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How a Recruitment Agency Can Help You Find Talent in China

How a Recruitment Agency Can Help You Find Talent in China

China is famous for its labor supply market. However, finding and attracting the right talent is a challenge for foreign companies in China because workers in China lack high-performance skills that are imperative to working in a foreign firm.

A recruitment agency in China, also known as a headhunting recruitment agency, can assist in resolving this issue because, in general, these businesses have years of market experience and have a better understanding of the current situation of job seekers, making it easier for them to match employers and job seekers.

In this post, we’ll outline some of the advantages of working with a Chinese recruitment firm and walk you through the stages involved in selecting the best applicants.

What is a Recruitment Agency in China?

An employment agency serves as a form of middleman between an employer wishing to hire someone and a candidate for employment. Finding the best applicant for a position that one of its recruiters has been asked to fill is ultimately the primary responsibility of a recruiting agency.

Finding the proper talent is frequently a difficult and time-consuming endeavor for many firms. Having a third-party organization handle the work of locating the individuals you require is one of the numerous advantages of employing a recruiting agency.

A recruiting agency can be helpful for job hunters because it is typically specialized in several industries and can successfully pair job seekers with the appropriate businesses in those industries.

A trustworthy agency will also provide you with advice on the best questions to ask during the interview as well as how to position yourself as the best applicant.

Why Companies Should Use a Recruitment Agency in China?

Headhunting differs significantly from ordinary corporate recruitment, talent recommendations, and job introduction services from the viewpoint of talent.

Only those who never have to worry about finding work are sought after by headhunters, who also offer chances for the most valued talents to realize the higher value and better prospects for those who already have access to those opportunities.

Today’s headhunting market in China, however, also offers services for a range of demands and roles.

The advantages listed below pertain to hiring a Chinese recruitment agency for businesses:

  • Save time: Screening a lot of resumes requires time and effort, which results in low efficiency, makes it challenging for HR to focus on recruitment, and results in poor applicant selection.
  •  Knowledge of the market: Professional headhunting consultants can inform the market situation, timely adapt to the hiring department’s expectations, and more accurately and rapidly discover qualified candidates because the employing department cannot fully comprehend the market scenario.
  •  Efficient screening: Since the resumes of the companies’ top people are not made available to the public and the back-tracking method is not faultless, there is a chance that fraudulent resumes may be sent. 
  •  Effectively manage relationships with job seekers: It is challenging to hire personnel because the company’s core high-quality talents are very loyal to it. High-end talent is very particular about their career decision, and they won’t switch to a different career growth platform until they are well-known.

Headhunting Process for Companies in China

1. Case Analysis

A headhunting consultant should do demand analysis as soon as they have the client’s specifications rather than immediately start looking for candidates. The more in-depth the analysis, the better.

Information about the past, the company’s culture, the organizational structure, the development strategy, the management style, etc.

It is wise to think about the following factors:

  • Department
  •  Structure
  •  Reporting object
  •  Job Responsibilities
  •  On-board time
  •  Skill requirements
  •  Mandatory requirements (education, major, age, working years, working background, relevant experience, rank, etc.)
  •  Salary budget and composition
  •  Interview process
  •  Future career development prospect

2. Candidate Search

Following thorough client contact, the headhunting consultant might do a preliminary study of the position in accordance with the client’s criteria and build a talent model.

First, you should match the resources you already have. If that isn’t possible, you should employ a variety of targeted contact methods, such as talent pools, web channels, and previous contacts.

The headhunting consultant must communicate with the target of the search in order to understand their situation and goals, as well as to verify the validity of the resume using a variety of methods. This data needs to be verified:

  • Understand the candidate’s recent work status and confirm whether the candidate has the intention to see this opportunity
  •  Understand the focus of talents, communicate with the candidate about the client company and job position, and highlight the match point between the company’s highlights and the candidate’s skill expectations
  •  Learn more about their knowledge of the industry, their understanding of the position, the description of previous work experience
  •  Understand their knowledge of the client’s company and position
  •  Make sure the interview is convenient and inform the client of any special requirements and procedures

3. Candidate Recommendation

When a candidate’s suitability is confirmed, the headhunting consultant will give the client information on the applicant and an evaluation report, ask the client’s opinion, and set up a meeting between the client and the candidate.

The client firm can learn more about the candidate straight from a recommendation report, therefore it is important to pay attention to the facts on the resume report.

List particular statistics, emphasize project experience or social resources, state the reasons for the suggestion, highlight the candidate’s highlights, and demonstrate the candidate’s fundamental qualities to the employer.

Send the report to the company for consideration. Maintain constant communication between the two sides during the submission, coordinate their respective positions, and work to come to an understanding.

As soon as the audit results are released, provide candidates with feedback. If the candidate is rejected, be sure to explain why to the business side so that the next step in the search process can be adjusted.

4. Candidate Interviews

The candidate interview serves as a direct line of communication between the candidate and the client company, serving as a key factor in determining whether this order will be successful.

In order to coordinate details such as interview time, venue, interviewer, interview rotation, expense reimbursement, and other details, contact the client company’s HR department.

Find out as much as you can about the interviewer, such as their gender, age, employment history, preferred personalities, interviewing techniques, interview questions, etc.

Present the prospects with interview coaching, and once more provide the client’s official website, customer business introduction, job description, positioning, and requirements, as well as simulations of the anticipated questions.

After the interview, follow up with the candidates to discuss the interview process and key points, the interviewer’s introduction of the platform and position, the interviewer’s questions, the candidate’s responses, and whether they mentioned the following arrangements. You should also promptly inform HR of the results.

5. Confirm the offer

Companies confirm employment, and the executive search consultant should work with both sides, not just one, during the discussion.

Next, you should verify the talent’s admission time, follow up on the talent’s resignation process, and follow up with the talent’s salary and resignation certificates.

Follow up Maintain constant communication with the employer to understand the candidate’s condition there and to find out if the candidate successfully completed the probationary period.

You can provide the organization further assistance in finding the proper person if the prospect doesn’t make it through the probationary term.

China Payroll has experienced recruitment experts who specialize in the recruitment of senior and secondary-level Chinese talent, and we cover in many industries, such as manufacturing, pharmaceutical, IT, supply chain and procurement, etc.

Contact us now so China Payroll can start to find you the best candidates now!

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