中國企業試水社交媒體招聘大綱

Companies looking for hints on how to use social media for recruiting may want to keep an eye on China.
想知道怎麼利用社交媒體招聘員工的公司可以留意一下中國的情況。

Unlike in the U.S., where the recruiting industry has a long history that parallels the evolution of businesses and technology, job-search services in China are still developing along with the country's private sector.
美國招聘產業有着悠久的歷史，它的發展與企業和科技的演進保持着同步。而中國的招聘服務仍在同這個國家的私營部門一起成長。

The explosive growth of Chinese social-networking sites coupled with inadequate recruiting platforms, is driving many companies in China to experiment with new methods such as social media.
由於中國社交網站出現井噴式增長，而招聘平臺又顯不足，中國很多企業開始試驗一些新的招聘手段，如藉助社交媒體。

'Traditional recruitment processes, as they are understood in the West, only really started to be used in China after 1978, with the gradual liberalizing of China's economy,' said Mike Tims, the Asia, Middle East and Africa president at global human-resources consultancy SHL Group Ltd. 'This has made it easier for China to 'leapfrog' these traditional approaches and embrace new recruitment methods more easily.'
全球人力資源諮詢公司SHL Group Ltd.的亞洲、中東及非洲部總裁蒂姆斯(Mike Tims)說，直到1978年之後，隨着中國經濟的逐步自由化，中國才真正開始採用被西方人視爲傳統招聘程序的那些做法；這讓中國可以更爲容易地跳過這些傳統招聘手段、直接採用新的招聘方法。

At some multinational companies, new ideas on how to use social media in recruiting processes are coming from their Chinese units.
在一些跨國公司，有關在招聘流程中如何使用社交媒體的新創意來自這些公司在中國的子公司。

The China division of auditing and consulting company Deloitte Touche Tohmatsu Ltd. last September offered a 'virtual office tour' on its career page on Sina Corp.'s Weibo, a Twitter-like Web-messaging service. The effort is designed to create a community of potential candidates and build relationships.
去年9月，審計與諮詢公司德勤會計師事務所(Deloitte Touche Tohmatsu Ltd.)的中國子公司在其新浪微博的招聘頁面上推出了“德勤在線之旅”。此舉是爲了在潛在求職者中間形成一個圈子並拉近他們與公司的距離。

Set up like a videogame, the tour starts with a scene at the airport where visitors choose their destination-Beijing, Shanghai or Hong Kong. After visitors 'fly' to the city of their choice and arrive at the local Deloitte virtual office, they can go to various parts of the office such as meeting rooms and talk to employees. At each different location visitors collect a green dot, and the tour is complete when they've collected six dots.
參與“德勤在線之旅”就像玩電子遊戲，旅程從機場場景開始，遊客們在這裏選擇他們的目的地──北京、上海或香港。在“飛”往選擇的城市、抵達德勤在當地的虛擬辦公室後，他們可以參觀會議室等辦公場所，並與德勤員工談話。在每一個不同的地方，遊客都收集到一個綠點，收集滿六個綠點之後，這次旅行就算完成了。

So far, about 17,000 people have played this office-tour game, the company said. Other Deloitte member firms around the world now plan to adopt similar approaches, said Arthur Wang, Deloitte China recruitment director.
德勤方面說，目前爲止已有大約1.7萬人玩過這個在線之旅遊戲。德勤中國區招聘總監王文佶(Arthur Wang)說，德勤在世界上的其他子公司現在也打算採用類似方法。

Deloitte China's Weibo career page, launched in 2010, now has more than 48,500 users following it. 'Some of the followers are very active and they often send us messages and inquiries,' Mr. Wang said. That community proved effective when the company recently looked for interns on Weibo. Within hours, it received enough applications to fill the positions.
德勤中國於2010年在新浪微博推出招聘頁面，目前粉絲已經超過48,500人。王文佶說，有一些粉絲非常活躍，常常向我們發信息、提問題。當德勤在前不久尋找實習生的時候，這個圈子被證明是很有效的。數小時之內，德勤就收到了足以填滿這些崗位的申請資料。

Around the world, more companies are using social media in recruiting. In an annual global survey of HR professionals compiled by SHL this year, 46% of respondents said social media sites are effective tools for recruiting and reaching quality candidates, up from 36% last year.
在整個世界，招聘過程中使用社交媒體的企業越來越多。SHL今年對全球人力資源專業人士展開的年度調查顯示，46%的受訪者說社交網站是招聘、接觸合格應聘者的有效工具。這個比例高於去年的36%。

The incentive in China to try new recruiting methods also stems from the challenges companies face there. Recruiting experts say online job boards in China often attract a glut of unqualified candidates for well-known companies and none for smaller firms, while there are simply too many headhunters with varying degrees of credibility, making the market chaotic.
在華企業嘗試新招聘方法的動機還源自於它們面臨的挑戰。招聘專家說，在招聘網站上，知名公司常常吸引到大量不合格的應聘者，而小公司則吸引不到應聘者，同時各種資質的獵頭實在太多，讓市場一片混亂。

'In China we are jealous of our HR co-workers in the U.S.,' where online recruiting platforms are more mature and can attract qualified candidates, said Willa Wang, talent acquisition director at Lenovo China, the Chinese unit of Hong Kong-based personal computer company Lenovo Group Ltd.
聯想中國(Lenovo China)人才招聘主管Willa Wang說，在中國，我們羨慕美國的人力資源同事，美國的網絡招聘平臺非常成熟，能夠吸引合格的人才。聯想中國是位於香港的個人電腦生產商聯想集團的中國子公司。Making the environment even tougher, Chinese companies with global ambitions increasingly are looking for the same kind of people as those sought by major Western companies trying to expand in China.
令招聘環境更加嚴苛的是，意欲進軍全球市場的中國公司在越來越多地與努力在華擴大業務的主要西方公司爭奪人才。

'There is intense competition for what turns out to be a narrow segment that has the skills we are looking for,' said Jim Pilarski, the head of HR for Asia Pacific, Middle East and Africa for hotel chain operator Marriott International Inc. Marriott is looking to hire around 20,000 people in China by 2015 to staff 40 new hotels it plans to build in addition to the current 60.
連鎖酒店運營商萬豪國際集團(Marriott International Inc.)亞太、中東及非洲人力資源主管皮拉斯基(Jim Pilarski)說，具備我們所要求技能的人並不多，各公司之間對人才的競爭很激烈。萬豪計劃在2015年前將在華員工數量增至約20萬，爲在華新開的40家酒店補充人員。萬豪目前在華有酒店60家。

In June, Marriott launched a promotional campaign in China using Sina's Weibo. More than 30 of its Chinese hotels made videos about them, and shortlisted videos were featured on the company's Weibo page. By July, the company had received about 1,000 more applications for Chinese jobs than it does in a normal month, said Bill Lu, Marriott's director of talent acquisition.
今年6月，萬豪利用新浪微博在華推出了一項宣傳推廣活動。該公司在中國的30多家酒店製作了自己的視頻，並上傳到該公司的新浪微博賬戶上。萬豪負責人才招聘的主管Bill Lu說，截至7月，公司收到的應聘中國職位的求職信比平時一個月多約1,000份。

Marriott also is planning later this year to launch a social game on Renren-often considered as China's Facebook -that allows users to virtually manage a restaurant as a way of getting more young Chinese people to familiarize themselves with the concept of running a hospitality business.
萬豪還計劃今年晚些時候在人人網上推出一款社交遊戲。用戶可以管理虛擬飯店，以便使更多的年輕人瞭解管理酒店業務的概念。

As more companies are turning to social media for help, some Chinese social networking sites are coming up with new services focused specifically on recruiting.
隨着更多的公司轉向社交媒體尋求幫助，一些中國社交網站開始推出專門針對招聘的新服務。

Sina's Weibo last year launched a service for jobseekers to post 'micro-resumes.' Each micro-resume usually contains the person's brief profile and description of skills and aspirations, within 140 Chinese characters, which say a lot more than 140 English letters.
新浪微博去年推出了一項服務，求職者可以發佈“微簡歷”。每份微簡歷通常不得超過140個漢字，包括個人簡介、對技能和個人目標的描述。140個漢字比140個英文字母能表達更多的東西。

Lenovo last year held a recruiting campaign using Weibo's micro-resumes. After reviewing all of the 140-character resumes, the company selected and then requested full resumes to start a formal recruiting process. The campaign has led to some hires, said Lenovo's Ms. Wang.
聯想去年利用新浪微博的微簡歷服務舉行了一場招聘活動。在評估了全部微簡歷後，該公司選出一些簡歷，並請求職者提供完整簡歷，以便開始正式招聘流程。聯想的Willa Wang說，那次的活動中我們招到了一些人。

Between April and June this year, Lenovo China found about 70 candidates through social media, the company said. While Lenovo's primary social recruiting tool is LinkedIn, Ms. Wang said she also uses Tianji, a Chinese-language professional social networking site that is similar to LinkedIn.
聯想中國說，今年4到6月份，該公司通過社交媒體找到了約70個申請者。Willa Wang說，儘管聯想中國的主要招聘工具是LinkedIn，她也使用與其類似的中文職業社交網站天際網。

Tianji Chief Executive Derek Ling said the site, which had 10 million users in April, is now adding 500,000 users per month. The company is now in the process of building new systems to allow companies to search and recruit through the . Ling expects the online recruiting business in China to grow to be worth $1 billion by 2014 from the current $750 million.
天際網首席執行長林廷翰說，該網站4月份有用戶1,000萬，目前每月新增用戶50萬。該公司目前正在構建新系統，新系統能夠使公司通過該網站搜索人才並招聘。林廷翰預計，2014年前中國的在線招聘業務規模將從目前的7.5億美元增至10億美元。