Olympic Games 2008

Hiring-the-Right-People-for-you-China-Business by Eric Castro

In many countries of the world it is common to hear from businessmen that their company success is based on its people. This is just as true in China as in the rest of the world.

Actually, it is truer in China, simply because of the huge growth potential of this developing market. For example in a mature market or industry, the revenue percentage fluctuations of a business are comparatively small, but in a growth market, hiring the right people means the difference between being a leader or a mediocre member among the rest.

It’s very imperative to have senior people who know Chinese and are comfortable working with Chinese. As much as possible, your Chinese company or office needs to have a Chinese face and that means to hire experience Chinese people..

At the same time, a good Chinese manager needs to understand the culture of the parent company, and be able to explain the rationale for his plans to develop the China market. In addition to being a good executive, he needs to be a good bridge between his culture and yours. At the same time, he needs to be open to suggestions and willing to listen, and not feel insecure of anything.

Today in China, there is a lack of management who can lead teams in a good way. There is an even greater lack of people who can lead cross-cultural teams across multiple geographies, and have good communication skills. So it is important to find Chinese who have the capability to be a leader and can communicate with others and make himself understand

If any company can find individuals with all of these basic skills, they will be in a good position for having success in China. But if they fail their adventure in the China market will be a quick one.

So take the time to search for the best Chinese people that can fill the positions you need, and if it is necessary pay that extra cash, this will be a great investment.

This article was researched and produced by Posicionarte for China Trading Company , 2007

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