Recruiting Foreigners Overseas: A New Perspective on Corporate InternationalizationWith the advance of globalization, internationalization has become a must for many companies. In this process, "recruiting foreigners overseas" has become an important strategy, which can not only bring multicultural integration to enterprises, but also help them gain a greater competitive advantage in the global market. This article will discuss the significance, challenges and implementation strategies of recruiting foreigners overseas.I. Significance of Recruiting Foreigners OverseasRecruiting foreigners overseas means, first of all, that companies can attract talents from different countries and cultural backgrounds. These talents often have unique professional skills and international perspectives, and can bring new ways of thinking and innovative inspiration to the enterprise. At the same time, they can also help enterprises better adapt to the international market and enhance their global competitiveness.Challenges of Recruiting Foreigners OverseasAlthough recruiting foreigners overseas has many advantages, it also faces many challenges. First, cultural differences and language barriers may lead to miscommunication and affect work efficiency. Secondly, the laws and regulations and labor policies of different countries may also bring certain risks to enterprises. In addition, the time cost and expenses in the recruitment process are also factors to be considered.III. Implementation StrategiesIn order to successfully recruit suitable foreign talents overseas, enterprises need to develop a set of perfect recruitment strategy. First, clarify the recruitment needs and objectives to ensure that the positions recruited are in line with the strategic development direction of the enterprise. Secondly, utilize diversified recruitment channels, such as international job boards, social media, and professional headhunters, to expand the scope of recruitment. At the same time, strengthen cross-cultural training to improve employees' understanding of and ability to adapt to multiculturalism. Finally, establish a perfect compensation and benefit system to attract and retain excellent foreign talents.Successful CasesMany successful companies have achieved remarkable results through the strategy of "recruiting foreigners overseas". For example, a world-renowned technology company has set up a research and development center in Silicon Valley, and successfully attracted many outstanding engineers and scientists from all over the world. These talents have not only brought technological innovation and product upgrading to the company, but also helped the company to achieve a leading position in the global market.V. ConclusionRecruiting foreigners overseas is an important part of the internationalization process of an enterprise. By attracting and utilizing excellent talents from all over the world, enterprises can continuously improve their international competitiveness and innovation ability. In the process of implementation, enterprises need to pay attention to cultural differences, laws and regulations and other factors, and formulate appropriate recruitment strategies to ensure the smooth progress of recruitment. Looking ahead, with the deepening of globalization, the strategy of "recruiting foreigners overseas" will be increasingly valued and favored by enterprises.

Expatriate Job Platform georjob.com: Linking Global Elites to Create the Future TogetherWith the acceleration of globalization, more and more expatriates are choosing to come to China to seek career opportunities. Against this background, georjob.com, a job search platform for expatriates, has emerged as a bridge connecting companies and overseas elites. In this paper, we will introduce the features of this platform, experience of using it, analyze its advantages, and demonstrate its practical utility through case sharing.I. Introduction to georjob.com, a job search platform for expatriatesForeign talent job search platform georjob.com is an online platform specializing in providing matchmaking services for overseas talents and Chinese enterprises. The platform gathers excellent talents from all over the world, covering a wide range of fields such as science and technology, finance, education, medical and so on. Through this platform, enterprises can post recruitment information and screen suitable foreign talents, while foreign job seekers can browse job information, understand corporate culture and development prospects, and realize accurate matching.Second, the use of experienceIn the process of using georjob.com, I deeply felt its convenience and efficiency. First of all, the interface design of the platform is clear and intuitive, and the operation is simple and easy to understand, so even the first-time users can get started quickly. Secondly, the job information on the platform is rich and diverse, covering different industries and job types, providing job seekers with a wide range of choices. In addition, the platform also provides an online communication function, making it easier for job seekers and enterprises to communicate and promote mutual understanding and cooperation.Advantage AnalysisForeign talent job search platform georjob.com has the following significant advantages:Globalization vision: the platform gathers excellent talents from all over the world, providing enterprises with a broader range of talents to choose from, which helps enterprises attract global elites and enhance international competitiveness.Accurate Matching: Through intelligent algorithms and data analysis, the platform realizes accurate matching between jobs and talents, which improves the efficiency and success rate of job search.Professional services: The platform provides professional recruitment services, including resume screening, interview scheduling, background investigation, etc., to ensure that the rights and interests of enterprises and job seekers are protected.Case SharingTake a famous multinational technology company as an example, the company successfully recruited a foreign engineer with rich experience and professional skills through georjob.com, a platform for foreign talents. After joining the company, this engineer has brought many innovative ideas and solutions to the company with his excellent technical skills and international vision, which has vigorously promoted the development of the company's business. This case fully demonstrates the positive role of the foreign talent search platform in promoting international talent exchange and enterprise development.ConclusionAs a bridge connecting global elites and enterprises, georjob.com provides convenient and efficient recruitment and job search services for both sides. Through this platform, enterprises can attract and select expatriate talents more easily and enhance international competitiveness; while expatriate job seekers can find suitable career opportunities more precisely and realize their personal value. With the continuous advancement of globalization, it is believed that the foreign talent job search platform will play an even more important role in the future, contributing more power to international talent exchange and enterprise development.

In today's global job market, the demand for talented individuals who can contribute to a diverse range of industries continues to grow. GEOR International Employment Sites have emerged as a key player in facilitating the connection between employers and job seekers, bridging the gap for both native English speakers and non-native English speakers seeking opportunities overseas.GEOR International Employment Sites are designed to provide a comprehensive platform for individuals from various linguistic and cultural backgrounds to explore employment opportunities in different countries. The agency recognizes the significance of language skills and cultural awareness in the modern workplace, and thus, places a strong emphasis on catering to the needs of both native and non-native English speakers.Hiring Native English Speakers: Leveraging Language ProficiencyFor companies operating in English-speaking countries or those with a strong emphasis on English as the primary business language, the ability to hire native English speakers is invaluable. The fluency and nuanced understanding of the English language that native speakers possess often make them highly sought-after candidates in fields such as content writing, translation, proofreading, media, marketing, and sales. GEOR International Employment Sites serve as a gateway for native English speakers to explore positions that leverage their language proficiency and cultural understanding.Employment opportunities abound for native English speakers in industries such as education and training, where their language skills are essential for effective communication and instruction. Additionally, sectors like technology, tourism, and finance also benefit from the contributions of native English speakers due to the global nature of these industries, requiring clear and effective communication with clients, partners, and stakeholders around the world.Non-Native English Speakers: Embracing Diversity and Multilingual TalentGEOR abroad hiring agency also prioritize the inclusion and representation of non-native English speakers, acknowledging the value of multilingual talent in today's interconnected global economy. Non-native English speakers bring a unique perspective and language skills that can be immensely beneficial to companies operating in diverse regions or seeking to expand their global reach. The agency offers a plethora of opportunities for non-native English speakers in various fields including manufacturing, logistics, technology, real estate, hospitality, and healthcare.In manufacturing and supply chain/logistics, for example, non-native English speakers often possess the language skills required to effectively communicate with international suppliers, partners, and clients. Their multilingual abilities can be a significant asset in facilitating seamless operations and supply chain management across borders. Furthermore, in the hospitality and tourism industry, the ability to cater to diverse international clientele is greatly enhanced by the presence of multilingual staff, allowing for improved guest experiences and customer satisfaction.The Role of GEOR International Employment SitesGEOR International Employment Sites play a pivotal role in hiring teachers in China of both native and non-native English speakers in overseas positions. The agency's extensive network of partner companies and employers spans a wide array of industries, ensuring that job seekers have access to a diverse range of opportunities that align with their skills, qualifications, and career aspirations.Through its user-friendly interface and robust search functionalities, GEOR International Employment Sites empower job seekers to explore job listings tailored to their preferences and professional backgrounds. The platform also provides resources and support for individuals navigating the complexities of relocating and working in a new country, offering guidance on visa requirements, cultural integration, and professional development.Furthermore, GEOR International Employment Sites serve as a trusted resource for employers seeking to diversify their talent pool and tap into a global workforce. The agency's commitment to fostering diversity and inclusivity is evident in its efforts to connect companies with qualified candidates from diverse linguistic and cultural backgrounds, ultimately contributing to a more dynamic and globally-aware workforce.GEOR International Employment Sites stand as a beacon of opportunity for both native English speakers and non-native English speakers seeking to expand their horizons and pursue fulfilling careers overseas. By recognizing the unique strengths and contributions of individuals from diverse linguistic and cultural backgrounds, the agency continues to play a vital role in driving global workforce diversity and connectivity.

Steps for getting ready to work in China1, Document preparation;2, Background check;3, Document apostille;4, Work permit;5, Work visa.

After the epidemic, more and more foreigners are coming to China for employment, but the work visa policy is getting stricter and stricter. Some enterprises do not understand the specific visa policy or know that foreigners do not meet the requirements, but still hire them to work, creating illegal employment. The consequences are very serious. Once investigated, the employer, the foreign teacher and the introducer will be severely punished. After summarising all these, let's take a look at the question that everyone is most concerned about. How to employ foreigners legally?What are the specific penalties for illegal employment?Article 80 of the Law of the People's Republic of China on the Administration of Departure and Entry: A foreigner who is illegally employed shall be fined from RMB 5,000 to RMB 20,000; if the circumstances are serious, he shall be detained for not less than five days and not more than 15 days, and shall also be fined not less than RMB 5,000 and not more than RMB 20,000.Anyone who illegally introduces a foreigner for employment shall be fined 5,000 yuan for each person illegally introduced, with the total amount not exceeding 50,000 yuan; anyone who illegally introduces a foreigner for employment shall be fined 5,000 yuan for each person illegally introduced, with the total amount not exceeding 100,000 yuan; and if there is any unlawful proceeds, the unlawful proceeds shall be confiscated.Where a foreigner is illegally employed, for each person illegally employed, a fine of 10,000 yuan shall be imposed, with the total amount not exceeding 100,000 yuan; if there is any illegal income, the illegal income shall be confiscated.Article 81 Where an alien engages in activities that are inconsistent with the reasons for his stay or residence, or violates the provisions of Chinese laws or regulations, and it is inappropriate for him to continue to stay or reside in China, he may be ordered to leave the country within a specified period of time.Where an alien violates the provisions of this Law and the circumstances are serious and do not yet constitute a crime, the Ministry of Public Security may order him or her to be expelled from the country. The decision of the Ministry of Public Security to impose a penalty shall be final.An alien who has been expelled from the territory may not enter the territory for a period of 10 years from the date of expulsion.How to take up employment legally?According to article 41 of the Law of the People's Republic of China on the Administration of Departure and Re-entry, foreigners who take up employment within the territory of China shall, in accordance with the relevant provisions, obtain a work permit and a residence permit for work. No unit or individual may employ a foreigner who has not obtained a work permit or residence permit for work.What are the conditions for legal employment?According to the Criteria for Classification of Foreigners' Employment in China (for Trial Implementation), foreigners' employment in China is classified into three categories, namely A, B and C: A, B and C, and the classification and management are implemented according to the criteria.Foreign high-end talents (Category A) refer to scientists, scientific and technological leaders, international entrepreneurs and special talents who are adapted to the needs of China's economic and social development, in line with the requirements of "high quality" and the market demand, and in line with the criteria for the points of high-end talents. High-end talents are not subject to age and working experience restrictions.Judging CriteriaScore more than 85 pointsMeet internationally recognised professional achievement recognition standardsInnovative and entrepreneurial talentsThe monthly salary is more than 6 times of the average social wage of the previous year in the local community.Foreign professionals (Category B) shall meet the requirements of the work catalogue and positions for foreigners coming to China, and meet the standards of points and credits for foreign professionals, aged below 60, with undergraduate education or above and 2 or more years of relevant working experience; age, education or working experience can be appropriately relaxed when necessary.Judging Criteria60 points or aboveBachelor degree or above and 2 years or above relevant working experienceHolding international general vocational skills qualification certificatesForeign language teaching staffThe monthly salary is four times the average social wage of the local community in the previous year; 5.Ordinary foreigners (Category C) are those who meet the needs of the domestic labour market and are engaged in temporary, seasonal, unskilled or service work according to national policies.Judgement CriteriaThose who have obtained employment permits under the old policy but do not meet the criteria of A and B category personnel after extensionGraduated from a famous foreign university in the last two yearsGraduated from domestic universities in the past two yearsThe State Administration of Foreign Experts Affairs makes points as one of the criteria for judging A, B and C talents. Each point is calculated based on factors such as salary, education, working years, age, Chinese language level and working unit. You can calculate the points by going to the following website: http://www.st-guanjia.com/aep/ceping-en/index.html

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.

Chinese overseas enterprises require various types of foreign talents, and the following are some common foreign talent needs: Senior management talent: Executive talent with international management experience and cross-cultural communication skills, able to assist the company in expanding overseas markets, coordinating cultural differences between China and foreign countries, and promoting the company's internationalization process. Professional and technical talents: External talents with specialized knowledge and skills in specific fields, capable of providing companies with new technologies, ideas, and reducing research and development costs, such as marketing, finance, human resources, information technology, production and manufacturing. Language and cultural talents: Talents with cross-cultural communication skills and familiarity with the language and culture of the target market can assist the company in expanding overseas markets, improving communication efficiency, and reducing cultural conflicts. Lawyers and accountants: professionals with overseas legal and financial backgrounds who can assist companies in complying with regulations, avoiding risks, reducing costs, and enhancing their image. The demand varies depending on the size, industry, and development stage of enterprises, but with the improvement of the internationalization level of Chinese enterprises, the demand for foreign talents is also constantly increasing. Some data shows that the number of foreign talents hired by Chinese enterprises is increasing every year, but the specific number varies due to various factors.

Imagine encountering an "official" from the United States, France, or other countries in a government agency or public institution in China. This is not a vision for the future, but a real scenario that is about to be realized in Shanghai. What's going on here? Let's explore the truth. The current situation of recruiting foreigners in Shanghai's public institutions Recently, a news has attracted widespread attention on various media platforms: Shanghai has become the first pilot city in China, and its public institutions have begun to openly recruit foreigners. It is reported that this is to attract international talents, strengthen exchanges and cooperation with countries around the world, and further promote the pace of internationalization. Taking a large hospital in Shanghai as an example, in order to make up for the talent shortage in the professional field, multiple foreign doctors have been recruited. These doctors not only play an important role in clinical work, but also in management and research and development departments. In addition, some cultural and educational institutions have also begun to include foreign experts, allowing them to contribute to cultural exchange and teaching research. The reasons and impacts behind it So, why should Shanghai introduce foreign talents to work in public institutions? The underlying reasons are actually closely related to the trend of globalization, urban development needs, and talent mobility. The trend of globalization: With the acceleration of globalization, communication and cooperation between countries are becoming increasingly frequent. As an international metropolis, it is necessary to introduce an international management model and thinking mode in Shanghai to make it more competitive on the global stage. Urban development needs: Shanghai's development cannot be separated from talent. Especially in certain specific fields such as healthcare, education, technology, etc., it is necessary to attract top international talents to jointly promote urban progress. Talent mobility: In the context of economic globalization, talent mobility has become a norm. In order to better attract and retain international talents, Shanghai needs to provide more opportunities and platforms. The impact of this measure is also very evident. Firstly, public institutions can introduce more international perspectives and professional knowledge. Secondly, this also provides an opportunity for local talents in China to communicate with international talents, thereby improving their professional abilities. Countermeasures and far-reaching impacts However, introducing foreign talents is not an easy task and requires a series of strategies and preparations. Language and cultural differences may become communication barriers, and public institutions need to provide corresponding training and guidance. Secondly, the legal and rights issues of foreign talents also need to be fully protected to ensure their smooth work and life in China. In the long run, this innovative approach will not only enhance Shanghai's internationalization level, but may also establish a new model for introducing international talents for other cities, promoting China's overall opening up and development. In this era of globalization, the boundaries between countries are gradually blurring. Shanghai's attempt is not only an exploration of its own development, but also an expectation for the future. On this path, we may encounter many challenges and problems, but only by constantly innovating and trying can we go further. Foreigners serving as officials in China? This may just be the beginning.

In order to further attract international talented people, the state has introduced policies that exempt two years of work experience from the work visa application. 1. According to the classification standards for foreigners to work in China, other foreign personnel who meet the domestic labor market demand and comply with the national policy are determined as Category C. Category C is determined as the third category: those who implement the quota system management, foreign students and foreign graduates from overseas universities who meet the specified conditions, etc. That is, some outstanding foreign college graduates (master's degree or above) without working experience are allowed to be employed in China, including foreign students who have obtained master's degree or above in colleges and universities in China and graduated within one year, and foreign graduates who have obtained master's degree or above in famous colleges and universities outside China and graduated within one year. Foreign college graduates shall have the following conditions for employment in China: (a) Be at least 18 years old and in good health; (B) no criminal record; (C) excellent academic performance, with an average score of not less than 80 (percentage system, other grading system converted into percentage system) or B + / B (grading system) or above, no bad behavior record during school; (D) obtain the appropriate education and degree; (E) have a definite employment unit, engaged in the work position and the study of professional counterparts. Salary in principle is not lower than the average salary of local urban unit employees on duty, the specific standard shall be reasonably determined by the provincial human resources and social security departments according to the actual employment market and the needs of the work of introducing talents; (vi) Hold a valid passport or other international travel document that can replace the passport. 2. According to the classification standards for foreigners to work in China, foreign professionals who meet the guiding catalog and job needs of foreigners to work in China and belong to the urgent needs of China's economic and social development and meet one of the conditions are recognized as Category B. Category B Determination Article 1: Foreign professionals with a bachelor's degree or above and 2 years or more relevant work experience. Category B Determination Article 3: Foreign language teaching personnel. In principle, foreign language teaching personnel should be engaged in teaching their native language in their native country and have obtained a bachelor's degree or higher and have more than 2 years of work experience in language education. Among them, those who have obtained a bachelor's degree or higher in education, language or teacher training, or those who have obtained the international teaching certificate in their field or obtained the international language teaching certificate (TEFL in China 120 hours) that meets the requirements may be exempted from the work experience requirement.

Q: Which foreigners need to apply for a change of workplace? A: Foreigners who have obtained a work permit for foreigners need to apply for changing their work units; Foreigners need to cancel their existing work permit and change their residence permit to handle the transfer of employment (the regulations on entry and exit administration stipulate that the cancellation should be carried out within 10 days after leaving office, and only some cities have slightly relaxed, so the time for handling the transfer of employment after leaving office is very important.) Foreign workers who have obtained China's permanent residence identity card do not need to apply for a work permit. They can go through the resignation procedures and then go through the entry procedures in the new company.

In recent years, many outstanding foreign fresh graduates and young talents have been attracted to work in China, so are they all eligible to apply for a work permit for foreigners to come to China? How to apply? Outstanding Young Foreign Talents Apply for Class A Foreigner's Permit to Work in China Young talents under the age of 40 who are engaged in postdoctoral research at high-level universities abroad (based on the list of world-renowned universities identified in the "Management Service System for Foreigners Coming to Work in China" of the State Administration of Foreign Experts Affairs) or universities in China. They are included in the classification standard of Shenzhen's top foreign talents, and can apply for Class A "Work Permit for Foreigners to Work in China" within the city, and can apply for a work permit for a maximum of 5 years if they meet the conditions. Fresh Foreign Graduates Applying for a Class B Foreigner's Permit to Work in China 1. Fresh graduates who are engaged in the teaching of the mother tongue of their native country and who have obtained a bachelor's degree or higher in education, language or teacher training, or who have obtained a real international language teaching that meets the requirements or who have obtained a teacher's license in their host country are exempted from the work experience requirement. 2. Holders of international general vocational skills qualification certificates or urgently needed and shortage of skilled personnel. Application for Class C "Work Permit for Foreigners Coming to China" by Foreign Outstanding Fresh Graduates 1、Outstanding fresh graduates who are foreign students who have obtained bachelor's degree or above in China and have excellent academic performance (with a point score of 3.0 or above, or an average score of 80 or above), and who intend to work in Shenzhen. 2、Foreign graduates from overseas universities Foreign graduates from overseas universities who have obtained undergraduate degrees or above in the top 500 universities in the world (based on the list of world-renowned universities identified in the "Management Service System for Foreigners Coming to Work in China" by the State Administration of Foreign Experts Affairs), and who intend to work in Shenzhen.

According to article 7 of the Regulations on the Administration of Foreigners' Employment in China, foreigners are required to fulfill the following conditions for employment in China: 1. Be at least 18 years old and in good health; 2. have the professional skills and corresponding work experience necessary for the performance of their work; 3. have no criminal record 4. have a definite employing organization; 5. hold a valid passport or other international travel document that can replace the passport. On this basis, in accordance with the principle of "encouraging the high-end, controlling the general, and restricting the low-end", foreigners are categorized into high-end foreign talents (category A), foreign professionals (category B) and other foreign talents (category C). Among them, the most common and basic one is Category B: Bachelor's degree or above and 2 years or above relevant working experience. The State Administration of Foreign Experts Affairs (SAFE) has introduced a point system as one of the criteria for judging A, B and C category talents. Points are calculated for each category based on factors such as the foreigner's salary level, education level, years of work experience, age, Chinese language proficiency, and work location.

Career progression for English teachers If you’re teaching English in China (and chances are that you are), career development of expat english teacher is definitely a possibility. Aside from the annual salary increase every time you renew your contract, you could be promoted to “Head Foreign Teacher” within a couple of years. What an HFT does is sometimes shrouded in mystery, and it varies greatly from school to school. Sometimes it’s just a title, while other times you may find that managing disorderly youngsters is your only responsibility. If you go far enough (five years or more in the same school or training center), you might find yourself offered the position of principal. You’ll need to get pretty good at Chinese first though, since you’ll be dealing with a lot of parents. If you make it to these lofty heights, be sure to remember that while you might be the principal, you’re neither the owner nor part of the board of directors. And you can bet your morning jianbing it’ll be one of those two calling the real shots. Career progression in startups If you go the tech startup route, you’re in for a much less linear progression path, as your company will likely either go bust or become a global phenomenon. You’ve probably heard of Xiaomi, Mobike, OFO and Zhihu, some of the most successful tech startups in China. The thousands you haven’t heard of are not doing quite as well. Joining a startup company anywhere in the world will offer up an insecure future, low pay, unclear goals and the risk of getting laid off at any moment. They can, however, also provide unimaginable opportunities. Who knows? You might find yourself spearheading the company branch in your home country one day. Otherwise, you might find yourself looking for a new job. While great careers in China’s tech sector are possible, banking on this is not without its risks.

Soccer / Tennis / Basketball Coach Soccer, in particular, has been booming in China for the past few years. The sport is known to be the favorite of President Xi Jinping and, as a result, investment in football has increased tenfold across the board. Schools have built new fields and introduced the sport to their physical education curriculum, while private clubs and businesses have set up training academies and state-of-the-art facilities. In turn, there has been a massive increase in the number of football coaching opportunities in China. Some of these positions are aimed at highly qualified and experienced coaches from overseas, but others are perfect for local foreigners with a passion for the game and some experience with kids. Basketball remains one of the country’s most popular sports, and the influence of Chinese star Li Na still sees lots of young kids taking up tennis. Foreigners with the right mix of passion and experience in these sports and others can find coaching positions across China.

QA Specialist / Product Manager Some readers might be surprised by just how many of the current top-level manufacturing managers in international companies in China started out as English language teachers. Going back 10 or 15 years, companies in the West struggled to find people to oversee their manufacturing in China. Few wanted to spend more than a week or so at a time in the country, and even fewer could speak the language or had the slightest idea of how to deal with local staff. So when these companies found young foreign English teachers who were already settled in China and could speak the language, they were willing to give them a try, even if they didn’t have an education or work background in the industry. Having a member of staff on the ground who could communicate directly with the supplier and the local workforce is an invaluable asset. Admittedly, the manufacturing boom in China is not what it was 10 years ago, but many companies still understand the value of a foreigner who’s adapted to the local culture, learnt the language and proved they have the right work ethic.

When teaching English abroad, you'll quickly realise how powerful a tool language can be, either because of the ones you speak or, more likely, the ones you don't. Not being able to express yourself in the local language will shape your personality. You may become more introverted because you can't express yourself, or you may become more outgoing for the very same reason. Lastly, just like wrinkles on your skin or the graying of your hair, you won't notice the extent that teaching abroad has changed you until one day you return home and your family playfully teases you.

If you're considering a job as a foreign language teacher, you no doubt expect that you'll be doing most of the teaching. There's myriad clichés regarding the profession, but the one I like the most is: "the students should be teaching you as much as you teach them". As a teacher, you should always be learning, if for no other reason than to practice what you preach. As a teacher in a foreign country, however, learning from your students will help you better assimilate with the environment and culture around you. You'll have dozen-upon-dozens of students both willing and eager to clue you up on the local way of doing things.

Musician / Singer We’ve all been to a Chinese bar with foreigners playing live music before, but are they getting paid for it? At more upscale bars, the answer is most likely, yes. If you’ve got some musical talent this could be the perfect part time job for you since most gigs occur at night, after your regular job. Some venues will require a contract and a scheduled commitment, but that’s something you’ll need to negotiate as you go. Touring bars with recordings and videos of your music is a great way to pick up gigs, but taking advantage of unpaid open-mic nights is also worth trying; you never know who might be in the crowd.

Voice Acting Pay: 300-600 rmb/hour Foreign language commercials, cartoons, voice-overs and how-to videos usually require foreigners, often native, to speak the written lines. Many such jobs can be found on China job websites, like our very own georjob.com, but from personal experience, I’ve found a lot of these type of jobs are spread through word of mouth or social media. Ask around among your friends or put a post out on WeChat indicating your availability.

The greatest lesson I learned from my experience getting a teaching job in China and subsequently living here, is that it’s vital to know three things before accepting any job: (i) Why you are coming to China? (ii) The details of the job you’re taking. (iii) Whether these two factors are compatible? To explain what I mean by this, I’d like to recount my personal experience in a bid to paint a picture of the kind of teaching jobs available in China and the kind of people who typically fill them. When I first started teaching in China I fell into a trap that has ensnared many others. I simply looked for a "job in China." At the time I was still in England, and China was, as far as I was concerned, one homogeneous block of mystery and adventure. I didn’t quite grasp that, just like in England, the positions and locations on offer vary widely. I found my first job through a recruiter. The process was quick, smooth and easy, but I had no idea what I was getting myself into. After a few days at the school I realized I was facing a major challenge. The first challenge was the town itself. Dawufeng is a small industrial hovel (and I do not use that word lightly) about an hour away from the city of Tianjin. I was the only English speaker in town and lived at least an hour away from any other foreigner. Although my social life was less than ideal, it was nothing compared to my work life. I taught at the local primary and middle schools, where classes were made up of over 40 students. In the primary school I had an assistant who spoke some English, but in the middle school I was completely on my own. None of the Chinese teachers spoke anything more than the most basic English. The whole situation left me feeling isolated, overwhelmed and, at times, very unhappy. This job was clearly not the right fit for me. That’s not to say though that another teacher wouldn’t have enjoyed it – someone more experienced, with better Chinese skills and who likes being out of their comfort zone, perhaps. Everyone has their own needs and motivations. By not understanding my own, I’d found myself in a job I didn’t enjoy. The first and most vital step for those thinking of coming to China is to teach is to understand what you want and why.