猎头看世界 » linkedin

Join “China Job Openings, Career and Opportunities” Linkedin Group!

TZ — Wed, 26 May 2010 01:22:22 +0000

If you are already a LinkedIn user,

Join China Job Openings, Career and Opportunities: (just click to join – no cost).

Joining a group like this gives you access to other recruiter’s China recruitment demand and helps you expand your network. They are an amazing and well-networked group of people which.

If you are not a LinkedIn user, you are missing a great tool for career and business.

Candidate Reference Check in China

TZ — Tue, 27 Apr 2010 18:59:55 +0000

Great discussion going on over at the Linkedin “China HR Network” group on whether it is worth to use a vetting (reference checking) company for new hire. Click here to joint the discussion and click here to join the group.

This discussion is raised by Mario and already has about 30 comments.

I’ve also briefly touched this subject before and would like to see more input from other HR professionals.

Some deep points are listed below:

Mario:

@MK Liew,

1. This is relied on the experienced vetting company. Some survey tells that about 66% job applicants make some “modification” to their CVs, in which 48% are for their working experience part. For marketing related postions, it is qiute normal occassions that candidates “doctor” their background.

2. A professional vetting company ensures the quality of their report by certain methodolgy and reliable sources.

3. sometimes, it is good that the interviewers themselves do the vetting which ensures the consistancy for the whole information alignment.

4. normally the check is done via the subjects’ previous companies’ HR, line managers. More than 2 former employers are required for check to keep consistency. Emails and direct call to the HR and former line managers are common ways to do so. Mobile phone is not recommanded for dosing so.

5. so far we do not conduct after check, this is quite trouble causing..

Richard:

MK,

Criminal Records is a very useful piece of information on which to make a hiring decision. Normally, we would suggest that as best-practice, a Criminal Record should not automatically disqualify an applicant for a position, and that instead, the nature of the criminal record, and the position they are applying for be taken into account.

In jurisdictions where it is not compliant to attain criminal record information for employment screening purposes, the above mentioned checks can provide a level of risk mitigation as well as providing useful information about the candidate’s employment history.

Standard verification details (dates, position, reason for leaving) are useful to ensure the CV on which you are basing the hiring decision is accurate. Often we are also able to attain additional useful information on performance. Though some MNCs have policies preventing employees from providing such a reference, these policies are not in place across the board, and from our experience I suspect even where there is such an official policy, it is not always understood and followed by the majority of line managers.

MK:

Just an observation here ..

I have worked in MNCs which do not allow “performance” to be disclose .. as such, while with this MNC, I would “walk the talk” and not ask for such “reference” of the candidates from their past employers

Then, besides verifying the periods of employment, what value does this checking adds to the process?

Richard:

MK – in terms of employment, presuming no line manager referencing is available, there are still benefits is verifying:

Dates of employment:

Verifies the candidate has the length of experience they claim to have had. If there are no gaps in employment, this is a good indicator that the candidate has not been in prison. If there are gaps, it is important to determine why this is.

Position:

Again verifies the experience the candidate claims to have had. An easy way to enhancer the CV is a slight change in title: Assistant General Manager vs. Assistant to the General Manager

Reason for leaving:

Verify the candidate’s reason for leaving is as stated. Common reasons include Resignation / Retrenchment / Termination. The latter is obviously an area for concern that may need to be clarified.

Outside of employment, Education checks can ensure appropriate qualifications/training, and Media searches can sometimes bring up adverse performance / criminality details. Directorship/Legal Rep searches can search for potential conflicts of interest.

Outside of China (e.g. Singapore) other searches such as Civil Litigation / Credit/Bankruptcy information can also be useful indicators of an employee’s trustworthiness.

Morry:

@MK

As an observer of this post, and not an expert in vetting, I can only add that it is common for MNCs in Australia (and therefore I assume the Canada, UK, and US) to do reference checks through a third party. My experience in China is that vetting experts are desperately needed. Many of the executive search companies here that I have interviewed for our magazine (Network HR) tell of horror stories where the person employed was clearly not the same person who was presented on paper. This is a costly affair, especially because these executive search companies guarantee the candidate for the first 3 months, and must replace them at no cost if they are unsuitable.

LinkedIn – 白领求职的利器

TZ — Wed, 14 Apr 2010 16:46:35 +0000

在上海的一些白骨精圈子里面，不知道LinkedIn的人越来越少。借用天天向上汪涵的话就是“高端、深度”的职业SNS社区，尤其和其它社区类网站（开心、人人、Facebook）比较起来。

作为猎头，我使用LinkedIn将近4年多，并不断地将它介绍给周围的朋友们。由于必须要使用英文，在华的外企白领自然发现这个地方的亲切感，都慢慢地向它靠拢和聚集。注册以后，发现老板，甚至老板的老板都早已经在那里玩了。起源于美国这个天然优势(美国的全球公司网络)，是国内网站追随者永远无法复制的。

LinkedIn是最忠实反映六度空间理论的SNS网站，它的专业路线和反娱乐风格使它独树一帜。把职业圈子很真实的用虚拟空间进行完全映射。花越多的时间去经营，你圈子的价值就越大，对你的好处也越多。

对于刚刚入门的新手而言，加入相关的群组Group也是一个不错的方式。有专业的群组（如：Telecom, IT, Real Estate, HR, Finance, Pharma, Legal, etc.），也有专门求职的群组（如：China Jobs）。你可以找到有相同背景的人群，看到更多的机会（职业、商业），也给自己更多职业曝光。

如果你想被猎头看中、或者为自己的职业加分的话，“上LinkedIn，这是必须的”。

个人点评网 – Unvarnished

TZ — Wed, 31 Mar 2010 15:11:39 +0000

点评是个好东西，可以说饭菜、说旅游、说服务、说公司，可你也许没想到居然有人搞出这么个网站来点评个人。 Unvarnished.com – 又一个老美有点发疯或天才的想法，把你我他放到网上让其他人点评。

和LinkedIn功能不同之处是，你没有权利撤消对你不利的评价，你可以通过在网站上的活动来赢得一些尊敬，网站也貌似有一套规则来管理恶意的评价（是否有效就不得而知了）。

你是否对以前的同事、老板、下属很不满意？现在有地方发泄了…. 最起码在这个网站还没有被美帝和谐之前。

另注：网站目前还在Beta测试，别急别急。

社会化媒体招聘2009峰会

TZ — Wed, 17 Jun 2009 16:36:14 +0000

刚刚在Google总部结束的Social Recruiting Summit 2009 社会化媒体招聘2009峰会吸引了很多招聘行业的大腕。

LinkedIn总裁Reid Hoffman进行的Keynote。Social Recruiting 或者叫做Social Media Recruiting应该、也许翻译成–社会化媒体招聘，是一切通过社会化媒体工具进行招聘活动的统称。 Twitter, Facebook, Myspace, LinkedIn, 校内, 开心, 51当然也包括招聘这点事，都是所谓的社会化媒体工具。

会议的地点又是很酷的Google加州总部，感兴趣的朋友可以通过这里了解一下会议的细节。

LinkedIn 裁员10%

TZ — Fri, 07 Nov 2008 18:36:57 +0000

知名的专业人士社交关系网站LinkedIn日前宣布将裁员10%。LinkedIn在10月份刚刚获得了2千多万美元的追加投资。目前该网站的估值大约10亿美元左右。

冬天来临，该网站的策略显然从扩展转向了专注收入和盈利的增长。中国的SNS网站恐怕就面临着更加严峻的形势了（大多还没有一个可靠的盈利模式）。