How do Chinese companies going overseas solve the problem of overseas recruitment?

When addressing the issue of overseas recruitment, Chinese companies going overseas need to consider a number of aspects in order to ensure that the recruitment process is carried out smoothly and completed efficiently. Here are some specific strategies and suggestions:

First, clear recruitment goals and needs

Position orientation: First of all, companies need to clarify the types of positions that need to be recruited, including functional positions (such as HR, finance, administration, etc.), sales positions, technical positions, factory management positions, etc., and to determine whether these positions are expatriates, stationed abroad or local recruitment.

Talent Requirements: According to the job requirements, define the requirements of the required talents in terms of education, work experience, skills, and so on. For example, according to the report “Overseas Talent Recruitment Insights of Chinese Enterprises in 2024”, Chinese overseas enterprises have higher requirements for talents in general, with 86% of talents with bachelor's degree and master's degree or above, and 68% of talents with more than 5 years of working experience.

Second, choose the right recruitment channel

Utilize professional recruitment platforms: Choose professional recruitment platforms or headhunters (www.georjob.com) with rich overseas recruitment experience and resources, these platforms usually provide accurate job matching and efficient recruitment services.

Localized Recruitment: Establish a localized recruitment team in the target market and make use of local recruitment channels and resources, such as social media, job boards, job fairs, etc., in order to better attract and screen local talents.

School-enterprise cooperation: Establish partnerships with overseas universities to attract young talents with potential through campus recruitment.

Understand and comply with local regulations and culture

Study local regulations: During the recruitment process, be sure to understand and comply with the labor and employment regulations of the target market to avoid legal risks and recruitment obstacles due to non-compliance.

Respect cultural differences: different countries and regions have different cultural backgrounds and values, companies should respect local cultural practices in the recruitment process, to attract talent with a more inclusive and open attitude.

Fourth, develop appropriate employment programs

Employment by consultant agreement: For enterprises without overseas branches, they may consider employment by consultant agreement to reduce legal risks and costs such as social security benefits. However, this method may make candidates have concerns about stability, and HR or headhunters need to be fully persuaded and communicated.

Third-party EOR mode of employment: For companies that have already established a certain capability in overseas layout, they can consider adopting the third-party EOR mode of employment. This approach is more compliant and can provide candidates with a more secure working environment, which makes it easier to attract and retain talent.

V. Strengthen internal management and cultural integration

Establish an internationalized management team: set up a management team composed of personnel sent from headquarters and locally recruited personnel to promote the integration of headquarters culture and local culture.

Enhance employee training and development: Provide systematic training and development opportunities for overseas employees to help them quickly integrate into the company and improve their working ability.

Establish effective communication mechanisms: Establish smooth communication channels and mechanisms to ensure unimpeded information flow between the headquarters and the overseas team, and solve problems encountered in the recruitment and management process in a timely manner.

To summarize, when solving overseas recruitment problems, Chinese companies going overseas need to clarify recruitment goals and needs, choose appropriate recruitment channels, understand and comply with local regulations and culture, develop appropriate employment programs, and strengthen internal management and cultural integration. Through the implementation of these measures, enterprises can carry out overseas recruitment more efficiently and provide strong talent support for their globalization.