All posts by ChinaJob

China’s Online Q1 Recruitment Market Reaches RMB148 Million

Analysys International’s recently released report ”China Online Recruitment Market Quarterly Tracker Q1 2006”, shows that China’s online recruitment market reached RMB148 million in the first quarter of 2006, increasing 6.59% quarter-over-quarter.

Analysys says the market pattern of China’s online recruitment industry remained unchanged in the first quarter of 2006. 51job.com (JOBS), ChinaHR.com and Zhaopin.com firmly occupied the top 3 positions in the market.

51job.com kept excellent growth momentum in the first quarter of 2006, with online recruitment revenue reaching RMB 48.53 million, representing an increase of 9.35% quarter-over-quarter. Both its registered users and companies increased greatly. ChinaHR.com also carried out frequent market activities, with website traffic increasing sharply.

According to the report, in the first quarter of 2006, nationwide recruitment websites accounted for 77% of the total online recruitment market in China, and provincial websites accounted for 19.1% of the total market.

By the end of the first quarter of 2006, total registered users of online recruitment reached 37.34 million in China, increasing 23% quarter-over- quarter. Number of registered companies reached 3.93 million, increasing 10% compared with that of the first quarter of 2005.

Finance and HR Manager

Company introduction:
Our client is a NASDAQ US Wholly -owned enterprise of International Medical Device. The Shanghai Representative Office seeks an experienced, self- motivated person with a strong accounting background £¨both Chinese and international ).

Responsibilities
1.In charge of company budget and GL report
2.Administration of wages, company taxes, cash book,
3.In charge of office HR and administration issues including recruiting and office management.
4.Provide leadership and guidance to staff, allocation of tasks, follow-up on progress
5.Liaison with Corporate Headquarters in USA in relations to AR, Orders management

Qualifications:
1.Minimum of 3 years management experience in accounting field.
2.Accounting Qualifications – university degree
3.Understanding of US GAAP reporting
4.Sound order & contract management skills
5.Strong working knowledge of Excel, Word, Outlook
6.Fast learner Pro-active and willing work under pressure. .
7.Excellent written and verbal communication skills in Chinese and English

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_fi121sh@dacare.com’

Is a Job Move Worth It? How to Weigh Your Options

Two years ago, then 28-year-old Valerie French experienced a culture clash when she moved from southern California to Washington, D.C., to work at a major art museum. “I loved my job, but I just hated living there,” she says. She found the nation’s capital too conservative, “the kind of place where if you wear Banana Republic you’re cutting edge.”

So, after just a year, Ms. French started looking for a new job that would have her move again. “Your environment is so important,” she says from New York, where she is now happily settled.

Moving for a job, especially when you’re just starting out, can be the springboard that launches your career. But weigh your options carefully. Where you move is just as important for your happiness as the job you move for, many career managers and recruitment professionals say.

Occupational Horizons

Moving to a new locale is risky because there are so many unknowns. Add in a new job and you set yourself up for a pretty stressful time. So make sure that the job on the other end is worth it.

Think about what your career prospects will be five years from now if you take (or don’t take) the position. A new job, especially if it requires relocation, “should mean greater opportunity coming in the door and greater opportunity looking at that five-year horizon,” says Brian Sullivan, head of Christian & Timbers, an executive search firm based in New York.

Obviously, the last thing you want is to move and then be let go. Ask what happened to the person who formerly filled the slot. High turnover may be a red flag. Is your position new or part of a new program? If so, you may want to think extra hard, because the company could change course and eliminate the post, says Cathy Goodwin, a career consultant in Seattle.

Figuring Your Finances

“It’s not all about salary,” says Anne Moore, a career specialist at Johns Hopkins University in Baltimore. Consider the cost of living in a different locale as well.

Say you live in New York and make $40,000 a year. If you move to Atlanta, which has a 44.8% lower cost of living, according to Salary.com, you could earn just $22,090 a year and still maintain your current standard of living. Match your current pay in Atlanta, and you’d feel like you have lots more money to save or spend.

To check out different cities at Salary.com, scroll down to “Salary Data” and click on “Cost-of-Living Wizard.”

The financial equation is far more complicated if you are moving with a spouse or other partner who has to leave a current job and take a chance on finding a new position in your destination city.

Also weigh the costs of making the move and ask how much of that your new employer will pay. More than 90% of U.S. companies will cover some if not all of a person’s relocation expenses, which may include house-hunting trips, temporary housing and closing costs on a new home, according to Worldwide ERC, a professional relocation association. Unreimbursed moving expenses may be tax-deductible. Check out www.irs.gov/taxtopics/tc455.html online.

Location, Location…

Saying yes to a job in a small town when you live in a big city — or vice versa — involves big changes and may require sacrifices. Weigh factors such as cultural offerings, sports and recreation opportunities, traffic and the pace of life. Even “the weather can really influence people’s happiness,” says Ms. Moore of Johns Hopkins. The question: Can you live with the differences?

Ms. Goodwin recommends making two trips to get a feel for a new place. Pay attention to local customs and “try to connect with real people” while visiting, she says.

“It is very easy to get seduced by the idea of something new,” notes Mr. Sullivan. But particularly if you are moving away from your home city, consider how you’ll fare away from family, friends and the social supports that you’ve relied upon in the past.

Email your comments to cjeditor@dowjones.com.

Manpower Looks To China, India, Europe For Growth

BY MARILYN ALVA

INVESTOR’S BUSINESS DAILY

Since it went to France nearly 50 years ago, it has been hard to keep temporary staffing firm Manpower (MAN) home in Milwaukee.

Besides Paris and other French locales, it has gone to Germany, the Netherlands, Belgium, Italy, Mexico, Argentina, Japan, India, China and scores of other foreign countries for a total of 4,400 offices in 72 nations.

In and around Paris alone, Manpower runs 220 offices. Today, France accounts for almost 36% of overall revenue. While France is Manpower’s biggest single market, Europe is its top region.

“We have a long history of being truly global,” said Chief Executive Jeffrey Joerres.

Geographic diversification is one of Manpower’s key strengths, analysts say.

The staffing industry is notoriously cyclical, depending much on economic winds. So if one country or region slumps, Manpower is apt to see another region offset it.

That is now the case with Europe, where robust revenue growth on the Continent offset the past quarter’s anemic 2% growth in the U.S., where the economy is slowing. The economy is still growing in Europe, and Manpower’s revenue there grew about 19% over last year excluding France. French revenue rose 12%.

“You’ve got a secular growth story in Europe that you don’t have here,” said analyst Jeffrey Silber of BMO Capital Markets.

Manpower has long been known as a staffing firm for employers looking for short-term workers, especially in light industrial and clerical jobs.

Though Manpower has been moving up the job ladder to more skilled personnel and permanent placements, temporary staffing is still its core strength, accounting for about 70% of the company’s gross profit.

The temp market is still far from saturated. Temp workers make up only 2% of the working population in the U.S. In Europe the percentage is higher ¡ª double in some countries ¡ª and apt to get higher still. That’s due largely to Europe’s restrictive pro-labor laws, which make it more difficult or costly for employers to downsize.

Cautious Employers

“You’re in an environment where companies have to be cautious and thoughtful before they take someone on,” CEO Joerres said. They increasingly are looking to flexible temporary workers to fill holes.

In the large and fragmented U.S. temporary staffing market, Manpower’s biggest rivals are Troy, Mich.-based Kelly Services (KELYA) and Switzerland-based Adecco International, (ADO) which has struggled recently and has new management. Adecco is Manpower’s top rival in Europe.

Manpower employs 1,500 permanent recruiters in Europe alone. “This is a market we really want to go after and go after hard,” Joerres said.

Italy didn’t allow companies to use temporary workers until 1997. That same year, Manpower moved in. It counts 450 offices in Italy and expects revenue there, which is growing 25% annually, to reach $1 billion this year.

All of Manpower’s offices are staffed mostly with locals who understand local job markets and labor laws. “It’s by design and strategy. We have one expat in all of Europe,” Joerres said.

Though its presence in India and China is relatively small, those are two of Manpower’s most promising emerging markets. In both countries, Manpower focuses more on management and professional positions than entry-level jobs.

Joerres says Manpower is the largest recruitment firm in India. The firm works for Indian and U.S.-based companies, including some of the top back-office and software outsourcers. It has about 10,000 people on temporary assignments in India on a given day. That’s still well below France’s 175,000.

“Manpower is in the investment mode in those countries, building out operations with the idea that five to 10 years from now they’ll bear fruit the same way Italy is bearing fruit,” said analyst Mark Marcon of Robert W. Baird.

Many of Manpower’s largest overseas clients are U.S.-based multinationals such as Honeywell, (HON) IBM, (IBM) Hewlett-Packard, (HPQ) Motorola (MOT) and Abbott Labs. (ABT)

Over the last few years Manpower has expanded into specialty and permanent job placements and career counseling. The firm’s Jefferson Wells division, which focuses on high-end accountants, and career and outplacement unit Right Management are still small, however. Sales slowed in both divisions in the last quarter, partly because of the loss of two large accounts for non-recurring work tied to Hurricane Katrina and Sarbanes-Oxley.

Nevertheless, Silber credits Joerres, who became CEO in 1999, for spearheading acquisitions that moved the company into higher margin businesses.

Stock Buybacks

Under Joerres, shareholder-friendly policies such as stock buybacks and rewards for achieving higher returns on invested capital were implemented.

Investment in new technology enables the firm to increase revenue without corresponding growth in expenses. Productivity has increased in branch offices. The firm also has been able to raise prices without much customer resistance.

Even though the U.S. business grew only 2% in the third quarter, U.S. operating profits jumped 26.7%.

Earnings in the quarter soared 33% from last year to $1.16 a share on revenue of $4.6 billion, which was up 12% from the year earlier period. Analysts estimate earnings will rise 27% for the full year to $3.71 a share and grow an additional 16% next year.

Growth often slows when a company gets big, according to the law of large numbers. That’s not been the case with Manpower, which has shown 20% to 30% earnings growth over the past few years and an average 13% top-line growth.

“We are a very large company that still keeps an entrepreneurial and growth attitude,” Joerres said. “We’re 60 years old and the core part of our business ¡ª temporary staffing ¡ª is still fast-growing.”

Recruitment firms boost investment in China

Recruitment companies have increased their investments in China, according to a new study by the1, merger and acquisition (M&A) specialists for the human capital sector. The study identified a cumulative total of 156 investments in China by 106 foreign recruitment or human-capital groups over a 20-year period.

China as a whole – including deals made in Hong Kong – has seen a steady rise in the number of investments over the years. It saw a 70% boost in investments, from 40 transactions in the 1995-99

period to 68 in the post-2000 period.

However, the growth was faster (132%) for investments in mainland China (58 post-2000 versus 25 in the prior period), the first empirical evidence that foreign human-capital companies have stepped up their investment on the mainland.

“China is the human-capital sector’s number [one] opportunity long-term,” said Mark Dixon, a director of the1. “With a population of 1.3 billion, you don’t have to be a rocket scientist to do the math. It’s a numbers game, with some very big numbers.”

Explaining this shift in investor attitude, Dixon said, “People have been aware of the potential of the Chinese job market but most viewed ‘M&A for people businesses’ as too theoretical – the country, the culture and the prospect of profits all being too far off.
“But now we now seem to have passed a tipping point. Although the Chinese recruitment industry is nascent and impeded by red tape, profits are already being made. This has negated the old excuse in the industry that China should be left as a challenge for the next generation.”

Commenting on the maturity of the investment flow, Dixon said, “We haven’t entered a land-grab phase yet. In coming years, investors will move on from toe-hold investments to building national brands and large office networks across China. We’ll see them pour in real capital.

“Larger recruitment groups are starting to feel pressure from clients, institutional investors and boardrooms,” he said. “The result is clear. The attitude to China is moving from opportunity to obligation. Obsession may not be far away.”

Hong Kong
Hong Kong, which saw most of the early investment, has been receiving less attention. It attracted 10 transactions post-2000, compared with the 58 on the mainland during the same period. Hong Kong now is viewed more as a market in its own right rather than as the gateway to China. Companies wanting to capitalize on “the China opportunity” are discovering they need to be in China proper.

Cumulatively, Hong Kong has received 51 deals, compared with 105 on the mainland. Before Britain handed Hong Kong back to China in July 1997, the small territory attracted more human-capital-sector investments (53%) than the entire mainland. It is no longer where the action is. After the handover, a period that coincided with an investment flow into China from many countries and industries, the balance has switched – mainland China has attracted 82% of all deals.

This move inland is even seen among the pre-handover investors in Hong Kong themselves, who made 35 deals. Some 77% of these groups have subsequently expanded into mainland China.

Commenting on this trend, Dixon said, “Hong Kong used to be King Kong – the 800-pound gorilla on the Chinese human-capital stage, a sort of bouncer standing outside the stage door of China. Kong has now gone, at least in that capacity.”

Legal structures used
A range of different legal structures is being used by investors to operate in China, some on a solo basis and some with partners.

More than half (55%) of the investments involve the foreign company setting up a new subsidiary in China. This compares with 28% of investments in the form of representative offices. Just 17% are new joint ventures with a local partner or the partial acquisition of an existing local company (which results in effect in a joint venture after the transaction).

Regulations have allowed 100% foreign ownership of some categories of human-capital investment, notably human-resources consulting, rather than headhunting or recruitment, which have found it difficult to get licenses at any level of ownership.

Since October 2000, rules have been loosened, allowing 49% foreign participation of all categories. Joint ventures are thus becoming more popular. Just 17% of the total investment count for all periods, joint ventures accounted for 35% of investments since 2002 compared with a negligible 9% prior.

China to become world¡¯s 2nd largest market for capital management

Chinanews, Shanghai, Nov. 9 – In a recent report released by Mercer Oliver Wyman, the company predicts that over the next nine years, financial assets will increase sixfold in China and by 2015, the newly increased financial assets owned by Chinese individuals will account for 10% of the total newly increased financial assets in the world, making China the world¡¯s second largest financial management market next to the United States.

The report analyzes that Chinese people have a high tendency to save money. In China, the deposit rate exceeds 20%, nearly ten times that of the United States. The high deposit rate coupled with Chinese robust economy will make the total financial assets expand rapidly in China. Related information shows that at present, Chinese people¡¯s total financial assets reach nearly 3 trillion US dollars (excluding real estate properties). Since most Chinese people like to buy things in cash, the scale of financial assets managed by financial institutions is still relatively small at present.

Based on experiences learned from other developing countries, Mercer Oliver Wyman predicts that as the per capita GDP rises, the proportion of cash in Chinese people¡¯s assets composition will become smaller in future. As a result, the financial assets management market will boom. In addition, changes of policies in regulating the floating assets in China are also likely to change the developmental mode of the assets management market in China fundamentally.

Looking from global range and the situation of the Asian-Pacific region, the report envisions a prospective market for Chinese financial management in future. It says that by 2015, the capital asset in the investment management sector will increase from 300 billion US dollars at present to 2 trillion US dollars by then and the investment products will include funds, pensions and insurance

Legal Manager

Company introduction:
The company is the top 5 consultant company and more than 50% top 500 companies are their clients. Provides deep expertise to manage and operate business functions and support client teams. Work in a wide range of functional areas including human resources, marketing and communications, finance, quality control, legal, IT, facilities and services.

Job Description
The Legal and Commercial business practice provides and manages all legal advice and support to XXX (instead of company’s name). Legal and Commercial aims to give objective, focused, practical advice and solutions based on an understanding of the law and XXX’s business, which is essential in a competitive marketplace. The Legal and Commercial teams work closely with each engagement to find ways to maximize revenue and manage risk and to ensure that XXX complies with its contractual obligations.
The Field Operations and Contract Management teams work closely with XXX’s operating and capability groups to obtain good commercial arrangements, review and counsel new offerings, support XXX’s alliances and Business Process Outsourcing businesses, develop package knowledge and ensure contract agreements are upheld.

Key responsibilities may include:
• Representing company’s interests and interfacing directly with client counsel and negotiating teams
• Drafting, reviewing and negotiating a broad range of contracts for medium to complex engagements
• Strategizing with company executives prior to client negotiations
• Helping develop, and understand, risk mitigation strategies for contractual risks
• Structuring client transactions to be most advantageous from a legal and business perspective
• Counseling, advising, and consulting company executives based on accurate interpretation of contract documents and the facts of a business opportunity
• Developing internal guidelines, toolkits, and packaged knowledge on various legal and business issues
• Overseeing, counseling, guiding, training and supporting junior transactional lawyers if required
• Managing external legal support, if required
• Staying abreast of legal developments affecting the company, its clients, and industries and synthesizing the information to incorporate it into company’s transactional practices
• Educating company executives in regard to legal and risk management issues
• Developing subject matter expertise in one of more areas that benefit Legal and Commercial and/or our business (e.g., corporation law, competition law, employment law, data privacy, and service line expertise)
• Supporting, promoting and implementing initiatives as part of Legal & Commercial executive team
• Escalating variances from contracting policy or unusual risks
External Relationships:
Client Counsel, Client Executives, Outside Counsel
• 5+ years transactional experience in relevant areas in roles with increasing responsibility, preferably in a law firm or in a fast-paced corporate/legal transaction group, ideally for an IT services vendor
• Sound knowledge of Chinese Law and a desirable LLM in a US or UK university
• Good business acumen
• Prior experience working in a fast-paced legal or corporate environment
• Ability to meet travel requirements, when applicable
• Good understanding of Finance and Accounting principles
• Capable of delivering good work product with supervision
• Committed with XXX¡¯s and L&C success

Professional Skill Requirements
• In-depth experience negotiating and resolving Intellectual Property and other complex commercial contractual issues
• Proven ability to efficiently manage a large volume of transactions
• Ability to be flexible and work in a problem-solving environment
• Excellent communication (written and oral) and interpersonal skills
• Strong organizational, multi-tasking, time-management and analytical skills
• Excellent negotiation, influence and collaboration skills
• Fluent in English

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_eo066sh@dacare.com’

The Leading Job Search Engine in Asia, Recruit.net, Announces a Partnership with JOBcentral and DirectEmployers Association USA

HONG KONG, Nov. 9 /Xinhua-PRNewswire/ — Recruit.net, the leading
vertical job search engine in Asia, today announced that it will be working
with the U.S.-based DirectEmployers Association to bring almost two million
job listings in Asia indexed by Recruit.net to the job listing site
JOBcentral.com. Using one simple search a user looking for job
opportunities on the JobCentral site will now also be able to find
additional job opportunities in China, Hong Kong, Japan, Australia,
Singapore and India provided by Recruit.net.
“This is a great first step in our cooperation with the DirectEmployers
Association and is a win-win for all parties. Jobcentral users get access
to millions of new jobs in Asia and Recruit.net integrates with the
National Labor Exchange and their network of over 200 leading US
Corporations” said Maneck Mohan, founder of Recruit.net.
Bill Warren, executive director of DirectEmployers Association states,
“We are excited about the opportunity to work with Recruit.net which has
quickly become the leading vertical search engine for jobs throughout Asia.
Our member companies, all leading U.S. corporations including many with
operations in Asia, have been extremely impressed with Recruit.net’s
vision, development and rapid expansion in the Asian market.”
About DirectEmployers Association
DirectEmployers Association is a nonprofit organization formed by human
resource executives from leading U.S. corporations to meet the latest
challenges in corporate recruiting. The Association created and maintains
JobCentral.com ( http://www.JobCentral.com ), the Internet’s only cooperative,
employer-owned search engine dedicated exclusively to employment.
About Recruit.net
Recruit.net http://www.recruit.net is a Hong Kong-based tri-lingual (English,
Chinese & Japanese) vertical job search engine focused on jobs in Mainland
China, Hong Kong, Japan, Australia, Singapore and India. The search engine
indexes millions of job listings around Asia from multiple sources
including job recruitment sites, newspapers, companies and executive search
firms and enables job seekers to instantly search multiple web sites via
one simple search free of charge. Recruit.net provides a range of features
to its users including powerful search functionality, the ability to upload
resumes and to receive job alerts via email or RSS feed.

Finance & Controlling Manager

Company introduction:
A German company mainly engaged in the development, manufacturing and distribution of automotive products. Their current customers are major car manufacturers. The Company relies its orientation on “Innovation, Excellence and Harmony”, in order to be a liable, capable and proactive partner to our customers and their employees. The company adopts a state-of-the-art pattern of management, combining the both management strategies of Germany and China. With the rapid development in the near future, they are looking for those talents who are eager to develop their career in a global and high speed company.

Responsibilities:
1£®Perfect the accounting system and financial regulation of company;Formulating and continued improving the procedure of financial department;Laying down the concept of the property insurance of company;operating a standard cost accounting system for all product lines;
2. Laying down the concept of the property insurance of company, Taking care of the seal of the legal representative of company; Checking and approve the payment in cash and remittance ;
3£®Checking and approve the monthly VAT report, monthly reports of the foreign invested enterprise and reports on the monthly industrial output value to the industry urban garden; Cooperate to ensure the audit of customers and revenuer;
4. Control of the working capital and Financing according to the decision of board; Checking and analyze the financial monthly reports according to Chinese Accounting System;
5£®In charge of stock check, ensure finance account, cards, goods match, strengthen analysis and controlling and ensure the quantity, price, stock, logistic correct & logical;
6. Formulating the 5 years Business Plan of company, Forecast of the current year and Plan-Is analysis;
7. Perfect the budget und cost control system for the cost center of company; Operating a standard cost accounting system for all product lines;
8£®Managing relationship with Tax Bureau, Foreign Currency Control Dept., Banks and any related Government Dept.

Requirements:
1£®University degree in accounting or business administration subject;
2£®Middle accountant ceitificate at least,
3£®At least in 5 years related experiences of working in foreign invested Production manufacture enterprise, controlling leader, strong leader function£¨must£©;
4£®Familiar with the Chinese and international Accounting £¨IFRS£©, strong analytical skills, financial and tax policy;Sound knowledge about financial software; ERP software knowledge desired, good presentation skills;
5£®English well in writing and Verbal must, German optional
6£®Honest, active, diligent, cause-effect sensibility, good team cooperation and communication skills,
7£®35-45 years old.

* Please send us your complete resume (both in Chinese or in English) to: ‘topjob_fi120sh@dacare.com’

HCP Manager

Company:
Top Foreign Pharmaceutical Company

It is a leading healthcare company with a uniquely broad spectrum of innovative solutions. For more than 100 years, it has been active in the discovery, development, manufacture and marketing of novel healthcare solutions. The products and services address prevention, diagnosis and treatment of diseases, thus enhancing well-being and quality of life.

Responsibilities
To implement HCP marketing activities according to plan with the aim to achieve business objectives. To achieve overall sales targets, build relationships, establish network and corporate reputation.

Key Responsibilities:
Budgets the HCP market plan for the region and national in relation to department and client goals. Develops and implement produce marketing and sales budget for your product line in relation to the territory produce sales targets.
1.Works together with BM and your product territory sales representative to set product sales targets of your product lines in relation to department and client goals
2.Suggest region product pricing policy in relation to department and client goals for your product lines
3.Monitor the marketing and sales plans in line with sales targets and marketing budgets
4.According to the department development strategy investigate new product and new market heat point for the regions in your product relative field

Sales, marketing support and client relationship:
1.Identifies the needs of technical and sales skill training for the product sales
2.Provides technical support and product knowledge training to sales person who need more skills to do their jobs
3.Coordinate with the clients to set up the regular product training for the sales persons
4.Maintain the high level of client relations by providing regular marketing information which the client demanded
5.Develops and maintains relations with counterparts at upper levels of Chinese organizations(Academy Organization, Academy Journal Poblisher,MOH,public relationship and Advertise Organization,etc)
6.Creates a systematic approach in your region academic to meetings
7.Responsible for the DEMO unit in a normal working situation and under a good tracking system after any demonstration or exhibition
8.Responsible for the tender preparation, collect necessary technical information from the manufacturer. According to the endures situation to prepare the tender documents, tender bond and other materials
9.Ensure that the contract accounting form is filled out correctly and according to company policy

Team Building and Coordination
1.Develops team spirit and cohesiveness within the marketing and sales group
2.Coordinates with the logistic team to maintain systems of contract processing, execution and follow up to keep a high level of efficiency internally and high level of customer satisfaction
3.Works closely with CS department
4.Recommendation for hiring/firing/promoting for product sales. Sets goals, reviews performance and recommendation for hiring/promoting product manager and supervises the clinical application team

Qualifications:
1.Bachelor or master degree or up in Clinical Medicine or relative major, endocrine preferred
2.5-year marketing working experience of medical field, very reach faculty of independently management in professional market, especially for education and product. High ability of communication and expression. Spirit of enterprising and team-building
3.High ability of English speaking and writing is required. Medicine or sales management background
4.Ability to operate a computer and use database, word processing, spreadsheet, graphing and other software as specific to the company
5.Exercise good verbal and written communication skills
6.Initiative, follow-up, detail-focus and result-oriented
7.Good interpersonal skills, team player, well-organized and quality service organization
8.Ability to maintain confidentiality at all times and high employee ship

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_mkt149sh@dacare.com’