China Recruitment Marketing

During economic downturns, organizations will typically look to tightening up headcount budget and close-off hiring. However, focusing on strategic talent initiatives and building up your talent base will allow companies to come out of the economic down-cycle stronger and shorten time-to-market ahead of the up-turn. It's actually great time to consider "Counter-Cycle Hiring" Strategy: Purposely hiring when your competitor isn't or during economic down-turn. What values will it bring to your organization in 2009?During economic downturns, organizations will typically look to tightening up headcount budget and close-off hiring. However, focusing on strategic talent initiatives and building up your talent base will allow companies to come out of the economic down-cycle stronger and shorten time-to-market ahead of the up-turn. It's actually great time to consider "Counter-Cycle Hiring" Strategy: Purposely hiring when your competitor isn't or during economic down-turn. What values will it bring to your organization in 2009?

Usually recruiters can build profile on the social network, upload contacts into social network or begin to search and link to people online. Also, they gain access to individuals and updated status reports or contact information and they can create groups of people that helps to organize and/or broadcast messages out to. Other social network sites, like Facebook, recruiter can embed Dynamic Job Feed into Profile, which automatically updates profile page daily with new jobs from corporate career site. The page will link candidates back to the career site to view job and begin application process.

As the recruitment professionals, if we all have a concensus about the fact web 1.0 has been passing away and we see the tendency of the times is web 2.0, will you still hang around the channel (Web 1.0) rather than the platform (web 2.0)? I believe if we cannot change our mind to catch up the trend, we will most likely pay more for less in terms of recruitment ROI. Therefore, it's  your time to take actions to move from recruitment 1.0 to recruitment 2.0 because we are entering a new digital ecosystem.

From both informal and formal channels, we might hear of some rumours or competitor intelligence about the redundancy plan, which refered to Microsoft, IBM, Lenovo, Dell, and so forth. Every spokesperson of that company said either we knew nothing about the redundancy plan or we won't have such plan in China. Nevertheless, we know quite clearly in our own mind, what's ahead of us, the real bitter cold winter is coming to IT industry.

No matter what kinds of sourcing channels you are currently using, the final destination should be your company's recruitment website. Most of recruitment professionals are not the experts in the area of graphic designning, website lay-out, and creative I-board and so forth. In this article, I wanna have a brief look at what compenents the site better have, things you need to pay attention.

Mckinsey's top 10 most popular articles in 2008

Happy Chrismas! Today we should have more fun and throw away all those hiring challenges, right? Please enjoy the following advertisements with a cup of coffee, ;-)

Have you ever thought about your ROI is worthy of your money in terms of pay-to-post on job boards? The answer is uncertain when more and more companies struggle in the China talent market war. Year by year, we keep paying lot of money for posting on job boards, but we get less and less qualified candidates. Shall we keep doing this or change our mindset to another meansurement, which is called "Pay for Performance"?

Days ago, I received a pdf deck from my friend, which is called "Global Economy Impact on China HR Practice" by Hewitt China. There are some China data about market reaction to economy downturn, impact on HR budget, impact on C&B planning, salary adjustment and impact on employee variable payouts/budgets as well as their suggestion on HR strategy in 2009.