SSI Recruitment Flowchart
We at ESRassociates have developed a system of candidate selection based on years of recruiting experience and with a focus on the Chinese employment market. We call this system SSI recruitment.
This system has been developed to maximize the candidate-search spread, objectify the assessment process and control the reliability of the information collected.
The result of SSI recruitment is exposure to a larger candidate population, clear conclusions based on actual client requirements, confidence in the genuiness of candidate backgrounds, and timely placements.
Each stage of the process addresses special tendencies found in the Chinese employment market. SSI recruitment compensates for these factors and results in quality local placements in-line with international standards.
Search
By using a three-streamed
search approach, ESRassociates is able to access multiple dimensions of the
jobseeker market. Focusing too heavily on one type of search often results
in employers discovering similar tendencies in their candidates and missing
valuable selection opportunities. To overcome these problems, and to allow
for specific Chinese jobseeker tendencies, we insure our methods include a
mix of the following:
1. Database search (using several up-to-date, regional focused, jobseeker
databases - allowing a search of more than 100,000 current, local jobseekers)
2. Job-posting (through web-based engines or paper publications)
3. Career fair representation (at ESRassociates' permanent career fair booth
in one of Beijing's most popular and well-located career fairs centers)
This allows ESRassociates to expand our search population to include potential
candidates that would otherwise be hidden to employers.
Selection
Our selection process
always incorporates bilingual components and is undertaken by trained professionals
who use highly developed assessment techniques. Because of cross-cultural
disparities in education and labor systems, Chinese personnel in foreign-run
enterprises are faced with unique challenges. ESRassociates have a deep understanding
of these factors and continually develop assessment processes that identify
Chinese candidates who have the ability to succeed in these unique organizational
cultures. These assessments are multi-staged and may include:
1. Telephone screening (broad evaluation of fundamental criteria)
2. Intensive face-to-face interviewing (targeted behavioral interviewing for
intensive evaluation of all criteria)
3. Skills appraisals (specially developed assessments that address essential
skills, i.e. customer service, sales, and organizational skills)
4. Foreign language interviewing (focused testing of secondary language skills
with the aim of verifying previous competency evaluations)
By using multiple assessors and cross-referencing all evaluations, ESRassociates
selection processes are extremely objective and reliable.
Integrity
The traditional integrity assessment conducted for the purpose of employment is the reference check. We at ESRassociates have taken this process much further. Due to the higher tendency of non-bona fide declarations in the Chinese jobseeker market, ESRassociates has developed a more reliable and objective integrity verification process. As our consultants have a deeper knowledge of Chinese information storage systems, ESRassociates is able to access and verify much personal information in a manner that is not influenced by the candidate. The result of this are more comprehensive and reliable background checks that insure that new placements are in fact who they say they are.
If you would like more information about ESRassociates' SSI recruitment, don't
hesitate to contact us.
