While taking job orders is always an exciting part of our jobs here in China it has taken on a much more important role for most of our China-based search consultants over the last 8 months as prices rise in the land of Mao and money.

 

 

This is, increasingly, where the line of questioning takes us when we are dealing with clients new to China and also, increasingly, with clients who are looking at higher levels in China to fill roles that have been traditionally filled by ex-pats.

 

I recently had a case where the candidate that (almost) got the offer was making more than the VP he would have reported to at the global HQ. 

 

 

Good question.  The fact of the matter is that while you may have the "latest numbers" in hand to back up the salaries you would like to pay in China what many people fail to realize is that the top candidates here are the same as the top candidates anywhere else (just more valuable.)  When looking for a Senior Manager with market experience in a Fortune 500 setting and a degree from a top business school you will find no bargains in China.  For most of my candidates like this the decision to work in China was made with an eye toward making more money than they would in the US or Europe.

 

 

Well, the point is this:  Top local Chinese candidates are now making as much or more that ex-pat managers and are often commanding salaries higher than those of the management back home.

 

 

Do your research and talk to some people here who are in the know.  If you are not looking to China to add value to your operations and do not have a need to be in this market it may be wise to stay out.  I see many firms open and close in one year because they get priced out of the market.  Much of this comes because they do not do their homework and they are not prepared for the market realities they find here.

 

 

I recommend contacting local experts in China the same way you would if you were a Canadian firm opening in the US or Brazil.  Send a consultant or project manager in to create a market reality report and see if it matches your business objectives.  Better create a strategic recruiting plan as well to make sure you have considered where your staff and management will come from and how much it will cost to get them on board.  But you would have done that anyway, right?