FABIANO MAISONNAVE

Há dois anos trabalhando na China, o norte-americano Mike Shaw, 34, é o primeiro de sua família a deixar a região de Boston desde meados do século 19.

“Até vir para a China, nunca tinha conseguido um trabalho “das 9h às 17h” na área em que estudei. Isso diz muito sobre os Estados Unidos de hoje”, diz Shaw, formado em comunicação social e hoje editor de uma empresa de relações públicas. “É estimulante estar aqui.”

Ao contrário de funcionários de multinacionais, que em geral chegam por um tempo mais ou menos determinado, um crescente número de trabalhadores ocidentais está conseguindo trabalho em empresas chinesas, onde pretendem ficar sem um prazo definido.

Antes uma opção exótica, o mercado chinês, com taxa de desemprego urbano de 4,2% e economia aquecida, é cada vez mais atraente para profissionais de países como Estados Unidos (9,5%) e Espanha (19,9%).

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招聘可谓是HR们最为古老而基础的职责之一，而现代企业的招聘任务往往面临着时间紧急任务成批的特点，那么如何对候选人进行快速而高效的测评就成了研究的重点，下面我们为大家介绍一种由行为面试改良而来的方法。

第一步，你要获得候选人4－6个主要成就及其具体细节。在此基础上，分别花10分钟以上的时间对每一个成就进行分析，按照：1、不合格；2、低于预想（或需要改进）3、满足预想；4、超出预想；5、远超出预想，5个等级分类。并在3－5年的时间范围内，对这些成就的趋势进行考查，从而分析出候选人的发展性、一致性及其潜能。

作为一名优秀的招聘人员，当然也有其他指标来衡量你的能力，但发现候选人的能力是你的核心技能，如果缺少了这一点，你永远也不能充分代表了你的候选人，也不会得到招聘需求经理的信任。

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文/刘龙静 李潇, <职场> 2010年8月

到国外工作，需要一些个人机遇，但是更要能够把握住整个人才市场环境的命脉——那么现在的全球人才市场情况如何呢？

六月初，安拓国际（Antal International）发布了一系列针对中高级别职业人雇佣情况的最新权威数据，这份数据报告是经过对全球55个国家9672家公司的人事经理采访后整理出来的。统计数据显示，全球的用人需求都处于一个较低的水平，而裁员的浪潮却是格外高涨。受此轮经济危机影响，在公司发展和用人计划上表现最为疲软的正是欧洲和美国——曾经职业人心目中的天堂。

西欧各国本是欧洲经济发展和遏止失业率的主要力量，然而，欧债危机愈演愈烈，希腊的国民经济命悬一线，欧共体内部的不和谐都使得曾经辉煌的欧洲大国风光不在。

在奥地利，有中高管理人员/专业技术人员职位空缺的公司仅占47%，而有招工计划的公司则更少，只有43%，可有裁员计划的公司却雄占了29%的份额，令人齿寒。如果说以手工业和传统工业为主要支撑的奥地利经济不景气还无法代表整个欧洲的现状，那么工业大国德国的招工数据则把阴影结结实实地笼罩在整个西欧上空。

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Alastair Watts - Managing Director

Headhunter Antal International prepares to scoop up talent as employers set out on a hiring spree

Beijing Review – By DING WENLEI

MULTICULTURAL: The 2010 Beijing Job Fair for Foreigners was held on April 17. Expats and repats, especially experienced managers and professionals, are needed in China’s emerging sectors (CFP)

The frigid job market since the financial crisis in 2008 is thawing, according to the latest quarterly report on global job trends from London-based headhunter Antal International. Banks and funds, the first to shrink during the crisis, are actively building their teams again—and Antal is also gearing up for the coming battle to win over talent in China and abroad.

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Anny Jiang - Division Manager

2010年7月19日 文｜CBN记者 顾燕萍 插画｜陈杨

这个入狱后便销声匿迹的“航油大王”现在状态还不错。
　　2010年6月，重出江湖的陈九霖站在北大光华管理学院EMBA的讲台上，演讲《上市与并购实战回顾》，他曾操作过的并购案也成为了其中的案例。这是他多年来首次公开露面，他看上去跟曾经在这里演讲过的其他特邀嘉宾没什么两样。
　　陈九霖因油品期权交易巨亏5.5亿美元，于2006年3月入狱服刑。今年6月4日被媒体发现，他的名字出现在葛洲坝集团国际工程有限公司网站的领导成员名单中。大部分人都纠结在：他为什么能够复出；担任“葛洲坝国际副总经理”的职位是否合理等问题上。但陈九霖的复出其实不那么让人意外—尽管曾获罪，但他拥有复出所必需的种种优势。
　　首先，是职业经理人最起码的要求：企业的经营能力。尽管在中航油事件中的失误让人们对他非议颇多，但他在任职期间的成绩也是得到广泛认可的。其次，多年的职业生涯中，陈九霖积累下来了深厚的、确实可靠的人际关系。对于他在“双开”后的复出，国资委是默认的态度；而能去葛洲坝这个项目，也是人脉起了一定作用。而这跟他独揽了中航油事件的责任，也不无关系。他为此中断了自己的职业，付出3年牢狱生涯。当然，还有运气—这件事说起来有点虚，对陈九霖来说就是“机遇”。像他这样资历的职业经理人，其实是供小于求。如果市场没有需求，他也找不到这样一个位置。大概他将“陈久霖”改名“陈九霖”多少也有点“希望好运气”的成分在里面。
　　这些都是让陈九霖能够重回职场的保证。
　　这是一个很著名的职业经理人，他经历过那么糟糕的事情，但是他复出了。普通公司人可能并不会遇到像陈九霖这样大起大落的人生，但“能力、人脉、责任、运气”这四个因素，我们还是有很多可以借鉴的地方。

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Vivien Xie - Partner

<数字商业时代> 2010年7月 总第232期
采访·撰文/潘青山

当接到黎凯仁（化名）抱怨新公司的电话时，ANTAL国际商务咨询公司（本文简称安泰）的合伙人谢峥嘴角露出一丝不易觉察的笑容。“黎凯仁到竞争对手的公司4个月了，但或许他有些后悔。”谢峥说，他一直期待着他原来的下属——黎凯仁会再次回来。

对于部门员工的离职，谢峥从来不会有任何阻拦。因为他自己就是离开安泰后，最终又回到安泰，并且还成了公司的合伙人（安泰在中国的合伙人目前只有两名）。“当时是原来的领导离职去了新公司，希望我过去帮忙，当然，在福利和待遇上也更好。”

然而，不到一年，谢峥发现自己很不习惯新公司的文化和工作方式，正好安泰又开始大规模扩充在中国的业务，于是2006年底谢峥又回到了安泰，并着手组建金融事业部。从最初两三名员工开始，一直到现在拥有30多名员工，在谢峥的带领下，金融事业部已成为安泰规模最大的事业部。正是因为业绩出众，谢峥成为了安泰的合伙人。

“安泰在猎头行业像一个培训工厂，虽然我们不愿意把自己当成培训基地，但很多同行都会在我们公司挖人，我们的员工在猎头市场上很受欢迎。”谢峥说。

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Alastair Watts - Managing Director

“Today” is CRI’s first news magazine show. With in-depth panel discussions on domestic and global news and current affairs, Today gives you the story behind the headlines. Our expert guests share their views and debate the issues – a locally produced program with a distinctly international flavour.

In the wake of the global financial crisis, the world’s economy has seen a slow recovery. So what about employment, an important indicator of economic health. Today will talk to human resources experts to find out.

Kane Zhang,
- Vice President Mycos Company

Wang Peng,
- Board member of Hiall.com.cn, author of numerous books on job-seeking

Alastair Watts,
- China Managing Director, Antal International

Hour 1
Hour 2

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Juliet Liang

现状——管理现场遭遇挑战

专业技术工人的缺乏

现场之病：

许多企业一不小心做大了，却缺乏基本的管理流程、工具和员工素质培训。更忘记了泰勒时代就提倡的科学管理原理的四个基本要素之一：对工人进行教育和培养。

专家评点：

贾国柱：“在中国制造业中，有这样一个尴尬的现象：同样的生产线、技术，到我们的产业工人手里，就无法装出同样的东西。缺乏职业素养、专业知识，是中国不少制造型企业一线工人的现状。这不是短时间内能改变的。”很多流水线上工人招聘，都是来了就上。甚至是从A线到B线，‘一锅端’的方式。培训少。工长们总是管陌生的人。

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Source: Global Times [11:29 July 19 2010] By Yan Shuang

Outsourced employee background checks are regularly treated as a formality by those companies hired to do the investigations, according to human resource (HR) workers and headhunters, creating an opportunity for job hunters to successfully find employment with forged diplomas and faked academic credentials.

According to the Beijing Youth Daily, a forum held by the China Computer Federation on Saturday revealed that most foreign companies in China hire consulting agencies to conduct pre-employment background screening of job applicants.

Yin Bin of Beijing Lianyuan Zhixin Consulting and Services Company said, “Around 2 million people forge diplomas in China every year. According to a survey conducted by our industry authority [Top Credit], 66 percent of job resumes contain fake information, 48 percent list fake work experience and 13 percent have false educa-tion histories,” the report said.

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By Shen Jingting (China Daily) Updated: 2010-07-14 07:57

The call for financial talent has become a matter of urgency for Beijing, with news that nine job vacancies are now competing for one professional and the situation may get worse.

Since most financial companies are located in large cities such as Beijing, Shanghai and Guangzhou, the talent hunt there is especially intense, according to a report issued by bankhr.com, a leading recruitment website in the financial sector.

“The supply-demand ratio for high-level financial professionals is 1:9 in those cities and will be 1:11 in the second half of the year,” said Bao Hua, an operating manager of bankhr.com.

Compared to the same period last year, the demand for financial talent increased by 55.3 percent nationwide in the first half of 2010.

The top five financial positions in terms of a rise in demand were stockbrokers, futures managers, fund managers, client managers at banks and investment managers.

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By Xiao Wan (China Daily) Updated: 2010-07-05 10:29

BEIJING: Log on to the website of Zhaopin.com, one of the largest online human resources service providers in China, and you can easily find many recruitment advertisements for different new energy firms in businesses ranging from wind to solar.

These companies include well-known international giants such as Danish wind power equipment maker Vestas, one of the leading wind energy developers in the world. An increasing number of domestic companies also show up on the site, including Himin Solar and wind turbine maker Sinovel.

Take Shandong-based Himin Solar for example. The company has launched an ambitious recruitment plan this year as part of its efforts to develop into one of the top solar energy developers in the world, Huang Ming, president of the company, told China Business Weekly.

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Source: Global Times [June 25 2010] By Wang Xinyuan

The economic recovery has revealed a lack of skilled professionals in the banking and venture capital/private equity industry, a multinational banking consultancy said Thursday.

Banking and PE topped the ranking for new recruitment in the first quarter of this year, according to a survey result released by Antal International, an employment service provider.

New recruitment in the banking sector saw continued growth of about 20 to 30 percent in the first quarter, mainly due to the expansion of foreign banks, said Eva Lu, banking consultant with Antal International.

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Vivien Xie - Partner

Source: Global Times [June 10 2010] By Chen Yang

Frustrated with sky-high housing prices, work pressures and declining living conditions, an increasing number of young white-collar workers are escaping the grind of metropolises such as Beijing, Shanghai and Guangzhou, Guangdong Province for new opportunities and a slower pace in second-tier cities.

Zhou Zhi, 27, is one. Last year she quit her job as an associate manager in Zenith Optimedia’s Shanghai branch in August and returned to her hometown Changzhou, East China’s Jiangsu Province, to become a civil servant.

“Leaving Shanghai was a big decision,” she said. “I struggled for a long time and finally made the choice between my ambitions and real life.”

Zhou had worked at the multinational advertising company for three years after graduating from the university in Beijing.

“I was very ambitious when I started to work, and never thought of going back home,” she said. “But after years of stressful work I felt really tired and frustrated, because I can not afford a house in Shanghai using only my own resources.”

She still remembers her stressed-out past. “I used to work overtime until 10 or 11 pm every day, and my life was all about work. Everyone around me was working hard, and I felt I had had no reason to relax in such an environment.”

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Vivien Xie - Partner

发表于《人力资源管理》45期，受访人Vivien Xie

“穷小子”追到“超级明星”成为今年汽车工业的爆炸性新闻，吉利收购沃尔沃令国人势气大涨。对于这次收购，业内大多持肯定态度，但中国车企海外并购的前车之鉴也让吉利面临着“不成功便成仁”的危险。

记者手记：近年来，中国企业进行海外并购的案例每年都在递增，并购规模也在逐步扩大。次贷危机深化之后，一些中国企业发现，原来很多遥不可及的并购目标忽然触手可及。中国企业海外“抄底”的冲动再次被激活，甚至有企业家建议，应该将海外“抄底”上升为国家战略。然而，研究发现，近年中国企业海外并购成功的案例并不多。那么，海外并购之后，企业在管理层面又会面临哪些新的问题呢？首先回顾一下近期我国的并购案例：

中国最大宗海外并购令人激动 中铝195亿美元注资力拓

2月12日，中国铝业宣布，195亿美元投资澳大利亚矿业巨头力拓。此消息一出，便令全球矿业为之震动。此份协议意义重大，将是中国迄今为止的最大一笔对外投资，而且将考验澳大利亚政府对中国投资澳洲重要矿产行业的立场。

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Joy Wang

导语：
培训其实重点不在学，而在用。怎样能把你的职业神经激励起来，用培训把“水”（工作状态）搅动起来，你也就获得了收获。

口述|王欢（安拓国际商务咨询（北京）有限公司高级顾问） 整理|李原

职业阶段不同，培训重点也不同
职场人在不同的职业阶段，在公司里接受的培训重点会有所不同。刚刚毕业还在断乳期的新人，这时主要接受的是基础培训，也包括职场形象、企业文化的培训等等。
经过了3~5年的成长，新人进入黄金发展期，可能会被提升到专员甚至经理，这时他们需要提升知识的专业性，可以选择三种培训。第一种是诸如时间管理、团队精神、营销技巧的通用培训；第二种是根据你工作的需要可以做一些深化的培训，比如制造业的GMP管理，甚至争取一些到总部受训半年的机会等等。第三种是结果导向的培训：可以考取一些专业、行业都普遍认可的资格证书，比如ACCA或者六西格玛黑带等等。
35岁以上的高管培训主要就是需求性培训了，或者说是为了建立一些关系的培训。他们常见的是参加EMBA或者高端的精品课程，目的除了向前辈请教，其实也是要做更多的头脑风暴，在碰撞的氛围中交换理论和行业信息。

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Alastair Watts - Managing Director

Source: Global Times [May 31 2010]

Editor’s Note:
Outsourcing makes the world flat, and China’s role of global factory has propped up its full-speed growth in the past decades. Should it copy the Indian model to vigorously develop service outsourcing and transform into a global service center? Global Times (GT) reporter Chen Chenchen interviewed Yao Zhanqi (Yao), associate researcher at the Institute of Finance and Trade Economics, Chinese Academy of Social Sciences, and Alastair James Watts (Watts), China managing director of Antal International, a global executive recruitment company.

GT: In 2009, several global pharmaceutical giants moved their R&D departments into China. Can we interpret this as a signal indicating China’s gradual transformation from a global factory into a global service center?

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Graeme Read - Group Managing Director

The emergence of China’s second-tier Chinese cities are creating problems for Beijing’s jobs market, according to Antal International.

Data from Antal shows 73% of Chinese employers said they expected to hire within the next three months, up 20% on the same quarter last year.

Graeme Read, Antal group managing director, told Chinese newspaper Global Times. “If they are to operate successfully during the second half the year and early 2011, they better start working now to secure a qualified labour force.

“While the rest of world continues to rebound from economic downturns, the city should be set to enjoy many advantages against its competitors. Beijing is “cheaper than Shanghai, safer than New York, not as stressful as Tokyo and more real than LA.”

Source: www.recruiter.co.uk

By Huang Shaojie
Global Times – 13th May 2010

The rise and development of second-tier Chinese cities are posing problems for Beijing’s job market, according to headhunting consultants, and could potentially signal a major talent shortage.

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Eva Lu - Consultant

文|CBN实习记者 黄文婧 杨健楠 唐丽君
Posted on CBN Weekly Vol.14 2010
导语：你觉得“被排挤”这件事已经很糟糕了，但更糟糕的是接下去你还不知道该做什么。

在职场上，“被排挤”是一种可怕的感觉。
它的可怕之处不单是说有了这种感觉的公司人会在日常工作当中处处遭受挫折，更隐秘也更难解决的一点是，很多情况下，它是你的一种“感觉”，它的程度深浅、持续时间长短等可以说是由你自己来控制的，严重的话，你会越来越纠结于“为什么要排挤我”、“这句话什么意思，是不是嫌我做得不好”、“那句话其实隐含的意思是不是让我自己主动离职”等等诸如此类的问题，于是你陷入了一种情绪的陷阱。
当然，心理是一方面，事实是另一方面。如何来判断是不是确实发生了“排挤”这种状况，安拓国际商务咨询（北京）有限公司的资深咨询师鲁冠昀认为，比较专业的做法是进行360°的绩效考核，即综合你的直属上司、同事、下属对你的评估，以及你的业绩评估等，看你在这个职位上，沟通合作顺不顺畅。
很多时候我们在工作中觉得自己受排挤了，那么本身就是通过一种负面心理去感受周围环境。所以在判断之前我们要明白什么样的情况才是被排挤的表现，确定我们自己没有对外部环境抱有过高的期待等等。在对自己的心理状态调试了之后，再看客观上是不是出现了被排挤的情况，如受到上司冷落、同事确实对自己不友好之类的。

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最近闹得沸沸扬扬的吉沃并购案，引起国人对“娶洋媳妇”深层次的讨论。众所周知，员工是企业最大的财富，也是一个企业生命力之所在，所以“保留核心人才就是并购成功的一半”成了这场讨论中认知度颇高的共识。

那么，如何娶好洋媳妇？根据哪些事实制定政策？何种措施是真正合理有效的方式？就这些人力资源工作者所共同关心的问题，我们采访了ANTAL国际商务咨询（北京）有限公司的汽车部门经理Anny 江。

公司的汽车部门经理Anny 江。

根据她的观察，总的来说，吉沃并购案中员工流动的心理变化，可以划分为三个阶段：

第一阶段——并购消息开始流传，大量VOLVO员工开始打听其他工作机会，担心前途，人心惶惶。
第二阶段——并购消息正式放出，VOLVO高层进行了一些积极的人事变动（两位业内重量级人物加盟），留住了一些核心员工，稳定了总体情绪，员工流失趋势趋缓。
第三阶段——并购方案尘埃落定，相对第一阶段，不是所有开始就想离开的人都离开了，比想象中少，但现在仍留下的人也并不稳定，一部分人已经找到了另一个机会。

通过对以上变化的分析，不难给并购方的人事管理提几个醒：

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Interview with Shanghai Liberate Daily News Paper

Recently, Hewitt released assessment report of salary prediction. Next year, salary level of companies in Shanghai will reach the growth rate 7.0% or so. The national trend in salary is the same as that, exceeds 5% of this year. How the salary of domestic finance is going to be next year after surviving from the financial crisis? For more than a year before the crisis to maintain Can the glorious era that keeping double-digit annual growth before the depression reproduce?

The Raises Prediction in Growing Optimism

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Robert Parkinson, Antal International's Managing Director for China.

‘Antal International’ is a global headhunting firm with over 50 offices in 20 countries. The organisation has been operating in China for around 10 years, introducing countless foreign professionals to the country.

Our reporter He Fei talked with Robert Parkinson, Antal International’s Managing Director for China, regarding the employment market in China and how the country can attract even more international talent.

Robert Parkinson - Managing Director

2009 has been arguably one of the most challenging years for a long time for both MNC and SME companies in mainland China. We have seen bull turn to bear in a matter of weeks resulting in hiring freezes across the board and many companies taking an opportunity to reduce their low performing heads and freezing action on new headcount.

HOWEVER – as quickly as things got bad, they have bounced back with Q3 showing a substantial increase in hiring volumes, and Q4 hiring volumes at the same level as Q4 2009. I therefore wanted to simply take a brief opportunity to present you with a copy of Antal International’s monthly newsletter and to introduce our – executive ‘rising-star’ recruitment services across China:

• Firstly, Antal employs over 100 recruitment consultants based between Beijing and Shanghai – we therefore have the scale and ‘critical-mass’ to truly be able to help you in a specialist manner.
• We were a (close!) runner up in the CCH China Recruitment Firm of the year in 2008 and do enjoy a great level of recognition across China – helping you as a client particularly for our dual branded advertising campaign.
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Robert Parkinson with Tom and Jules in the studio. photo: cribeyondbeijing.com

This is not the first time he’s joined us.
Last time he talked about China’s increasing job market. This time he will share his thoughts and experiences regarding business ethics.

CLICK HERE to listen.

Robert Parkinson - Managing Director

A quarterly survey of employment trends in over 30 key countries has found the percentage of organisations in China hiring professionals and managers has rebounded to 74% after a dramatic fall to 43% at the beginning of 2009. As a result job prospects for professionals and managers in China are now well ahead of the global average.

The ‘Global Snapshot’ from the international recruitment firm, Antal, asked 7397 companies in major markets such as western and eastern Europe, Africa, India, China and the USA whether they were currently hiring at professional and managerial level. It then asked whether they planned to do so in the coming quarter and whether they were currently letting staff go or were planning to do so in the next three months. Current hiring across the globe was up from 46% of respondents in April to 50% now. And the percentage of organisations intending to hire in the coming quarter was up from 44% to 48%. At the same time the percentage of organisations intending to shed staff had fallen from 35% in the spring to 25% now.

In China, where Antal currently has two offices, 49% of businesses expected to recruit in the coming quarter. Only 34% were in the process of reducing headcount and this was expected to drop to 28% over the next three months.

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Amid the current financial crisis, we know there are fewer jobs available. To tell our listeners the latest information about the job market in China and to share some useful tips for job seekers, we have an expert in studio today.

Robert Parkinson is the Managing Director of China from Antal International, a global executive recruitment organization with more than 50 offices in 20 countries.

CLICK HERE to listen to the show

Despite the widespread financial gloom, Antal is finding China’s recruitment market to be growing more strongly than ever. With most of the globe held back by a deep recession, how is it that a massive 50% of China’s companies are still expecting to recruit this quarter?

After speaking with leading professionals like you recently, we have found that there is still a need for companies to have an effective recruitment partner to help them acquire the real talent that they require both locally and globally. Listed below are a few areas what we are working on currently:

• Renewable energy Sector
• Banking: Telemarketing Manager, RM (MNC or Local Corporate), Head of Compliance, Risk Control Manager, Marketing Manager
• Investment: Senior Associate, VP, Principal, Managing Director from sell-side or buy-side
• Fund Management: Fund Manager, Deputy Investment Head,
• IT & High Technology Sector
• Accountancy Sector, etc

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FMCG sector is still active to hire but more cautious than last year, according to job market survey conducted by Antal. Employers are expected to be conservatively optimistic about adding sales and marketing professionals in the third quarter. Among the executives who said they plan to hire in the third quarter, 36 percent reported business growth or expansion as the primary factor driving hiring demand. These executives continue to report difficulty finding highly skilled professionals for certain functional areas, such as Brand. Manager, Trade Marketing Manager and Sales Development Manger.

After speaking with leading professionals like yourself recently, we have found that there is still a need for companies to have an effective recruitment partner to help them locate the real talent that they require both locally and globally.

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The alternative energy sector has been and always will be the key to all organizations in the world. With this in mind, the energy sector has not been as badly affected as other sectors, for example, the automotive industry, finance and construction industry who have seen the worst side to the economic crisis.

The good news for a lot of us, is that we can see some good development in the current market situation. In the renewable energy sector, there are sings that companies are getting more confident in hiring new professionals, by either replacement or even expansion recruitment, to lead the development pace along with the global trends.

After speaking with leading professionals like yourself recently, we have found that there is still a need for companies to have an effective recruitment partner to help them acquire the real talent that they require both locally and globally.

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China’s automobile industry is in rapid development since the year 2000. In 2008, 9.345 million motor vehicles were manufactured in China, surpassing United States as the second largest automobile maker, after Japan. Moreover, due to the current financial crisis, China is the largest automobile market in the world for the first five months of year 2009, with total sale of 4.95 million vehicles. China may surpass United States and become the largest car market for the whole year of 2009. The top 5 car sellers are Volkswagen, GM, Toyota, Nissan and Chery. Meanwhile, for the machinery industry, the international Construction Equipment OEMs are struggling to maintain the profitable growth in 2009, compared to their local counterparts.

The good news for a lot of us, is that we can see some good developments in the current market situation. In the Auto & Machinery sector, there are signs that companies are getting more confident in hiring new professionals, by either replacement or even expansion recruitment.

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The IT and Hi-Tech sector has been and always will be the key to all organizations in the world. With this in mind, the IT &Hi-tech sector has not been as badly affected as other sectors.

The good news for a lot of us, is that we can see some good developments in the current market situation. In the IT & Hi-tech sector, there are signs that companies are getting more confident in hiring new professionals, by either replacement or even expansion recruitment.

After speaking with leading professionals like yourself recently, we have found that there is still a need for companies to have an effective recruitment partner to help them locate the real talent that they require both locally and globally.

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The Accountancy Discipline has been and always will be the key to all organizations in the world. With this in mind, the Accountancy discipline has not been as badly affected as other Discipline or sectors, for example, the Legal Discipline, automotive industry, finance and construction industry who have seen the worst side to the economic crisis.

The good news for a lot of us, is that we can see some good developments in the current market situation. The accountancy sector is looking to be in great health this year, there are signs that companies are getting more confident in hiring new professionals, by either replacement or even expansion recruitment.

After speaking with leading professionals like yourself recently, we have found that there is still a need for companies to have an effective recruitment partner to help them locate the real talent that they require both locally and globally.

Read the rest of this entry »

Since the financial crisis started from 2007, the whole world is expecting the reform of the financial institutions and related regulation from countries to countries. The G20 meeting in London earlier this year set the direction for the reform of the financial services to prevent a recurrence of the present crisis. There is urgent need for international financial institutions to integrate their regional or global structure while under the pressure of the reformed regulation, limited resource and growing competition.

After speaking with leading professionals like you recently, we have found that there is still need for companies to have an effective recruitment partner help them locate the real talent that they required both locally and globally.

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The global downturn has had a massive impact on businesses across the globe.

A panel of experts and professionals discuss whether the ‘green shoots’ of recovery are in sight.

CLICK HERE to listen to the show

As Antal’s global snapshot demonstrates, China’s hiring rates are rising and looking positive.

However, is this good news in line with China’s other issues of falling exports, slowing domestic spending and the implications of today’s largely globalized economy?

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Antal’s expansion plans
While Beijing and Shanghai continue to be centers of growth, it’s only a matter of time before China’s second tier cities catch up, according to Tony Goodwin, CEO of international recruiter Antal.

He has announced plans for expansion to a range of new locations: “We hope to have offices in cities such as Chengdu, Dalian, Guangzhou and Qingdao within the next few years.”

Chengdu’s turnaround
One year ago Chengdu was an epicenter of destruction following the nation’s deadliest earthquake for over 30 years. 4.8 million people were confirmed homeless and nearly 70 000 dead. Exactly one year on, it is China’s new centre of investment.

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A quarterly survey of hiring and firing trends in over 30 key countries has found job prospects for professionals and managers in China better than the global average. The percentage of organisations here expecting to shed staff in the next three months is also substantially below the worldwide average.

CLICK HERE to read the full Global Snapshot

The ‘Global Snapshot’ from the international recruitment firm, Antal, asked 4217 companies in major markets such as western and eastern Europe, Africa, India, China and the USA whether they were currently hiring at professional and managerial level. It then asked whether they planned to do so in the coming quarter and whether they were currently letting staff go or were planning to do so in the next three months. Current hiring across the globe was down from 54% of respondents at the beginning of the year to 47% now. However the percentage of organisations intending to hire in the coming quarter had actually risen from 43% to 44%.

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Historically speaking, in many famous global organizations, staffing was typically one of a handful of core competencies commonly possessed by human resource generalists. In the 1990s, this shifted dramatically as HR became increasingly specialized and we saw the development of Centers of Expertise. It provided specialized functional support that was cost effective, and capable of providing a higher level of increasingly complex functional support. And they also allowed HR generalists to evolve to what was commonly referred to as a “business or strategic partner” role. So, good in concept, but why does it fail so often in practical application?

There are basic tools that we use to help achieve role clarity. They include methods like service-level agreements; or process maps that define processes and accountability. Often, the use of those tools can eliminate a big part of the dissonance that may exist between staffing and HR generalists. Sometimes, though, just defining processes and roles isn’t enough. Some generalists define themselves as the “broker” of all things HR for the internal client.

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Headline Numbers:

• 10 years presence in Beijing, 3 years in Shanghai
• 100+ executive search consultants, 20+ research and support staff
• 120 global offices covering Asia, Middle-East, Central Asia, Europe, Africa, USA
• 2000+ placements in China Annually

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A major new survey of hiring and firing trends in over 100 countries has found that despite the fact that hiring levels are falling in China, they still remain relatively buoyant in comparison to those across Asia and the rest of the world.

According to the Global Snapshot report from international recruitment specialist, Antal, which surveyed employers in 107 countries around the world, recruitment is currently relatively strong in China with 43% of businesses currently hiring managerial personnel. This is expected to fall to 20% in the coming quarter but the number of companies letting people go is also set to decrease so the market still looks as though it will remain stable.

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Workforce planning, how do you see it?
Talent management hot topics changes quite often. But under the current circumstances, workforce planning is one of the hottest topic within the talent management community.

The reasons are simple: with the current economy driving revenues down dramatically, many senior executives are examining how to plan ahead in order to increase their firms’ capabilities, reduce costs, and survive the economic chaos likely to continue for some time.

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Finding employment, particularly for young people, can be a challenge at the best of times. But during a downturn in the economic cycle, the challenges can be that much greater.  Here in China, though the worst effects of the global economic downturn have not been felt, employment remains a challenge.  And while jobs are disappearing in traditional export-based sectors, efforts are being undertaken to stimulate employment growth in other areas of the economy.  So what areas are poised for job growth?  What is the status of educational development for perspective employees here in China? 

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Chinese firms are continuing to hire managerial staff despite the economic slump, with media professionals and accounts in most demand, an international poll has found.

Recruitment has remained relatively strong in China, with 43 percent of businesses taking on managerial personnel, according to a quarterly survey by Antal International this month.

The figure is expected to fall to 20 percent next quarter but the number of companies letting staff go will also drop, keeping the market stable, the survey said. “The global financial situation has certainly had an effect on the jobs market here, but conditions are still relatively strong,” said Robert Parkinson, who runs Antal’s operations in China.

“Hiring activity is down from the last quarter but at the same time so is the number of companies firing managerial staff,” he said. “It suggests organizations are still looking for new talent but with caution, waiting to see what happens in the coming months.”

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本报讯（记者胡笑红）跨国管理人才招聘解决方 商安拓国际昨天宣布，将要 在中国市场进行一场持续、长期的“白衣骑士”猎头收购 和合并计划。据了解，其为 此投入金额达到1000 万英 镑（约合1亿元人民币）。

据介绍，收购对象主要 是现金流处于相对困难的 国内猎头公司和人才服务 机构。安拓国际中国公司 有关负责人李晨介绍，“白
衣骑士”项目的对象主要是从 事合同雇员和临时雇员 派遣的人才机构，行业主要 是快速消费品、医疗、可再 生资源、运输领域的人才招 聘机构。

安拓国际全球总裁 Tony Goodwin 表示，有两 个主要原因使我们得以充 分实行这项计划，第一是公 司遍布全球的分支机构，第 二是雄厚的现金储备。■链接 关于白衣骑士计划 作为一个商业术语，“白衣骑士”通常指的是通 过收购、合并来帮助一家有
困难企业的一家集团企业、私人企业或者个人。

Double 10 year Celebration for Antal in China.

BEIJING, China, January 15 2009

This year global managerial recruitment firm Antal International celebrates its tenth anniversary in the China market and plans to continue to strengthen its presence through adding to its existing 120 strong consulting staff in Beijing and Shanghai with the opening of new offices in strategic cities. Antal China which was runner up in the China Recruitment Firm of the year award 2008 (CCH China) first entered the China market in 1989.

Also celebrating is Antal’s China Managing Director, Robert Parkinson who enters his eleventh year with Antal and whose career with the firm has taken him from London on to Amsterdam and then to one of the world’s fastest growing markets, even in today’s economic climate.

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