To recruit qualified people with very good knowledge of Chinese culture and social codes, whether foreign or not, and for the most part young, it is important to show ingenuity and dynamism.
Protect your image on social media
Digital marketing is a powerful tool in institutional communication. In this age of social media, your potential candidates are most likely digital natives with easy access to the various opinions and critiques of your company. A single negative comment can damage your reputation, which should be protected through an active presence on the social media networks most frequented by your target audience.
Pay is one of a potential employee’s main motivations, but limiting this to a high salary in order to attract the best candidates is a mistake. A variety of social advantages should be integrated into the remuneration package. One that includes different insurances, accommodation or relocation aid (especially for foreigners), paid holiday and the opportunity to work from home will help you attract young talent. In addition, this type of candidate is also motivated by the overall work environment and career opportunities your company can offer.
Innovate in recruitment
Your approach to recruitment impacts your image and, when innovative, can make your company more attractive. Here too, social media offers an alternative. An active presence on LinkedIn, for example, offers great visibility and the ability to facilitate applications via mobile. You can also carry out interviews remotely. Indeed, an increasing number of Chinese candidates express a desire to return to their country after studying abroad, so it is important to use the right technological infrastructure to recruit them.
Throughout the many years of operating in China, INS Global Consulting has developed a wide local network: an ideal recruitment pool in China. In addition, its recruitment strategy integrating innovative solutions is attractive to candidates.