Five HR Trends Prevalent In China That Organizations Need To Be Aware Of

The challenge of finding and recruiting top talent for various job positions within a business organization cannot be solved with the “one size fits all” approach. To complicate things further, the HR trends keep changing as per the needs and expectations of both the candidates and the recruiters in the job market. This is especially true in case of a blooming market like China, which is constantly providing new growth opportunities for businesses from across the globe. Being aware of these trends can help companies to make the right hiring decisions and recruit the best candidates for their business. The five most important of these trends prevalent in the country as identified by the top 10 executive search firms in China are discussed in brief as follows.

Rethinking The Candidate Profile

Unlike the earlier times, when specific positions in multinational organizations were filled only by expat candidates and other posts were reserved for local candidates, this distinction has now ceased to exist.With the talent pool of Chinese candidates possessing international experience and right skill sets, expanding rapidly, these traditional assumptions no longer hold any validity.

Need To Build A Talent Pipeline

The experts from the leading recruitment firms in China are advising their clients to work towards making talent search an ongoing and proactive process. Making an effort to build a talent pipeline minimizes the stress of filling a sudden vacancy in a rush. This is especially true for businesses operating in niches requiring candidates with highly specialized skills or having a major shortage of talented candidates.

De-centralize The Decision Making Process

Overseas organizations operating in China need to ensure that the power to make strategic decisions lies with the local top management. This is essential to minimize the risk for such businesses to lose their top talent to local Chinese businesses. The limited authority of ownership that is associated with lack of decision-making power tends to affect the motivation and retention of the workforce.

Using More Creative Methods Of Compensation

Most overseas organizations in China find it difficult to provide the expected salary and benefits to deserving candidates. However, the recruitment professionals from the executive search firms in China advice their clients not to be bogged down by this challenge. Rather they insist on finding more creative ways to compensate the deserving candidates. These might include offering interest-free loans or even providing commuting facilities and other similar perks.

Invest In Enhancing Candidate Skills

Ensuring employee development through skill enhancement and training is the key to organizational success. Such initiatives help in enhancing the overall satisfaction level of the employees and this naturally reduces the employee turn over rate. Moreover, it helps in preparing the candidates for bigger roles and responsibilities in the future, fulfilling the need for creating a talent pipeline.