The first overseas recruitment vice President of China Management financial institution

BEIJING, April 25 (Xinhua) A few days ago, ICBC, the world's largest commercial bank by market capitalisation, welcomed the first vice president recruited from abroad.　　Zhang Hong, a former member of the global Executive committee of Deutsche Bank and Asia Pacific President, has made a dream of his own through the process of industry recommendation, voluntary selection, expert assessment, organization review and approval by the Board of ICBC. Careful people will find that the meaning of Zhang to join ICBC is far more than ICBC took office as a deputy president.　　He is not only the first foreign bank executives through the recruitment of the four state-controlled commercial banks directly as deputy governor of the post, more important is to convey such a signal-China in the selection of high-level talent mechanism, is quietly taking place new changes ... In the rapid development of China's economy today, the country's demand for high-level talent is more and more urgent, especially the need to understand the international situation, with the ability to carry out international business professionals, especially high-level professionals.　　At the end of 2008, the international financial crisis swept around the world, the central government decisively deployed and launched the Overseas High-level Talent introduction strategy-"thousand people Plan", and the domestic shortage of high-level financial talent to introduce work is one of the key. Soon, department based on the central authorities on the introduction of foreign high-level financial talent, put forward to the overseas recruitment of senior management of financial institutions.　　The work was officially launched in June 2009, with the introduction of the plan for the management of senior executives of financial institutions in the recruitment process. Under the leadership of department, set up by the Department, Ministry of Finance, People's Bank, CBRC, SFC, CIRC, CIC, Development Bank, ICBC, Agricultural Bank, Bank of China, Construction Bank, social sciences and other units led by a total of 15 people and experts and scholars of the recruitment evaluation Group,　　Under the recruitment of qualified first-instance team and recruitment work office.　　They have only one purpose-to elect ICBC a convincing "financial executive" from abroad. How to ensure that overseas recruitment management of financial institutions in the credibility of senior executives, how to truly democratic, open, competitive, preferred ...　　Department at the beginning of the ICBC's overseas recruiting assistant governor, he was deeply aware of the two-word "public letter". According to the characteristics of the central regulatory financial institution, drawing on the practice of recruiting senior executives internationally, department a brilliant answer in more than a year--at the beginning of recruitment, Department invited the Ministry of Finance, the People's Bank, the Central Financial Supervision Department and the main head of the China-management financial institutions, Renowned experts and scholars at home and abroad to recommend candidates.　　The HKMA, the SFC, and senior officials from China to the International Monetary Fund, the World Bank and Asian banks are also invited to recommend. "The recruitment of professionals and experts who are familiar with the overseas situation is conducive to better knowledge and choice." According to department, and Zhang Hong Li, "candidates" are not only international, localization and specialization of the deep background, but also active in the international and domestic financial theorists, market research expertise. Since then, the industry veteran to the recommended dozens of personnel to qualify for the first instance, to determine the shortlisted candidates, and contact them to understand my wishes.　　The relevant departments through a variety of channels to the candidate's career experience, work performance, ethics and so on in-depth understanding.　　In accordance with the provisions of the Implementation programme, the expert Evaluation Group convened a group interview, with 12 financial experts from different units and departments, and financial industry managers to assess the operational quality and capacity of the candidates, and to select the final candidates by secret ballot on the basis of a democratic review. "I don't know who my competitors are, and everything is done under a very professional and normative system," he said.　　"Zhang to look back on the way of recruiting." From professional quality to strategic macro thinking ability, from comprehensive management and leadership to international perspective ...　　The challenges that candidates face are fresh in their memory. No resumes, no written papers, no knowledge of their competitors ...　　Everything seems to be different from the usual practice, and this is the first time department new initiatives and new attempts to recruit overseas executives in the middle-management of financial institutions. He was surprised in October 2009 when the experts privately asked Zhang if he wanted to return to the post of Vice president of ICBC.　　He didn't get any information about this because he had a "get" before "recruiting".　　In Zhang's view, this and foreign "headhunting Company" recommended the practice is somewhat similar.　　In fact, unlike the usual open recruitment, Department, in the process of recruiting financial executives overseas, not only combines the reality of Chinese financial companies, but also borrows from the practice of selecting senior executives from well-known foreign companies. "It is different from the current approach to the management of senior financial institutions in the overseas recruitment process, and introduces new mechanisms."　　"The group leader of the qualifying trial, Gongsheng, executive director and Deputy Governor of Agricultural Bank of China, said that recruitment takes the industry recommendation, voluntary choice, expert assessment, organizational inspection, the organization, market and individual three-party initiative organically combined, not only embodies the organization-led, also played an expert role, but also respect the personal will.　　In Pan's view, this is also a useful attempt to reform the Cadre personnel system, which has important demonstrative significance. "In fact, the high level of talent by ' wait ' is not to come, rely on a simple open recruitment is not to recruit, can rely on ' digging '."　　Department, the official said, to one by one to identify, to contact, to work, and to "dig" to conform to international practice. In recent days, China's international perspective on high-level talent's open recruitment of new measures also attracted a lot of public attention and admiration. Dr. Ackerman, the global chairman of Deutsche Bank, said Zhang was chosen to be the vice president of ICBC, saying that Zhang's departure was a loss for Deutsche Bank, but the bank executives were selected and he feltHonored and proud. At the same time, he highly appreciates the openness and breadth of the Chinese Government's attitude towards talent. "This is an international vision and a high level of confidence in China," he said. "Some media believe that the department to the management of financial institutions to choose a new mechanism of the exploration process, refraction is precisely China's continuous strengthening of emancipating the mind, forge ahead of the" election only to use the concept.　　Phoenix said, "This is the domestic financial field of senior management personnel selection and appointment system of a major breakthrough and attempt", this move "not only to the overseas influence of the financial combat talent to serve the motherland, to enhance the vitality and competitiveness of financial institutions, better to deal with future competition also has long-term significance."　　It is reported that with industrial and commercial Bank of China and ICBC overseas recruitment of vice president of the same time, as well as the National Development Bank and other financial institutions, they will also employ overseas talent as some "chief" and other senior management positions. It can be imagined that the introduction of the financial industry into the high-level foreign talent is only the beginning, this experience may soon be introduced to more areas and industries in the selection of senior cadres. People expect that there will be more wonderful and unexpected in the future ...