INTRODUCTION OF COASTAL GROUP:

Coastal Group, founded in Hong Kong in 1990, has invested substantially and broadly throughoutin real estate business. Currently, It has owned various wholly-owned subsidiaries, joint-ventures and co-operative companies inwith approximately 2,000 employees. It has been awarded the "’s Top Ten Most Valuable Real Estate Brands" for the three consecutive years from 2004 to 2006.

INTRODUCTION OF THE INTERVIEWEE:

WeiHua Xi : General Manager of Human Resources Dept of Coastal Greenland Group

Q1: The business of Coastal Greenland Group in mainlandhas been divided into five areas and the business inbelongs to the Yangtze Delta Region. What’s your blueprint for the Delta, especially in? And what’s your requirement for talents for that blueprint?

A: The Group has been engaging in the property development business inover the past 13 years and found a foothold through developing many outstanding architectural projects. In the next couple of years, we will carry out three projects inand expand with other projects in the region. Thus, we need more distinguished professional talents and managers, especially project managers who are familiar with this industry.

Q2: Your company started its annual campus tour from November 14 to 30 last year, which included universities likeand. Is there any thing that impressed you most about those students during your campus tour?

A: The group held meetings for job hunters mainly some reputed universities such as,and universities in Tianjing and Guangzhou etc. As the real estate industry is relatively a resource-integrated industry, we demand our candidates to be sharp-minded and have the potential to be pillars in the industry.

The students’ enthusiasm and aspiration to create something at work really impressed me. However, I feel that most of them do not have a clear-cut plan of their future. What we should do is to provide a stage for them to let them improve themselves under our guidance and support. I believe that they will have a rosy future in the next 3 to 5 years as long as they work hard.

Q3: We learn that your company’s value of talents is characterized by respecting the personal values and the spirit of this profession. In what ways can we see these values reflected in your recruitment?

A: In terms of the recruitment, we try to keep a balance between personal values and professional ability. We appreciate those talents who are ambitious and innovative at work. What’s more, we also hope our job candidates will enjoy their work and fit into the company’s culture when they start to work. Besides, we also expect them to keep pace with the growth of our company and improve step by step.

Q4: What do you value most in choosing the talents? Are there any requirements for education background, experience or even an overseas background?

A: The standard of choosing talents depends on what stage the company is in. Our company is now on a rapid development path so we consider expert knowledge of this industry and a correct value system a priority for the company.

Though education background is quite important, we regard it a just a reflection of the candidates’ knowledge structure, which cannot be a guarantee for his future. Plus, we also put much emphasis on whether the candidates have ambitions, innovative ability, a sense of responsibility and whether they are service-oriented. For graduates, their potential and qualifications-for-life are the first priority when we make the decision.

Q5: What’s your procedure of recruitment? And is there anything candidates should pay more attention to?

A: First, we select the people who are eligible for the requirements. Next, we hold written exams to check their expertise and basic cognitive ability.

Interviews are the last but most important sector. The HR manager and department manager will hold interviews in person and decide whether the candidate will be accepted or not. Candidates should have a comprehensive acquaintance about our company culture, products and relevant information.

Furthermore, honesty is really something we consider highly in the interview in terms of whether information on their resumes is true or not and whether they give frank answer at the interview.

Q6: How do you arrange the position for the newcomers and how you make them involved in the team as soon as possible?

A: According to the graduate’s major and his own will, we arrange them to different departments for internships. This period will last six months.

After they have a rough idea of the nature of those jobs, we will assign them to the positions that they are qualified for and the departments where they can fully present themselves. It is the bilateral choices for both sides and the ability and interests of applicants are the priority for us.

Q7: Could you give us a brief introduction to some training projects in your company? I checked your website and found you have projects such as "Promising Talents Training" and "One-to-one Communication." Could you elaborate on them?

A: I’ll first explain the two projects you have mentioned.

"Promising talents training": This project requires all the green hands to have a 15-day training class, including classes about the development of our corporation, customer relationships and so on.

"One-to-one Communication": We assign some experienced employees to each newcomer in order to give them help and instructions at work so that they can get familiar with their job as soon as possible.

The real essence of such training is aimed at making the newcomers gain a whole picture of our company rather than telling them mere background information. The less time they spend in adapting to the corporation culture, the more contributions they can make to the company.

Q8: From the perspective of Human Resources department, what do you think are the most attractive factor for your job applicants?

A: The company appreciates those employees who have a professional attitude to their work with a strong sense of teamwork spirit. We are also trying to create a working environment in which they can keep their passion for the work, which is beneficial to their future development.

If the newcomer gets himself to fit into his job and the company’s culture, the company surely will become a platform for him to exert his abilities and get improved step by step. Therefore, what attracts the job applicants most to our company is that we provide the stage for employees to let them grow with our company and make them better.