CEO and Management in China, 2008-06-24

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Corporate lawyers with overseas law degrees and bar admission with strong language skills are currently in exceptionally high demand both from law firms and multinational corporations. China’s traditional manufacturing base requires the services of many commercial/corporate lawyers to facilitate business transactions among many other areas. Moreover, other sectors of growth include compliance, project finance and (due to sophistication of new financial products) financial markets.

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compete when it comes to salary, and clearly offer substantial opportunities to engage in the training and development, promotional and management-track schemes which are already offered by the best international businesses. Put simply, professionally trained lawyers don’t any longer have to work from dawn until dusk, they are looked after as people, and they have a career rather than a ‘track’.

So what does all is mean? Super salaries to employ in-house attorneys, super salaries for law firms to retain their best talent (which most largely fail to do)? Yes possibly. But maybe there is another solution:

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Hospitality & Leisure companies are pulling out all the stops to hire and retain staff to serve demanding consumers in a buoyant market. China’s travel and tourism industry has recorded staggering growth in the past two decades, and the industry is now worth more than US$100 billion a year to the Chinese economy. Inbound arrivals topped 132 million in 2007. The sector also accounts for some 90 million jobs, directly and indirectly.

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Every company will set up its annul-development projection, in which the personnel-alteration is an important part. After hardship of the previous year, most collars would like to change their jobs after they get the annual-bonus. So generally speaking, the golden time for corporate recruitment is after spring festival holiday till the International Labor Holiday. We should carefully dig out the HR market according to characteristics of different industries, the right time for job-hopping, and the personality of individual candidates.

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More and more candidates confused by the limitation of social relationship, and actually it is really time-consuming to search the position through internet, in addition, most company’s background and position description are not clearly show online, which could be followed by a failure of job-hopping.

You may ask “what is the effective way in finding my favorable job?”

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We experience the same situation as many other entrepreneur meet. In my company, there are over 90% employees born after 80s, who sometimes act quite unbelievable, like the Monkey King in the Chinese traditional old stories The Journey to the West,

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Interviewed with Robert Parkinson, Manager Director of ANTAL International China

Journalist —Li Min

Antal International Co., headquartered in the UK, is one of the most famous head-hunting companies in the world. Since inception in 1994 Antal has placed executives in over 75 countries and offers clients a choice of recruitment & staffing solutions from Retained Executive Search, Search & Selection to Contingent Recruitment in Permanent, Interim & Contract / Temporary staffing. The Antal’s executive recruiters combine their recruitment knowledge, search skills, proven headhunting & selection methodologies with knowledge & experience of your industry to deliver a truly value added service. We focus on more than 12 industries: including Media, IT, Automobile, industry, FMCG, sales & marketing, banking, accountancy, legal and logistic, etc. This approach ensures Human Resources Managers, Hiring Managers & Candidates all deal with specialists who know the talent market, the top performers in it and importantly, understand your business.

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With the approaching of 2008 Olympics and 3G’s coming in China, the IT industry is embracing another new era and the talents in IT industry has never been more hot than before, says Teresa, division manager of IT team of Antal International.

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“Two years ago, I wasn’t surprised when a production manager told me he was looking for opportunity after staying in an OEM for 5 years,” says Anny Jiang, division manager of auto team, “but things are very different now, more and more talents chose to hop away only when they have been in the last position for 2-3 years, or even less.” Then we can’t help but asking: What cause the brain drain? And what are the latest recruiting trends in auto industry?

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Is the legendary “big four” always should be considered as the key factor in accounting recruitment? As Lilly Cao says:”Big four is a great and necessary background, but that is not all, especially when in-house 500 multi-nationals are recruiting for finical managers who have to know at least four disciplines: accountancy, tax, internal audit and Finance, planning and accounting. So how to identify if the candidates got what you are looking for? What is the ideal career path for an accountant? As the division manager of accounting team, Lilly Cao has the answers for all.

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IBM, 联想，松下这些企业名称犹如磁场一般，对于职场中人，尤其是初涉职场的大学生而言是具有致命吸引力的。根据安拓国际的案例统计，89％的人在面对“名企”和普通企业两份OFFER的时候都会选择前者，即使那个职位并不适合其发展，他们也会义无反顾投入名企的怀抱，结果可想而知。

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沟通在职场中的重要性不言而喻。如果您是一名销售人员，需要推销您的产品，与客户进行有效的沟通；如果您是一名中层管理者，积极的沟通以保证上传下达；如果您是公司的客服人员，技巧的沟通则是处理客户关系有力武器。

当然，沟通是一门学问、一门艺术，良好的沟通技巧能让您与对方产生很好的共鸣，增进双方的了解，让双方在心情舒畅中达成共识。但在沟通中，我们应该注意到一点：沟通不是简单的1+!=2，即在沟通中，如果双方没有共鸣，你说你的，我说我的，其结果必然是不欢而散的。

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世界HR实验室发布了题为《职业测评成为“海龟”求职第一关》的调查报告，文中提到，对随机抽取的1500多个“海归”样本进行统计的结果显示，35%以上的“海归”就业困难，40%的“海龟”感觉职业方向出错，不知道自己适合从事什么职业、薪酬究竟应该是多少。在犹豫、徘徊中，有“海归”沦为了“海带”。 那么，海归在中国的职业发展到底在哪里呢？

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学历不低，职业证书也具备，可是为什么没有面试机会?经验越来越多，事情越做越顺手，薪水却为什么一直不见涨?工作一直兢兢业业，怎么会碰到天花板，再也上不去了?想过跳槽，可是为什么别人开出的价格却无法达到自己的预期?职业人士对自己职业问题的各种思考和困惑，我们已经听的太多了。

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跳槽、转行不是说跳就跳，需要做好各种准备。准备不够就是碰运气，没有碰好，不仅浪费时间，还会耽误职业发展进度。此外，跳槽、转行还需要选择适当的时间，同样是你，同样的准备，跳槽时间不同，收获也将有很大的差别。那么，如何选择适当的时间跳槽、转行呢？安拓国际中国区总裁潘瑞宝认为有这样几点需要注意：
大势时间的选择：

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记者：温珊 受访者：潘瑞宝 安拓国际商务咨询有限公司中国区总经理

“工作中，我经常听到企业的经营者们抱怨“80后”们的种种“不能理解”的行为，在我自己的企业里“80后”的员工占整数的90%，当然也要面对同样的问题，我不得不承认，这些“80后”的新型员工就像《西游记》里的孙悟空，虽然有七十二本班事，却又无法无天，难以驯服，稍有不慎办公室就会上演“大闹天宫”“拂袖而去”的戏码。

经过几年时间的摸索并和他们共同工作，我发现要完全“收服”这些年轻人，光靠强硬的态度是不行的，只有找到正确的方法，调动他们的热情和积极性，才能建立他们的责任感和团队精神，只有首先满足了他们自身的成就感，才能实现个体对企业的忠实。因此，企业领导者们必须学习唐僧的精神，以坚定的信念，将企业文化渗透到每位员工中，并以滴水穿石的执著，感化这些任性好斗、争强好胜的“泼猴”，才能完成“取经重任”。

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  昨天我等待已久的梦想的公司终于来电话了，可是当时我正在汽车上，慌乱加上紧张，让我的表现一团糟，于是，好好的一个机会就这样被自己错过了，我真是又生气又懊恼啊，到现在为止我一听到电话响就紧张，生怕又是来电话面试的~~~~

Eric

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