容一样:对庞大的人口的人均收入,国内生产总值,识字率等进行计算,所以是很有意义的。

上海是北京,广州和深圳经济的火车头。在城市中具有“富有”的地位,2007年人均国内生产总值高于7000美元,但仍远远落后于任何主要的欧洲国家的首都 。为了让您更清楚地了解,上海的人均国内生产总值比像土耳其伊斯坦布尔城市还要低 。再次,牢记上海的人口大小(超过1500万的人口) ,你可以理解,人均国内生产总值远远没有反映出绝大多数白领的现实情况。

另一个有趣的信息是美世2008年全球生活费用调查 ,给了我们一个观念在上海和北京不断上升的生活费用。这两个城市目前都在25强。结果显示它并不完全适用于当地的国民,外籍人口给了我们一个了解一个现实的地方经济这就是我国一个现代化城市如上海与其他“新兴”城市的差距。

尽管有这些,上海仍然可以被看作是一个“廉价”的城市,较低的业务收费低,要求最少的薪金,合理的生活费用都低于大中城市中类似美国或欧洲。

低工资的“国产”图片至今仍然具有现实意义。与欧盟或美国的工资相比,雇用当地国民确实是一个负担得起的选择。从图1中位数比较美国,英国和中国总金额(工资+奖金和福利)就这些共同的信息就能指出这一点。乍一看,它迅速地说明了雇用当地的国民成本效益,,考虑到我们正在谈论的“中间”或平均人口,当然。它迅速地表明,使用的“平均”的当地候选人仍然可以被视为一种成本效益的解决方案。

如果您有花生,猴子就是您的了没有任何人犯错,特别是非常适用于世界任何地方但是,如果你仔细看看这个“普通”的劳动力市场,因为它提供大多数官方统计,调查和其他报告,人们很容易在网上找到,并顺便说一句,这部分有很多人在临时招聘预算时,都会有一些相当有趣的图片你也能得到它。简而言之,资深招聘专家, “一般来说在中国被雇用的员工不会说英语,他就不能在外国公司工作,但他不认为他已经被外国公司拒之门外了,了解西方的报告结构,或有机会去去顶尖大学,同样他们也能被招聘到您的公司

按照简单的逻辑,大多数略有潜质的候选人,对职位的期望会按照职位名称以及能给到的薪资来考虑;如果符合要求,即使是离开诸如上海这样的城市,去做一个戏剧性的员工,经历哪怕长达18个月需要管理技能而又充满争议的轮岗也在所不惜。

如果你是这些试图通过逐步减少非本国员工从而实现管理本地化的跨国公司的决策者之一,你真的会考虑把财政,商贸和产品研发等重点工作交给一个很一般的,完全有可能在基本的日常生活中发生陈述,理解和交流错误的人吗?即使他还算是个不错的人~

没有钱,那就不会有浪漫,但从另一方面说,你拥有被称为“人才战争”核心的候选对象,他们拥有包括英语在内的双语能力;510年的人力管理和项目管理经历;强大的海外知名度,并且能够高屋建瓴,统揽全局。他们精通西方的规则,能够为国外客户提供最高质量的服务。他们往往毕业于西方最好的大学,从不同的多元文化中受到影响。这些在上海、北京和其他主要城市的,被很多公司所争夺的人才,他们的待遇和在美国、欧洲几乎无异,甚至很多情况下,远远超过。

2带给了我们更相关的上海就业市场(顶部候选人)图片 ,主要职能,例如财务,人力资源管理或销售的明确赞同欧盟/美国的水平。这种“猎头公司的”梦想可以迅速变成一个雇主的恶梦,如果是后者无法正确理解的现实适用于当地市场:中国整体才华,自我激励,创新,和有经验的经理人是一种稀缺资源,一位28岁的销售经理作出业绩人民币1亿美元( 100000欧元)是常见的。

我已经完成了任务,定期支付财务总监职务人民币500000 58000欧元)左右的数字, HRDs接近人民币 700,000 元( 80000欧元)和许多其他国家一样,财务报表显示中国的劳动力和我们平常想象的一样低廉。我们必须面对事实,如果您想得到一位大家都想要的超级候选人,你将极有可能付出大量的资金,至少比你竞争对手更多。

金钱不能买到幸福但你一定能得到最高级的人力资源或财务候选人,在我国合适的价格当然,没有比较上海或广东的工厂工人和对应他们的在欧洲,美国或日本。中国已经并将继续保持其形象“世界工厂”在今后的岁月里,他们可以负担的劳动力成本和日益增加的质量标准。然而,良好的管理,优秀的领导人和高潜力人才带来了一个高的价格标签,它将“发达”经济体。

公司将成功地实施本土化战略,在今后几年,利用机会,质量,经验,技能和一定的价格让市场收益率达到一个惊人的增长速度这才是目前需要理解的,特别是在上海这个中国的经济中心。

一个可靠和道德的猎头公司,具有交流的网络,最新的市场知识,和丰富经验的顾问,他们是最佳的合作伙伴.在下次的董事会上看起来要关注下贵公司的发展计划以及过分昂贵的损失以防止您下次的招聘用成为一颗定时炸弹。

20

数字化的谷歌HR

   Posted by: TZ   in HR General, Technology

谷歌有很多很Cool的数字产品,公司文化是对数字的崇拜,在谷歌做HR也是免不了受到这个文化的影响。

最近有很多报道说谷歌的高级技术人员大量流失,所以他们HR和那些有20%时间的数学家就琢磨出了这个新的算法–号称能够对公司员工可能流失的几率进行排名。排名是谷歌的看家法宝,再加上数据挖掘的能力和技术力量,让局外人的我也对此充满好奇。

这个算法包括,员工意见、晋升、薪水或其它隐秘的变量。让员工脑后的反骨一览无余。 :)

谷歌以后(或者已经)还会不断开发出新的算法来帮助HR的工作,效果如何还有待考察。

19

Wolfram Alpha – 又一个搜索引擎

   Posted by: TZ   in News, Technology

这个新的搜索引擎也许注定在中国不能引起什么轰动,因为名字太古怪。但Wolfram Alpha的诞生却也引起了世界媒体的关注。下面是关于它的新闻摘录:

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  英国数学家史蒂芬·沃尔弗拉姆(Stephen Wolfram)今日正式发布业界期待已久的搜索引擎WolframAlpha。

 

www.wolframalpha.com 搜索结果页面截图

  5月18日消息,英国数学家史蒂芬·沃尔弗拉姆(StephenWolfram)今日正式发布业界期待已久的搜索引擎WolframAlpha。 

  此前英国《独立报》曾报道称,该搜索引擎的诞生意味着互联网即将出现一场大革命。

  据报道,该服务架设在全球第66快的超级电脑上的。根据2008年11月的全球前500大超级电脑名单,这台由RSystems利用戴尔(Dell)硬体建构的超级电脑,每秒能进行39.6兆次数学运算。这么强大的效能,对Alpha这个结合图表计算、搜索和参考书阅览,且不仅为某些事实、资料密集的问题提供解答,过程中还需要作数学运算的知识引擎,确实有相当大的帮助。

  据有关专家称,目前全球搜索引擎模式大致可分为三类:

  一是以谷歌为代表的网页搜索。即用户键入关键词后,搜索引擎将返回不同网页链接。

  二是维基百科(Wikipedia)搜索,即返回所查询词条的详细信息。

  三是美国语义搜索服务商Powerset的模式,即返回与查询要求相关的文档。

  市场认为,所谓的WolframAlpha搜索引擎跟谷歌原则上是一样的,都是在问题栏中输入问题,但在回答问题上不一样。谷歌是给出一堆的链接,而WolframAlpha则是直接给出答案。

【TZ按】可惜它不懂中文,好像搜索大个公司情况还行。如,IBM、Apple、Intel

18

招聘(者)百态

   Posted by: TZ   in Entertainment

【2009.6.15更新】由于不可控原因,旧版(zhaopin.ning.com)招聘这点事被和谐了,大陆的朋友都不能访问。 现正式启用新版2.0,新网址是 http://club.irecruiter.cn 欢迎大家加入!

——————————————————————————

招聘者因为有面试别人的要求,大多代表了企业给候选人的第一印象。所以把自己打扮了漂漂亮亮、清清爽爽、帅帅气气或踏踏实实都是应该的。加入“招聘这点事”的Recruiter照片分享活动,你也可以秀一下!


招聘这点事 上面找更多和这个类似的照片

15

一个很忙的季节

   Posted by: TZ   in Opinion & View

晚上看了Su Yi的小小说“一个人的眼泪”,很能感受一个猎头顾问在冬天的心情。相信很多咨询行业、服务行业、其它行业也都会有类似的感觉。

中午巧遇一个中学同学,也是个猎头合伙人。聊天的时候,他却告诉我他正准备扩展,因为猎头生意在稳步上扬。我周围很多猎头朋友尽管是差的多好的少。但总能看到和听到不少顾问有忙不完的Case。

中国这个市场是巨大的,尽管从周期看是低谷,但招聘的需求永远不会消失,人才的流通依然存在。

有足够多的生意可以让幸存下来、有能力的顾问都很忙!

他们忙什么?忙着见更多的客户,忙着约更多的候选人,忙着安排更多的面试,忙着学习新的猎头技巧,忙着学新的猎头工具,忙着赚更多的钱。这一切活动都能抵消经济萧条带来的负面影响,甚至让他们更强、更有力。

你愿意为此而忙么?

14

20090511笔架山

   Posted by: tigerhaowang   in Tiger Diary

    深圳多山是它吸引我们在此生活的一大原因。对于喜欢登山又喜欢城市生活的人,这里更是天堂了。梧桐,七娘,都是有点难度的,更何况还有可以挑战专业人士的三水线。市区则有普通市民喜欢的莲花山和笔架山,南山也算一个吧。
    来深圳十几年了,市区的山向来看不上,比如至今都没有去过莲花山。而笔架山去的次数也屈指可数。第一次是04年青岛啤酒的岁月时去的,后面大概有三四次都是一年内和朋友老胡去跑步的。他跑三圈,我跑一圈,然后在山下等他。
    周末我和同事们去了笔架山,算起来是我们公司的第一次户外活动,我们说,今后每两个月搞一次吧。

    笔架山的风景也随着城市的成长而变化。楼更多了更密了,身边的朋友也随着时间而变化。以前我是小王,今天我身边全是八零后,最接近的年龄也有十岁吧。和他们一起,我觉得很幸运,觉得自己也年轻了不少。
    和同事聊起来,猛然发觉已经来到这个城市十二年了。十二年能做多少事啊?我想我放眼看去,我眼中的风景和他们眼中的风景一定是不同的。我觉得我和这城市的每个街道,每个建筑都有故事。而对他们而言,街道就是街道,建筑就是建筑。

    走下一段坡路,同事提醒我说:寂寞下山路。我想,比起去年我已经不寂寞了。

12

世上最好工作-大堡礁招聘

   Posted by: TZ   in Entertainment

世上最好工作(The best job in the world)的评选刚告一段落,前几天我正好在这个工作地点–大堡礁,不过不是帮忙找候选人,而是自己放松一下。

因为忙里偷闲,所以也没有在海岛上待很久。但大堡礁特别的美景和地下珊瑚岛却让人无法忘怀,Snokering+Scuba Diving+旅游+招聘+营销 又给这次巧遇加上了有趣的色彩。

这里是几张照片美景(不是我拍的),大家一起分享:

11

忠诚的客户不一定好

   Posted by: TZ   in Opinion & View

Tiger在惭愧客户的需求没有满足的时候,我在飞机上正好看到这篇文章“When Customer Loyalty Is a Bad Thing”当客户的忠诚是一件坏事的时候。

文章里面的几个观点比较有趣:

The fly in the ointment is that typically only 20% of a firm’s customers are actually profitable. And many—often most—of a company’s profitable customers are not loyal.

通常只有20%客户是能够盈利的,而且这些盈利的客户很多并不忠诚。

The place to begin any loyalty strategy is to determine which loyal customers are profitable and which are no

所以客户忠诚战略的起点是要判断哪些客户是能够盈利的,哪些不能。

很多猎头和企业客户之间的关系都可以用这个来描述,双方也许都投入了很多,但最后的效果缺强差人意。也许我们在一开始就可以避免。

很多猎头公司或猎头都花了很多时间追求客户和候选人的绝对满意,满意可能是某种程度达到了,但最后都关门歇业了。

所以说忠诚的客户不一定好,好的客户不一定忠诚。