{"id":1692,"date":"2025-06-15T19:21:44","date_gmt":"2025-06-15T19:21:44","guid":{"rendered":"https:\/\/china.38komma5.com\/china-know-how\/the-perfect-match-in-china\/"},"modified":"2025-06-18T08:22:32","modified_gmt":"2025-06-18T08:22:32","slug":"the-perfect-match-in-china","status":"publish","type":"avada_portfolio","link":"https:\/\/china.38komma5.com\/en\/china-know-how\/the-perfect-match-in-china\/","title":{"rendered":"The Perfect Match in China"},"content":{"rendered":"

The Perfect Match in China:<\/h1><\/div>
<\/div>
\"Rote<\/span><\/div><\/div><\/div>

Why a resume is not enough<\/h2><\/div>
<\/div>

Who fits your company? When searching for suitable executives, numbers, data, and facts are often at the forefront. But for critical positions in China, this is not enough. An appointment that only looks good on paper can quickly become a costly problem in practice.<\/p>\n

The success of an appointment depends on deeper factors. Instead of just comparing resumes, the Steinkellner Method<\/a> focuses on three crucial questions that lead to the true \u201cPerfect Match\u201d.<\/p>\n<\/div><\/div><\/div>

Three decisive factors for hand-picked executives in China<\/h3><\/div>
<\/div>

<\/i><\/i><\/span>1. The Impact Goals: What should this Person Really Achieve?<\/span><\/a><\/h4><\/div>
\n

Many companies first define what a person should not be before clearly formulating what they should achieve. This approach often leads to vague search profiles. We reverse the process and ask the crucial question first: What specific, measurable impact goals must the new executive achieve in the first 12 to 24 months?<\/p>\n

Should stagnating sales be revitalized? Should a new sales structure be built? Or is it about guiding a team through a complex change process? By shifting the focus from a mere list of qualifications to clear goals, we create a precise requirement profile that serves as an unambiguous compass for the entire search process.<\/p>\n<\/div><\/div><\/div>

<\/i><\/i><\/span>2. Bridge-building: the Key Competence for China<\/span><\/a><\/h4><\/div>
\n

In positions with high interface responsibility between Europe and China – such as Managing Director<\/a> or Plant Manager<\/a> – 8,000 kilometers of distance must be bridged. This distance is not only geographical but primarily cultural. It carries the risk of information loss, communication weaknesses, and strategic misinterpretations.<\/p>\n

The crucial competence here is the ability for intercultural bridge-building<\/a>.<\/span> It requires personalities who not only understand the Chinese way of working but can also align it with your company’s policies. Where is diplomatic skill needed? Where, on the other hand, assertiveness? Our method is designed to evaluate precisely this intercultural competence – an ability that goes far beyond mere language skills.<\/p>\n<\/div><\/div><\/div>

<\/i><\/i><\/span>3. The Human Factor: why Chemistry Determines Success<\/span><\/a><\/h4><\/div>
\n

A profile can be perfect on paper – but if the chemistry between you and the new executive doesn’t match, success is at risk. This is even more true for medium-sized or family-run companies whose culture is strongly shaped by personal relationships.<\/p>\n

That’s why the purely rational analysis of facts is only part of our work. In the interviews we accompany and through our experience in assessing personalities, we place the utmost importance on the \u201cCultural Fit\u201d. We look at the person behind the resume to ensure that not only the professional qualifications but also the values, working style, and motivation fit your corporate culture. Because a positive personal relationship is often the foundation on which trust grows and outstanding results are achieved.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

<\/div>
<\/div>

More than just a search process – a success alliance<\/h3><\/div>

These three factors – clear impact goals, intercultural competence, and the human factor – are the foundation of our personnel consultancy<\/a>. If you’re looking for not just a resume, but a genuine, hand-picked, and perfectly matched executive personality for your success in China, let’s talk about it.<\/p>\n<\/div>

<\/div>
<\/div>
Schedule Initial Consultation<\/span><\/a><\/div>\n
<\/div>
Back to Overview<\/span><\/a><\/div>
<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":1533,"menu_order":4,"comment_status":"open","ping_status":"closed","template":"","format":"standard","meta":{"footnotes":""},"portfolio_category":[27],"portfolio_skills":[],"portfolio_tags":[],"class_list":["post-1692","avada_portfolio","type-avada_portfolio","status-publish","format-standard","has-post-thumbnail","hentry","portfolio_category-hr-consulting"],"yoast_head":"\nThe Perfect Match in China: more than just a Resume | SCS<\/title>\n<meta name=\"description\" content=\"Learn why impact goals, intercultural competence, and the human factor are crucial for the right executive in China.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The 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