Busting Some Common Myths About Hiring In China

One of the major reasons that has been attracting businesses and entrepreneurs to China is everything evolves here at a much faster pace as compared to the rest of the world. However, surprisingly this principle does not apply to the recruitment process within the country, which often proves to be as time consuming as that in the western world. In fact, the acquiring the right talent in China is such a difficult task that at times companies might need to contact 300 prospective candidates to obtain a qualitative shortlist of just 2-3 good candidates. According to the experts from the major executive search firms in China, the various myths that surround the recruitment process within the country work towards complicating things further. The most common of these myths and the truth behind them are discussed as follows.

Myth 1 : The Recruitment Standards In China Are Universal

Unlike the other parts of the globe, Chinese recruiters do not treat the qualifications and experience accumulated in a foreign country equivalent to that obtained locally. In fact, the rapid pace of change within the country makes it essential for the recruiters to seek professionals with flexible skills. They need to adapt an open minded and agile approach towards different business profiles and try to hire candidates possessing the potential talent to lead transformational projects. More than the qualifications and the expertise of prospective candidates, the recruiters need to ensure that their personality, career plans, family situations and expectations are compatible with their future team and managers.

Myth 2 : Talented Candidates Approach Recruiting Organizations On Their Own

This is perhaps the biggest misconception harboured by the business organizations seeking skilled professionals. However, thanks to the flourishing economy of China, such candidates have a wide choice of job options to select from. Thus any organization expecting to hire them needs to woo them in the right manner so that they become interested in considering the offer. In order to ensure the same, the business organizations need to work towards improving their employee branding, highlight the company values and work ethics at various recruitment events and build the image of a company that respects and values its employees. The organizations need to make sincere efforts to enhance their employability value amongst prospective candidates in China.

Myth 3 : Using Digital Platforms Is Enough To Find Suitable Talent

There is no denying the fact that the use of digital platforms for posting recruitment ads has become one of the most effective ways to attract talent across the globe. However, relying only on this effective recruitment tool for attracting top talent does not work in the Chinese employment industry. While the professionals offering services of executive coaching in China recommend the use of digital platforms as a part of the hiring process, they also advice their clients to focus on direct interactions for attracting the best candidates. It is also advisable for the organizations to set up proper internship policies and establish strong links with universities and schools to get in touch with future candidates.

Myth 4 : Hiring Professionals In China Is Much Cheaper

During the initial years of Chinese economic expansion, the cost of hiring even the most skilled professionals in China was surely a lot lesser than hiring similar talent in most western countries. However, this trend has been undergoing a rapid change over the past several years, especially with the steep rise in salaries of skilled professionals. In fact, hiring a specifically skilled professional in China today is almost as costly as and in some cases even more expensive than hiring such professionals in other countries. So, it is important for the recruiting organizations to factor in the annual salary rise ranging from 8-10% and in some industries even 15-20% while looking for the most suitable candidates.