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Human Resources and Payroll in China 2016-2017 (5th Edition) -
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Conduct Interviews
Due to the comparatively high number of candidates screened per position, initial structured
telephone interviews are often conducted by a company’s HR representative prior to face-to-face
assessments to assess language skills and to clarify CV details. It is often a challenge for foreign
managers to conduct an interview with a Chinese candidate due to communication and cultural
barriers. The following guidelines can be used for more effective interviews:
1. Abolish the general perception of foreign managers
Chinese candidates often have the impression that foreignmanagers are very direct and impatient,
have little experience in dealing with business in China and do not take the private circumstances
of candidates into account. Therefore, foreignmanagers must bemindful of how to approach and
interact with Chinese candidates in an interview in order to facilitate a more effective assessment.
2. Understand different behavior and expectations of candidates across regions of China
Due to regional and local cultural differences, distinct behavior and expectations can be
stereotyped for candidates from different parts of China: South, East, North andWest-Central. For
instance, East China candidates often behave more directly and can therefore be more treated
in a straight-forward manner compared with candidates fromWest-Central China. Moreover, the
English level of candidates from the South is on average better than candidates fromother regions.
Region Specific Behavioral Characteristics and Expectations of Chinese Candidates
Characteristics / expectations
Regions
South
East
North
West-Central
Politeness
+
+ +
+ +
+ + +
Pro-activeness
+ + +
+ +
+
+
Uncertainty Avoidance
+ +
+
+++
+++
Tendency to Being Humble
+
+
+ +
+ + +
Willingness to Make Compromises
+ + +
+ +
+
+
Work-life Balance Expectation
+ + +
+ +
+ +
+
English Language Skills
+ + +
+ +
+
+
+ Low, + + Moderate, + + + High