Transcript of podcast episode with Lien Feasey from Miea
Podcast episode length: 41:30
Cate: Today we are joined by Lien Feasey, from Midea. We're really excited to talk to you about the graduate recruitment process and some specific elements of it, in particular virtual interviews are particularly relevant. I guess to kick us off, did you just want to tell us a little bit about yourself in terms of what you do, where you're located, and about Midea as an organization?
Lien: Yeah, sure. It's not a regular career pathway I've had, but I've been working for Midea for about 3 and a half years now. I’m currently based out of Guandong, so not too far from Hong Kong, right in the south of China. It's a pretty sub-tropical heat there, so you can understand why a company like Midea that makes air conditioning emerged from this area, like it really fits the climate there. In the company there, I’m working in the international division, and I work in the HR. What I do in there is a few different roles, but one of them is, I direct the UK Campus recruitment programme. So, in contact with about 18 different universities in the UK, and organise events with them. We're mainly recruiting Chinese students, but actually, any time I go to these live events I get a lot of interest from local students too. I do have some things to say this as well that’s relevant for those guys, and we do have businesses operating in Europe and in the UK too.
Apart from that, I do some other different roles. So, for example, I manage our LinkedIn page for our business. I do a lot of training programmes, basically trying to make bridges between business units based overseas and our Chinese production divisions. There's a lot of gaps in working culture and the way they manage and run of things, so I try to solve some of those problems. I’m doing quite a lot of different stuff there, and I’m pretty busy. I've just done 4 months in Europe and I've been traveling around and stuff. I was in Italy, Germany, France and England. And then I’ve just come back now, I’ve just arrived back in China after working overseas.
Cate: Oh, my gosh, that's quite a varied role you have as well. On that graduate element, we are seeing more and more students, UK based students, who are interested in working overseas. In particular, all of our events with Chinese employers, we're getting more interest from non Chinese students. Is that something that you've noticed a trend in? Are you seeing more of that?
Lien: Coming from the UK, I think it's something that's always been there. When I was at university, there was a lot of people, who wanted to go overseas and work and study. I think there's more international students now in the UK. People are more open to working away from home. The gap is less now, right? I can live in a different country but I can still FaceTime with my parents back home. I can talk to my friends. I can watch TV programs from back home. That gap has been closed, whereas 15 or 20 years ago, you were sending letters, or emails hoping for response. It was a very different experience. So, I don’t know, in terms of that, if that's changed much. But certainly, the number of international students has changed. I know we get a lot of interest from all kinds of different students, when I go to live fairs, and they're interested in our company.
I would just have to say that my group is a very Chinese company. They're not they're not really fully international yet. So, we do a lot of our recruitment separate for the Chinese mainland, and then for our overseas and business units. We're still trying to unify that and it’s been going on for a while, but we still haven't quite got there with it.
Cate: It's really interesting though, because my experience working with Chinese employers as well, is that there is a real interest in internationally educated Chinese students who are returning home. But, there are challenges because students have that culture shock when they come to the UK, they acclimate and climatise. Then, when they return back to China, there's that reverse culture shock, and employers sometimes have an expectation that they want them to return back and be completely up to speed with Chinese workplace culture. But then, in a few years after that really bring out all of the things that they learned in their overseas studies as well. Are you noticing that at Midea? Do you find that there's an appetite for overseas educated students?
Lien: Absolutely. I mean actually, I started working on this programme shortly after I joined Midea in 2019, and at that stage we didn't have any relationships with, or maybe just one university in the whole of the UK. But we still have some students graduating from the UK who were coming to work in our company. So, they have a determined strategy to increase the number of students they're recruiting from overseas. That's because our expansion is global. We're looking to expand into international markets across the world. So, we need students that have those experiences that you can't get in a mainland university, such as doing group projects in an all foreign speaking environment, improving your language and communication skills, maybe traveling to another country where your friends are from like France or Turkey, those kind of experiences. The way that things are taught, and that you have to work in UK universities, like working independently, working in groups, projects are quite different to what they do in mainland China. So those also provide different skill sets. So, there’s quite a lot of different things that we're looking for there in the Chinese students.
Obviously, when we look at Chinese students, a lot of the students are master students. In the UK, masters are one year, whereas the students are undergrads who have been doing it for 3 years, we obviously look at those students and thought they would have acclimatised a lot more in 3 years than in one year. So, we would rate those students higher in that case.
Cate: I think it's really interesting because I came to the UK 18 years ago and I find that so much has changed in the life of an international student. But also just generally, you were mentioning that it used to be writing letters and things. When I first moved to the UK, we had Skype, but you had to use a special Skype phone that was USB attached. You had to plan it in advance, and it was a lot more difficult to keep in touch with home, or just with your friends overseas. Whereas now, like you say, you've got FaceTime, you've got many different ways to keep in touch with people just on your phone, and it's easy. The gap is closing, like you mentioned. It's really interesting to see how many more people seem to have that automatic global mindset.
Lien: That's a double-edged sword, right? It also means that the guys who go over, they can just live in another country and just do another course and still just really being existing as they were before. Whereas previously you really had to think on your feet and adapt to the local environment. In some ways there’s advantages, and in some ways there’s not. That’s all down to the student’s own personality. Some students just really want to get in there and meet new friends, and they’re curious, and they want to explore. Some students are a bit shy, and maybe they just want to keep to the things that they feel safe and comfortable with.
Cate: It’s nice that there is that option, but for career prospects, we see both that want to stay in the UK and that want to go overseas. Employers are expecting more and more that they've had that integrated cultural experience, because that's what really brings out many of these skills around resilience, adaptability, communication skills.
Lien: It’s definitely something we’re looking for, when we’re interviewing them, we'll ask some questions about their experiences just to try and fish those things out. How did you solve these problems? Did they just go to their other Chinese friends and ask them or did they go locally and try to do things in a different way. There are different kinds of people and with those assessment questions, you can fish them out and you can understand what kind of person they are.
Cate: Tell me a little bit about your recruitment and selection process. What stages do you have at Midea? What are the stages after the initial application?
Lien: It is pretty straightforward. They don't make it too complicated. We're recruiting about, I think we had about 2,500 graduate positions that we bought into the company, and that’s been pretty constant for the last 3 years. So, we didn't drop this year like a lot of tech companies in China, I think they did, but we didn't. They try to make a process quite quick. We have a WeChat platform where you can apply for the positions and submit your resume on there. We usually have groups so people who have applied, they can go into the groups and chat with one of our recruiter if they’ve got any questions. Then after that, they're going to set up 2 interviews for you. The first interview is usually a HR interview and this person is really going to assess what you experience and background is, and what you're suitable for. What your desires and needs are, what you want to do, what your ambition is. Then after that they're going to recommend different to sections.
We’re divided into 9 different product divisions, and they all have their own separate HR. They essentially operate as separate businesses but we do the recruitment through unified HR. We will then send those resumes out to those guys and the ones that are interested, they get about us and say, okay, and then we will offer to the student that we have these different options that we can offer you know, which ones would you like to interview with. So, then you go to the second stage interview which is going to be a bit more specific about the job. What the job entails, if it's a detailed experience or a technical role, what your technical knowledge is, your background, things like that. Then they really can see if you're a fit for that particular organisation part. So, you have those two set parts, you have an online application.
There's a couple of roles where you may do an online assessment. I think it's only for IT roles, but I think we don't do a general online assessment for anything else. I think they do have a psychometric test, so that will also be done early on. Psychometric analysis just to ask general questions about the person, just to see what their disposition is. They also use that, not really to eliminate people. It’s more like, okay this person seems to be a people person, and they fit into this role, right? This person is obviously very analytical and logical and will probably fit into this role.
Cate: With the two stages of interview that you offer, with regard to the students who are educated outside of China, are those all offered virtually or do you require students to be in person for those?
Lien: No, it would be virtual for most. I would say for 90% of cases, even inside China, because China is so big. We’re recruiting in all the top universities around China, we have a team go around there too. I's just not reasonable or practical to bring them over here for face-to-face interview. If it was possible, yeah it would be great, but in most cases the interviews are done online on a zoom call, or something like that.
Cate: What we’re seeing, and more and more pre-pandemic, we were seeing it a lot with international employers, we were seeing virtual interviews. Just because of the timelines, and when students were at university overseas and things like that. Now, we’re seeing more and more virtual interviews even domestically in the UK. A lot of employers see the benefit and the resource saved as well, and the fact that it makes it easier for students to attend the interviews as well, to fit in with their studies, things like that.
A virtual setting is very different to an in person setting. What do you think students need to be mindful of if they're entering into a virtual interview? What do they need to pay close attention to that maybe they wouldn't need to think about as much in an in-person interview?
Lien: The first thing to say is that you prepare for virtual interview in much the same way you prepare for a real interview, because the questions they're going to ask in the content is going to be very similar. There is a couple of differences, about how to interview is organised. It's going to be online, probably on a computer over an internet connection using maybe that company software because sometimes they do that for privacy reasons. I think with us, we’re flexible. We do have company software for meetings, so we will use that preferentially, but in some cases, they can make exceptions. Generally Chinese are pretty flexible around most things.
So, in that case then there's a couple of things. Obviously, you need to prepare your appearance as you would for an interview, because they are going to want to see you, they're going to want you to have the camera on. If you come on to an interview, and you say sorry, my cameras on working or something - that’s kind of a problem. People like to see body language, how you look. This an element of your personality that's quite important. When you're looking at people you want to see if they're going to be a culture fit in your workplace so this this part of that.
Now, things that people don't pay attention to so much sometimes, is for example, the backgrounds of the room. I do a lot of training online and sometimes I do some training for high level guys. So when I’m doing those trainings, I'll always make sure the background is like really well set up, and it looks quite professional, it's not just like a messy room behind me, with clothes or things like this. So, some little things. Setting in your background. If you're going to use an electronic background, it’s a good idea. I think it makes you look professional, techie, but then you have to check does it work with their software before? Because if you come on and then it doesn't and then you end up having a mess, or it's glitchy, these things, they make you seem a bit unprofessional.
That’s where I come on to the last part which is really important. You really need to check what software they're using and test it before. Test your internet connection, where you're going to do the interview and do it in a nice, controlled environment, like a nice quiet room. For example, I’m in quarantine right now so it’s a perfect environment. Then, check that that works because there’s nothing worse than when you go onto an interview and then it spends 5 minutes because of lag, and then you can’t login because you needed to open an extension on your browser. Or your bandwidth isn't enough, you can't stream the camera. All these things reflect upon yourself, and make you look unprofessional. So, if you come in and it's very smooth, that really helps.
We do get glitches in interviews and sometimes it's unavoidable to some degree, especially if you're overseas and connecting through the firewall into China. But generally, those things can be controlled, and they should be prepared by yourself, and that also says something about you as a candidate.
Cate: You touch on professionalism, and that's really important. I do think body language is slightly harder to convey in a virtual environment, but it's also a little bit harder to read. So I think as an interview candidate, it's a little bit more difficult. If I were interviewing and say there was a panel of individuals, and we were all in a room together, I would be able to read their body language a bit better, and you get different facial expressions but sometimes, when people are listening to a presentation or listening to interview answers via a virtual setting, they tend not to react as much, or you don't see their whole body move. I think it's important that interviewees as well are aware of that in advance, so they don't automatically get discouraged.
Lien: Again, this is a double edge sword. Let's say there's 2 people interviewing and they come into the room live, they can be quite nervous because there’s 2 guys there, and their whole body is there in front of them. You know, they can't keep their leg from moving, whereas when you're online you can control those things to a certain degree. That gives you a bit of an advantage in the you don't need to be quite so nervous when you're just facing a screen. When you're really there in an interview, it's hard to do that. So, I think that gives you an advantage, you can be a bit more confident. Whereas in a real view, you can see some things about people that you wouldn't see. So, from the interviewer’s perspective we lose a little bit there.
I would just say some people, just try to be natural. Don't go over to the top with your body language. Try and keep it simple. It does help to have some body language and to emphasise points when you're sorting online. These days, people are communicating so much with phones and things like that, a lot of them have the natural tendency. It's not like it's something new. So just try to be natural but control it a little bit. I guess not to be over the top with it.
Cate: You made a really good point about your environment and making sure that your environment is set up well, because even with the best intentions in the world, if a virtual background doesn't work, you want to make sure that you don't have laundry hanging in the background, or people walking past.
Lien: We were doing our town hall meeting, and one of our department heads, like pretty high up person was doing a presentation and her screen background went off and you could see her dad wandering around in the background with his top off. But she’s a very good-natured lady so she just laughed it off.
Cate: I think half of these challenges are how you respond to them as well. I think that tells a lot about your personality, and it gives an a chance for the interviewers to see how you respond to challenges, how you respond to things going awry or not going in as planned as well.
Lien: An interview itself is a challenge. I mean you're getting that information when someone comes into an interview. It's natural to be nervous, for the people going into interview. Try to slow down, to control yourself, so you can think more about your answers and be more careful. You can have the time in an interview to have a pause, you don't have to talk immediately when someone asks a question. Some interviewees don't realise this, and you know they're a bit nervous. From our point of view, like we don't just say oh this guys nervous so he's obviously not going to be very good, you have to understand, okay, he is not in his comfort zone right now. But we're trying to get through that, trying to make them more relax so we can see the best version of themselves.
Cate: It's a really good piece of advice to tell people it's okay to have a pause. In most interview settings, interviewers would rather you have a pause, collect yourself, think about your answer, and give a measured and calm answer rather than just go off on a rambling tangent.
Lien: Or even to ask questions to get more clarity. It doesn’t necessarily show a lack of understanding, but when we’re interviewing, one of the things we look for is how the person communicates. When the person communicates and asks questions to try and get more clarity about the topic, then that shows good communication skills. Don't be afraid to ask questions, if you didn't quite understand something, or you want them to explain something a bit more, it's not going to reflect negatively upon you.
Cate: When I've been interviewing candidates, I've always thought I would rather see someone ask for clarity and get clarity to be able to answer the question completely and effectively, rather than not ask for clarity and answer a completely different question, or not touch on the points that we were hoping for. So, that's a really good point and it's okay to have a pause. You don't need to fill every space necessarily. It’s okay to have a little think.
Lien: When we're doing the interviews, we have quite a lot of different kinds of content that we're looking at. So, I'll just list them briefly. One is we look for signs of innovation, we look for teamwork, we look at communication, we look at their logical analysis, problem solving, things like this. It depends what job someone's going for, and whether it's the first interview or a second interview how deep they're going to go with these questions. We look for signs of proactiveness, things like execution. Then we're also looking at some of their personal traits, their self-confidence, stress tolerance and things like this. Like with the communication asking for clarity and asking for questions, that is a good sign, and would get a positive note on an interview sheet when someone is interviewing.
Cate: It's really important that any candidates for an interview take time to remind themselves of either the job description or what was listed on the application as a background to the company, refresh themselves with company information so that they are able to effectively prepare for the interview, and so that they can make sure that the questions that they're answering show a knowledge about the job that they're applying and interviewing for. Do you think that there's much that students can do to prepare for the interviews?
Lien: Yes, there's a lot and there's levels of preparation. The first thing they really should be doing is with their resume is they should tailor their resume. What I actually say to students is to have like 2 or 3 different resumes aimed at different areas and jobs. As a graduate, you're not quite specific you're not sure where you're going to go. Then you can just edit one of those resumes that’s more fitting for that role, just so it’s a little bit geared towards that job. Then when you come in for the interview, in terms of preparation, what things you need to do. You get this opportunity to showcase your experience and these things that I've just been talking about.
So you need to have some examples of some of the things that you have done from your work, life, whatever experiences that you've had that you think showcase your abilities. So having a few examples of things that you can talk about. I'll give you a couple of examples in a minute. Having some questions to ask about the job and the company, and also having done, like you’ve just mentioned, some research before. So do you understand what are some of the companies made products? What are they recently been doing? You don't have to go over the top but understanding what the basic layout of the company is and what the business structure is, and things like this. You can ask a few questions about that as well when you're going in the interview.
Let me give you a couple of examples of content. Let's say if you want to show innovation, how do you do that? One thing we would look at is we would ask questions about; do you understand the status quo? And if you understand the status quo, what is the situation now? That means you can understand what is different from the status quo. Therefore, what is innovation? First you need to understand the status quo so you can innovate. Then we would maybe ask some questions to try and find out if you learn by doing experimentation. If you experiment with different things. It doesn't have to be a science degree experimentation. You can do all kinds of different experimentation. It’s how do you learn new things? Experimentation can develop innovation. You could say, yeah, we did this research, we asked 1000 students to do this questionnaire and then we got this information, and from this information we're able to develop this app that serve their needs for Birmingham University, and such as this. So, that's an example of of the innovation and not every student has that. So maybe it's something else.
Let’s say about communication. We mentioned clarity, but another one is listening. As you're talking to them, are they listening carefully? Then the other one is do they ensure understanding? They understood what you said or if you’ve given them some information, and maybe you didn't understand it. They question you. Can you show something where you've worked in a situation, and you had a team, and you had to communicate with them and ensure that they understood? A lot of students have these kind of teaching experiences, you know, from high school, or something like that, and in those cases, they had to ensure the kids understood. So, this an example of something like that.
I’ll give one other as well. So let's talk about proactiveness. How do you show that you are proactive? So, a good example of proactiveness is like in a team situation. It doesn't have to be like a group project. Actually, it could just be a football team or basketball team. Something that you're doing outside or organising the holiday for a group of 3 or 4 people, right? It can still be relevant. But what you’re trying to show in this is the taking responsibility. That you did something to say, okay, let's go and do this, and I’m going to do this role. Taking responsibility means you took a part of it.
Another section above that is organising. Then you ask some people to do some different roles. Not everyone does organising, but some people do. But I think a lot of people do taking responsibility. So having a story about when you took responsibility or when you've got communication skills, or when you've done innovation, prepared before you go into interview, these things can be really helpful. With proactiveness, another part of it is getting something done and execution. I think working for a Chinese company, they're so focused on results and execution. I think that quite similar as well with Chinese students. They want to get good grades and go to the good university, and that’s what matters.
To execute, there's a process and the process involves the planning. Beginning planning, which may have some research at the beginning. And then scheduling, leveraging different resources. And then eventually implementing those things to reach your goal and get your results. And if you've got a story like that and especially if it's sustained over a period of time, that's really strong. Not everyone has but some people have and they didn't even think about it. It doesn't always have to be university or work related. Just having examples, you don't know which questions are going to ask you but you can bring out some examples to talk about some things is really powerful, rather than general talking. ‘Oh, yeah, I’m good at this, I’m good at that’.
Cate: That's really important, and that's where my team as a as a career service, we can help students. If you have an interview coming up, go see your career service. Have them help, you can help brainstorm some examples of extracurriculars.
Lien: What I always say to the students is you're paying for your education and the career service is part of that. You're paying, you should go and use them because they definitely can help. We have workshops, we have advice and guidance appointments where you can get some of this preparedness, you can practice for interviews and things like that, that's really helpful.
Do you find that when you're interviewing candidates, do you prefer them to lay out their answers in the star technique, the situation, task, action, response technique? Do you want them to lay it out in a format that's all the same? Because I know some UK employers ask for that formula where they first talk about the situation.
Lien: No, we definitely don't do that as specific as that. When we're looking at how a person communicates, if they are using this STAR technique to relay information, then it should be quite clear. But I would worry that it might make the students in quite monotone, or a bit similar, or it doesn't give them that chance to really express themselves. We have quite set questions for interviews, especially for the HR interviews. But yeah, in terms of what we expect from the students, because we're working with students from different countries. The same team are interviewing the UK students, students from Germany, students from the U.S.A, Japan. So, all kinds of different students, we generally have a more open style and technique for that.
Cate: That's really good and it's really important to note that everyone will interview differently, and it's important for candidates to know as well that there's not necessarily a right formula that's going to land you a second interview or land you a job. It's really important to be yourself.
Lien: There’s three key things we look at. We just talked a lot about the content, that's your content, your experience. That'll be one section. The other things we look at is culture fit. So I would say in general, Midea Group has quite a lot of graduates, quite a lot of young people, young people in senior positions. When they're asking questions, they're thinking is this person going to fit into our team? That will be looked at by HR in the first one, and then also in the second one as well. So that's experience and culture fit. Then the third part that we're looking at, and this is the thing that a lot students are realising, and this can actually get you a job that maybe you're not that qualified for, or that you’re a specific fit for. It's about your passion or your ambition. We always say that people ask a lot of questions or are curious. They're going to learn. You can see from people who come into a job if they're going to perform well, you know it's a good predictor of success quite early on. When someone is interviewing with, if they've got a passion for an area, and they're really interested to do this, and they've got drive and they want to succeed.
Again we're not saying they have to be crazy but you can just see that this person has an admission to be successful. We look at this positively, we're like well, this person can come into the company and they can really grow. Stress tolerances is quite a thing. Chinese students, particularly, spend a lot of time with their family, and then in schools, so they've been nurtured a lot. Then they go into a business and returning from the UK, they may be disappointed, the work wasn’t exactly what they wanted, the salary was maybe less than they wanted. So, they can get upset quite quickly. The turnover is higher than in people who are over 30 years old. They have a higher stress tolerance, because those people that are just not fit for a company, the way the work is quite constant and there's large areas of work, and they want something that's more relaxed. Those guys, they won't last for so long. These kind of things, people that have ambition, they also have more stress tolerance. You tend to find they have more determinations to last, to see something through. They can focus when things are terrible around them, or things are going wrong. Right, like you mentioned, shows a part of your personality. If you make a mistake, how you react to it. Yeah, this an element of stress tolerance that's also what's going to happen in the office. I do have colleagues in the office sometimes, they just get upset and come shout and stuff. I’m like, I don't know, I have my own way to handle stress. I go and play soccer after work or something like that you know to try and get out. Everyone does it in a different way, but from a company perspective some ways are definitely more acceptable than others.
Cate: It’s really important to just note to anyone who's looking at applying for any roles, but especially graduate roles that it's really important that you are yourself. You want to portray the best version of yourself obviously in any interview situation but it's really important that you don't try to act like someone else, that you make sure that your personality is the one that comes through. Because you know it's not just about getting the job, it's about working in the organization as well, and you need to make sure that you are the right fit. That’s half of the battle, or a third of the battle, but it's really important that you're the right fit for the culture that you're going into. With the best will in the world, you could have that technical knowledge that they're looking for. You could have some of the skill set but if your personality isn't lined with the company culture, not only will you have a tough time at work, but also, the organization won't be as happy with you and you won't be as happy with the organization, and part of the interview is looking for candidates that will last. We're always telling students it's really important to be yourself. Yes, be the best version of yourself, but make sure that you are yourself, because there's no point get job for someone that doesn't exist, you know. You want to make sure you get the job for you.
Lien: Like in this case, the interviewers that are working for us, they've interviewed minimum hundreds of students, and some of those interviewers are very experienced, and interviewed thousands of students. They can see immediately; they all feel immediately if person is being honest or is not really being themselves. They can also fish for you the good things underneath as well, at the same time.
It's not easy to be relaxed, but I think being honest like, I mean, I’m very honest at work, and I can be a bit frank and in a Chinese work environment that's not always acceptable, but I find that when I look at the leaders in the company, that's how they are. And I find it's reflected quite well upon me, because people always know what they are getting and it seems to be good.
But, at the same time you have to exaggerate, you know you're trying to sell yourself a little bit so there's an element of that with it as well. However long the interview takes, but it's a period of time you've got to promote some of the best things that you've done. You really want to show that interviewer who you are, and what you're capable of. So you have to push yourself out of your comfort zone a little bit, you know, to talk like that. But you’re still being honest.
Cate: That's really important. Lien, I’m just conscious of time. I just had one final question. What advice would you give for current students on how they can make the most of their time in the UK?
Lien: I would say, when you go to the UK, and we have this with our expats when they go and work overseas. We want you guys to become a best version of yourself. So, in that case you need to challenge yourself and go and do some things that you wouldn't normally do, and that you may not be comfortable with to get those experiences. With experience comes confidence, that's why usually people get more confident as they get older because they've done a lot a lot more things. So, when you're young and you go and have these different experiences, it gives you a bit of confidence, gives you a shine as well, and makes you makes you a better person. It depends what your interests are. I would say university offers a lot of opportunities to develop yourself outside of the classroom. Your tutors, your careers office, your lectures, they also offer you good opportunities to develop yourself inside the classroom, or professionally. A lot of the tutors have relations with businesses, local businesses.
When I did my my thesis, I was actually based in in a research centre then, because I was coming from near to Cambridge. I had a whole lab all to myself, and I was working with those guys, and it was a great experience, and after I applied for job and I nearly got a job to go to Antartica for 2 and a half years, and that was purely because I leveraged that opportunity with with my tutors there. There's a lot of opportunities around the campus for you, there's opportunities off the campus too. Try to make the most of your time and try to get out of your comfort zone of living back where you were, doing some of the similar things you do when you're in your own country. These experiences that we're looking for as interviewers will develop inside you. That’s probably the key thing. Obviously, the other thing is to knuckle down and do well academically, because that's the main purpose that you're there.
Cate: Well, thank you so much for your time. It's been lovely to talk to you, and it's really nice to hear about how Midea operates, but also what students can do to help them along that process, and especially with regard to interview.
Lien: If you want to check us out, you can check us out on LinkedIn. We have Midea Group page, Midea International Business. We also have 2 subsidiary companies based in the UK. So if you're a local student looking for jobs there, we have a robotics company. They're based near Birmingham, in Redditch. They’re called Kuka. We have another company called Swisslog. They do infrastructure, things like this so you’re welcome to check out those companies as well. Thanks, Cate, for having me.