Interviewers Should Look Out For While Assessing Potential Candidates

The primary objective of conducting interviews with potential candidates is to assess their competence for a specific job role. Traditionally, the interviewers were known to focus on learning about the education, skills, expertise and experience of the candidates to find the right match. However, with the changing times, it has become imperative for the recruiters to look beyond these basic aspects of a candidate to find the right match. This is also due to the fact that information about these aspects of a candidate is readily available on various online platforms. So, the top executive search firms in China have identified the following things that the interviewers need to look out for to assess the suitability of the candidates for a job post.

Their Clarity About Career Objectives

Most recruiters prefer candidates, who have a well defined career objectives as it helps then to helps them truly assess the suitability of the candidates for current as well as future job positions.  Possessing the clarity about their career objectives also makes the candidates stand apart from the crowd as it reflects their sense of planning and their vision for ensuring professional growth.

Ability To Highlight Their Success Areas

It is essential for the professionals today to be able to market themselves as the right candidates to the recruiters. For this they need to not only highlight the successes they might have attained in their previous job roles but also convince the recruiters of following this trend in the future as well. Recruiters are inclined to give greater preference to candidates who seem capable and confident of repeating their success stories.

 

Acknowledge Their Shortcomings

It is a known fact that no individual on this earth is perfect. However, most candidates choose to avoid answering questions that might refer to their shortcomings in any manner. They mostly focus on highlighting their niche skills during the course of the interview, which according to the professionals offering executive coaching in China is not a desired trait. That is why the interviewers should keep an eye out for candidates who do not shy away from acknowledging and talking about their weaknesses when asked about the same. This in fact should be taken as a strong character trait that reflects the honesty and integrity of the candidates.

 

Are Inquisitive About Company Culture And Policies

Candidate engagement during the interview sessions should not just be restricted to answering the questions put up by the interviewers. Rather it is essential for the candidates to try and seek more information about the hiring company. They should be inquisitive about the work culture, employee development strategies and other policies of the company. Most experts consider this behaviour to be reflective of the passion about getting to know the organization they might be hired into and is an essential trait among candidates who are likely to contribute towards its growth.

Key Aspects To Look For In A Good Recruitment Firm In China

The growth of China as one of the leading economies of the world has made it a popular destination for businesses seeking expansion opportunities internationally. As an increasing number of businesses move to set up operations in China, the demand for professional recruitment service providers has also been on rise. However, hiring the services of leading recruitment firms in China might not be as easy as it seems, especially for overseas organizations having little or no experience of the Chinese job market. One easy way for such organizations to overcome this challenge is to learn about the following key aspects that can help them identify a really good recruitment firm in China.

 

Ability To Find Candidates With Rare Skills

A good recruitment firm generally works with a nothing is impossible attitude. If a recruitment firm is competent enough to help their clients find candidates possessing rare skills, then it definitely possess this type of attitude. Hence it is extremely important for the client organizations to verify whether or not the recruitment firm they intend to work with possesses such attitude and ability.

 

Take Interest In Client Business Model And Needs

One of the key traits of a good recruitment firm in China is that it takes a deep interest in the business model and needs of its clients. This helps the firm to have a clear understanding of the talent requirements of the company. They can thus provide more reliable and satisfactory services to the clients in terms of the quality of the candidates as per the needs of the job position.

 

Possess Good Knowledge Of English Language

Most overseas organizations find it extremely difficult to interact with recruitment firms in China lacking a proper knowledge of English. This often leads to mistranslation of their needs and requirements which can in turn result in bad hiring decisions. As such, proper knowledge of English is one of the most important aspects that foreign business organizations need to look for while hiring the services of recruitment service providers in China.

 

Level Of Honesty And Transparency

Most top headhunting firms in China ensure complete honesty and transparency in their dealings with their clients. They set a great score about maintaining the trust of their clients, as they know it to be an essential aspect of a strong and lasting relationship. They therefore ensure client engagement in every aspect of the recruitment process to provide better results and value for money.

 

A Good Service Attitude

The leading recruitment service providers value the satisfaction of their clients above everything else. That is why they adapt a humble service attitude making it possible for the clients to express their specific needs in a clear and hassle free manner. They are even willing to go beyond the scope of their usual services to ensure complete satisfaction of their clients.

Reducing The Risk Of Talent Wastage During Organizational Makeover

For most organizations feeling the need to cut own the number of their employees, efficient talent management can prove to be a major challenge. Their inability to proactively manage the workforce not only increases the risk of losing in-house talent and valuable resources but also the trust and morale of the employees they might have fought hard to win. However, as the outplacement professionals in China are often informed by their clients, the pressures of limited time along with the need to cut costs and bridging crucial talent gaps, often makes organizations to adapt a reactive approach towards doing things. While they might provide the help and support to their outgoing employees through career transition coaching in China, it might just not be enough to cover the damage.

When faced with such situation, a leading interim executive search firm in China advices its clients to use the principle of four R’s to manage workforce change.  These three R’s are identified as redeployment, retraining and resourcing. Each of these factors is explained in brief as follows.

Reducing The Risk Of Talent Wastage During Organizational Makeover