The competition for qualified executives in China is fierce and the risks associated with an unsuccessful hire can be catastrophic. Widely cited research indicates that nearly half of new CEOs don’t make it past 18 months, and the costs of replacing them are staggering.
Direct costs include compensation, the impact on sales or lost market share, and duplicated recruiting investments. More indirect costs include lost momentum and negative impact on organizational, market, and customer confidence. Research confirms what business seasoned leaders know from experience: the wrong hire affects employee morale and productivity, client relationships, and economic performance.
These risks can be reduced and the converse benefits enhanced by leveraging sophisticated management assessments, retained executive search, and due diligence processes.
Ginkgo Search Partners will identify and deliver executives who will make an immediate impact. Our executive search experts have helped many of the most successful organizations operating in various industries to build their senior leadership teams in China. Our retained search services are focused on top and upper management, middle management, and senior expert searches.
Identifying and attracting this talent requires a rigorous approach combined with thorough understanding of different industries and functional roles. Our executive search consultants apply insight into clients’ strategic requirements and proven assessment tools to recruit leaders for your business in China who have the necessary skill, experience, and personal qualities to advance company strategies and achieve outstanding results.
We work across sectors and disciplines because we know that a search can only be successful if the executive recruitment consultant is fully aware of the client's needs and focused on results. Therefore we offer targeted retained executive search services in China matching to your specific industry needs.
We understand executive search as an extension of management consulting, which frequently provides significant benefits beyond search including assessing an organization and its culture, integrating a new executive for optimal success, and advising leaders on their professional development. Our executive search offering can be perfectly integrated with our leadership assessment and leadership development solutions.
Our primary mission is to provide top quality management for our clients that will bring them lasting and sustainable success and promises long-term and productive partnerships. Our tailor-made advice and understanding of the intentions and requirements of our clients are just as important as our intensive and continuous dialogues with our candidates. Ginkgo Search Partners is committed to the highest quality in the selection of our candidates.
The executive search process allows executive recruiters to achieve key milestones during the search life cycle. It provides a solid foundation for effective and targeted recruiting. It is a very thorough process that guarantees each assignment to have a list of strong candidates. Below are the five main steps of the executive search process.
China’s economy is booming and Chinese businesses are fighting hard to recruit the best talent locally and abroad. Executive compensation in China still differs from compensation in the U.S. and Europe but the landscape is changing rapidly. Although promotion and bonuses are the norm for compensation, now there are new elements at play, such as stock options, or the added pressure of accountability as Chinese-listed companies must now declare their executive's salaries publicly. This article gives a brief background to executive compensation in China and highlights current trends for local and expatriate pay for executive talent.
When companies seek to attract management and professional talent from outside their organization, they have various options. They can decide to manage the process internally by posting job advertisements and leveraging their networks or they can outsource the recruitment process to a professional search consultant. If they decide to work with an external service provider, they can either engage a contingency recruitment or a retained executive search firm. Why might organizations face limitations of managing the recruitment process in-house? What are the differences between contingent recruiters and retained executive search consultants? How will these different recruitment approaches affect your business?