What are some of the pain points that HR in Chinese companies face when recruiting foreigners?

The pain points that HR of Chinese companies face when recruiting foreigners mainly include the following aspects:

1. Acquisition stage:

Difficulty in negotiating overseas recruitment channels and screening resumes: HR needs to face the complex overseas recruitment market, and needs to buy overseas resources, negotiate channels and screen resumes, which is time-costly.

Lack of professional overseas recruitment experience: Many HRs are not familiar with the overseas recruitment process and market, which leads to inefficiency in the recruitment process and difficulty in finding suitable foreign talents.

2. Interview and offer stage:

Inadequate foreign language communication skills: Interviewers need to have professional foreign language writing, interviewing and offer negotiation skills, but many HRs and interviewers have deficiencies in this area, which affects the effectiveness of the interview.

Candidates' questions about the new environment: Foreign candidates may have questions about the environment and culture in China, such as air quality and cultural differences, which will affect their acceptance rate of the offer.

3. Visa, accommodation, landing and other follow-up issues:

Changing visa policies for foreign talents: China's visa policies have certain restrictions on foreign talents and are changing, so companies often don't know how to handle them, wasting human and material resources.

Difficulties in accommodation and landing arrangements: foreign talents need to solve accommodation and living problems after coming to China, HR needs to provide assistance in this regard, but often face problems such as insufficient resources and communication difficulties.

4. Cultural differences and language communication problems:

Misunderstanding and mistrust due to cultural differences: Chinese and foreign cultural differences may lead to misunderstanding and mistrust between expatriates and Chinese employees, affecting teamwork and efficiency.

Language communication barriers: Although many expatriates have the ability to speak English and other common languages, there may still be language communication barriers in specific tasks, which may affect the quality and efficiency of work.

5. Laws, regulations and employment risks:

Differences in laws and regulations in different countries and regions: HR needs to familiarize themselves with the laws and regulations in different countries and regions, including policies on salaries, taxes, benefits, etc., in order to ensure the compliance of the recruitment process and reduce the employment risk.

Higher employment risk: Due to cultural differences, language communication barriers and differences in laws and regulations, the employment risk of foreign talents is relatively high, HR needs to strengthen management and control in this regard.

6、High recruitment cost:

High cost of headhunting: many companies will look for foreign talent through headhunting, but the cost of headhunting is high, and most of the domestic headhunters do not have overseas resources, and can only solve the recruitment problem of a few people.

Overseas recruitment software costs are high: the use of global job boards for recruitment needs to pay high fees, and requires recruiters to master foreign language communication skills and understanding of the overseas talent market.