How foreign companies select talents

How foreign companies select talents

Recently, the "2007 Beijing Spring Talent Market" was held at the China International Exhibition Center in Beijing. Halls 6 and 7, which are the exhibition halls of foreign companies, have attracted much attention. The booths of foreign companies such as Siemens, Canon, Schneider, Toyota, and Motorola are crowded with people. What kind of graduates do foreign companies need? What kind of talents do you prefer?

Among the resumes received by foreign companies, there are doctors, masters, undergraduates and junior college students. Zhang Jian, deputy director of the Beijing Talent Center, said that most of the talent needs of foreign companies participating in the recruitment are concentrated in IT, finance, automobile and sales industries. Due to the high requirements for professional knowledge, emphasis on work experience, and emphasis on overall quality, the graduates recruited by foreign companies are not all high-scoring students from various universities, and most of them are above-average students. At present, what foreign companies value most is comprehensive quality, such as integrity awareness and team spirit.

Integrity is the bottom line for resumes

In front of the "Toyota" booth, many graduates from higher education institutions were waiting eagerly with their resumes, and the person in charge of the booth was working very seriously. communicate with a candidate. The applicant's resume shows that he has a technical secondary school education, and he is applying for a "Quality Monitoring Engineer" job. However, his rich work experience and excellent work performance can be seen from his resume. After the conversation, the person in charge solemnly marked the resume with a pen and put it in the drawer. He believed that the applicant would talk to the person in charge again soon.

Integrity is the foundation of life and work. Although having a perfect resume and well-trained interview skills are the stepping stones to successfully entering a foreign company, a resume that is realistic and shows integrity is more valued by foreign companies.

When many foreign companies receive job application resumes, the first thing they eliminate is the resume in an envelope with the name of the original unit printed on it. The reason is very simple. Keeping a clear distinction between public and private is an excellent moral quality. Using public for private purposes is a sign of lack of integrity.

Some foreign companies now use the following examples as rejection cases: a certain applicant’s envelope is from the first workplace, the letter paper is from the second company, and each page of paper is printed by a third company. mark. The applicant wanted to use this to show his rich work experience, but this is exactly the behavior abandoned by foreign companies that pay attention to ethics and integrity.

The person in charge of recruitment of "Toyota" and "Mercedes-Benz-Daimler Chrysler" told reporters that applicants for foreign companies should prepare a resume in Chinese and English, which contains true personal information, educational background, and work experience. Basic information such as experience, awards received, English and computer proficiency, experience and professional background should meet the requirements of the position applied for. Applicants with relevant work experience must have a detailed description of their work experience, such as how to achieve work goals, how to participate in social practice, etc.

What many foreign companies value is not what you have done, but what you do at work. In their eyes, interns who work as odd jobs at IBM and Microsoft are far more attractive than candidates who have sold mutton kebabs themselves, know how to get goods cheaply, know how to attract business, and know how to handle mutton customers. Even if you don't have a high degree of education, you will get opportunities if you can show strong practical ability when applying for a job.

Pay attention to responsible and malleable people

In recruitment venues, all kinds of employment information can be seen everywhere, and each recruitment unit has detailed introductions on the booth for applicants to read. . Some applicants carefully put the materials they had read back to their original places, and consulted in detail on some questions they did not understand. After further clarifying the company's recruitment intentions, they decided whether to submit their resumes. After detailed understanding, some applicants showed off their excellent work experience and performance, and directly clearly expressed the positions and scope of responsibilities for which they were qualified. These are actions appreciated by many heads of foreign companies and consider them to be a reflection of responsibility for themselves and others.

For foreign companies, the applicant’s sense of responsibility is an important selection criterion. In foreign companies, taking the initiative to take on positions and having the courage to take responsibility is appreciated. They believe that asking for a position means being willing to take on greater responsibilities, reflecting a proactive and energetic professional spirit.

For those who do not have a high degree of education or work experience, but who show a strong sense of responsibility and good work qualities, they will also be favored by foreign companies. Because foreign companies pay more attention to the long-term effectiveness of talents, they generally have a set of comprehensive evaluation methods. They pay more attention to people's nature, attitude, plasticity, and the match between people and positions.

Some world-renowned companies have Graduate Training Program for fresh graduates.

Fresh graduates generally undergo a period of on-the-job training and then are sent to a specific department to intern for 6 to 12 months. Then "transfer" to the next department for internship. In this way, after 2 to 3 years of internship, they will be fixed in a certain position to engage in specific work according to their personal interests and actual abilities. During this 2 to 3-year "transfer" period, business leaders will focus on the newcomer's sense of responsibility and ethics. Such as whether they can save water and electricity resources for the company, their attitude towards handling the tedious tasks they undertake, etc. The ultimate competition among these examination projects is the assumption of responsibility.

The localization of talents has reached a certain level

A recruitment manager at Motorola told reporters that at some job fairs, there are many students with various English certificates, such as business Graduates of CET-8 in English, Foreign Trade English, and English majors are turned away by many foreign-funded companies because of their poor ability to express themselves in their mother tongue.

In recent years, as foreign companies expand their business in China, "talent localization" has become a top priority for the development of foreign companies, and more and more Chinese employees have entered the management of foreign companies. In some foreign companies, local talents account for 90%. A 2006 McKinsey survey showed that large and medium-sized multinational companies will need approximately 700,000 to 800,000 talents in China in the next three years. Xing Lin, Human Resources Director of Motorola China, believes that talent localization is the foundation for Motorola China's brilliant performance. Wal-Mart Asia President Chung Haowei believes that Wal-Mart's greatest asset in China is its large number of outstanding local employees.

And more and more foreign companies are also deeply aware that China’s market economy is no longer the “extensive economy” of the late 1980s and early 1990s, with cheap human capital and no knowledge. assembly line operations as a means of economic development. Nowadays, if you want to take root in China, you must deal with Chinese consumers and customers from aspects such as product quality, knowledge connotation, and cultural respect.

An important reason why many foreigners and "returnees" are rejected by foreign companies is that they do not know much about the local market and culture. Compared with foreign languages, the local language is somewhat partial and cannot integrate better. The local customer base cannot perfectly interpret the cultural connotation of foreign companies' development in China. Based on this review, it is understandable that more and more talents with outstanding native language skills are entrusted with important tasks by foreign companies.

In addition to native language skills, “complex” talents shine in the demand for “talent localization”. Talents with strong abilities, broad knowledge and multi-skills are increasingly in demand. For example, car salespeople understand industry knowledge and understand maintenance; electronic technicians understand market demand and master sales skills; industry secretaries have industry analysis skills and statistical and planning abilities; accounting personnel understand product production and pay attention to changes in the sales market.

Team spirit is closely linked to the enterprise

Nowadays, more and more companies regard team spirit as an important evaluation indicator when recruiting talents. Modern companies require employees to have solid skills. In addition to professional knowledge, keen sense of innovation and strong work skills, they must also be good at communicating with others and know how to cooperate with others in an appropriate way.

Schlumberger of France is a large multinational company engaged in oil exploration, crude oil extraction, and processing equipment sales. Schlumberger China Branch once conducted a very interesting interview with candidates when recruiting at Peking University: 10 candidates were divided into two groups, assuming that they were going to the Antarctic by ship, and the two groups were required to be in a limited time Propose their own shipbuilding plans and make a model of the ship within the time limit. Interviewers determine the right candidate based on their discussion and presentation of shipbuilding plans and each individual's performance in working with other members of the team to create models.

The person in charge of the company believes that through this method, it not only tests the applicant's innovative awareness, language expression ability and hands-on ability, but more importantly, it is to understand whether the applicant has team spirit.

“Freshwater shrimps are caught and placed in buckets. If they are not covered with nets, they will form a 'shrimp ladder' one by one, working together to try to escape the fate of becoming dinner. "This is a vivid case used by many foreign company leaders to explain team spirit. It can be said that team spirit has increasingly become an important factor in corporate culture, which has two main meanings: first, the ability to communicate with others; second, the ability to cooperate with others. The individual working ability and team spirit of employees are equally important to the enterprise. If individual working ability is the vertical driving force to promote the development of the enterprise, team spirit is the horizontal driving force.

There are many ways to test team spirit. Some are to see whether graduates participated in social activities during school and what projects they have completed in cooperation with social members; some interviewers ask applicants to talk about how to work with others. Surrounded by friends and classmates, we can infer the strength of their team spirit by trying to overcome the difficulties.

However, it is regrettable that the lack of team spirit is the "weakness" of some graduates. For example, in some examination activities, some candidates have excellent technical abilities. Each of them is very strong when working independently, but when they work together, they fail to achieve results consistent with their strength. The reason is that they are unwilling to obey others. Some candidates were unable to accurately and comprehensively reflect the opinions of the group members when they were responsible for presenting the cooperation plan, causing other group members to become dissatisfied with him. This shows that the applicant is either not good at communicating with others and unable to understand other people's opinions; or he is not good at leading and coordinating the members of the group to eliminate differences and achieve consensus.

Therefore, young students should find more appropriate opportunities to exercise themselves in society, learn to cooperate with others, get along well, and integrate personal goals with team goals. Only in this way can they be successful in the road of life. There is no way to win.

Characteristics of resumes of different foreign companies

When applying for a job in a European company, age and experience should be introduced carefully in the resume. Handwriting tests are popular within companies in France, Italy and Germany. If your cover letter If it's not handwritten, some companies will even refuse to read it.

When submitting resumes to Japanese-funded enterprises, it is generally required to write down the job seeker's ability, personality traits, hobbies, social relations and sports expertise at the beginning, and write them in chronological order.

Resumes for applicants to US-funded companies must clearly state their job search goals at the beginning. They prefer resumes with lively language and meaningful words.

Different interview styles of foreign companies

Korean companies: Koreans attach great importance to employees’ attitude towards work, and Koreans are very hardworking. Korean companies are very averse to applicants' salary demands. It is very inappropriate to raise salary demands rashly during interviews. Korean bosses believe that applicants will "offer" their salary demands when applying, and they will raise them even higher after being hired. In addition, Korean companies like stable employees, and they should be steady and generous in their speech and behavior during interviews.

European companies: European companies attach great importance to the personal cultivation of their employees, especially their academic background and work experience. During the interview, do not comment on other companies easily in front of the examiner, so as not to leave a bad impression of poor cultivation. Although European companies require their employees to be rigorous and standardized in everything they do, they are very liberal on some issues. For example, staff will proactively ask applicants to quote a price based on their own conditions.

U.S. companies: There is no such thing as "shooting the first bird" in U.S. companies, so it is not good to be too reserved during interviews. Employees who are sharp and sharp are considered to be employees who have ideas and know how to persevere. Job seekers can talk about the plan they designed at work and how they captured and realized it through their creativity and resourcefulness. American companies like innovative employees. Giving specific examples to prove your talents to the interviewer is often more impressive and effective than using monotonous and general words.

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