The recent Fortune magazine piece, Why India will overtake China, explores the current economic environments of both geographic giants. The “Plugged In: Analysis” article outlines the strengths of China:

“China has higher literacy and better infrastructure. It takes a month to start a business in China, and three in India. China has more savings, less debt and less poverty.”

Then counters with a contrary view of India:

“But in important ways, India's economic software is superior. India's banks report about 10 percent non-performing loans; China admits to 20 percent and the true figure could be double that. India's capital markets work the way they should; China's are a rigged casino. India has more engineers and scientists; its domestic entrepreneurs have made a bigger mark.”

Interesting? Yes. Definitive? No. Both China and India along with a number of smaller AsiaPac countries are now significant players in global business. Companies are increasingly tapping their local workforces to staff expanding office and manufacturing locations. Although the dynamics are different, each country presents talent management challenges, especially in recruiting.

Whether one country surpasses the other seems academic. The reality is simpler. If your organization is now—or plans to be—involved in India and China, you need to get savvy about recruiting in those talent markets.

Take advantage of this opportunity to get expert advice on developing recruiting strategies to succeed in China and India from Judy Panagakos of JPMorgan Chase, Frank Wittenauer of Deloitte Touche Tohmatsu, Pete Engardio of BusinessWeek, and Don Chun of Taleo in the upcoming Taleo webcast, Recruiting in Emerging Markets on Thursday, September 7.