Comments on: Chinese Turtles and Rednecks http://www.ere.net/2007/05/23/chinese-turtles-and-rednecks/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 13 Feb 2012 21:04:11 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Oscar Wang http://www.ere.net/2007/05/23/chinese-turtles-and-rednecks/comment-page-1/#comment-2814 Oscar Wang Thu, 31 May 2007 02:08:00 +0000 http://www.ere.net/2007/05/23/chinese-turtles-and-rednecks/#comment-2814 This is typically true within the FMCG industries. More and more companies are paying more attention to "rednecks" but in some organizations, they still focus on "turtles" from top universities from America and Canada. This is typically true within the FMCG industries. More and more companies are paying more attention to “rednecks” but in some organizations, they still focus on “turtles” from top universities from America and Canada.

]]> By: Brian Fenerty http://www.ere.net/2007/05/23/chinese-turtles-and-rednecks/comment-page-1/#comment-2800 Brian Fenerty Wed, 23 May 2007 04:57:00 +0000 http://www.ere.net/2007/05/23/chinese-turtles-and-rednecks/#comment-2800 I am happy to see someone addressing the cultural implications of hiring a returning Chinese candidate as I have too often seen this fail. I see companies hire candidates based on their language skills and interviewing skills too many times be unhappy with the performance of those same candidates that dazzled them in the interview process. In roles where local knowledge is indispensable, Sales/Marketing especially, I caution my clients to pay close attention to the candidates past performance in the market. Local market skills are more easily transferred from one industry to another; sportswear to cosmetics, for example, than are cultural skills. Our firm, while working across all of Asia, still maintains a deep, local market focus on our searches to ensure we get the best candidates for the job. I see this problem growing in our China market as more and more multinationals come to play and hope we can avoid making the same mistakes made by those who came before us. Brian Fenerty General Manager AdMark China Brian@AdMarkAsia.com www.AdMarkAsia.com I am happy to see someone addressing the cultural implications of hiring a returning Chinese candidate as I have too often seen this fail. I see companies hire candidates based on their language skills and interviewing skills too many times be unhappy with the performance of those same candidates that dazzled them in the interview process.

In roles where local knowledge is indispensable, Sales/Marketing especially, I caution my clients to pay close attention to the candidates past performance in the market. Local market skills are more easily transferred from one industry to another; sportswear to cosmetics, for example, than are cultural skills. Our firm, while working across all of Asia, still maintains a deep, local market focus on our searches to ensure we get the best candidates for the job.

I see this problem growing in our China market as more and more multinationals come to play and hope we can avoid making the same mistakes made by those who came before us.

Brian Fenerty
General Manager
AdMark China
Brian@AdMarkAsia.com
http://www.AdMarkAsia.com

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