"How do I screen when hiring Chinese employees?"
I was asked that question the other day by a senior executive at one of America's most prominent tech companies who is worried about Chinese employees stealing the company's trade secrets. The epidemic of cyber-burglary and trade secret theft coming out of China is leading many technology and industrial multinationals to not only ask this question but to discuss avoiding hiring Chinese scientists, engineers and executives for key positions -- or at least determine ways to isolate them from core company systems. Some companies are already doing both of those things.
I was immediately and sadly reminded of the late-1990s Chinese spy mania in the U.S. ignited by then House Speaker Newt Gingrich's attempt to connect a scandal involving Clinton campaign contributions with accusations that American companies with ties to Clinton were sharing sensitive U.S. space technology with China. In the end, as is usual with Newt's political nonsense, the smoke led to barely a flicker of fire.
But Chinese American scientist Wen Ho Lee at the Department of Energy's highly classified nuclear laboratory at Los Alamos, Mexico, ended up badly burned. And, for a while, so were the career prospects of Chinese immigrants with technology and science expertise studying and working in the U.S. After being charged with 59 criminal counts, shackled in leg irons, incarcerated in solitary confinement, and pilloried by press leaks, Lee pled guilty to one count that amounted to bringing classified materials home to work on. The judge who accepted Lee's plea said that his prosecution had "embarrassed our entire nation." During this time, I ran into more than a few Chinese scientists and technologists in China who had returned home because they saw their future in America limited.