It is hard enough to identify talents within the own cultural circle… Frankfurt, June 29, 2011: to identify talents within the own cultural circle is hard enough. Since many companies find it hard to select the appropriate employees for future international engagements outside concrete job profiles, but only in the context of a long-term strategy. As an example, China is there very clear: many German companies discover China not only as a production facility, but also increasingly as markets for their products. To them on this strange”to distribute market they need Chinese employees.

You recruited them in the short term spot, then seen the hardness of the market quickly. Different cultures require different management approaches. There see themselves interculturally trained German Manager as a real challenge. Therefore, more and more to go and acquire their Chinese employees in Germany. This is German so possible, because Chinese students Universities long have discovered for themselves and remain after studying often at least for some time in Germany. Perez describes an additional similar source. They are often good workers. This shows alone the fact that they have the chance in a tough selection process, to be able to study abroad.

Most have this Chinese already demonstrated their suitability by a degree in China and study so to speak a second time in Germany. To pick from these Chinese the best however is not so easy. A company in China is not yet active, you need to know sitting in what provinces potential customers for their products. Then it is to see which employee for this region is best suited. If you wanted to become active as a foreign producer of Dirndl in Germany, they would also not Flensburg settle in and adjust a Saxony as a sales man, or? Similarly, in China. Due to the complexity, more and more companies on external specialists in the selection trust international talents. One of these specialty company is the Personalglobal from Frankfurt am Main, Germany, which specializes in the recruitment of Chinese top talents in Germany. Without my experience in China and the Asia-Pacific area, I would be impossible in the position to know who really comes for the job in question. A candidate from every department head can be judged, interculturally but only by a skilled person!”, so Dr. Tobias Busch, Managing Director of Personalglobal. The likelihood of failure depends on when operating abroad much more characters than by the strategy down. “, so Bush next. This applies it in its considerations to keep in mind. According to a study of the Personalglobal 1000 Chinese candidates for admission to the Personalglobal talent pool, they were interviewed in other interviews in Germany only in almost 15 per cent of all cases of China experts. Maybe fail so many companies in foreign cultures? Background information: Personalglobal headquartered in Frankfurt am Main is the specialist around China as recruiters. Customers are mainly medium-sized companies, with Chinese or China want to do business and for this purpose are looking for suitable staff in addition to DAX and MDAX. In the first quarter of 2011, the Personalglobal asked exactly 1,000 Chinese applicants in structured selection interview for the Personalglobal talent pool in regard to their concrete ideas and ways of working. The results from this will be published after, are also explained in a personal phone call.



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