Recruiting in China and Europe: key differences and tips for adapting

Recruitment is a key success factor for companies. It is no longer enough just to find talent, you also need to be able to attract and retain it. The aim of this article is to compare the recruitment processes in China and Europe in order to identify the major differences and suggest ways in which European companies wishing to succeed in the Chinese market can adapt. By understanding these nuances, companies will be able to refine their recruitment strategies and maximise their chances of success.

The recruitment process in Europe

Recruitment in Europe reflects a certain corporate culture and managerial practices influenced by economic, social and cultural factors. Traditionally, European companies focus on academic qualifications and professional experience. The most common recruitment methods include advertising on job boards, recruitment agencies and job fairs.

Candidates are generally selected through a number of rigorous stages:

• CV sorting,
• Telephone interviews,
• Face-to-face interviews,
• Sometimes technical or psychological tests.

Qualifications and experience play a key role in the selection process. In addition, interpersonal skills and the ability to work in a team are increasingly valued criteria.

Finally, compliance with local regulations, such as anti-discrimination laws and personal data protection standards, is essential to ensure a transparent and fair recruitment process. European companies are also investing in diversity and inclusion programmes to attract a wider range of talent.

The recruitment process in China

The recruitment process in China is strongly influenced by specific cultural and historical aspects. Unlike in Europe, where academic qualifications and experience are paramount, in China personal networks (or ‘guanxi’) and recommendations play a key role in recruitment. Guanxi’ refers to the importance of personal relationships and connections, which can often play a key role in securing a job.

Recruitment methods in China include popular online platforms such as Zhaopin and 51job, and even social networks such as WeChat. Companies often use job fairs and partnerships with universities to attract young talent. The market for skilled jobs is dynamic and highly competitive, requiring both companies and candidates to be highly responsive. It should be noted that chasing competitors is a widespread practice, even for less skilled positions.

Companies are competing to attract the best talent. To do this, they adapt their job offers to the expectations of candidates, highlighting the stability of the job, the friendly management and the company’s reputation in China and internationally. They do not hesitate to highlight the opportunities for development within the company and the possibility of training.  Finally, companies must also take account of regional and sectoral differences to adapt their recruitment strategies.

Recruitment: what do they have in common?

In China, as in Europe, the importance of employer branding and personal development opportunities is growing. Companies need to focus on creating an attractive working environment and offering compelling value propositions to attract the best talent.

For European companies wishing to succeed in China, it is essential to adapt to these cultural specificities. Building strong relationships, understanding the importance of ‘guanxi’, and adapting local recruitment methods are key strategies. Investing in local market knowledge and working with local experts can also greatly facilitate the process.

Conclusion: Summary and recommendations for success in China

To recruit successfully in China, it is essential to understand the cultural and structural differences with Europe. In Europe, the emphasis is on academic qualifications and professional experience. In China, personal relationships, known as “guanxi”, and recommendations are crucial. To optimise recruitment in China, it is important to establish and maintain solid personal networks. It is advisable to use local recruitment platforms and Chinese professional social networks. To maximise your chances of success, to build or strengthen your local team and thus ensure the success of your development, it is advisable to call on the services of a specialist local company such as VVR International.

VVR RH by VVR International

VVR International has a dedicated Human Resources department. Our team of experts will advise and support you at every stage of the recruitment process to ensure that you find the ideal profile. Once selected, VVR International, via its freelance administration service, can manage your employee administratively and legally. You don’t even need to have a legal entity in China!