Currently, two out of every three foreign companies doing business in China face the challenge of finding and attracting the right talent.
Workers with high job performance skills, which are required to work in a foreign firm, are scarce in China’s labor supply market. As a result, international firms are confronted with this issue, making it difficult for them to find a workforce with top-tier skills.
A recruitment agency in China, also known as a headhunting recruitment agency, can assist in resolving this issue because these companies typically have years of experience in the market and are more knowledgeable about the current job seekers’ situation, allowing them to more easily match companies and job seekers.
In this article, we will discuss some of the advantages of using a recruitment agency in China, as well as the steps involved in finding the right candidates.
What is a Chinese Recruitment Agency?
A recruitment agency acts as a sort of go-between for a company looking to hire someone and a job seeker looking for work. At the end of the day, the primary function of a recruitment agency is to find the best candidate for a job opening that its recruiters have been asked to fill.
Why companies and job seekers should use a recruitment agency?
Hiring the right talent is often a difficult and time-consuming task for many businesses. Having an outside company find the candidates you need is one of the many advantages of using a recruitment agency.
A recruitment agency can assist job seekers because it is usually specialized in different sectors and can effectively match job seekers with the right companies in the industries.
Furthermore, a reputable agency will adequately prepare you for the interview by providing advice on which questions to ask and how to present yourself as the best candidate.
Why Companies Should Use a Recruitment Agency in China?
Headhunting is distinct from general enterprise recruitment, talent recommendation, and job introduction services in terms of talent.
Headhunting only seeks jobs for those who never have to worry about finding work, and it provides opportunities for the most valuable talents to realize greater value and better opportunities for those who have plenty of them.
However, the Chinese headhunting industry now offers services for various levels of positions and demands.
Some of the advantages that companies can gain from using a Chinese recruitment agency are listed below:
- Save time: Screening a large number of resumes takes time and effort, which leads to low efficiency and makes it difficult for HR to focus on recruitment, as well as low accuracy in selecting candidates.
- Efficient screening: Because the resumes of the companies’ core talents are not public, it is difficult to obtain talent information, and the back-tracking mechanism is not perfect, there is a risk of resume fraud.
- Effectively manage relationships with job seekers: The enterprise’s core high-quality talents have high loyalty to the enterprise, making it difficult to recruit employees. High-end talents are very picky about their career paths, and they will only change their career development platform after they have achieved a high level of recognition.
- Knowledge of the market: Because the employing department cannot fully understand the market situation, professional headhunting consultants can inform the market situation, timely adjust the employing department’s expectations, and find suitable candidates more accurately and quickly.
Headhunting Process for Companies in China
Let’s walk through the headhunting process in China.
1. Demand Analysis
When a headhunting consultant receives the client’s requirements, the first thing he or she should do is conduct a demand analysis, the more detailed the better.
Information such as background, corporate culture, organizational structure, development strategy, management style, and so on.
The aspects below should be considered:
- 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 full communication with the client, the headhunting consultant can conduct a preliminary analysis of the position based on the client’s requirements, and the talent model can be established.
First, you should match the existing resources in your possession; if there are none, you should use a variety of targeted contact candidates, such as common channels such as talent pools, online channels, and past contacts.
After determining the search’s target, the headhunting consultant must confirm the resume’s reliability through various means and communicate with the candidate to understand the candidate’s situation and intention. This information needs to be verified:
- Determine the candidate’s most recent employment status and confirm whether the candidate intends to pursue this opportunity.
- Understand the candidate’s skill expectations, 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 industry knowledge, understanding of the position, and a description of previous work experience.
- Determine their understanding of the client’s company and position.
- Make sure the interview is convenient for the client and inform them of any special requirements or procedures.
3. Candidate Recommendation
When the headhunting consultant has confirmed a few suitable candidates, he will provide the candidate’s information and evaluation report to the client, solicit the client’s feedback, and arrange a meeting between the candidate and the client.
A recommendation report is a form in which the client company can learn directly about the candidate, so pay attention to details on the resume report.
Mention the reasons for the recommendation, highlight the candidate’s highlights, include specific data, highlight project experience or social resources, and demonstrate the candidate’s core strengths to the company.
Submit the report for review to the enterprise. Maintain constant communication between the two parties throughout the submission, coordinate the positions of both parties, and strive to reach an agreement between the two parties.
Provide feedback to candidates as soon as the audit results are available. If the candidate is rejected, explain why to the business side so that the next search direction can be adjusted.
4. Candidate Interviews
The candidate interview is a direct communication link between the candidate and the client company, and it essentially determines whether or not this order will be successful, so it should be given special consideration.
You should coordinate with the client company’s HR department on interview time, location, interviewer, interview rotation, expense reimbursement, and other details.
Gather as much information about the interviewer as possible, such as gender, age, work background, personality preferences, interview strategies, interview questions, and so on.
Conduct interview preparation for candidates, and once again provide the client’s official website, customer business introduction, job description, positioning, and requirements, and simulation of the anticipated mentioned questions.
Follow up with the candidates after the interview, including the interview methods and key points, how the interviewer introduces the platform and position, what questions the interviewer asked, how the candidates answered, whether they said the next arrangements, and timely communicating with HR about the results.
5. Confirm the offer
Companies confirm employment, and the executive search consultant should coordinate with both parties during the negotiation, not just one.
Then you must confirm the entry time of talents, follow up on talent resignation procedures, and follow up with salary certificate and resignation certificate.
6. Follow up
Communicate constantly to understand the candidate’s situation in the company, and communicate with the company to find out if the candidate passed the probation period.
If the candidate fails to pass the probation period, you can assist the company in finding the right talent.
How China Payroll Can Assist Your Business With Headhunting Services
China Payroll focuses on the recruitment of senior and secondary level talent from China as well as candidates from the Asia-Pacific region, Europe and North America.
We conduct research in a variety of industries, including manufacturing, pharmaceutical, medical equipment, information technology, supply chain, and so on.
If the client has a local entity, including representative offices, we at China Payroll provide payroll and dispatch services once the candidate is on board. If you do not have a local entity in China, we can also provide PEO/EOR services.
