In Chinese, we have a word for those who return home after studying or working overseas: 海归 ‘Hǎiguī’ or, roughly, ‘Sea Turtles’. These returnees bring with them a wealth of trade contacts, new ideas, and capital, making them highly sought-after candidates in China, even for tech jobs. According to the Center for China and Globalization in Beijing, China generated 27% of the world’s overseas students in 2023. Encouraged by the government’s heavy investments to bring them back, these candidates are reshaping the local job market. However, hiring managers face the challenge of recruiting these top talents without overpaying. This blog will provide you key strategies to attract and hire the best Chinese candidates efficiently.

Who to Hire Chinese Candidates?

A decade ago, international businesses in China preferred Western expatriates or Mandarin speakers from Taiwan, Hong Kong, or Singapore for mid-management positions and above. English fluency and overseas business experience were highly valued. Today, the talent pool has expanded, with returnees coming from the US, Canada, Australia, and Western Europe. This broader pool of talent provides hiring managers with more choices, shifting the power back to them.

Looking Closer to Home

Of course, it’s still easy to get drawn into a bidding war, but stick to your valuation, and remember that other candidates are out there. Thanks to recent decades’ improvements in education in China, for all but the most strategic or technical roles, returnees face increasingly stiff competition from the talent that never left.

Mike McCarthy, Group Head Human Resources, Asia Pacific, Middle East, and Africa, MasterCard says many companies already prefer to hire locally, and the growth of the local talent pool has occurred alongside an increasing number of opportunities for Chinese nationals to progress their careers at home, within Western organizations. This means that, for roles that may have previously demanded overseas experience and cultural acumen, a local solution could prove more achievable.

Recruit Like an Intelligent

Whether you’re looking talent in China or overseas, how you avoid the headache of picking an appropriate valuation comes down to four key considerations. You need to upgrade your hiring solution module.

First, consider the hole you’re trying to fill. Senior executives who have built a transferable career outside China after an overseas education are more expensive than expatriates ever were, says Bent; “It’s just a case of supply and demand.” However, these top returnees and multicultural Western expatriates are a select breed and are only capable of dictating salaries in a few select executive roles and specific skills-short professions, including oil and gas, accounting and finance, and HR. Consider local talent before looking further afield.

Second, spot the real talent and don’t overpay for inadequacy. A 2013 report from The Chinese Service Center for Scholarly Exchange on 189,000 overseas students showed that, while 63% of those who returned to China brought home a master’s degree, only 6% had a doctoral degree and above. The number of students who return is four times higher now than a decade ago, so don’t get caught hiring weak students who haven’t made the most of their opportunity.

Third, hold what you have. It is increasingly reported that Chinese staff leave because of undelivered career development, not poor salaries. While some companies will offer 40% rises to candidates, invest in training existing employees and you could save on both initial recruitment and turnover.

Finally, if you do need to look for a returnee, be patient, find your leverage, and recruit intelligently. What attracts a candidate might not be financial considerations. Talent can be brought home by family ties, for example, and while the top candidates are naturally rare, they are available. McCarthy says. “There are flows of talent constantly moving in and out of China. The trick is to find the right candidate at the right time.”

Conclusion

Incorporating these strategies will help you attract and hire the best Chinese candidates without overpaying or you can consult with us as we are connected with these top 500+ professionals. Stay proactive, flexible, and committed to nurturing talent. Engage with our HR professionals and stay up to date with the latest HR strategies or get free consultation for your hard-to-find hires by connecting with us. We specialize in tech recruitment in China, Hong Kong, Vietnam, and Japan market and have helped many IT companies to scale tech effortlessly include China’s biggest Drone company in Shehnzen.

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