Recruitment refers to the process of searching and hiring right candidates according to clients' specifications. In earlier times, hiring process used to be sole function of human resource department of an organization. But now with evolving services recruitment providers, hiring and training activity has been increasingly outsourced to specialized agencies.
Outsourcing the entire HR processes to recruitment solution providers has become one of the key trends in China. With highest number of internet users globally, e-recruitment has also grown in importance for Chinese market. Other trend that is been observed in this segment is buying talent from competitors. In spite of poaching of talent been unethical, this is openly practiced.
The recruitment industry is growing in China based on factors such as effective supplier management strategies, vendor management system and managed service provider increasing efficiency of large Chinese companies, attractive staffing market in comparison to the world and shift of focus on contingent workers. Major challenges that are faced in this industry are in recruitment and retention of high quality staff, finding skilled staffs, Legal Prohibitions on Temporary Work in China and Misinterpretation of Credentials, Profiles and Presentations.
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In the report, key players of the industry namely Adecco Group, Randstad Group and Manpower Group have been profiled with comparable analysis based on parameters like sales and earnings, ratio analysis and stock performance has been done in the report.
The report gives an in-depth analysis of the Chinese recruitment market. It assesses the key opportunities in the market and also outlines the factors that are and will be driving the growth of the industry. Growth of the industry has been predicted taking into consideration the previous growth patterns, the growth drivers and the current and future trends.
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Table of Contents
1. Industry Overview
1.1. Industry Structure
1.2. Market Value
2. Industry Characteristics
2.1 Value Chain Analysis
2.2 Key Trends
2.3 Growth Drivers
2.4 Major Challenges
3. Macro-Environment Analysis - PEST
3.1. Political/Legal Forces
3.2. Economic Forces
3.3. Socio-Cultural Forces
3.4. Technological forces
4. Competitor Analysis
4.1. Industry Leaders
4.1.1. Business Description
4.1.2. Strategic Initiatives
4.2. Competitor Array - Assessment and Positioning
4.3. Comparables Analysis
4.3.1. Sales and Earnings Comparison
4.3.2. Ratio Analysis
4.3.3. Stock Performance
5. Industry Forecast
Figures and Charts
Figure 1: China Recruitment Market Size, By Value, 2006-12 (US$ Billion)
Figure 2: Variety of Supplier Management Strategies
Figure 3: Percent of Large Companies Using VMS and MSP
Figure 4: Reported Contingent Share of Workforce, 2005-11
Figure 5: Percent of Respondents who spend more than half of their time in managing CW, 2004-11
Figure 6: Inward FDI in China, 2007-2012(Q1-Q3) (US$ Billion)
Figure 7: Inward FDI in China, 2007-2012(Q1-Q3) (US$ Billion)
Figure 8: Major Trading Partners, 2011 (US$ Billion)
Figure 9: China Real GDP Growth (2005-2012Q3)
Figure 10: Percentage of Urbanization Level in China (1985-2025E)
Figure 11: Population of China, 1650-2050E (In Millions)
Figure 12: Chinese Online Recruitment Market Size, 2006-12 (US$ Million)
Figure 13: Business Strategy Adecco Group
Figure 14: Randstad Business Strategy
Figure 15: China Recruitment Market Competitor Array
Figure 16: Recruitment Companies in Chinese Market
Figure 17: China Recruitment Market Size Forecast, By Value, 2013-17 (US$ Billion)
Table 1: Global Staffing Market Analysis
Table 2: Main Prohibitions on Temporary Work Agencies
Table 3: Adecco Recruitment Sales and Earnings Comparison
Table 4: Randstad Sales and Earnings Comparison
Table 5: Manpower Group Sales and Earnings Comparison
Table 6: Competitors Ratio Analysis