Almost all countries have to abide by several international standards when they start their recruiting process. China is no exception to that. Going through professional employment agencies is often the solution chosen by foreign entrepreneurs; however there are several key aspects one must keep in mind when doing business and recruiting in China. We give you some of them.
1. Legal aspect and cultural framework in China
Legality is important as it will be the main aspect that will determine the success of your recruitment process. A good recruiter should consider several elements such as the location of the Representative Office or the viability of a Joint-Venture, etc… Visas procedure and social legislation, in general, are also a tremendous aspect of the recruitment in China. Failing in abiding might compromise the survivability of the Company.
Managing the Company as per the country’s laws then the next aspect to take into account: Following the local law and the Government’s regulation is a must in order to face any legal issues while doing business in China. Unless you follow it as a manager, it would be a difficult job to keep the labor force.
2. Knowing the Country
Before entering the Chinese market, it is mandatory to make some researches. Analyzing the labor market of the country will help you to get the best workforce. Knowing about the locations, their strategic spot, or the qualifications required for a post in China (language, education background etc…) will be the next crucial aspects of a good recruitment process. Keep in mind that the Chinese do not follow the same rules as foreigners regarding the Business market.
Next step is to know how recruitment in China works: You will need to consider the qualitative and quantitative aspects of the Chinese labor market. You need to have a specific procedure set between the internal stakeholders of the company. In this consideration, you can contact public official agencies FESCO (Foreign Enterprise Service Company).
Finally, adapting your procedures as per the Chinese market Demands. Stick to the Chinese procedures of placing advertisements, headhunting, as well as interviews and tests. Those elements do not work the same way as in Europe or America for instance.
When performing interviews, consider the cultural gap, the local manners, or the traditions. This is, in the end, the same issue as doing business in China. Know the person you have in front of you and you will succeed!
Finally, the most significant key value: The Headhunter.
3. The Headhunter: The key element
A good headhunter is a person whose mission is to look for people in order to fill in a professional activity and, in most cases, to offer them a more favorable position. Usually, a headhunter should have a comprehension of the market he works into.Having also expectations and ability to anticipate the possible evolutions of it will be an asset of priceless value for the future.
As for the challenges he is faced with, he would at first have to see if the candidate has the skills required for the job, and his performance in his actual position. Then he would have to see the candidate’s communication skills and personality to the integration into the new environment. It would also have to evaluate if the applicant will overcome the difficulties of the job. Finally, he would have to ensure whether the proposed quarry by his client could be satisfied in a long or short time.
So why is it so important to use a headhunter in China?
Headhunting is a strategic option of recruitment for companies who want to keep secret their methods. Time saving and more efficient, this way of recruiting has proved its efficiency. A head hunter could find the candidate for any place in competing companies or anywhere around the world. This will need a large database of candidates and talents, as well as a complete comprehensive knowledge of the market he is dedicated to. Recruiting the right people, is a priority for foreign companies, that can justify the cost and the means.
If you want to know more about recruitment in China: