Hire Chinese Employees in China
This article is written for companies entering the Chinese market and about to hire Chinese employees in China. This guide to hiring in China has been designed to help them in developing a company’s business in China, and, of course, could be also useful to China experienced companies to take (or just remind) a couple of tips out of it.
First of all, when you are entering the China market, you should be aware that the way to recruit Chinese employees in China is quite not the way you used to in the western world. Moreover, sending your own experienced employee to develop business here – not always such a good idea. Most of the time foreign companies prefer to hire local professionals, and just bring them to their company’s country for 0,5-2 months for training on the company’s service/product/style of work if needed.
Before to start your search for the right candidate you should:
Candidates always want to know these details especially if you are just entering the Chinese market.
These days, China is a huge market for candidates and job opportunities. By now local candidates are “spoiled” with many opportunities and became very regarding in their choice. This situation is mostly in tier 1 cities, and it is less noticeable in smaller cities.
It is always a challenge to find the right talent for your company.
Options You Have When You Want to Recruit Chinese Employee in China
Your business may have a number of viable options to find top talent. Chinese people in major cities are accustomed to looking for work online. Some online and offline options include:
How to Attract Chinese People in China, What to Pay Attention to
In China, we have certain “seasons” when people are willing or not to change a job.
The “rush time” for “job movers” will be in the April-May period. This is after people receive their annual bonuses, which usually happens in March-April time.
The hardest timing to look for employees will be from December to February, just “before the bonus time.” Employees would not want to lose their bonus obviously.
But there are some solutions to it if you can’t wait until May. Here at New Horizons we used to deal with this kind of situation on a regular basis and can offer you the most suitable solutions for every particular case.
At any time of the year, there is a big competition between companies to recruit the best talent in the market. To “win” the right talent you should consider the following options:
Talking about an attractive salary package: you need to understand the average market salary for the role you are hiring for, taking into consideration the city where the employee will be based, and the current compensation package of the candidate. The average salary increase for an employee joining a new company will be 10-20% to his current package.
Traditional Package of a Chinese Candidate Will Include
When you talk with the candidate about his current package – better if you have these details – it will save your time issuing a job offer for the candidate.
Bonuses can be fixed, guaranteed, and variable, depending on the company and/or personal performance. It should be clear to the candidate when he will be considering your offer. Additional benefits are always a good added value to a job offer.
Annual Leave Entitlement for Chinese Employees in China
Statutory Annual Leave + Additional Annual Leave
Here is a table for the minimum annual leave days, which depends on how many years an employee is working for the company:
Completed Years of service in the PRC (accumulatively)
Statutory Annual Leave Entitlement (working days)
Less than 1 Year
1 > 10 Years
10 > 20 Years
> 20 Years
Paid Public Holidays in China
Every employee also has 11 days of paid public holidays, which includes:
Allowances in China
It could be business expenses, transportation, meal, phone, etc.
For the local Chinese employees, you will have to pay social insurance, but it will cover only public hospitals in China. If you would like to make the life of your employees more comfortable and open them access to private clinics – you could offer an additional insurance plan.
Training Programs in China
Various training and professional development programs are playing an important part in attracting employees. Even more exciting – if it will be overseas. This will be a good added value, especially, for junior to mid-management level candidates. We have a lot of external training programs in China, both in English and in the Chinese language.
It will depend on the role and the company. Some companies, besides an earned personal bonus, encourage their successful employees by giving an incentive. It’s up to the company how they want to encourage their “star” employees (ex. trips, gift cards, memberships, etc.).
New potential employees always are interested to know how they can grow internally in the company they are about to join. For instance, if it will be possible to move even internationally to one of your branches in some period of time, it’s always great to have such an option.
A good career development opportunity plays an important part when Chinese employees choose between job opportunities they might have.
There are no limits to making your job offer more attractive on the market. Above are just general examples you could consider looking for a new employee in China.
What Local Talents Are Considering Before Accepting Your Job Offer
What to Be Aware of Before Interviewing the Candidate
After You Found the Right Candidate and Are About to Issue a Job Offer
Again, make sure your candidate is not interviewing with other companies or already having another job offer on hand. The candidate could get it after/during the interviewing process with your company. If he is in another on-going interview process/-es or has another offer on hand – you should find out what will be most important for the candidate to make a decision. Maybe you could offer something more competitive than the other company to “win” the candidate.
Be Efficient With the Job-Offer Issuing and the On-Boarding Process.
Be prepared for a counteroffer. After the candidate receives the job offer – he/she will give a resignation letter to his current company, and there is a big risk that his/her current company will try to convince him/her to stay.
You need to know what are the core reasons why the candidate was looking for other opportunities than working at his/her company. You should make sure that your job offer meets the candidate’s expectations, or offer something he/she can’t have at his/her current company (for example, promotion, salary, attractive bonus system, company culture, etc.).
At New Horizons our China Headhunters Consultants know how to deal with various situations that companies are facing in China.
In our recruitment process, we are taking care of all the aspects mentioned in this article and many more. We customize our search and recruitment process to every particular project we lead, so if you don’t feel confident to do recruitment for your company in China yourself – we would be glad to take care of it and help you to find the right talent for your company.