As companies continue to expand in China, recruiters are being asked to assess job candidates there. They are facing language, time zone, and cultural barriers which can put them at a disadvantage. Jack Daniels, president of EastBridge Partners has developed a list of 11 guidelines that can help recruiters to handle the difficulties inherent in working across cultures and countries.

1. When setting up call-times with candidates use Military or 24-hour time, to alleviate any confusion.
2. Send a confirming e-mail listing the names of everyone who will participate in the call.
3. Assign an interview leader to moderate the conversation. This person can control the flow of questions and keep the call to the recommended 30-minute timeframe.
4. Make some small talk with the candidate before getting into your questions.
5. Speak slowly and clearly.
6. Although most Chinese candidates have a good mastery of the English language, they can get flustered on the phone. Start the conversation slowly.
7. Culturally, Chinese people will minimize their education and professional accomplishments. Be prepared for this and ask for specifics when needed.
8. Be aware that true reasons for leaving jobs in the Chinese culture are not discussed frankly.
9. Chinese job candidates will often ask detailed questions about technologies, competition, and growth opportunities for your company in China.
10. Sidestep the discussion of compensation and benefits during the phone interview and address these issues later in a face-to-face interview.
11. Near the end, summarize the key points that were covered and ask if anything important was missed. Thank the candidates for their time and let them know what the next step will be.