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“Looking for the needle in the haystack” — selection process in a remote Chinese “Defence City” A US multinational was establishing a joint venture in China with a large state-owned petrochemical enterprise. The JV required that 170 key personnel be selected from the pool of 12,000 employees. These personnel were being assigned to the JV while the remaining staff would stay with the state-owned enterprise. Salzer Consulting was engaged to solve this difficult and potentially damaging situation. Job descriptions were clarified through the development of a “Manpower Plan”, ensuring that all competencies and corporate cultural issues were specified. Detailed work was required on starting dates, induction programs and on-going education. To ensure impartiality, a series of cost-effective tests were utilised. These tests were designed to bridge cultural and language issues. The recruitment process also identified external candidates for key positions to act as benchmarks and, when appropriate, to be considered as employees. The initial screening was from resumes. Care needed to be taken, as many similar and poorly-written resumes and test results were received. Basic minimum technical requirements had to be enforced. The second tier screening was targeted at the specific skills required for each position and assessed each applicant’s capability for potential future growth within the company. The most comprehensive testing stage of the process was a personality and corporate culture assessment. This involved the evaluation of each individual’s behaviour, potential and flexibility. Finally, all candidates received individual interviews with at least two staff members to remove any perception of bias. The selection process was successfully expedited and the JV was able to commence its operations with the most qualified personnel. For more information on how Salzer Consulting can help your business, please contact us. |
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