What pain points do Chinese companies face when recruiting Southeast Asian talents?

Chinese companies face the following pain points when recruiting Southeast Asian talents: Cultural differences: China and Southeast Asian countries have different cultural backgrounds and values, which requires Chinese companies to have a better understanding of local culture and habits when recruiting Southeast Asian talents, and make corresponding adjustments in management methods, communication methods, and other aspects. Brain drain: Many outstanding talents in Southeast Asia choose to develop in developed countries such as Europe, America, and Japan, resulting in severe brain drain in the region. This requires Chinese companies to pay more attention to talent cultivation and development when recruiting Southeast Asian talents, as well as provide more attractive salary and career development opportunities. Recruitment channels: When recruiting Southeast Asian talents, Chinese companies need to have a better understanding of local recruitment channels and methods, such as through local recruitment websites, talent markets, headhunting companies, and other channels for recruitment. At the same time, it is also necessary to pay more attention to the local talent flow trends and demand, in order to better attract and retain talents. Laws and regulations: There are differences in the legal, regulatory, and policy environments of Southeast Asian countries. Chinese enterprises need to have a better understanding of the local laws, regulations, and policy environment when recruiting Southeast Asian talents, and strictly comply with local labor laws, regulations, and policies. In short, Chinese enterprises need to have a better understanding of local culture and habits, recruitment channels and methods, talent turnover, and legal and regulatory issues when recruiting Southeast Asian talents, and take corresponding measures to solve them. Of course, even after understanding these principles, it is difficult for new Chinese companies to access local talent networks and resources. Our GEOR's role is to solve various recruitment problems and provide suggestions for Chinese enterprises. GEOR has been deeply involved in the Southeast Asian talent market for a long time. We will provide recruitment plans for the Southeast Asian region based on the company's target strategy and team building requirements, to achieve talent localization. Based on Singapore, we will recruit in multiple locations such as Indonesia, Malaysia, Vietnam, and the Philippines according to the target market and job responsibilities.