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« 10 survival tips for Foreign expats who work in China | Main | How to avoid staff embezzlement in China (Part I) »

September 27, 2007

Comments

renmenbi.com

Whenever I see resume in China, i notice that people jump jobs quite often. They will put their experience even if they worked in that previous company for a week. Then will mention so many things they've "done" in during that period. Job hopping is very common as it seems everyone wants to be a manager and everyone mentions they have leadership skills. NOT!

So be warned, frequent job hoppers are not to be trusted. Which is logical but somehow they still are able to find a job.

China and I

Thanks for your comment Renmenbi,

You are perfectly right in your assessment. I want to enforcize that these job hoppers are not necessarily UN-smart they are -in my opinion- not sociable person that can easily fit a job position. Many graduates have high expectations when they start working; so they are frustrated when you give them a job that doesn't make use of their skills. They switch from job to job and everytime they fail because they don't want to start from the beginning. As I always to my new staff: "Un-learn what you have studied at the university, so you will be not be frustrated!"

Ambling Sheep

In my organisation we do practice some of the above and a variety of other 'tactics' to keep employees motivated to stay with us and work well but the expectations of many are (increasingly) unrealistic.

Many people don't want to wait. They have 12 months experience and want promotion, responsibility and a great big pay rise and, if we can't provide it (in some cases because we don't have a suitable opportunity, in others because the individual either doesn't have the relevant aptitude or simply needs several more years experience) then they tend to leave.

A great example to illustrate this... I interviewed a candidate who had only 6 months experience in his current firm (having previously just graduated). His reason for wanting to leave was that his current firm was too small so lacked opportunities for advancement. At the end of my interview all of his questions were about promotion possibilities and how to get into a management position. My answers of 'do a good job (for a few years) and gain some experience and, while you're doing that look for opportunities where you can demonstrate the qualities that a company would look for in a manager' didn't seem to make sense to him. He wanted it now. An extreme example perhaps but the principle isn't that uncommon.

As you mention above, I believe strongly in the intangibles of employment - the office environment, training, the interactions between management and staff, etc., etc. to be important as they are things that staff know they would regret losing if they went somewhere else.

As an employer, you will always lose if you think that cash is the only tool you have to keep people. They will leave anyway but they'll have told their colleagues that you've just offered them a huge pay rise to stay so before you know it, you'll have stoked the fires of wage inflation within your firm.


China and I

Ambling sheep

Excellent analysis! What you and i have described, I saw it 10 years ago but i think things are worsening because the appetite for quick money is even more present now than then. Secondly, prices for real estate is always on the increase and I think you know how important it is for young Chinese to own their house before marrying. Other reason is the lack of talent in the market. Fresh graduates can be smart but not useful in a sense that they are too theoritical and not pragmatic at all.

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