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HR: HR Expectations: East vs. West
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Small study among companies in Tianjin, China

altIn our last several HR columns, we have been looking at ways for people to increase their exposure and chance of getting employed. We have looked at building relationships through networking, resume writing, the importance of communication, and advised you on interview tactics. Through all that, we have wondered if professionals looking for new positions should tailor-make their approach and application based on the origin of the company. Does it truly matter whether the company is a Chinese or a western corporation, and should you act accordingly when seeking employment there?

To find out, we commenced our own unofficial survey and asked around. We contacted several companies of various sizes in the Tianjin area, comprising both western companies and Chinese. Our questions ranged from how the company searched for new people, all the way to how they conducted interviews and tested peoples' background and skills. The aim was to understand what was of the highest importance to each company and HR manager.

What was possibly the most surprising result was how alike these corporations were. Most of them have very similar concerns and operate more or less on the same principles and processes.

Be honest and don’t change jobs frequently
altIt was striking to see that even though it is common in China to change your job frequently, ALL of the companies highlighted this as one of the biggest reasons for not considering an applicant. Clearly, everyone looking for a job should think carefully about how many previous jobs they put on their resume, but it should also tell people in general to try to stick with their jobs longer and not look at it as the simplest solution to leave their post if unhappy.

Changing jobs frequently was well ahead of concerns such as a badly formatted resume, spelling mistakes, poor English, lack of degrees, and experience, with less than 50% of companies in general naming any one of these as a reason for refusing a candidate.

Being truthful on your resume and honest in your interview was another very clear common denominator among all of the companies we spoke to. It seemed to specifically irritate HR managers with how liberal people were with the facts on their resume, but then unable to back it up once they were called into the interview.

Lying vs Nervousness
On other subjects, the difference between cultures started to shine through. Western companies put lying at the top of a list of mistakes a candidate could make, while Chinese HR managers rated lack of concentration, little confidence, and nervousness as the worst mistake.

Modesty is preferred
altOne of the interesting findings in our survey was the emphasis Chinese HR managers are placing on modesty from candidates. Almost all mentioned that it was important for applicants to ‘know themselves’ and never ask for too high a salary, show arrogance, or rudeness. There was a clear requirement, in their answers to our survey, that candidates should know their place and show appropriate politeness. This is to be expected from a Japanese company, but was surprising to find how important this seems to be here.

At the other end though, western companies might welcome a bit of overconfidence as long as it has merits. Being too laid back when being interviewed by a westerner can work against you due to the heavy emphasis they put on confidence and personal ability.

Personal Interest is not interesting

Three-fourths of the Chinese companies marked that it would be a mistake to include long paragraphs on your resume about your personal interests. Demonstrating your personality a bit by listing your interests might be preferred by some western companies, while based on our survey, it should be left out when applying for positions at Chinese companies.

This is something noticeable if you have worked in China for a while. There is a much greater difference between personal life and working life than in the west. Desks are not cluttered with personal photos, and gossiping at the water cooler can hardly be seen here. That is not to say Chinese aren’t social, because they are, and discussions at lunchtime can be lively, but at their desk they stick to working and westerners should understand and respect that cultural difference.

Checking your facts
Though not totally one sided, there was a stronger inclination from the western companies that they would double check the facts presented to them by potential employees. This meant they had at times all used professional companies to check people’s backgrounds, even calling previous employers themselves to check for references. They also expect to see your certificates at the interview, which is something Chinese companies generally want as well.

Everyone stated that they had some type of English tests at their interviews, and often pre-screened, via phone call, the applicants required to have English skills. Hearing this, it surprises us how many Chinese job seekers exaggerate their English skills on their resume.
alt
Conclusion
If there was any conclusion to find from our survey, it would be that all the companies polled are hoping for honest, hard-working, stable individuals who have realistic career goals. On these points, it does not matter if you seek employment at a western or a Chinese company.

What you should remember though is to be a tiny bit more reserved at Chinese interviews, and that you need to understand what salary to expect, as they will surely ask you how much compensation you are seeking, and decline to hire you if you aim too high. Speak clearly and to the point, and do not demonstrate nervousness.

On the other side, if you go to a western company, you could possibly be more open, and in many cases more personal. Demonstrate confidence and don’t be afraid to show that you are willing to take on difficult tasks.
Above all else, never lie as most of these companies have seen it all before, and it will only waste your time and theirs.


By Sam Ragnarsson

 
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