How do headhunters in China break the mindset and get transnational "orders"?

On my way back to the Netherlands, I often pass by the airport bookstore and walk into the bookstore. I saw the particularly popular workplace novel "Du Lala's Promotion" in the bestseller area. After turning over a dozen pages, I took out my wallet and bought it. I got on the plane with a book in my hand and saw the end in one breath. Because she found that the stories told in it were exactly what she had experienced.

From the white front desk to the gorgeous turn of European HRM

In 2008, after studying MBA in human resources in Europe, I often decided to stay and work there. She applied for a job in the Dutch branch of a China company, doing human resources and administration.

However, on the first day of employment, she was shocked. This so-called branch, including her, actually has only four people. At that time, her station was the front desk of the company. At that time, she had to wear several hats, not only to complete all the work of human resources according to the requirements of the headquarters, but also to be responsible for the administrative affairs and reception at the front desk. When she first entered the workplace, she had a little breakdown inside, which was completely different from her imagination. However, Chang stayed and worked for five years.

In the past five years, overtime has become a routine at work. In her words, she hardly slept before 1 in the morning. The intensity of work is so great that she feels incredible in retrospect today. Thanks to this intense work experience, after five years, she often successfully moved to another China company and became a human resource manager in Europe.

If you want to be a headhunter overseas, you need to know yourself and yourself

Today, Chang is an entrepreneur and has established his own headhunting company, which is responsible for recruiting China companies for overseas market expansion projects. Years of HR work in China Company has benefited her a lot in recruitment. Compared with foreign headhunters, her company can better understand the employment needs of these China companies.

Being a headhunter overseas is very different from being in China. It is often seen that although the workflow of domestic HR is similar to that of the counterparts of large international companies, there are still many differences in actual operation.

First of all, China's employment environment, laws and regulations are completely different from many countries in the world. For the simplest example, when recruiting overseas, you must never mention the age and gender requirements in the job description, while in China, similar requirements such as "male priority" and "priority under 35 years old" abound on recruitment websites. Many HR will have such words in their recruitment needs, which can never be mentioned overseas, and may even cause some legal risks to enterprises.

Secondly, being an overseas headhunter requires rich experience and professional level. Overseas applicants often ask many professional questions, including different views on the job responsibilities and professional titles of enterprises. This is a big challenge for headhunters. They need to have enough experience and professional ability. After being entrusted by the enterprise, they will communicate the details of the job requirements with the enterprise as soon as possible, and sometimes they need to have a meeting with the person in charge of the employment department.

In ordinary companies, consultants have the ability to influence human resource decision makers or the person in charge of the employment department. The rich recruitment experience of headhunters will also benefit enterprises. After confirming the correct recruitment direction with the other party in the early stage, you can start work quickly, so as not to bring unnecessary trouble to both parties because of the vague positioning of talents.

In addition, cultural background differences are also a major problem that headhunters need to face. Unlike China people, Europeans and Americans are obedient, and they are whatever the leaders say. They often put forward their own views directly in their work, and even argue with their superiors for their own views. Many times, western candidates argue only to express their views, but in the eyes of many business managers in China, this is a challenge to the leadership authority.

Similar cases are not uncommon in work with his colleagues. To this end, she often tries to give the person in charge of China company a good shot in the early stage of contact with customers and tell them about cultural differences and solutions. Such carefulness helped her candidate to integrate into the employer more quickly and won her respect in the enterprise.

Chang Wenjia, an entrepreneur, is unswervingly moving in the direction of change.

In the past ten years, Chang and his team have successfully recruited European directors for many China companies, from employees in China to services in China. Seeing that the clients' business has been growing under their own recommendation, it can be said that Yang witnessed the overseas expansion of China enterprises.

"If you don't come back once every three or four months, you will feel that you can't keep up with the changes in China and don't know this country like a fool. Nowadays, domestic mobile phones are used to take taxis and book tickets, and Internet payment is very developed, which has undergone earth-shaking changes compared with when I first went out ten years ago. "

Chang Wenjia is surprised by the rapid changes in China, but the changes often contain new opportunities, and such an environment is a paradise for adventurers. The enterprising entrepreneur is also considering whether there is a suitable opportunity to come back and expand his new career in the fast-developing China.