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Innovation, Collaboration and Win-Win: What Makes Recruitment Both Effective and Enjoyable (Pt. 2/2)
If you have clear expectations at the beginning around: how long this opportunity is going to last? What's going to happen after this opportunity? Is there a leadership program? Could you consider other career guidance opportunities? And then within the experience itself, are you getting real work experience and not rubbish work experience? Real work experience usually has a leader involved, has projects involved, and has team engagement involved. So these are important things to feel that the individuals are integrated to your team, they want to stay, they feel valued, and they feel appreciated. And then they leave you well equipped for a new future that's quite bright. Personally I love to check the temperature of my team by how my interns feel, and generally how do people feel in the team. And if they're all feeling good then, we can generally assess that we're doing a good job so they're included.
The last year, we've seen a lot of offices close, a lot of change in the way we work. So we're driven into a much more digital style of working. With the technology that exists, you can have live interaction all of the time. And then you can be free to do that wherever you like, can't you? You can do that from home in the morning. You can do that from somewhere else if you'd like to. There're some real changes that have happened that are driving a culture. We’re performance driven, and we do care about our people to balance their life, and balance their work life and home life. Then what's the intention around that? Well, if people feel good and stay healthy, they can perform better. This is also one of the real values we have. GSK is very strong in this area. It's almost one of the most impressive organizations that I've worked in to do that.
And what's the end result? Well, our end result is that we want to get better results for our patients. We want to get more products on the market so that they can do more, feel better, live longer. These are our concepts. Treating your workforce well means everybody betters. So it's all interlinked. It's very subtle. This is the objective. So GSK is quite a cool organization to work within with this way of working. It may be contemporary in the west, but not so contemporary in China to have such a flexible work style, and such autonomy for individuals to be accountable not only for their results, but also for the way they achieved their results. There are a lot of factors that make this work, and it’s good to see this does work generally.
So the EVP, and our EVP particularly, it has to be driven by real values which are true to the organization, which are what we care about. And it's supported by a whole framework of HR systems and growth systems. And then compared to the Chinese internet companies and how they work and their type of culture, we've moved more to an accountability model. What we have within our own organization is a level of trust. So responsibility and trust drives people to get things done, to be responsive, to have an opinion, to be available. With proper planning, we don't have to be there every day waiting for something. We can use time to go to the gym, to be healthy, to take care of our kids, to take care of our family, to take care of our parents. There have been a lot of things that we've changed around performance for choice, but also around payment and benefits to make sure that we can look after the whole family. If that isn't taken care of, how can you concentrate at work? So this is the true story. So we want people to be energized, well and fit, and maybe we contact them, but we can contact them digitally and ask them to respond in that way. And so you can still have that availability without having people sleeping at the desk waiting to hear from the boss.
Anne-Marie McCaughan is currently the head of GSK Greater China Recruitment, she is an accomplished, inspirational and forward-thinking talent acquisition leader who has built or supported exceptional teams that deliver any scale of high-end recruiting in competitive fields such as Tech and Digital, Consumer and Industrial and Healthcare across multiple geographic markets working within that challenging environment. Anne-Marie always leads her team to use the smartest methods and techniques to run an efficient recruitment operation to secure the company’s talent acquisition strategy.
Gary Li is currently the General Manager RPO at Career International. Also a member of the Sino-German Research Association, Gary holds a Master's degree from RWTH Aachen University. He used to be engaged in macro policy research at China Chamber of Commerce for Import & Export of Machinery and Electronic Products under China’s Ministry of Commerce.
Over the past 10 years, Gary has accumulated rich management and practice expertise in human resources and consulting services. He has provided recruitment process outsourcing (RPO) service to hundreds of established multinational and Chinese enterprises, and has implemented tens of thousands of projects about recruitment organization structure, recruitment capacity building, recruitment process optimization and talent placement. Gary specializes in areas including pharmaceuticals, industry, chemicals, IT, consumer goods, etc. He also boasts in-depth insights into the challenges and solutions of talent placement for enterprises at different life stages.