The pain points that HR of Chinese companies face when recruiting foreigners mainly include the following aspects:1. Acquisition stage:Difficulty in negotiating overseas recruitment channels and screening resumes: HR needs to face the complex overseas recruitment market, and needs to buy overseas resources, negotiate channels and screen resumes, which is time-costly.Lack of professional overseas recruitment experience: Many HRs are not familiar with the overseas recruitment process and market, which leads to inefficiency in the recruitment process and difficulty in finding suitable foreign talents.2. Interview and offer stage:Inadequate foreign language communication skills: Interviewers need to have professional foreign language writing, interviewing and offer negotiation skills, but many HRs and interviewers have deficiencies in this area, which affects the effectiveness of the interview.Candidates' questions about the new environment: Foreign candidates may have questions about the environment and culture in China, such as air quality and cultural differences, which will affect their acceptance rate of the offer.3. Visa, accommodation, landing and other follow-up issues:Changing visa policies for foreign talents: China's visa policies have certain restrictions on foreign talents and are changing, so companies often don't know how to handle them, wasting human and material resources.Difficulties in accommodation and landing arrangements: foreign talents need to solve accommodation and living problems after coming to China, HR needs to provide assistance in this regard, but often face problems such as insufficient resources and communication difficulties.4. Cultural differences and language communication problems:Misunderstanding and mistrust due to cultural differences: Chinese and foreign cultural differences may lead to misunderstanding and mistrust between expatriates and Chinese employees, affecting teamwork and efficiency.Language communication barriers: Although many expatriates have the ability to speak English and other common languages, there may still be language communication barriers in specific tasks, which may affect the quality and efficiency of work.5. Laws, regulations and employment risks:Differences in laws and regulations in different countries and regions: HR needs to familiarize themselves with the laws and regulations in different countries and regions, including policies on salaries, taxes, benefits, etc., in order to ensure the compliance of the recruitment process and reduce the employment risk.Higher employment risk: Due to cultural differences, language communication barriers and differences in laws and regulations, the employment risk of foreign talents is relatively high, HR needs to strengthen management and control in this regard.6、High recruitment cost:High cost of headhunting: many companies will look for foreign talent through headhunting, but the cost of headhunting is high, and most of the domestic headhunters do not have overseas resources, and can only solve the recruitment problem of a few people.Overseas recruitment software costs are high: the use of global job boards for recruitment needs to pay high fees, and requires recruiters to master foreign language communication skills and understanding of the overseas talent market.

Chinese companies face multiple challenges when recruiting local employees overseas, and these challenges center on laws and regulations, cultural differences, language barriers, competition in the talent market, and human resource management. The following is a detailed analysis of these challenges and the corresponding solutions:Challenges1. Differences in laws and regulationsDifferent countries and regions have unique laws and regulations, including labor laws and tax laws. Enterprises must strictly comply with local laws and regulations, or they may face legal risks and economic losses.2.Cultural DifferencesCultural differences may lead to misunderstandings and conflicts in management, affecting employee satisfaction and work efficiency. Companies need to understand and respect local cultural practices to ensure that employees can integrate smoothly and work efficiently.3. Language BarriersLanguage is the bridge of communication. Language barriers may lead to poor information transfer, affecting teamwork and work efficiency.4. Competition in the talent marketOverseas talent market competition is fierce, companies need to have a strong attraction and competitiveness in order to recruit the right talent.5.Human Resource ManagementOverseas recruitment involves complex administrative processes, including staff onboarding, training, salary payment, etc., which requires companies to have an efficient human resource management system.Solutions1. Comply with local laws and regulationsEnterprises should have an in-depth understanding of and strictly comply with local laws and regulations, including labor laws and tax laws. Compliance can be ensured by hiring a local legal advisor or legal service organization.2. Enhance cross-cultural communicationEnterprises should actively carry out cross-cultural training to improve employees' understanding of and ability to adapt to the local culture. At the same time, establish an open and inclusive corporate culture to promote communication and understanding among employees.3. Solve language barriersEnterprises can provide language training or hire employees with multilingual skills to ensure smooth communication. Talents with language skills can also be prioritized during the recruitment process.4. Develop strategies to attract talentEnterprises should formulate competitive salary and benefit policies and provide good career development space and working environment to attract and retain excellent talents. At the same time, strengthen brand publicity to enhance the visibility and reputation of the enterprise overseas.5. Utilize professional service agenciesEnterprises can entrust professional human resource service organizations or headhunters to conduct overseas recruitment. These organizations usually have rich experience and resources, and can provide efficient and professional recruitment services for enterprises.6. Employer of Record (EOR) servicesFor companies that do not have an overseas entity, they can use the Employer of Record (EOR) service to reduce the risk and cost of employment. As a legal employer overseas, the nominal employer assumes all legal responsibilities for hiring employees, including compliance management and salary payment.7. Enhance InformationizationEnterprises can strengthen informationization construction and use digital means to improve the efficiency and accuracy of human resource management. For example, establish a global human resource information system to realize centralized management and real-time update of employee information.In summary, Chinese enterprises face many challenges when recruiting local employees overseas, but they can effectively address these challenges and achieve success in overseas recruitment by complying with local laws and regulations, strengthening cross-cultural communication, resolving language barriers, formulating talent attraction strategies, utilizing professional service agencies, adopting nominal employer services, and strengthening information technology construction.

Chinese companies do face some obstacles and difficulties when working with local headhunters overseas. These challenges can be mainly summarized in the following aspects:I. Cultural differences1. Cultural differences: There are significant differences in corporate cultures in different countries and regions, which may lead to differences in the recruitment process, candidate evaluation criteria, and communication styles during the cooperation process.2. Working habits and communication styles: Overseas executive search firms may be more accustomed to direct and efficient communication styles, while Chinese companies may pay more attention to details and human touch. This difference may lead to misunderstanding and conflict in the early stage of cooperation.Second, the language barrierAlthough many overseas executive search firms may have multi-language capabilities, but in the specific cooperation process, language is still a non-negligible obstacle. Language barriers may lead to inaccurate information transfer, communication inefficiency, and even affect the accurate assessment of candidates.Complexity of laws and regulationsDifferent countries and regions have different labor laws and regulations, and often complex and changing. Chinese companies in cooperation with overseas executive search firms, need to ensure that recruitment activities in line with local laws and regulations, or may face legal risks. This requires Chinese companies to have an in-depth understanding and accurate grasp of the laws and regulations of the target market.Trust building1. Weak foundation of trust: Due to the differences in cultural background, business philosophy and business model, Chinese enterprises may face certain difficulties in establishing trust with overseas headhunters.2. Complex competitive environment: In the international market, there are many numbers and types of headhunters, Chinese enterprises need to find a suitable partner among many choices and establish a solid cooperative relationship.V. Information asymmetry1. Differences in market information: Chinese companies may have relatively limited knowledge of overseas markets, while overseas headhunters are more familiar with local market conditions and candidate resources. This information asymmetry may lead to a passive position of Chinese enterprises in the cooperation. 2.2. Differences in candidate information: Overseas headhunters may have more candidate resources and information, while Chinese companies may lack sufficient information to support them when evaluating candidates, which increases the risk and uncertainty of recruitment.VI. Cost issuesCooperation with overseas headhunters usually requires payment of a certain service fee, which increases the recruitment cost of Chinese companies. At the same time, different countries and regions have different fees and service quality, Chinese companies need to consider the cost-effectiveness and quality of cooperation.VII. Cooperation Mode and Process Issues1. Differences in cooperation modes: different overseas headhunters may have different cooperation modes and processes, Chinese companies need to have in-depth communication and consultation with each other to ensure that the cooperation between the two sides can be carried out smoothly.2. Recruitment process standardization: In order to ensure the standardization and efficiency of recruitment activities, Chinese companies need to work with overseas headhunters to develop standardized recruitment processes and evaluation criteria.In order to overcome these obstacles and difficulties, Chinese companies can take the following measures:Strengthen cross-cultural communication: Improve cultural sensitivity and communication skills of both sides through training and exchanges.Improve language skills: Strengthen language training to ensure that both parties can communicate smoothly.Deepen understanding of local laws and regulations: Ensure that recruitment activities comply with local laws and regulations by consulting professional organizations or lawyers, etc.Establish a long-term and stable cooperative relationship: Through repeated cooperation and communication, gradually build up trust and tacit understanding between both parties.Strengthen market research and information collection: Understand the recruitment situation and candidate resources in the target market through various channels to provide strong support for the cooperation.Optimize the cost structure: On the premise of ensuring the quality of cooperation, reduce the cost of service fees through negotiation and consultation.

When recruiting overseas talent, improving your recruitment success rate requires a series of carefully planned and executed strategies.Below are some key steps and suggestions that can help you improve your recruitment success rate:1, Precise Positioning and Clarity of Requirements:Clearly define the key skills and experience requirements for the desired position, as well as the candidate's ideal background and cultural fit.Consider practical factors such as geography, time zones, work permits and visa requirements to ensure that recruitment goals are achievable.2, Diversify recruitment channels and strategies:Utilize multiple recruitment channels, including international job boards, social media, alumni networks, industry conferences, etc., to reach a broader group of candidates.Develop targeted recruitment strategies, such as recruitment campaigns for specific countries or regions, or targeted searches for specific industries or specialties.3, Optimize the recruitment process and experience:Streamline the application process to reduce unnecessary steps and wait times and increase candidate engagement and satisfaction.Provide multi-language support to ensure hiring information and communication is hassle-free.Provide timely feedback and communication so that candidates feel valued and respected.4, Build a strong employer brand:Showcase the company's culture, values, achievements and future development plans through channels such as the company's website, social media, and industry reports to attract the attention of potential candidates.Emphasize the company's commitment to multiculturalism and internationalization, as well as support measures for overseas employees, such as visa assistance, language training, and cultural adaptation guidance.5, Effective screening and assessment:Develop scientific and reasonable screening standards, and comprehensively assess candidates' abilities and adaptability by combining skills tests, interviews and background checks.Adopt remote communication tools such as video interviews to communicate with candidates in real time across geographical barriers.Invite interviewers with cross-cultural experience and expertise to participate in the assessment process to improve the accuracy and effectiveness of the assessment.6, Provide competitive compensation and benefits and career development opportunities:Provide competitive compensation and benefits based on international market standards, including base salary, bonuses, stock options, health insurance, etc.Clarify career development paths and training programs so that candidates can see the possibility of long-term development in the company.Consider providing additional support measures, such as spousal work assistance and children's education support, to attract and retain overseas talents.7, Strengthen cross-cultural communication and team building:Demonstrate respect and understanding of candidates' cultural backgrounds during the recruitment process to build trust and consensus.Provide new employees with cultural adaptation training and team building activities to help them integrate more quickly into the company's culture and work environment.Encourage cross-cultural communication and cooperation among team members to promote team diversity and innovation.8, Continuous tracking and feedback:Continuously track the status and feedback of candidates during the recruitment process, and adjust the recruitment strategy and process in a timely manner.Keep in touch with successful overseas employees to understand their adaptation and work performance, and provide them with necessary support and assistance.Regularly evaluate the effectiveness of recruitment, summarize the lessons learned, and continuously optimize the recruitment process and improve the recruitment success rate.By implementing these strategies and recommendations, you can more effectively attract and recruit outstanding overseas talents, improve the recruitment success rate, and provide strong support for your company's globalization strategy.

How to make overseas talent acquisition more efficient?To make overseas talent recruitment more efficient, you can adopt the following strategies:1, Utilize headhunters: Work with a professional headhunter, such as www.georjob.com, who can provide a lot of practical advice and support. Skillful headhunters can have precise recruitment scope and quality candidate pools to fast-track the recruitment process.2, clear recruitment requirements: When companies are looking for foreign talent, they must first clarify the skill requirements of the job and the recruitment cycle. The focus is to find candidates who meet the skill requirements of the company and fulfill the vacancies within a certain period of time.3, to provide appropriate compensation package: in order to attract foreign talent, companies must provide appropriate compensation package and welfare protection. In the development of compensation plan, you can use headhunters to understand the possible range of international compensation levels for relevant positions.4, Diversified Recruitment Promotion Channels: Use a variety of channels such as the Internet, social media, career websites and job search platforms to widely disseminate recruitment information. Use online recruitment and other tools to analyze and write job descriptions, and conduct domain-related recruitment advertising and promotion. For example: www.georjob.com5, Define an appropriate recruitment process: Break down the specific steps of each recruitment process so that each candidate can understand the recruitment process and fully demonstrate their skills and experience. Each stage of the recruitment process should be clearly defined to ensure a smooth recruitment process.6, Consider using a global HR service provider: e.g. www.georjob.com, which provides digital HR solutions in more than 150 countries/regions around the world, covering services such as overseas recruitment, global EOR, overseas BPO, and global labor dispatch. This can help enterprises accelerate overseas localization and meet localized labor needs.Through the above strategies, enterprises can attract and recruit overseas talents more efficiently, while ensuring the compliance and efficiency of the recruitment process.

When Chinese companies recruit employees locally overseas, they will encounter problems in various aspects, which involve laws and regulations, culture, language, market, talents and so on. The following is a detailed analysis of these problems:I. Laws and regulationsDifferences in labor laws and regulations: There are significant differences in the regulatory systems of different countries in terms of labor laws, tax laws and business laws. Chinese companies must devote resources to understanding and complying with these regulations in order to avoid legal risks arising from non-compliance. For example, certain countries may have strict regulations on overtime, dismissal, and payment of wages, and companies need to ensure that their recruitment and employment policies comply with local legal requirements.Compliance challenges: Enterprises may also face compliance issues such as anti-corruption and anti-bribery when operating overseas. In the event of non-compliance, this could lead to legal sanctions, regulatory penalties, and significant financial and reputational losses.II. Cultural IssuesCultural differences: Differences in management styles and work habits may lead to communication barriers and team conflicts. Chinese companies need to understand and respect local cultural practices to ensure employee satisfaction and work efficiency. For example, some countries may be more focused on work-life balance, while Chinese companies may be used to a more compact work pace.Employer branding: It is important for companies to make the overseas recruitment process a great experience for candidates. Due to the stereotypes that Chinese companies may have in some countries and regions, such as no split between work and life, companies need to demonstrate their positive, open and inclusive corporate culture during the recruitment process.III. Language IssuesLanguage barriers: Language barriers may lead to miscommunication of information, affecting work efficiency and teamwork. Companies may need to provide language training for employees or hire employees who can speak the local language to assist with communication.IV. Market and Talent IssuesDifficulty in recruitment: The overseas recruitment market is highly competitive, especially in some popular industries and regions. Companies may face talent shortages, especially when looking for top talent with specific skills and experience.Talent matching problem: Chinese companies may lack sufficient understanding of overseas markets and talent, resulting in the required talent profile not being fully matched overseas. Companies need to adjust their recruitment strategies to be more flexible and adapt to the talent situation in overseas markets.V. Other IssuesUncertainty in the political and economic environment: political stability, changes in economic policies, etc. may have an impact on the enterprise's overseas operations. Enterprises need to pay close attention to the international situation and adjust their strategies in time to cope with potential risks.Data privacy and information security: In the context of globalization, data privacy and information security issues are becoming increasingly prominent. Companies need to ensure that personal information and sensitive data of employees are handled in a compliant manner during the recruitment and employment process.To summarize, Chinese companies need to consider a number of aspects such as laws and regulations, culture, language, market and talent when recruiting employees locally overseas. To overcome these challenges, companies can take the following measures:Strengthen cooperation with local legal organizations to ensure that recruitment and employment policies meet the requirements of local laws and regulations.Gain a deep understanding of local culture and customs and build a positive, open and inclusive corporate culture.Provide language training or hire employees who can speak the local language to assist in communication.Flexibly adjust recruitment strategies to better adapt to the talent situation in overseas markets.Pay close attention to the international situation and market dynamics, and adjust strategies in a timely manner to cope with potential risks.Strengthen data privacy and information security protection to ensure the safety of employees' personal information and sensitive data.

Avoiding recruitment risks during the overseas recruitment process is a complex and important task that involves several aspects. Below are some key strategies and measures to help companies effectively prevent and respond to recruitment risks:I. Understand and comply with local laws and regulationsResearch recruitment regulations: There are differences in recruitment regulations in different countries and regions. Enterprises should conduct in-depth research on and comply with local laws and regulations, including the content of job advertisements, recruitment process, signing of labor contracts, work permits and visa requirements.Consult with professional organizations: Consult with local lawyers, human resource experts or government departments to understand the specific legal requirements and compliance processes to ensure that recruitment activities are legal and compliant.II. Conduct adequate market researchUnderstand the talent market: Conduct in-depth research on the supply of talent, salary levels, industry trends, etc. in the target market in order to formulate a reasonable recruitment plan and salary standards.Select appropriate recruitment channels: According to local market characteristics and industry practices, select appropriate recruitment channels, such as job boards, talent markets, headhunters, etc., in order to improve recruitment efficiency and accuracy.Third, strengthen the background investigation and assessmentCandidate background investigation: Conduct a comprehensive investigation of the candidate's educational background, work experience, professional qualifications, etc., to ensure that the candidate's information is true and reliable.Competency assessment: through interviews, written tests, skill tests and other means, conduct a comprehensive assessment of the candidates' professional competency, comprehensive quality and adaptability to ensure that the candidates are in line with the needs of the position.Fourth, focus on cultural integration and communicationUnderstanding of local culture: During the recruitment process, companies should have an in-depth understanding of the local cultural background, values and behavioral habits, in order to better communicate and exchange with candidates.Language communication: Ensure that the recruitment team is fluent in the local language in order to communicate with candidates without barriers and to reduce misunderstandings and conflicts.V. Develop contingency plansRisk identification and assessment: Identify and assess possible recruitment risks, such as lawsuits, cultural conflicts, talent loss, etc., and formulate corresponding countermeasures.Establishment of contingency mechanism: Establish an efficient contingency mechanism so that when risks occur, it can respond and deal with them quickly to minimize losses and impacts.VI. Strengthen internal management and trainingImprove the recruitment process: Establish a sound recruitment process and system to ensure the standardization and transparency of recruitment activities.Train the recruitment team: Conduct regular training and assessment for the recruitment team to improve the professionalism and comprehensive ability of team members and ensure the quality and efficiency of recruitment work.VII. Attention to Visa and Work PermitVisa Processing: Assist candidates in applying for legal work visas or residence permits to ensure that they can work legally in the target country.Work Permit: Understand and comply with the local work permit system to ensure that the recruited candidates have legal working qualifications and conditions.To summarize, avoiding the risks of overseas recruitment requires companies to make efforts in several aspects. By understanding and complying with local laws and regulations, conducting adequate market research, strengthening background investigation and assessment, focusing on cultural integration and communication, formulating contingency plans, strengthening internal management and training, and paying attention to visas and work permits, enterprises can effectively reduce recruitment risks, improve the success rate of recruitment, and lay a solid foundation of talent for their international development.

When addressing the issue of overseas recruitment, Chinese companies going overseas need to consider a number of aspects in order to ensure that the recruitment process is carried out smoothly and completed efficiently. Here are some specific strategies and suggestions:First, clear recruitment goals and needsPosition orientation: First of all, companies need to clarify the types of positions that need to be recruited, including functional positions (such as HR, finance, administration, etc.), sales positions, technical positions, factory management positions, etc., and to determine whether these positions are expatriates, stationed abroad or local recruitment.Talent Requirements: According to the job requirements, define the requirements of the required talents in terms of education, work experience, skills, and so on. For example, according to the report “Overseas Talent Recruitment Insights of Chinese Enterprises in 2024”, Chinese overseas enterprises have higher requirements for talents in general, with 86% of talents with bachelor's degree and master's degree or above, and 68% of talents with more than 5 years of working experience.Second, choose the right recruitment channelUtilize professional recruitment platforms: Choose professional recruitment platforms or headhunters (www.georjob.com) with rich overseas recruitment experience and resources, these platforms usually provide accurate job matching and efficient recruitment services.Localized Recruitment: Establish a localized recruitment team in the target market and make use of local recruitment channels and resources, such as social media, job boards, job fairs, etc., in order to better attract and screen local talents.School-enterprise cooperation: Establish partnerships with overseas universities to attract young talents with potential through campus recruitment.Understand and comply with local regulations and cultureStudy local regulations: During the recruitment process, be sure to understand and comply with the labor and employment regulations of the target market to avoid legal risks and recruitment obstacles due to non-compliance.Respect cultural differences: different countries and regions have different cultural backgrounds and values, companies should respect local cultural practices in the recruitment process, to attract talent with a more inclusive and open attitude.Fourth, develop appropriate employment programsEmployment by consultant agreement: For enterprises without overseas branches, they may consider employment by consultant agreement to reduce legal risks and costs such as social security benefits. However, this method may make candidates have concerns about stability, and HR or headhunters need to be fully persuaded and communicated.Third-party EOR mode of employment: For companies that have already established a certain capability in overseas layout, they can consider adopting the third-party EOR mode of employment. This approach is more compliant and can provide candidates with a more secure working environment, which makes it easier to attract and retain talent.V. Strengthen internal management and cultural integrationEstablish an internationalized management team: set up a management team composed of personnel sent from headquarters and locally recruited personnel to promote the integration of headquarters culture and local culture.Enhance employee training and development: Provide systematic training and development opportunities for overseas employees to help them quickly integrate into the company and improve their working ability.Establish effective communication mechanisms: Establish smooth communication channels and mechanisms to ensure unimpeded information flow between the headquarters and the overseas team, and solve problems encountered in the recruitment and management process in a timely manner.To summarize, when solving overseas recruitment problems, Chinese companies going overseas need to clarify recruitment goals and needs, choose appropriate recruitment channels, understand and comply with local regulations and culture, develop appropriate employment programs, and strengthen internal management and cultural integration. Through the implementation of these measures, enterprises can carry out overseas recruitment more efficiently and provide strong talent support for their globalization.

Resolving conflicts between team members who have differing preferences, such as those who favor manual labor over automated tasks, requires a thoughtful and inclusive approach. Here are some steps to address this situation:Understand the Root Causes:Start by listening to each team member's perspective and understanding why they prefer manual labor over automation. Some may feel more comfortable with traditional methods, while others may have concerns about job security, skill obsolescence, or a lack of trust in the automation process.Educate and Communicate:Provide education on the benefits of automation, such as increased efficiency, reduced errors, and potential cost savings. Use real-world examples or case studies to demonstrate how automation has improved processes in similar industries or within the company.Communicate clearly the company's vision and strategy for incorporating automation, emphasizing that it's not about replacing people but rather enhancing their capabilities and freeing up time for more value-added tasks.Involve and Empower:Invite team members who prefer manual labor to participate in the automation process. This could include identifying tasks that could benefit from automation, testing new tools, or providing feedback on the implementation.Empower them to suggest improvements or alternatives that maintain a balance between manual and automated tasks, ensuring their voices are heard and valued.Address Concerns and Provide Support:Address specific concerns about job security or skill obsolescence by offering training and upskilling opportunities. Help team members develop new skills that complement automation and make them more valuable to the organization.Provide emotional support and reassurance that automation is not a threat but an opportunity for growth and development.Celebrate Successes and Recognize Contributions:When automation initiatives are successful, celebrate the team's achievements and recognize the contributions of all members, including those who initially had reservations.Highlight how automation has improved processes and how team members' input was instrumental in making it a success.Continuous Improvement and Feedback Loops:Establish a culture of continuous improvement and encourage open feedback. Regularly check in with team members to see how automation is working for them and make adjustments as needed.Encourage a growth mindset and emphasize that change is inevitable and can lead to positive outcomes.Leadership Role:Leaders should model an open and inclusive approach to change, demonstrating a willingness to learn and adapt.Be transparent about the company's direction and the reasons behind automation decisions, building trust and credibility with the team.By following these steps, you can help resolve conflicts between team members with differing preferences and foster a more collaborative and forward-thinking work environment.

The future development trend of Chinese enterprises going overseas can be summarized in the following aspects:1. Accelerated globalizationWith the deepening development of global economic integration, Chinese enterprises will continue to accelerate their globalization layout. This is not only reflected in the consolidation and expansion of traditional markets, but also in the active development of emerging markets. Chinese enterprises will pay more attention to the balanced layout of the global market, reduce the risk of a single market through diversified investment, and realize the synergistic development of global business.2. Deepening Digital TransformationDigital transformation has become an important driving force for Chinese enterprises to go overseas. In the future, Chinese enterprises will further deepen digital transformation and utilize advanced technologies such as cloud computing, big data and artificial intelligence to enhance global competitiveness. By building digital platforms, they will realize transparency and efficiency in the global supply chain and enhance customer experience and operational efficiency.3. Strengthening Compliance ManagementAgainst the backdrop of an increasingly stringent global regulatory environment, Chinese companies will pay more attention to compliance. Compliance is not only a basic requirement for overseas development, but also a key guarantee for sustainable development. Chinese enterprises will establish a sound compliance management system, strengthen compliance training and culture construction, and ensure legal and compliant operations in the global market.4. Brand building enhancementBrand is one of the core competitiveness of overseas development. In the future, Chinese enterprises will intensify their brand building efforts to enhance brand awareness and reputation by improving product quality, optimizing service experience and strengthening marketing. At the same time, Chinese enterprises will also focus on the dissemination and recognition of brand culture to create a brand image with global influence.5. Innovation of cooperation modeFacing the complexity and variability of the global market, Chinese enterprises will actively explore the innovation of cooperation mode with international partners. Through joint ventures, mergers and acquisitions, strategic alliances and other means, they will realize resource sharing, complementary advantages and mutual benefits. At the same time, Chinese enterprises will also strengthen cooperation with local governments and enterprises to jointly promote the development and prosperity of local economies.6. Green and Sustainable DevelopmentAgainst the backdrop of rising global awareness of environmental protection, Chinese enterprises will pay more attention to green and sustainable development. By promoting the R&D and application of green and low-carbon technologies, they will reduce energy consumption and emissions in the production process, and realize a win-win situation in terms of economic and environmental benefits. At the same time, Chinese enterprises will also actively participate in global environmental governance and ecological protection, contributing China's strength to global sustainable development.7. Focus on Emerging MarketsAgainst the backdrop of a weakening global economy, the rise of emerging markets against the trend has become the key to break through the situation. Chinese enterprises will pay more attention to the investment layout of emerging markets such as Southeast Asia, Latin America, the Middle East and Africa. These regions not only have huge development potential, but also have strong complementarity with the Chinese economy. By plowing into these markets, Chinese companies can find new growth points and expand their global business map.To sum up, the future development trend of Chinese enterprises going overseas will be characterized by accelerated globalization, deepened digital transformation, strengthened compliance, enhanced brand building, innovative cooperation models, green and sustainable development, and a focus on emerging markets. Together, these trends will drive the sustainable development and prosperity of Chinese enterprises in the global market.

The current main destinations of Chinese enterprises going overseas show a diversified trend, covering several continents and regions. Specifically, it mainly includes the following directions:I. Southeast AsiaSoutheast Asia, with its geographical proximity, rich natural resources and huge market demand, has become one of the important destinations for Chinese enterprises to go overseas. Southeast Asian countries such as Vietnam, Indonesia, Malaysia and Thailand not only have deep economic and trade ties with China, but also show strong development potential in many fields. The investments of Chinese enterprises in these countries cover a wide range of fields such as manufacturing, infrastructure construction, financial technology and e-commerce.Europe and the United States developed economiesDeveloped economies in Europe and the United States, such as the United States, the United Kingdom and Germany, continue to attract Chinese enterprises with their mature market systems, perfect laws and regulations, and rich scientific and technological resources. Chinese enterprises' investments in these countries mainly focus on high-tech, finance, manufacturing, retail and other areas, aiming to enhance their position in the global industrial chain through the deep integration of technology and market.Middle EastThe Middle East, with its rich oil resources, unique geographic location and growing market demand, has become a new blue ocean for Chinese enterprises to go overseas. In recent years, the investment of Chinese enterprises in the Middle East has been growing, especially in the fields of energy, infrastructure construction, finance and technology, etc. It has achieved remarkable results. The Middle East region has huge market potential, providing a broad space for Chinese enterprises to develop.Africa and Latin AmericaWith their rich natural resources, huge market capacity and growing consumer demand, Africa and Latin America regions have become important choices for Chinese enterprises to go overseas. The investments made by Chinese enterprises in these regions cover a wide range of fields such as infrastructure construction, manufacturing, agriculture, etc., aiming to promote the development and prosperity of the local economy through a mutually beneficial and win-win cooperation model.V. Other RegionsIn addition to the major destinations mentioned above, Chinese enterprises are actively expanding their business to other regions, such as Australia, New Zealand, Japan and South Korea. These regions have unique advantages and characteristics in their respective fields, providing diversified investment options for Chinese enterprises.To summarize, the current major destinations of Chinese enterprises going overseas are spread across many regions and countries around the world, covering Southeast Asia, developed economies in Europe and the United States, the Middle East, Africa and Latin America. In the future, as the global economic pattern continues to change and the strength of Chinese enterprises continues to grow, the pace of Chinese enterprises going overseas will continue to accelerate, contributing more power to the prosperity and development of the global economy.

Chinese people need to prepare the following documents and fulfill some conditions to register a company in Malaysia:Company Name:Choose a unique company name and ensure that it complies with Malaysian laws and regulations.The company name should be in all capital letters and end with “SDN. BHD.” for “Sdn Bhd”.Prepare at least 3 names to avoid duplication.Registered Address:Provide a local legal registered address in Malaysia.Shareholders and Directors:At least one shareholder or director aged 18 years or above with a residential address in Malaysia is required.Provide copies of ID cards or passports of shareholders and directors.Registered Secretary:Establishment of a statutory registered secretary.Articles of Association:Formulate Articles of Association in accordance with the Malaysian Companies Act, specifying information on the purpose of the company, shareholders, directors and secretary.Registered Capital:The registered capital is RM1,000 and any excess is required to be paid up.Scope of Business:There is no strict restriction on the business scope of the company, but at least 1 description of the business scope in English is required.Company Share Distribution:Provide the company's share allocation and proportion.Registration Fee:The registration fee varies depending on the type of company and the address of the registered office and usually ranges from MYR5,000 to MYR10,000.Company tax, business license fee and related administrative fees are also payable.Other considerations:When registering a company in Malaysia, an individual shareholder registers the company without documents that need to be notarized and certified.If the company is a shareholder, there is a need to have a document (appoint of corporate representative) to do CTC (Certificate True Copy certification).Malaysian companies need to apply for corporate income tax number, and submit an annual audit report once a year.The above are the basic documents and conditions required to register a company in Malaysia. Please note that the specific process and requirements may vary according to the laws and regulations and actual situation in Malaysia, it is recommended to consult a professional organization or lawyer to ensure that all requirements are met before registration.

On April 18, 2024, the National Immigration Administration held a press conference. According to a spokesman for the National Immigration Administration, the number of foreigners coming to China in the first quarter of this year has more than tripled compared to the same period in 2023. The countries with more foreigners coming to China include both European and American countries such as the United States, Australia, Canada, Germany, and the United Kingdom, as well as countries neighboring ours such as Russia, Vietnam, Myanmar, Mongolia, and Laos, as well as East and Southeast Asian countries such as South Korea, Japan, Malaysia, Singapore, and Thailand. Foreigners come to China most for traveling and tourism, accounting for more than 30%, followed by business, visiting friends and relatives, work, study and so on.In the first quarter, the State Administration of Immigration launched a series of immigration policies and measures, continuously optimizing the regional visa-free entry, visa-free transit, port visa policy, the implementation of five measures to facilitate the entry of foreigners to China, expanding the visa-free entry of personnel from some countries to Hainan, supporting the construction of cross-strait integration and development of Fujian Demonstration Zone, in the city of Xi'an and Qingdao City, for the issuance of eligible persons to and from Hong Kong and Macao, the “individual travel endorsement”. “It also issued individual travel endorsements for eligible persons in Xi'an and Qingdao, and vigorously upgraded the level of government services in immigration management. A total of 6,357,000 ordinary passports were issued, 24,987,000 visas for documents to and from Hong Kong, Macao and Taiwan, 724,000 Hong Kong and Macao residents' permits for travelling to and from the mainland (mainland) were issued, up 24.1%, 30.5% and 19.9% year-on-year, respectively; a cumulative total of 466,000 visas for aliens were issued, up 1,818,000 year-on-year, and 1,988,000 aliens were admitted to the country without visas, The total number of foreigners' visa documents issued was 466,000, up 118.8% year-on-year, and the number of foreigners entering the country visa-free was 1.988 million, up 266.1% year-on-year.

There are a number of qualifications and conditions that Chinese companies need to fulfill when recruiting foreigners.First, the employer must be a corporate enterprise established in accordance with the law, with no record of serious violations of the law or breach of trust, with a physical place of business, and paying taxes in accordance with the law. At the same time, the foreigners employed must be engaged in positions with special needs and for which there is a temporary shortage of suitable candidates in the country. These positions should not violate the relevant national regulations.Secondly, there are some clear requirements for foreigners who are invited to be employed. They must be at least 18 years old, in good health and free of infectious diseases, and have no criminal record either inside or outside China. In addition, they need to have a clear employer and possess the professional skills and matching knowledge required for the job. In terms of academic qualifications, they are usually required to have a bachelor's degree or above and two or more years of relevant work experience after graduation.During the recruitment process, in order to ensure that foreigners are legally employed in China, companies are required to apply for an employment permit for foreigners, as well as a foreigner's work permit and work residence permit. Only after obtaining these necessary permits and documents can a foreigner be officially employed.In addition, for certain specific positions, such as English teachers, the requirement for a native foreign language is mandatory. And for foreigners aged 60 and above, specific conditions may need to be met before a work permit can be granted.It is important to note that any violations of the law or discipline committed by foreigners while working in China may affect their application for a residence permit. Therefore, when recruiting foreigners, companies should focus on their moral character and behavior in addition to their professional skills and experience.Overall, when recruiting foreigners, Chinese companies need to ensure that both parties comply with relevant laws, regulations and policy requirements to ensure the legality and effectiveness of the recruitment process. At the same time, companies should also focus on developing cross-cultural communication and cooperation skills in order to better adapt to the demand for talent in the context of globalization.

Chinese companies may encounter a series of problems when going abroad:1. Cultural differences and language barriers: Different countries and regions have different cultural habits and languages, and companies may face cultural conflicts and communication difficulties.2. Legal, regulatory, and policy risks: There are significant differences in the legal, regulatory, and policy environments of different countries and regions, and enterprises may face compliance risks and uncertainty brought about by policy changes.3. Market competition and brand building: The overseas market is fiercely competitive, and enterprises need to establish their own brand image locally and compete with local competitors.4. Supply chain and logistics management: Multinational operations involve the management of supply chain and logistics, which may face problems such as rising logistics costs and delayed transportation of goods.5. Talent recruitment and management: Enterprises need to recruit and manage local talents in overseas markets, facing challenges in recruitment, training, retention, and other aspects.Addressing these issues requires companies to take a series of effective measures:1. Deeply understand the target market: Enterprises should conduct sufficient market research to understand the culture, laws, policies, competition situation, etc. of the target market, providing reference basis for their operations in overseas markets.2. Establish localized teams: Enterprises should establish localized management and operation teams, attract local talents, understand the local market and culture, and enhance their adaptability and competitiveness in the local area.3. Strengthen brand building and market promotion: Enterprises should develop targeted brand building and market promotion strategies to enhance their visibility and reputation in overseas markets, attract more customers and partners.4. Establish a compliance system: Enterprises should establish a sound compliance management system, strengthen the control of legal, regulatory, and policy risks, and ensure the legal and compliant operation of enterprises in overseas markets.5. Optimize supply chain and logistics management: Enterprises should optimize supply chain and logistics management, choose reliable suppliers and logistics partners, reduce logistics costs and transportation risks.6. Continuous learning and innovation: Enterprises should continue to learn and innovate, continuously improve products and services, adapt to local market demands and changes, maintain competitive advantages and sustainable development.Through the above measures, enterprises can effectively solve various problems encountered in the process of operating in overseas markets, enhance their competitiveness and sustainable development ability in overseas markets.#Enterprise Going Abroad # Recruitment of Foreigners # Recruitment of Foreign Talents # Global Recruitment # Enterprise Going Abroad to Southeast Asia # One stop Service for Enterprise Going Abroad#A website for recruiting foreigners www.georjob.com

How many foreigners will be working in China in 2023?In 2023 China authorized about 325,000 foreigners to work in China.At the same time, the nation's immigration management agencies issued 711,000 residence permits of various types for foreigners permanently residing in China, indicating that the number of foreigners permanently residing in China has recovered to 85 percent of what it was at the end of 2019.

Chinese people who go to Malaysia to open a company can indeed enjoy a series of favorable policies.The Malaysian government has provided a series of preferential policies and measures to attract foreign investors, especially Chinese investors. First of all, from the tax point of view, Malaysia's corporate tax is relatively low. For companies with paid-up capital below a certain amount, their first income of a certain amount can enjoy a lower tax rate. In addition, foreigners can transfer all of their legitimate after-tax income in Malaysia to foreign countries, which provides investors with flexibility in the utilization of their capital.In addition to tax policies, Malaysia also offers investment incentives for specific industries. For example, in the multimedia, software and information industry, investors can apply for "Multimedia Corridor Status" and, once approved, are exempted from taxation for a certain number of years. Similar tax breaks and incentives are available in the manufacturing and agricultural sectors.In terms of business environment, Malaysia has a sound legal system and regulations to protect the rights and interests of investors, providing good legal protection for foreign investors to set up companies in Malaysia. In addition, as a member of ASEAN, Malaysia has advantages in regional cooperation and free trade, which also provides more business opportunities and development space for companies registered in Malaysia.To summarize, Chinese people going to Malaysia to open a company can enjoy tax, industry incentives and a good business environment and other aspects of policy support, which helps to reduce business operating costs, improve competitiveness and expand overseas markets.

The industry distribution of China's overseas enterprises is relatively wide, but they are mainly concentrated in the fields of information technology, medical and healthcare, advanced manufacturing, automobile and transportation, as well as culture and entertainment.Information Technology: It is one of the industries that account for the largest proportion of Chinese companies going overseas, involving software development, Internet services, e-commerce and other fields.Healthcare: As global health awareness increases, Chinese healthcare companies are actively expanding overseas markets, involving medical devices, pharmaceutical R&D, medical services and other fields.Advanced Manufacturing: Including intelligent manufacturing, new energy, new materials and other fields, enterprises in these fields continue to enhance their competitiveness in the global market through technological innovation and product upgrading.Automotive & Transportation: China's automotive industry has been growing rapidly in recent years, and some automotive and parts companies have begun to expand their business to overseas markets.Culture and Entertainment: With the globalization of Chinese culture, culture and entertainment companies are actively expanding into overseas markets, involving film and television production, game development, animation and cartooning.In addition, a number of overseas enterprises have emerged in traditional industries such as finance, mining and business services, as well as in scientific research and technology services, information software and information technology services, the medical industry and other high-precision industries.

Can foreigners employed in China not participate in social insurance?According to Article 9 of the Interim Measures for the Participation in Social Insurance by Foreigners Employed in China, if a person with the nationality of a country with which China has signed a bilateral or multilateral agreement on social insurance is employed in China, his or her participation in social insurance shall be handled in accordance with the provisions of the agreement.That is to say, for countries with which China has signed bilateral or multilateral agreements on social insurance, the payment of social insurance premiums for citizens of those countries who are employed in China shall be handled in accordance with the relevant agreements. At present, 10 countries have signed bilateral mutual exemption agreements on social insurance with China.

Chinese companies registering in Vietnam need to prepare the following documents:1. Proof of shareholder identity: If it is an individual shareholder, a copy of the passport is required; If it is a corporate legal entity, a copy of the license is required. Shareholders must confirm information such as name, date of birth, nationality, ID number, validity period of ID, and contact information.2. Proof of company registered address: A lease agreement or proof of real estate ownership is required.3. Company Articles of Association: It is necessary to provide a detailed description of the company's organizational structure, business scope, shareholder rights and interests, and the powers of the board of directors and supervisory board.4. Company Name Application Form: Apply for the company name and fill in the basic information of the company.5. Company Registration Application Form: Fill in the company's registration information, including company type, address, business scope, etc.6. Company Business License Application Form: Fill in the company's business license information, including company name, address, business scope, etc.7. Company Tax Registration Application Form: Fill in the company's tax registration information, including company name, address, tax registration type, etc.8. Proof of identity of legal representative: Vietnamese citizens provide proof of identity, while foreign nationals provide proof of identity such as passports.9. Other materials: Depending on the type and scope of business of the company, other relevant materials such as company lease contracts, business registration certificates, etc. need to be provided.