10 things to know about recruitment in China

10 things to know about recruitment in China

In China as elsewhere, several recruitment methods can be implemented to find THE rare pearl … must still not be wrong! As more and more websites of all kinds offering headhunting services, are created and tributary on the web, it is more advisable to appeal to a specialist to not waste time (and of course money) on your recruiting manager. Here are some tips to guide you, I hope, in your pursuit of the perfect employee.

Asking the right questions

Chinese or expatriate employees: how to choose?

A European framework would be more easily recruitable to accomplish specific tasks expertise requiring specific expertise or for delicate missions in which it is necessary for the company to reassure the customer by guaranteeing transparency and confidentiality.

All training activities will be given to a person working at the headquarters, which can be European or another nationality, and who will transmit the know-how to the Chinese team company.

The need to hire experienced people is also present to support functions such as human resources, in which knowledge is acquired after several years of practice. This sector is relatively new in China since human resources began to develop during the 90s. This explains why the Chinese who have mastered this area are still few nowadays.
In managerial or financial positions, it is essential to hire people who know the practices of the headquarters. So these are mainly French, British, or German …  because in general, the company has not had enough time to train Chinese teams for senior managerial positions.
The situation is quite different for middle management. Chinese mastering the tasks to be performed perfectly agree to such positions. However, project engineers are still numerous enough to come to Europe or USA for short missions, with the objective of forming Chinese for their success.

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In this case, why do we see young foreigners being hired?

This type of individual brings something totally different. Juniors from Europe or US have benefited from reputable training that we know the content. They are quickly ready to enter the job because they have mostly already done internships or VIE. In the central structures (holding and representative offices) they constitute a strategic advantage for the development of tools and methods.

Recruit a manager in China

Stages of recruitment:

1.     Know the legal and cultural framework

Must from the outset be able to identify the differences between the two cultures and its impact in the business. You should also get into your head as much information on the operation of current Chinese companies. To establish themselves in China, there are three options: representative office, joint venture, or WFOE. Don’t forget also to take cognizance of social legislation, particularly with regard to visas, and the various unions and their weight in enterprises, the Chinese Communist Party, or Local Government.

 2.     Analyze the labor market in China

The Chinese market is growing, so it is important to analyze it. Just ask about social protection (statutory scheme, options …). Learn about geographic variables depending on your location, and learn the differences between the qualifications, diplomas, and Chinese skills. It is also useful to be aware of the turnover of Chinese companies.

3.     Define the conditions and methods of recruitment

Analyze the peculiarities due to aspects of the Chinese labor market, qualitative and quantitative objectives. Establish a specific procedure within the internal stakeholders of the company, who does what? Contact public official agencies FESCO (Foreign Enterprise Service Company), and CIIC (China International Intellectech Company).
It is now time for you to make a decision: direct recruitment or by the firm?

4.     Adapting procedures and methods of recruitment to the Chinese market

Learn about the definitions of function and position profiles. Adapt to Chinese methods for ads, direct search methods, as well as interviews and tests carried out in the country.

5.     Recruit!

Manage people and teams

1.     Local or expatriate management

Factors to consider are:

• Cultural differences
• Qualifications and respective skills
• Training: French, Chinese, intercultural
• Comparative Costs

2.     Local management

3.     Expatriate management

Make sure you enter your market. Learn about labor relations in business, politics, and business strategies. The person in charge of the direction of the Chinese teams should act as an interface between you and your teams.

You must keep in touch with your office, your parent company. You have experience in the field, it has the financial power.

4.     Retain its employees

This requires you to empower your staff and organize career development plans. It can also be beneficial to provide training and develop intercultural management. Ensure mutual evaluation and propose a coherent plan of compensation.

5.     Determine the remuneration system

Analyze the market and salary surveys, define the elements of salary, and set up “packages”.

And if not?

Do you want to facilitate the recruitment process of a frame? Simplify your task by appealing to INS Global Consulting! Specialized in staff management since 2006, our teams of serious, fast, and dynamic professionals will help you throughout your implantation.

Wei Hsu

To contact him: weihsu@ins-globalconsulting.com

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