New trend of talent recruitment in multinational enterprises: how to attract international talents to join the Chinese team

New trend of talent recruitment in multinational enterprises: How to attract international talents to join Chinese teams

Today, with the acceleration of globalization, more and more multinational enterprises regard China as the core market of strategic development, and the topic of "foreigner recruitment" has gradually become a hot topic of enterprise human resource management. How to efficiently attract overseas talents with an international perspective and build an inclusive and diverse cultural atmosphere has become the key for enterprises to break through the bottleneck of talents.

Why do 1. internationalized talents become the "hot cakes" of enterprises "?

With the rapid rise of Chinese enterprises in technology, manufacturing, consumption and other fields, the demand for compound talents with cross-cultural communication skills and global market experience has increased sharply. For example, technology companies need product managers familiar with the rules of the European and American markets, manufacturing companies crave executives with international supply chain management experience, and consumer brands rely on marketing experts who understand the preferences of overseas consumers. The participation of these "foreigners" or returnees can not only bring technological innovation and management optimization to enterprises, but also help enterprises quickly open up the international market.

Data show that the proportion of members with overseas background in the localization team of multinational enterprises in the Chinese market is increasing year by year. They bring not only language advantages, but also a deep understanding of global business logic. For example, a new energy automobile enterprise has upgraded its production process to the international level in just two years by introducing a team of German engineers; an e-commerce platform has reconstructed the overseas warehousing and logistics system with the help of the experience of American technical experts, which has greatly reduced the cost of cross-border distribution.

how can 2. enterprises accurately reach international talents?

1. build a "borderless" employer brand
   international talents pay more attention to the global influence, innovation culture and social responsibility of enterprises. Through industry summits and international social media (such as LinkedIn), enterprises can display cases such as technological breakthroughs and sustainable development projects to convey the brand image of "dialogue with the world. For example, a medical company has attracted dozens of overseas medical experts to submit their resumes by publishing a documentary on global anti-epidemic assistance.
2. build flexible recruitment channels
   traditional recruitment websites have limited coverage of overseas talents. enterprises can try to cooperate with overseas alumni associations and industry associations, or expand the talent pool through the internal recommend mechanism of "attracting talents by talents. An intelligent manufacturing enterprise has set up the post of "international talent ambassador". The existing foreign employees are responsible for holding lectures in colleges and universities in their home countries, and have successfully recruited many top engineers.
3. design differentiated salary and benefits
   in addition to basic salary, international talents pay more attention to career development path, cross-cultural training and living security. Enterprises can provide customized welfare packages, such as language course subsidies, international medical insurance, family support and so on. A financial company equipped foreign executives with "cultural adaptation mentors" to help them quickly integrate into the local team, and the employee retention rate increased to more than 90%.

3. cross-cultural integration: challenges from "recruitment" to "retention"

Attracting talent is only the first step, how to make the international team really play the value is the core. Enterprises need to establish an inclusive culture, for example:

• establish cross-cultural communication training : help Chinese and foreign employees understand each other's work habits and values through scenario simulation, case sharing and other ways.
• Create a flat decision-making mechanism : Reduce the level of reporting, encourage foreign employees to directly participate in project decisions, and enhance their sense of belonging.
• establish diversified promotion channels : design a technical expert route parallel to the management sequence for foreign employees to avoid the problem of "career ceiling.

the practice of a large internet factory shows that through the implementation of the "global rotation plan", foreign employees can regularly communicate with headquarters or other regional branches, which not only improves the team's innovation ability, but also reduces the staff turnover rate by 30%.

4.'s future outlook: more intense competition for international talents

With the deepening of China's opening up to the outside world, enterprises' strategy of "foreign recruitment" needs to be continuously upgraded. From short-term "robbing people" to long-term "educating people", from filling a single post to building a global talent ecology, will be the key to future competition. Those companies that can provide growth space, respect cultural differences, and endow them with a sense of mission will eventually stand out in the international talent competition.

Whether it is a start-up or an industry giant, attracting and retaining international talents requires a systematic layout. From precise positioning of needs to optimizing the recruitment process, from cultural integration to long-term development support, every step is related to whether the company can occupy a place in the global market.