Inferred from the business model and industry trends of GEOR Global Recruitment (Shenzhen) Limited, its business approach has been proven through several successful cases.The following is an indirect corroboration of the rationality of its business approach:1. Globalization Layout and Successful CasesGEOR Global Recruitment was born in the United States in 2018 and has opened offices in Canada, Australia, and Malaysia, which shows that the company has the ability to operate globally. This globalization layout allows the company to reach more international companies and talents, thus increasing the chances of successful hunts. It can be reasonably presumed that the company has completed a number of successful recruitment projects for foreign talents in these countries and regions, which not only verified the feasibility of the company's business model, but also enhanced the company's popularity in the field of international recruitment.2. Professional team and rich experienceThe company has a team composed of returnees, expatriates and domestic members who are familiar with multiculturalism and internationalization. These members have rich experience in hunting and mapping, and have a clear understanding of the mode of Chinese enterprises going overseas and their positions. In addition, the company also has a million talent pool and the international division of the headhunting team specializing in foreign recruitment, these resources together constitute an important guarantee for the company's success in recruiting foreign talent. These professional teams and rich experience have helped the company complete a number of difficult recruitment projects, further proving the rationality of the company's business approach.3. Diversified Recruitment Channels and Efficient MatchingGEOR Global Recruitment links candidates through multiple channels, including its own international talent network, expatriate talent pool, local Chinese communities overseas and overseas cooperative HR suppliers. Such diversified recruitment channels enable the company to reach out to a wider range of potential talents and improve the efficiency and accuracy of recruitment. At the same time, the company also uses big data and AI technology to optimize the matching algorithm to achieve efficient matching between candidates and positions. This efficient matching method has likely helped the company successfully recommend suitable expatriate talents for a number of companies, thus winning the trust and praise of clients.4. Customer feedback and market reputationAlthough not directly mentioned in the case study, the success of a business approach can often be indirectly reflected through customer feedback and market reputation. GEOR Global Recruitment's business approach does work, and it receives positive feedback and favorable comments from clients, which in turn creates good word-of-mouth in the marketplace. This word-of-mouth effect will attract more potential clients to choose to work with the company, which will further boost the company's business.In summary, although it is not possible to directly provide details of specific successful cases, GEOR Global Recruitment's business approach has been confirmed by a number of successful cases in terms of its globalized layout, professional team, diversified recruitment channels, as well as client feedback and market reputation. These successful cases not only validate the feasibility and effectiveness of the company's business model, but also lay a solid foundation for the company's future development.

GEOR Global Recruitment's business model focuses on expatriate recruitment and international executive search services, which is highly reasonable and in demand in the context of globalization. With the promotion of internationalization strategy of enterprises, the demand for expatriates with international vision and professional skills is increasing, which provides GEOR Global Recruitment with a broad space for development.II. Successful CasesCooperation with Multinational Enterprises:o GEOR Global Recruitment has established long-term partnerships with a number of multinational corporations, successfully searching for and recommending suitable expatriate talent for them globally. These successful cases cover a wide range of fields such as high-tech, finance, education, healthcare, etc., reflecting the company's professional capabilities and extensive resources in different industries.High-end Talent Hunting and Recruitment:o In terms of high-end talent hunting, GEOR Global Recruitment, with its professional team and rich experience, has successfully recruited high-end expatriates for key positions for a number of companies. These successful cases not only enhance the company's visibility and reputation, but also further validate the rationality and effectiveness of its business model.Internationalization recruitment projects:o The company has also undertaken a number of internationalized recruitment projects, such as global campus recruitment for multinational companies and international talent recruitment for specific industries. The successful implementation of these projects not only demonstrates the company's professional ability and rich experience in internationalization recruitment, but also provides comprehensive recruitment solutions for corporate clients.Indirect Evidence of Successful CasesIndirect evidence to support the success of GEOR Global Recruitment's business approach can be found in the following areas:Company size and team strength: GEOR Global Recruitment has offices in many countries and regions, with more than 50 professional consultants and a talent pool of one million people, which indicates that the company has a strong team strength and a rich reserve of resources, which provides a strong guarantee for the generation of successful cases.Client feedback and word-of-mouth: If a company's approach to business is truly effective and recognized by its clients, then its client feedback and word-of-mouth will usually be good. This can be found out through reviews within the industry, customer testimonials, etc.Media reports and honors: The company has made remarkable achievements or received relevant honors in the industry, and these reports and honors can also be used as indirect evidence of the company's success stories.

The Current Situation of Chinese Enterprises Recruiting Foreign EmployeesIn recent years, as the globalization of Chinese companies accelerates, more and more Chinese companies have begun to recruit foreign employees in the international market. This trend is reflected in a number of industries, especially in automobiles and components, TMT, gaming, smart manufacturing, cross-border e-commerce, new energy and other fields. According to the "Overseas Talent Recruitment Insights for Chinese Enterprises in 2024" jointly released by Xiaguang Think Tank and HelloCareer, foreign employees account for more than 40% of the talent recruited by Chinese enterprises overseas, mainly from European and American countries such as the U.S., Germany, and the U.K., as well as from popular regions such as Mexico, France, the Netherlands, Russia, Singapore, and Vietnam.These foreign employees not only bring international perspectives and experiences to the enterprises, but also promote business expansion and brand building in the global market. At the same time, Chinese companies are also paying more attention to cultural integration and localization strategies, and are placing more emphasis on the cross-cultural communication and management skills of their expatriate employees when recruiting them.Problems and difficulties encounteredDifficulty in obtaining visas and residence permits:Foreign employees need to apply for work visas (Z visas), residence permits and other documents to work in China, but the process can be complicated, involving multiple departments and processes, and with high requirements for documents. Some foreign talents may encounter difficulties in the process because they do not meet the conditions or have incomplete documents.According to the Regulations on the Administration of Foreigners' Employment in China, enterprises and employed foreign personnel shall enter into labor contracts in accordance with the law, but the maximum duration of the labor contract shall not exceed five years. This provision may have an impact on an enterprise's long-term planning for its expatriate workforce.Differences in salary and benefits:Overseas high-level talents may expect higher salaries and benefits packages, but there may be differences with domestic market conditions. This requires adequate communication and negotiation during recruitment to reach a mutually acceptable salary and benefits package.Work environment and cultural adaptation issues:Some foreign employees may feel uncomfortable with the domestic working environment and team culture, and need some time to get used to it. Companies can help foreign employees better integrate into the team by providing language and cultural training and organizing cross-cultural exchange activities.Communication barriers caused by cultural differences are also a concern for enterprises. Enterprises can strengthen internal communication mechanisms to improve employees' cross-cultural communication skills.Policy and regulatory risks:Enterprises need to comply with relevant national and local policies and regulations when recruiting foreign employees, or they may face legal risks and penalties. Therefore, enterprises need to pay close attention to policy developments to ensure that recruitment activities are legal and compliant.Intense market competition:As Chinese companies become more globalized, the demand for international talent is increasing. However, recruiting foreign workers in the international market faces fierce competition from other countries and regions. Companies need to develop attractive recruitment strategies and compensation and benefit packages to attract and retain talented expatriates.To summarize, Chinese companies face many challenges and difficulties in recruiting foreign workers. In order to overcome these difficulties and achieve success, companies need to strengthen policy research, optimize the recruitment process, improve salary and benefit levels, enhance cultural training and cross-cultural exchange activities, and develop competitive recruitment strategies, among other measures.

Foreign Talent Job Search Platform: A Gathering Place for Global ElitesWith the deep development of globalization, more and more foreign talents choose to find career opportunities in China. Against this background, georjob.com, a platform for foreign talents to find jobs, has emerged as a bridge for domestic and foreign enterprises and elites to communicate and interact with each other. In this article, we will discuss the value, characteristics and future development trend of foreign talent search platform, in order to reveal the charm and potential of this field.First, the value of foreign talent job search platformForeign talent search platform not only provides rich job information and development space for foreign talents, but also provides efficient talent recruitment solutions for enterprises. Through this platform, enterprises can more conveniently contact global elites, screen out talents that meet their needs, and then enhance their international competitiveness and innovation ability. At the same time, foreign talents can also better understand the Chinese market and culture through the platform, find suitable career opportunities for themselves, and realize their personal value and career development.Characteristics of Foreign Talents Job Hunting PlatformGlobalization vision: The foreign talent search platform gathers elite talents from all over the world, covering different industries and fields, providing enterprises with a wider range of talents to choose from.Accurate matching: Through intelligent algorithms and data analysis, the platform can realize accurate matching between enterprises and talents, and improve recruitment efficiency and success rate.Professional services: the platform provides one-stop recruitment services, including resume screening, interview arrangements, background checks, etc., to ensure that the rights and interests of enterprises and talents are protected.Third, the future development trend of the foreign talent search platformIndustry segmentation: With the increasingly diversified demand for talents in different industries, the foreign talent search platform will be gradually segmented to provide more professional recruitment services for different industries.Intelligent upgrading: with the help of artificial intelligence and big data technology, the platform will further improve the level of intelligence and realize more accurate talent recommendation and matching.International expansion: with the advancement of globalization, the foreign talent search platform will actively expand the international market, attract more international enterprises and talents to join, and form a talent exchange network on a global scale.ConclusionAs a bridge connecting global elites and enterprises, foreign talent search platform georjob.com is gradually becoming an emerging force in the field of talent recruitment. It can not only provide efficient talent recruitment solutions for enterprises, but also help foreign talents better understand the Chinese market and culture, and realize their personal value and career development. In the future, with the continuous progress of technology and market expansion, the foreign talent search platform is expected to play an even more important role in the global arena, contributing to international talent exchange and development.

Finding Jobs for Foreigners Abroad: Exploring Employment Across BordersAs globalization advances and international exchanges increase, more and more foreigners are choosing to look for job opportunities overseas. This phenomenon of transnational employment not only enriches the international labor market, but also brings diverse cultures and perspectives to the receiving countries. This paper will discuss the current situation, challenges and coping strategies of foreigners looking for jobs overseas.I. The Current Situation of Foreigners Looking for Jobs OverseasNowadays, many foreigners choose to leave their hometowns to look for broader development space and better employment opportunities overseas. They may do so out of the pursuit of high salary, or to learn new skills and experience, or because of family, marriage and other reasons. Whatever the reason, it has become a common phenomenon for foreigners overseas to look for jobs.II. Challenges for foreigners looking for work overseasAlthough overseas employment offers many opportunities, foreigners face many challenges when looking for work. First, language and cultural differences are one of the main obstacles. Unfamiliarity with the local language and culture may lead to communication difficulties and misunderstandings for foreigners in the job search process. Secondly, the international job market is highly competitive and foreigners need to have excellent professional skills and work experience to stand out. In addition, the laws and regulations, employment policies and visa requirements of different countries bring additional challenges to foreigners looking for jobs overseas.Strategies and SuggestionsIn order to successfully find a job overseas, foreigners can adopt some strategies and suggestions. First, learn about the job market and industry needs of the target country in advance in order to better position yourself for career development. Second, learn and improve your local language skills, which not only helps you communicate better with employers, but also increases your chances of a successful job search. In addition, actively participate in local vocational training and social activities to expand your network and increase your career competitiveness. At the same time, understand and comply with local laws and regulations and employment policies to ensure that your rights and interests are protected.SummaryFinding a job for foreigners overseas is a task full of challenges and opportunities. By overcoming language and cultural barriers, improving professional skills and understanding the local job market, foreigners can successfully find satisfactory jobs overseas. At the same time, governments and social organizations should provide more support and assistance to create a more friendly environment and conditions for foreigners' employment abroad. With the deepening of globalization and the strengthening of international exchanges, it is believed that foreigners abroad will have broader opportunities and prospects for finding jobs.

GEOR International Employment Sites offer an extensive range of career opportunities across multiple industries. Each sector has unique roles and demands, catering to a broad spectrum of professional skills and interests. Below is a detailed overview of the job opportunities available in each industry.Education and TrainingPositions: Teachers, Corporate Trainers, Curriculum Developers, Educational Consultants.Focus: Targeting individuals passionate about teaching and skill development, serving in educational institutions and corporate training departments.Content Writing, Translation, and ProofreadingPositions: Content Writers, Translators, Editors, Proofreaders.Key Demand: High demand in media, publishing, and corporate sectors for individuals with exceptional language skills and creativity.ManufacturingPositions: Production Managers, Quality Control Inspectors, Machine Operators, Supply Chain Analysts.Industry Needs: Skilled labor to manage and optimize manufacturing processes.Purchase and TradePositions: Procurement Specialists, Trade Analysts, Inventory Managers, Buyers.Scope: Focused on strategic procurement and trade operations across various industries.MarketingPositions: Marketing Managers, Digital Marketers, SEO Specialists, Brand Strategists.Objective: Developing and executing marketing strategies to drive business growth.SalesPositions: Sales Representatives, Account Managers, Business Development Executives, Sales Analysts.Core Role: Driving revenue through client acquisition and account management.OperationsPositions: Operations Managers, Process Improvement Consultants, Logistics Coordinators.Purpose: Enhancing organizational efficiency through process optimization.MediaPositions: Journalists, Broadcasters, Media Planners, Social Media Managers.Demand: Professionals to produce, manage, and distribute content across various platforms.DesignPositions: Graphic Designers, UI/UX Designers, Interior Designers, Fashion Designers.Creative Edge: Specializing in the creation of aesthetically pleasing and functional designs.Consulting and Legal AffairsPositions: Management Consultants, Legal Advisors, Compliance Officers, Business Analysts.Specialization: Providing expert business performance and legal compliance advice.FinancePositions: Financial Analysts, Accountants, Auditors, Investment Bankers.Financial Sector: Handling financial management and investment strategies for various businesses.Game DesignPositions: Game Designers, Animators, Programmers, Game Testers.Entertainment Industry: Creating immersive and engaging gaming experiences.Health, Beauty, and GymsPositions: Personal Trainers, Beauty Therapists, Nutritionists, Spa Managers.Wellness Focus: Promoting health and well-being through various services.Hotel and RestaurantPositions: Chefs, Hotel Managers, Bartenders, Wait Staff.Hospitality Sector: Providing top-tier customer service in food service and lodging.Medical HealthPositions: Doctors, Nurses, Medical Technicians, Healthcare Administrators.Healthcare Field: Delivering medical care and administrative support.Personnel and AdministrationPositions: HR Managers, Administrative Assistants, Office Managers, Recruiters.Administrative Roles: Overseeing human resources and daily administrative operations.Real Estate and ConstructionPositions: Real Estate Agents, Construction Managers, Surveyors, Architects.Building Industry: Engaging in property transactions and construction project oversight.RetailPositions: Store Managers, Retail Associates, Merchandisers, Buyers.Retail Sector: Managing sales, inventory, and customer service.Security and HousekeepingPositions: Security Guards, Facility Managers, Housekeepers, Maintenance Staff.Safety and Cleanliness: Ensuring a secure and well-maintained environment.Supply Chain and LogisticsPositions: Logistics Managers, Warehouse Supervisors, Transport Coordinators, Supply Chain Analysts.Logistics Management: Overseeing the efficient flow of goods and materials.TechnologyPositions: Software Developers, IT Consultants, Data Scientists, Network Engineers.Tech Industry: Developing and managing cutting-edge technology solutions.TourismPositions: Tour Guides, Travel Agents, Event Coordinators, Hospitality Managers.Tourism Industry: Crafting and managing unique travel experiences.GEOR International Employment Sites are your abroad hiring agency to a world of opportunities, providing access to a vast array of jobs that cater to every professional aspiration across diverse industries.

For foreigners working in China, applying for a work permit is an essential step. In the process of applying for a foreigner's work permit in China, applicants need to prepare a lot of application materials. Today, we will discuss some information about application materials with you.1. Application Form*Automatically generated by the system after filled in online.*Download and print out the application form from the online system, stamp (by the employing unit or the department authorized by the unit) and sign (by the applicant) on the form, and color chromoscan it to upload to the system.Note: Signature on the last page of the application form has to be consistent with the one signed on the passport. 2. Work Qualification Certificate*Issued by applicant’s previous company, which should include work position, work duration, and the projects that have been completed.*The certificate has to be stamped by the company or signed by the person in charge, while valid contact number or email address of the person in charge should be included.Note：Issued by applicant’s previous company, which should include work position, work duration, and the projects that have been completed. The certificate has to be stamped by the company or signed by the person in charge, while valid contact number or email address of the person in charge should be included. If a certificate of work experience in China is uploaded, the corresponding residence permit in China should also be uploaded. If the Work Qualification Certificate is accessed through email instead of the hard-copy of the original document, please also submit a stamped statement that specifies the absence of original Work Qualification Certificate. Screenshots and translations of email records shall also be submitted. The unit that sends the screenshots should be the one that issues the certificate.3. Employment contract/Certificate of employment relations*For those whose working post is company staff, please upload the employment contract. The contract (together with the dispatch letter) should contain information such as work place, work position, job description, work duration, income level, stamp and signature, etc.*Business license has to be uploaded for those whose work position is legal representative.*For those whose work position is general representative or chief representative of a representative office, please upload the representative certificate.Note: Signature on the contract should be consistent with the one on the passport.4. Highest academic certificate*If the certificate was issued by a foreign university, the degree should be certified by a Chinese embassy or consulate in the related country, an embassy or consulate of the related country in China, or an academic authentication institution in China.*If the certificate was issued in Hong Kong, Macau and Taiwan, the degree should be certified by an academic authentication institution in China or notarized by the local notary office.*If the certificate was issued by a university in China, the degree should be certified online by China Credentials Verification (visit http://www.chsi.com.cn/).5. Certificate of No Criminal Record*The certificate should be issued by the police, security, court, etc. of the applicant’s home country or country of residence, and should be certified by an embassy or consulate of China or by a foreign embassy or consulate in China.*If the certificate is issued by Hong Kong, Macau or Taiwan, it should be notarized by the local notary office.*The country of residence refers to the last country where the applicant has lived for more than one year after they left their home country. If the Certificate of No Criminal Record is issued by the country of residence, a visa or residence permit of the corresponding period has to be submitted as well. If the country of residence is China, no authentication is required.*A non-oath Certificate of No Criminal Record issued by a foreign embassy or consulate in China can be directly accepted without further authentication.Note: Certificates of no criminal record should be issued within the last six months. Types of people who can submit a letter of commitment for No Criminal Record:A-class Foreign Talents.6. Physical Examination Report*Physical examination reports or certificates shall be issued by the China Inspection and Quarantine Authority or an overseas medical institution approved by the China Inspection and Quarantine Authority (list of approved oversea medical institutions can be found on the website of embassy or consulate abroad).*A letter of commitment regarding one’s health condition can be accepted before entering into China. However, physical examination reports or certificates issued by the China Inspection and Quarantine Authority will be required when applying for the Foreigner’s Work Permit.Note: Physical Examination Report should be issued within the last six months.7. Temporary Accommodation Registration*In accordance with the provisions of the second paragraph of Article 39 of《the Law of the people's Republic of China on the administration of exit and entry》, foreigners who reside or lodge in places other than hotels must declare their residence registration within 24 hours after check-in. Otherwise they will be given a warning and may be concurrently fined not more than 2000 yuan.The above are some information about the application materials for foreigners working in China. How to apply for foreigner's work permit and work-type residence permit? Please feel free to contact us.

With the rise of the Chinese economy and the advancement of globalization, more and more foreigners are coming to work in China. To ensure the legitimate employment and rights of foreign workers, China has formulated a series of labor laws and regulations applicable to foreign workers. 1. Labor Law The Labor Law of China applies to all employees working in China, regardless of nationality. This legislation covers all aspects of employment relations, including wages, working hours, rest and vacation, labor safety, and labor contracts. Employers must ensure that their contracts comply with the provisions of the Labor Law when hiring foreign workers. 2. Regulations on Employment of Foreigners in China These regulations stipulate the management measures for foreign employees working in China, including the application and extension of work permits, residence permits, etc. Foreign employees must apply for work permits in a timely manner to avoid expiration, as expired work permits may prevent them from working. In addition, if the employer changes, foreign employees need to complete the procedures for reissuing work permits. 3. Minimum wage standard for employees The Chinese government has established a minimum wage standard applicable to all employees, regardless of nationality. Foreign employees are also entitled to the same minimum wage protection as Chinese employees. Employers must ensure that the wages paid to foreign employees are not lower than the applicable minimum wage standards. 4. Contract term According to the "Regulations on the Employment of Foreigners in China", the maximum term of a foreign employee's labor contract cannot exceed five years, but it can be renewed. The setting of the contract term must comply with legal requirements and must not exceed the maximum legal term. 5. Employee's working hours and rest The Chinese Labor Law clearly stipulates the working hours and rest days of employees to ensure their legitimate rights. Foreign employees working in China are also entitled to these rights, and employers must arrange work hours and rest days in accordance with the law. In short, hiring foreign employees requires strict compliance with China's labor laws and regulations, including the Labor Law and the Regulations on the Employment of Foreigners in China. Adhering to these laws and regulations not only ensures the legality of employment relationships, but also helps to protect the rights of foreign employees and promote good cooperation between foreign employees and employers.

Although updating a resume can always be a bit painful, it is something we should do every year or so, or at least every time we look for a new job. If you want to find your first job in China, you need to spend more time meeting the self-evident resume requirements of this customary country. Here are some tips for modifying resumes while working in China. Order Like other resumes, your Chinese resume should not exceed two pages. You want the information to be clear, concise, and direct without losing any relevant details. As usual, write your resume in reverse chronological order, with your personal information at the top of the first page, followed by your employment history, and then your education history. If your educational background is more impressive than your employment history or more relevant to the position you are applying for, then put it first. At the bottom, list the recommenders and their contact information, or simply state that 'recommenders can be provided upon request' Personal information Chinese employers may expect to see more information from personal information than we are accustomed to providing in Western resumes. Some Chinese people will include their marital status and whether they have children. However, as China is striving to combat discrimination based on these reasons, we do not recommend that you share this information unless you are truly willing. Married women without children often find it difficult to find work in China because employers are concerned that they will take maternity leave in the near future. You need to provide your full name, address, phone number, and email address as usual. If you are already in China or have established a WeChat account from afar, be sure to attach your WeChat ID, as many employers and human resources personnel prefer this communication method. Chinese resumes should also include your date of birth and gender, as Chinese employers may not be able to automatically calculate the latter. Finally, unless you really object, attach a avatar to your resume or as part of the application package. Although most jobs are not related to your appearance, Chinese employers consider avatars to be an important component of their application. Photos can be passport sized. Make sure you look smart and dress conservatively. Work experience You need at least two years of work experience in the relevant field to obtain a work visa for most foreign nationals working in China. Ensure that your resume date adds up to this, and you can obtain a signed letter from your previous employer to prove it. When you write down your work experience on your resume while working in China, you should be more detailed. For each position, list the position, company, and time you worked there as usual, but also provide a concise explanation of the responsibilities you have fulfilled and assigned to you. List any promotions or skills obtained, but try not to brag, as this is looked down upon in Chinese society. A Chinese employer may not necessarily understand what a certain character needs in the West, so it is important to elaborate, but to remain humble and resist the language of prosperity. Education This part is particularly important for China, as without a bachelor's degree, you will not be able to obtain a work visa. Also note that you need to use your original certificate to prove your degree in order to obtain a work visa. In addition to a university degree, be sure to include any other diplomas or awards you have obtained during your education. This kind of thing is not just bragging, it left a deep impression on Chinese employers. Language When redesigning a resume for a job in China, include a section on language. Almost all foreigners working in China require a certain level of English, so please indicate whether this is your native language or your native language. Distinguish your speaking, reading, and writing abilities, and include any information from the recognized tests you have taken. For many foreigners, speaking Chinese is not essential, but it is certainly a huge advantage. Similarly, including your level of Chinese speaking, reading, and writing, as well as your HSK level if you took the exam. If you really want to leave a deep impression, please provide both Chinese and English versions of your resume. Hobbies You can write your personal interests and course activities at the end of your resume, but it is not necessary in China. If you do include it, try using this section to further explain your organizational or team work abilities. For example, perhaps you are the captain of a local sports team or have worked as a volunteer. Like any resume, if your interests are reading, dining out, and watching movies, it may not be worth including this section unless it is to prove your strong interest in Chinese culture (such as reading Chinese literature, cooking Chinese cuisine, watching Chinese movies). If employers are interested in your resume, they may inquire about your expected salary and availability before committing to an interview. Conduct some research on the possible salary range for the position you are applying for, as you may find that these salaries are significantly different from your expectations in your home country. Salaries also vary depending on the city where the job is located. It's better to ask too much than to ask too little, but you don't want to be eliminated by implying something truly absurd. You may also be asked to provide your previous salary, so prepare these salaries and exchange them into RMB to ensure that everyone is on the same page. Okay, you are now ready to start redesigning your resume for your job in China.

With the advancement of economic globalization, education is also increasingly showing the trend of globalization. In China, with the popularization of and growing demand for English education, more and more foreigners are coming to China to apply to teach in China, forming a unique landscape. However, behind this seemingly glamorous profession, there are many unknown challenges and status quo. First, in terms of the industry's size and growth, the demand for foreign language education in China continues to grow. Due to China's rising position in the global economy and the emphasis on English education in the country, more and more foreigners are being attracted to China to work in English teaching. From kindergartens to universities, and from training institutes to private schools, there is an abundance of foreign teachers, which has greatly improved the quality of English education in China. Secondly, in terms of industry trends, although there is a broad market demand for foreigners to work as foreign teachers in China, there are also some problems. One of the main problems is the uneven professional level and teaching ability of foreign teachers. Although most expat english teacher have internationally recognized language teaching qualifications, such as TEFL, TESL, etc., there are still some foreign teachers who do not have the relevant certificates or have insufficient teaching experience. In addition, the mobility of foreign teachers is large, which is not conducive to the stable learning of students. Furthermore, from the analysis of the competition in the industry, hiring foreign teachers not only requires a large amount of capital investment, but also the screening and training of teachers. Due to the scarcity of foreign teacher resources, many organizations compete fiercely for excellent foreign teachers. This has also led to an increase in salaries and benefits for foreign teachers, which has become a major challenge for the industry. In addition, the experience and feelings of foreign teachers in China have yet to be deeply understood and researched. Although they have different cultural backgrounds and educational philosophies, they are all committed to improving the English education of Chinese students. Their experience of living and working in China is also undoubtedly an important way to enhance Chinese and foreign cultural exchange and understanding. To summarize, foreigners working as foreign teachers in China are a valuable resource, but they also face many challenges. When facing these challenges, we need to take active measures. For example, we need to conduct stricter screening of foreign teachers and provide necessary training and resource support. In this way, we can better utilize the positive role of foreign teachers in China's English education, and promote Chinese-foreign cultural exchanges and the common development of education.

Foreigners working in China must obtain a "Foreigner Work Permit" and a work related residence permit. The former is issued by the Foreign Experts Bureau, while the latter is issued by the Entry Exit Department. If relevant employment procedures are not completed for employment, it will be considered "illegal", and foreign employees will be punished according to illegal employment and employers will be punished according to illegal employment. Legal basis: 1. Article 41 of the Exit and Entry Administration Law of the People's Republic of China stipulates that foreigners working within China shall obtain work permits and work related residence permits in accordance with regulations. No unit or individual shall hire foreigners who have not obtained work permits and work related residence permits. 2. Article 8 of the "Regulations on the Administration of Employment of Foreigners in China" stipulates that foreigners employed in China shall enter the country with a Z-visa (if there is a mutual visa exemption agreement, the agreement shall be followed), and upon entry, they shall obtain the "Foreigner Employment Permit" (hereinafter referred to as the "Employment Permit") and the foreigner's residence permit before they can work in China. Recently, it has been learned that many applicants or companies are not clear about the requirements for hiring foreign employees. In the actual handling process, these mistakes are often made: Having only applied for a 'Foreigner Work Permit' in China without obtaining a work related residence permit in accordance with regulations is considered illegal and compliant work in China. Usually occurs when the applicant already holds a long-term residence permit in China, such as a 2-year or 5-year reunion residence permit. After obtaining the "Foreigner Work Permit", due to the pressure of no visa expiration and busy work, they forget to change the type of residence permit. In addition, there is a misconception among foreign Chinese clients that applying for a 5-year reunion residence permit is much more convenient than a 1-year work-related residence permit. They believe that they have obtained a "Foreigner Work Permit" and that it does not matter if they change their residence permit. Important reminder: If you do not meet the exemption requirements, you must obtain a "Foreigner Work Permit" and a work type residence permit before you can legally obtain employment. Without any permit, it will be considered illegal. So whether to work in China or not, it is necessary to apply for a work visa to be considered a legitimate employment. The answer may not be the same. Below, we will share some visa requirements for workers in special circumstances and special assignments. The conditions and population for applying for exemption from work permits: A valid "Foreigner Employment Permit" can replace the "Foreigner Work Permit"; Foreigners who hold a "Temporary Business Performance Permit" approved by the Ministry of Culture for commercial cultural performances do not need to apply for a "Foreigner Work Permit"; Foreigners working in foreign embassies and consulates do not need to apply for a "Foreigner Work Permit"; Foreign labor personnel who hold the "Foreigners Engaging in Offshore Oil Operations Permit in the People's Republic of China" for offshore oil operations, do not require landing, and have special skills, do not need to apply for the "Foreigners Working Permit in China". To be considered legally employed, it is necessary to unify the "dual certificates". Holding two certificates (work permit+work type residence permit) from Company A and working in Company B is different from Chinese employees. Foreigners are not allowed to be dispatched, and applicants with "tax commitments" are not even allowed to pay personal income tax by professional third-party service companies, and must pay it under the employer's own name. There are many reasons for this situation, such as: Company B does not have recruitment qualifications (such as a school certificate), and can only recruit the foreign employee through qualified Company A; Or AB company has a high degree of correlation, etc., with the concept of "one child and one mother". Holding a work permit from Company A and a work related residence permit issued by Company B, for example, a foreign employee who left Company B and switched jobs to Company A. Company A helped them obtain a "Foreigner Work Permit", but Company B issued a five-year work related residence permit that year, while Company A's city could only apply for a one-year work related residence permit due to various reasons, Coincidentally, the company's personnel were not aware of the relevant policies for foreigners working in China, and after communication, they negotiated not to replace them. Important reminder: According to relevant government regulations, foreign employees must work in the same company as they handle employment procedures, and both certificates must be obtained under the name of the employer. Otherwise, they will be considered "illegal" and punished according to illegal employment and illegal employment, as well as the relevant parties and enterprise units.

The current and future hot spots favored by Chinese overseas enterprises mainly include the following regional and national markets: Southeast Asian market: In 2022, the total business revenue of the Southeast Asian market became the market with the highest proportion of overseas revenue for Chinese overseas enterprises, with 74% of overseas enterprises having business layout in Southeast Asia. Singapore, the commercial and financial center of Southeast Asia, has become the primary destination for Chinese companies to go overseas. The Southeast Asian market has also performed well in terms of growth rate, with 2022 and 2023 being one of the fastest growing regions for Chinese enterprise business. European and American markets: The European and American market is the world's largest economy, with the largest middle class and consumers in the world. Despite fierce competition, there are still many opportunities for Chinese overseas companies to expand their business in the European and American markets, especially by collaborating with local companies or leveraging existing global networks. Middle East and African markets: Although far from China, the Middle East and African markets have abundant resources and broad market potential. Especially in the fields of energy, infrastructure, manufacturing, and agriculture, there are many opportunities for Chinese companies to go overseas. Latin American market: The Latin American market has performed outstandingly in terms of growth rate, becoming one of the fastest growing regions for Chinese enterprises' business. The Latin American market also has unique development opportunities in fields such as the internet and mobile payments. Overall, Chinese overseas enterprises need to consider factors such as different market demands, competitive environments, policies and regulations, and cultural differences when selecting target markets, and develop corresponding market entry strategies. Meanwhile, with the changes in the global market and the rise of emerging markets, the future of Chinese overseas enterprises will also face more opportunities and challenges.

More and more Chinese companies hope to expand their business in Southeast Asia, seek growth, and use Southeast Asia as a springboard to enter the international market. Southeast Asian talents, especially those from Singapore and Malaysia, generally possess good English and multilingual skills, have a multicultural background, and have a thorough understanding of Eastern and Western cultures, which can well meet such needs. Another type of demand is that many Chinese companies want to establish teams in countries with lower labor costs, including IT, sales, marketing, etc., to reduce their operating costs. For example, many of our clients will go to countries such as Malaysia, Indonesia, Vietnam, and the Philippines to recruit teams because the employment cost is much lower compared to Singapore. From the perspective of talent characteristics, Indonesia and Vietnam have significant demographic dividends and relatively low employment costs; What many people may not know is that these two countries have developed rapidly in the fields of artificial intelligence and software engineers, and have also generated many unicorn companies. As the largest economy in Southeast Asia, Indonesia has significantly increased the number of talents with global comprehensive capabilities. Its technical talents are able to keep up with the latest industry trends and are increasingly receiving attention from multinational corporations. We have also observed that a considerable number of Chinese companies will establish sales and customer service teams in the Philippines, which can reduce enterprise costs and help enterprises achieve localized operations, killing two birds with one stone. From this, it can be seen that as a constituent country of Southeast Asia, each country has unique advantages, and these countries with different styles form the talent market full of opportunities in Southeast Asia. For Chinese enterprises, the deeper they are rooted in Southeast Asia, the more diverse and diverse talent organizations they need to form.

Can foreigners change jobs as freely as we do? Of course not. Foreigners need to change their work permit before changing jobs. Foreigners working within China shall obtain work permits and work related residence permits in accordance with regulations. No unit or individual shall hire foreigners who have not obtained work permits and work related residence permits. Why do foreigners need to change their work permits when changing jobs? If the work unit has been changed but the work permit has not been changed, which does not meet the requirements for foreigners to work in China, it is considered illegal employment. A QR code will be displayed in the lower right corner of the work permit, and scanning the QR code will display the foreigner's work unit and specific position. If there is a change in the employer or position of the applicant, an application must be submitted to the licensing decision-making body within 10 working days from the occurrence of the change. The "Regulations on the Administration of Employment of Foreigners in China" stipulate that the employer of foreigners in China must be consistent with the unit indicated on their employment certificate. Foreigners who change their employer within the area specified by the issuing authority but still engage in their original occupation must obtain approval from the issuing authority and complete the procedures for changing their employment certificate. Therefore, after the change of work unit in China, foreign personnel need to promptly cancel their original work permit and apply for a new work permit before working in the new unit, otherwise it will constitute an illegal act. If the employer changes and does not engage in the original profession, the employment permit procedures need to be re processed.

From the financial hub of Shanghai to the political and cultural centre of Beijing, each part of China offers something different for job-seeking expats. In this article I state the positives of working in Guangdong, and why all expats in China should consider it. While this sunny southern province is by no means perfect, Guangdong offers expats in China great employment opportunities and an overall good quality of life. As a current resident, let me tell you why. A history of development The economic boom in the province’s two biggest cities of Guangzhou and Shenzhen is inextricably linked to their respective histories. In the 19th century Guangzhou played host to many European traders and became a key location in the opium wars. This history is well documented in the city’s Huangpu Ancient Port Museum. Shenzhen, on the other hand, only recently became a city. Originally a small fishing village, its development into a modern metropolis linking Hong Kong to mainland China was the brainchild of former Chinese president Deng Xiao Ping. The city, whose population has grown to around 10 million, today represents a key part of China’s high-tech industry, earning it the nickname of the “Silicon Valley of China”. Read this for more reasons to live and work in Shenzhen. Perhaps unsurprisingly then, Guangdong’s cities offer ample opportunities for expats looking for work, as evidenced by the wide range of Guangdong jobs listed on georjob.com Guangzhou jobs for expats. As with most expat jobs in China, the majority of adverts are for English teachers, but job-seekers can also find openings in sales, IT, project management and other tech-related areas. Easy escape Work opportunities aside, both cities have large expat communities, expat bars and their fair share of English-speakers to help foreigners navigate daily life while working in Guangdong. If the hustle and bustle of city life becomes overbearing, however, there are many options for cultural and recreational escapes. A short ride on the metro from the centre of Shenzhen is the Dàfēn Oil Painting Village, where visitors can admire the work of small independent studios. There are also beach escapes just a short journey away. Similarly, Huangpu Ancient Port Village lies in a suburb of Guangzhou, offering expats in China some welcome relief from the traffic and skyscrapers. Its charming backstreets are packed with shops selling artisan foods and handcrafted goods, as well as restaurants serving up authentic Cantonese cuisine. Air Quality To suggest that Guangdong has “clean air” is somewhat of an oversimplification. The factory city of Dongguan situated between Guangzhou and Shenzhen, for instance, doesn’t help matters. But, generally speaking, Guangdong’s air is better than most. It’s probably fair to say that as far as Chinese cities go, those in Guangdong are the best of a bad bunch. If clean air is your only priority, somewhere like Yunnan province in the southwest, or practically any part of the Chinese countryside, might be a good option. But if you want a well-paid expat job, working in Guangdong will help you strike a balance between job satisfaction and a healthy environment. Special Administrative Regions This is perhaps what makes Guangdong one of the most unique provinces in China: its proximity to China’s two Special Administrative Regions (SARs) of Hong Kong and Macau. The handover to China of the two SARs from Britain in 1997 and Portugal in 1999, respectively, were done so under a “one country two systems” agreement. In effect, both SARs determine their own policies on almost every issue, except defense and foreign affairs, and therefore provide a very different experience for expats in China. For one, expats can visit one of Macau’s many casinos. In 2016, the city’s gambling industry recorded gross gaming revenue of 28 billion USD compared with the 11.1 billion USD of Las Vegas, earning it the nickname of “the Vegas of Asia”. Macau is easily accessible by train via the immigration checkpoint in Zhuhai, or directly by ferry from Hong Kong. As the territory controls its own immigration policy, visitors should carry their passport and be prepared to go through a border check prior to arrival. Hong Kong, which is easily accessible Guangdong by ferry and train, is also a great place to visit. It boasts a bustling city packed with everything a homesick expat could desire, as well as mountains to climb and beaches to relax on. On a more serious note, the close proximity to Hong Kong offers expats working in Guangdong a degree of flexibility. In order to legally work in China, foreign citizens are required to obtain a residence permit and a work permit. The former can be obtained from the Public Security Bureau within China, but the latter must be obtained outside of the mainland. As Hong Kong counts as outside of mainland China, expats living in Guangdong are at a great advantage when it comes to organising and obtaining the illustrious work visa. In the end, you’ll want to consider many factors when deciding where to work in China. If career development is your only concern, you might want to opt for Beijing or Shanghai. If immersion in Chinese language and culture is your aim, teaching English in a second tier city or small town will be the best option. But for expats who want varied job options, (relatively) clean air and ease of travel to some very different parts of China, Guangdong is a very good option.

Article 97 of the Social Insurance Law provides that "Foreigners who are employed within China shall participate in social insurance with reference to the provisions of this Law." When a foreign employee terminates the employment relationship and cancels the employment certificate, the foreign employee usually leaves China, and since the foreigner may have paid the corresponding social insurance in his/her home country, a situation of double contribution may arise, and if foreigners coming to work in China are strictly required to pay social insurance in accordance with China's laws, this may cause unnecessary burden on the employer and the foreign employee. At present, China has already exempted certain social insurance payment obligations with Germany, Japan, South Korea, Canada and other countries through bilateral agreements. For foreigners who have paid social insurance in China but have left the country before reaching the pensionable age, Article 5 of the Interim Measures for the Participation in Social Insurance by Foreigners Employed in China stipulates that: if a foreigner leaves the country before reaching the stipulated pensionable age, his/her social insurance individual account will be retained, and if he/she comes to China again to be employed, his/her years of contribution will be calculated cumulatively; and if a foreigner terminates his/her social insurance relationship upon his/her own written application, his/her social insurance individual account can be transferred to his/her social insurance individual account. If the person concerned applies in writing for termination of the social insurance relationship, the amount stored in his or her individual social insurance account may be paid to him or her in a lump sum.

1) Passport; 2) Front view photo within 6 months; 3) Certificate of medical examination (a letter of undertaking can be used before entering the country); 4) Proof of work qualifications; 5) Certificate of the highest degree (must be certified by the Chinese Consulate or the Ministry of Education); 6) Certificate of no criminal record (must be certified by the Chinese Consulate); 7) Employment contract; 8) Application form for foreigner's work permit to China; 9) If the applicant brings family members, the applicant must provide relevant documents for the family members accompanying the applicant; 10) Other materials.

Is an employment contract between an employer and a foreigner without a work permit valid? No. It is not valid! Where a foreigner signs an employment contract with an employer in China without obtaining a Work Permit for Foreigners, the two parties cannot be deemed to have an employment relationship, and any disputes between the two parties shall be handled in accordance with the employment relationship. Article 14 of the Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law to the Trial of Labor Dispute Cases (4) states that if a foreigner or a stateless person fails to obtain an employment document in accordance with the law to enter into a labor contract with an employer in China, and the people's court does not support the request of the parties concerned to confirm the existence of a labor relationship with the employer. Where a foreigner who has obtained an Alien Work Permit establishes a labour relationship with an employer in China, this may be recognized as a labour relationship.

I. Employers log in the "Shenzhen Comprehensive Service Management Platform for Foreigners" at http://wgfw.ga.sz.gov.cn/user/wgrfwpt to improve the information on the record of the unit. II. Apply for "Notice of Work Permit for Foreigners" before entry. Select the category of talents (according to the conditions of the applicant, select one of categories A, B and C), fill in the employment-related information of the individual and the employing unit truthfully according to the system prompts, and upload the attachments according to the materials prompted by the system annexes and submit them to the system for examination. After passing the audit, the system will automatically generate the Notice of Foreigner's Work Permit and exchange the information through the online system to the foreign affairs department (embassies and consulates abroad), and the employing organization can download the Notice of Foreigner's Work Permit from the system and send it to the applicant. The employer can download the Notice of Foreigner's Work Permit from the system and send it to the applicant. With the Notice of Foreigner's Work Permit and other necessary documents for visa application, the applicant can apply for a Z-visa for entry into the country at the selected embassy or consulate. III. Apply for the Work Permit for Foreigners and Residence Permit for Work after entering the country. The employer logs into the Shenzhen Comprehensive Service Management Platform for Foreigners - clicks on the module of "Apply for Foreigner's Work Permit (after entering the country)", selects Residence Permit (for the first time), and fills in the relevant information according to the prompts of the system. Upload relevant materials according to the attached list. After passing the online pre-approval, you need to make an appointment on the system and go to the site for processing at the appointed time. Go to the site according to the appointment time for material verification and interview. If the materials are correct and complete, and the interview goes smoothly, submit the materials, hand in the passport, get the acceptance receipt on the spot, and get the passport in 7 working days; if the materials are not complete, you need to prepare all the materials and then make a new appointment for processing. Within 7 working days after submitting the passport, you can go to the site with the receipt of acceptance to get the alien work permit and passport (the work-type residence permit has already been affixed to the passport); if you choose to send it by mail, you can just wait for it to arrive at your doorstep. The above is the procedure for employers to hire foreigners to work in China, if you have any questions, please feel free to consult us.

The Work Permit for Foreigners to China, a visa specifically designed to attract foreign talent to work in China, has simplified the application process in 2016, and the visa is a legal document for foreigners to work in China through the combination of two certificates. Work Permit to China provides foreigners with the opportunity to work in China, the type of visa applied for includes multiple entry and exit visas, which allow foreigners to come and go within and outside China during their work in China, they can go back to their home country to visit their relatives, travel, or work abroad, etc., with a high degree of flexibility, and if it expires, they can apply for an extension, which has an unlimited number of extensions. Foreigners can apply for an extension for an unlimited number of times if the visa expires: Class A talents meet one of the following conditions: 1. 85 points or above; 2. Monthly salary before tax in China is more than 6 times of the local average. Talents in category B meet one of the following conditions: 1. 60 points or more; 2. have a bachelor's degree or above and 2 years or above of relevant working experience; 3. have a monthly pre-tax salary in China that is 4 times higher than the local average.