5 Top Hiring Mistakes in China

I´ve just been watching the webinar “The Talent Management in China and How to Overcome it” presented by talent management expert Michelle LaVallee, Founder and Partner at Management Success in China. The recording is full of good insights and lessons on talent management.You may watch this webinar at China Business Webinars.

On the recruitment topic, Mrs LaVallee emphasizes on the fact that desperate and urgent hiring leads into hiring the wrong person 75% of the times. Today I will share with you Mrs LaVallee´s “Top Hiring Mistakes in China” list and some of her recommendations:

1.Basing decision on resume content and short behavioral based or hypothetical interviews.
Some resumes are just out of this world. Quite frankly, the great majority of them are simply not true. They are made up, there are all kind of mistakes with titles and responsibilities.
Checking those resumes and making sure that they are factual is an incredibly important step to increase your hiring success in China.

2.Using vague job descriptions to recruit and interview.
Most job descriptions are just quickly put together to do some recruiting. They are too long, the employer does not look at them, they are not used in performance reviews, development or coaching. If you are not using them, they are just a waste of time and you may need to rethink that strategy.

Mrs LaVallee explains that the best alternative is to create what she calls a “job scorecard”. A job scorecard is a brief document, could be just two pages an it will cover the following points:
-Identify the mission for the role, in simple language

-Identify 5-7 yearly key accountabilities with specific measures of success and actual deliverables for a High Performer

-Rate Minimal Competencies- the skills you must have to get the job (so you can actually rate the candidate as you are conducting interviews).

3.Not investing in interview training for hiring managers
The most important decisions regarding “talent” are too often based on poorly conducted interviews.It is all based on hypothetical questions and, unfortunately, your interviewees know well how to answer hypothetical questions and know how to give answers that sound great (they have done plenty of interviews!). You need to base the interviews on specific questions on their experience, on what they have actually done and not on “fake questions”.

Some advice to improve your hiring success:
-Invest in interview skill training for all hiring managers

-Make time in your schedule to do tandem interviews (2 people) with your hiring managers

-Observe your hiring managers interview skills

4.Not conducting thorough reference checks
If you do not conduct thorough reference checks you are setting up for failure. There is here the myths that it is not culturally appropriate to do reference checks in China. Reality is quite different as most companies are happy to share their experiences about colleagues and you are able to ask a lot of questions.

5.Failing to look within for promotable talent
There is a lot of talented people in China. There should be a special focus on assessing them early and developing them.

“Talent review” is simple but very useful tool that helps you measure the success of your hiring and promotion decisions (the presentation shows an example of this tool). It helps you understand and track performance, suitability to the job and plan carrier steps and promotions.

What do you think? Are you following the right hiring steps?

If you are interested in this topic you may also like to read the following posts:

* 3 Trends in the Chinese Labour Market
* 5 Recruitment Tips for Entrepreneurs in China
* 7 Tips on How to Recruit Managers for SMEs in China
* Retaining your Chinese Employee
* 6 Tips on How to Retain your Chinese Talent
* 10 Reasons Why your Chinese Employee is Leaving You
* Why are your Chinese Employees Leaving You?

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