2013 uk careers adviser mission to china 2013 uk careers adviser mission to china have a clear,...
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2013 UK Careers Adviser Mission to China
• Have a clear, up-to-date and in-depth
overview of the current employment
situation in China. • Gain a deeper understanding of different
approaches to recruitment among China
based companies.• Learn of current opportunities available to
and challenges faced by graduates from
the UK in China’s job market.
3
British Council China initiative – Inaugural event
China’s Economic Situation
Alistair Thornton Senior China Economist IHS
• China’s growth has been slower from 10% in the last 30 years to predicted growth 7% from 2016• Historic growth from urbanisation not sustainable (2 Londons every 2 years)• Future growth will come from productivity improvements
oProcess improvement, improved supply chain, financial services industry
• Past growth has been coast and Inner Mongolia (coalfields)• Future growth will be Sichuan, Chongqing and Tianjin (e.g.
Intel) – Tier2 cities
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• Slower growth impacting graduate recruitment• Salaries fell in 2009 due to world economic recession• Graduate aspirations are higher than reality
o initial starting salaries lowo will progress after 2-3 yearso graduates don’t always see this and ‘jump’
• Employers need graduates with the right fit for their industries o AND work experience is advantageous
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• No shortage of graduates• Many graduates seek a graduate level role but need to consider entry level posts also• Be prepared to wait for 2/3 years to gain significant career progression (including substantial salary rises) • Need to show your capabilities in a job role first.
Benefits of studying in the UK
• English language skills from a British education are not valued as they once were. • Graduates must be able to demonstrate their strengths and capabilities, as well as the benefits from having studied in the UK• Involvement in the local British culture is essential• Must be able to bring something of the insight of what the UK is like, vital for Chinese companies competing in a global economy.
The impact of the Hukou
Alistair Thornton Senior China Economist IHS
• Hukou restrictions – needs urgent reform
o it can mean up to 10 years residency before Hokou can be transferred (10 years?)
Fresh Graduate Talent Trends in ChinaEmployment outlook
• 2012 many companies recruiting and making redundancies at the same time – different skills being required
• 2013 world economy slowing down but China expecting a modest recovery with more jobs and higher salary increases
• Entire economy being repositioned – move from “made in China” to “invented in China” and “serviced in China”
• Hard to predict
Fresh Graduate Talent Trends in China
Supply and demand• In most industries, planned increase in staffing
levels is 10% and fresh graduates account for lots of that – strong needs for fresh graduates across most industries
• But nearly 7 million fresh graduates in 2012 and rising annually
• Graduates are choosy, want a good job offero quality of job offers is variableo 68.5% find a job o an average of 2.12 job offers per graduateo 24.5% go on to further study, 5.9% overseas
• SO, it’s very competitive…..
Chinese graduate job market in 2013
• FIE - Foreign Investment Enterprises o Offer leadership development, access to knowledge
and leading technology, strong management systems• POE - Privately Owned Enterprises
o Offer high earning potential, good career progression, autonomy
• SOE - State Owned Enterprises o offer job security, work/life balance
• What is the individual graduate looking for?
Types of employers
Fresh graduates’ preferred Top Ten employers
1. China Mobile
2. Bank of China
3. Alibaba
4. Microsoft Corporation
5. Industrial and Commercial Bank of China
6. Procter & Gamble
7. PetroChina
8. Huawei
9. Baidu
10. Google
Fresh Graduate Talent Trends in ChinaWhat do graduates look for ?
• Career development, pay and working location are important• Future of the industry, working environment and reputation of the
employer are less important• Work/life balance is unimportant
Fresh Graduate Talent Trends in ChinaHow do graduates find jobs ?
• University website, campus flyers, university internet bulletin board system• Chinese social networking sites• Connections – family ,organisations and alumni – have a strong impact
• Starting pay is based on educational background – masters can add £2,200 pa over degree out of an annual salary of £8,000 in tier 1 cities
• Overseas study still can have a premium but gap is closing
• Sales and marketing, and R&D attract higher salaries than other functions - PhD much preferred in R& D function
• Auto and healthcare industries offer highest starting salaries
Fresh Graduate Talent Trends in ChinaSalaries ?
Employers Recruitment Styles in China
• Recruitment methods are similar in most sectors including campus presentations, attending campus job fairs, applications by CV and possibly online tests, 1 or 2 rounds of interviews, assessment centre
• All focus on skills and mindset – solid professional knowledge, development potential, work ethic, team focus, results-driven, innovative / entrepreneurial / think outside the box
• Typically recruit between Oct and Jan
State Owned Enterprises (SOE)
•Still very traditional in their recruitment methods• Only hire from 211 Chinese universities and often family
“guanxi” is also required• May not have equal opportunities for male and female
applicants for some roles• Starting salaries tend be lower but do increase over time –
other benefits include organising the “hukou” and job stability
• Overseas educated Chinese need to be careful not to appear arrogant (“improper mindset”) as most co-workers will not have studied abroad and won’t value this experience
• Expect some “reverse culture shock” at first
Quotes from / about SOEs• “Personality is not crucial – a new graduate is like a tree
- integrity (roots), reliability (trunk) and ability to learn (branches)”
• “In an SOE, people need to spend 50% of their energy on relationship building”
• “Chinese employers don’t know which UK universities are the best so that’s a big problem”
• “Some employers hate returners speaking English because they think they are arrogant – need to be respectful of the company culture”
Privately Owned Enterprises (POE)
• Recruitment is likely to be more open and based more on knowledge and skills
• There is no typical POE – some have grown from SEOs and are therefore more traditional while others are small start ups and pay less but are more realistic for those not from 211s with guanxi
• It is possible to earn more money more quickly in a POE than in a SOE
• Proving your ability is important – “Jumpers”- “jumping” too quickly and too often chasing higher salaries is a problem
• May get better salary and career progression by waiting and playing the ‘long game’
Quotes from / about POEs
• “We can pay double for UK graduates with an IT undergraduate degree”
• “Graduates want a 20% p.a. pay rise so move on quickly”
• “Our graduates leave and go on to FIEs which is a success (if they have stayed for 2 or 3 years)
Foreign Investment Enterprises (FIE)
• Seen as being fairer in their hiring, including gender
• Value all UK work experience (more than others do)
• Focus is more on personality than where the graduate studiedAlso open minded about UG v PG degree
• Graduates are mentored, the focus is on career development
• Huge competition from overseas returners
Quotes from / about FIEs
• “Hires from the UK meet our criteria very well, they are more mature than the locally educated Chinese”
• “We prefer the more aggressive and culturally aware overseas graduates”
What do graduates want?
• “job security” - SOE
• “get rich quick” - POE
• “professional skills” - FIE
25
Fesco Adecco
• No. of Chinese overseas student still growing – UK 21,000 in 2007 to 56,000 in 2011
• 93% are financially self-supporting• 63% returned to China when overseas study
ended (Post Study Work visa still available at that time)
• 53% don’t have a career plan on return
Fesco Adecco
• Main problems on return relate to:
o Positioning in labour market – seen as ‘unsuitable’ for higher posts but students unwilling to take lower ones
o Difficulties adapting to working environmento Unrealistic expectations because of international and local pay
and benefits differenceso An ‘Inflated ego’ compared to domestic candidates has been
mentioned o Can give ‘settling in’ and peer/management relationship issues
• Returnees could use www.Alumniuk.org.cn to find a job in China
26
• 2012 – 230K Chinese educated graduates with returning graduates is 1.5m
Returning Chinese Graduates : • 25.9% of HR companies say yes they would recruit• 66% say no they would not recruit• 7.97% say they don’t like returning graduates
Tips for Employment :• Innovation talent is valuable , Team work, • Make use of Alumni resources and grasp valuable job
opportunities.
Salary : • Year 1 RMB 40K , 1 + years 83K, 2 + years 130K ,
3+ years 327K
27
Zhaopin.com Leading HR recruitment provider in China
• Know what you want – stability (SOEs), get rich quick (POEs) or professional development (FIE / MNCs)
• Don’t assume that employers in China want the same things – some want a 1 page CV, some 2 pages, some want you to sell your overseas experience while others want more humility
28
Key message for students
1. We are aware you will maintain and develop your networks back home, primarily using social media, while you’re studying in the UK. However we encourage you to engage with UK students and your ‘wider’ university to learn more about UK culture and to develop your communication skills as best you can
2. Try to get the ‘right’ work experience where possible
3. Develop your interview skills & learn the etiquette of the interview process. The Careers Service can help with all of these.
4. Having a degree or PG degree from a foreign university does not automatically give you any advantage at the entry stage if you are Chinese, but when you do get in, work hard and stay loyal and the rewards will come
29
Key message for students
• A qualification is not enough. To be competitive and work with large global companies you need to really develop your English skills, integrate with UK and other nationals to understand and appreciate different cultures, learn to work with and cooperate with others and develop a range of key competences
• Important to keep in touch with the internship/graduate opportunities available at home alongside UK options
30
Key message for students
31
Key messages for students
• Networks with family and alumni are vital. Social Media is now massive in China and a major source of job vacancies.
• Returning graduates should be flexible re: type of companies they are willing to work for, cities they will consider (not just tier 1 and 2), level of job they are willing to start with.
• Internships are important but any job where you are mixing with British people and developing your team work skills is seen as important.
Key messages for students• Research the market place• Have a clear, up-to-date and in-depth overview of the current
employment situation in China. • Gain a deeper understanding of different approaches to recruitment
among China based companies.• Decide on your career criteria, salary, lifestyle, career development etc • Make the most of the opportunities in UK Universities
•English language practice and deeper understanding•Chinese network – useful for job hunting on return•Get in touch with your alumni group in China whilst you are in the UK•Work or voluntary experience
• Become familiar with the jobs websites and use your personal network• Be familiar with reverse culture shock and get advice from alumni• Apply early, don’t wait until you get back to China
33
Where are the jobs advertised• Company websites • Newspapers – e.g. South China Morning Post• Fesco Adecco• LinkedIn• Monster• Recommendations• Weibo• Job boards:• www.zhoapin.com • www.51job.com• www.chinahr.com• www.baijob.com• Focus on fresh graduates and interns• www.yingjiesheng.com – exclusively for fresh graduates• Just for UK alumni www.alumniuk.org.cn – make sure you
sign up!
34
Compiled by Michele Zala – collaborative presentation contributions from : Elizabeth Bailey, Caroline Baldwin, Beth Cooper, Judy Everett, Bob Gilworth, Iwan Griffiths, Matthew Heap, David Levinson, Andrea Kreideweiss, Linda Hanson, Shirley Marsland, Ellen O’Brien, Rachael Roberts, Alan Robertson,Siobhan Scanlon, Margaret Wolff.
2013 UK Careers Adviser Mission to China
• Have a clear, up-to-date and in-depth
overview of the current employment
situation in China. • Gain a deeper understanding of different
approaches to recruitment among China
based companies.• Learn of current opportunities available to
and challenges faced by graduates from
the UK in China’s job market.
37
British Council China initiative – Inaugural event
China’s Economic Situation
Alistair Thornton Senior China Economist IHS
• China’s growth has been slower from 10% in the last 30 years to predicted growth 7% from 2016• Historic growth from urbanisation not sustainable (2 Londons every 2 years)• Future growth will come from productivity improvements
oProcess improvement, improved supply chain, financial services industry
• Past growth has been coast and Inner Mongolia (coalfields)• Future growth will be Sichuan, Chongqing and Tianjin (e.g.
Intel) – Tier2 cities
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• Slower growth impacting graduate recruitment• Salaries fell in 2009 due to world economic recession• Graduate aspirations are higher than reality
o initial starting salaries lowo will progress after 2-3 yearso graduates don’t always see this and ‘jump’
• Employers need graduates with the right fit for their industries o AND work experience is advantageous
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• No shortage of graduates• Many graduates seek a graduate level role but need to consider entry level posts also• Be prepared to wait for 2/3 years to gain significant career progression (including substantial salary rises) • Need to show your capabilities in a job role first.
Benefits of studying in the UK
• English language skills from a British education are not valued as they once were. • Graduates must be able to demonstrate their strengths and capabilities, as well as the benefits from having studied in the UK• Involvement in the local British culture is essential• Must be able to bring something of the insight of what the UK is like, vital for Chinese companies competing in a global economy.
The impact of the Hukou
Alistair Thornton Senior China Economist IHS
• Hukou restrictions – needs urgent reform
o it can mean up to 10 years residency before Hokou can be transferred (10 years?)
Fresh Graduate Talent Trends in ChinaEmployment outlook
• 2012 many companies recruiting and making redundancies at the same time – different skills being required
• 2013 world economy slowing down but China expecting a modest recovery with more jobs and higher salary increases
• Entire economy being repositioned – move from “made in China” to “invented in China” and “serviced in China”
• Hard to predict
Fresh Graduate Talent Trends in China
Supply and demand• In most industries, planned increase in staffing
levels is 10% and fresh graduates account for lots of that – strong needs for fresh graduates across most industries
• But nearly 7 million fresh graduates in 2012 and rising annually
• Graduates are choosy, want a good job offero quality of job offers is variableo 68.5% find a job o an average of 2.12 job offers per graduateo 24.5% go on to further study, 5.9% overseas
• SO, it’s very competitive…..
Chinese graduate job market in 2013
• FIE - Foreign Investment Enterprises o Offer leadership development, access to knowledge
and leading technology, strong management systems• POE - Privately Owned Enterprises
o Offer high earning potential, good career progression, autonomy
• SOE - State Owned Enterprises o offer job security, work/life balance
• What is the individual graduate looking for?
Types of employers
Fresh graduates’ preferred Top Ten employers
1. China Mobile
2. Bank of China
3. Alibaba
4. Microsoft Corporation
5. Industrial and Commercial Bank of China
6. Procter & Gamble
7. PetroChina
8. Huawei
9. Baidu
10. Google
Fresh Graduate Talent Trends in ChinaWhat do graduates look for ?
• Career development, pay and working location are important• Future of the industry, working environment and reputation of the
employer are less important• Work/life balance is unimportant
Fresh Graduate Talent Trends in ChinaHow do graduates find jobs ?
• University website, campus flyers, university internet bulletin board system• Chinese social networking sites• Connections – family ,organisations and alumni – have a strong impact
• Starting pay is based on educational background – masters can add £2,200 pa over degree out of an annual salary of £8,000 in tier 1 cities
• Overseas study still can have a premium but gap is closing
• Sales and marketing, and R&D attract higher salaries than other functions - PhD much preferred in R& D function
• Auto and healthcare industries offer highest starting salaries
Fresh Graduate Talent Trends in ChinaSalaries ?
Employers Recruitment Styles in China
• Recruitment methods are similar in most sectors including campus presentations, attending campus job fairs, applications by CV and possibly online tests, 1 or 2 rounds of interviews, assessment centre
• All focus on skills and mindset – solid professional knowledge, development potential, work ethic, team focus, results-driven, innovative / entrepreneurial / think outside the box
• Typically recruit between Oct and Jan
State Owned Enterprises (SOE)
•Still very traditional in their recruitment methods• Only hire from 211 Chinese universities and often family
“guanxi” is also required• May not have equal opportunities for male and female
applicants for some roles• Starting salaries tend be lower but do increase over time –
other benefits include organising the “hukou” and job stability
• Overseas educated Chinese need to be careful not to appear arrogant (“improper mindset”) as most co-workers will not have studied abroad and won’t value this experience
• Expect some “reverse culture shock” at first
Quotes from / about SOEs• “Personality is not crucial – a new graduate is like a tree
- integrity (roots), reliability (trunk) and ability to learn (branches)”
• “In an SOE, people need to spend 50% of their energy on relationship building”
• “Chinese employers don’t know which UK universities are the best so that’s a big problem”
• “Some employers hate returners speaking English because they think they are arrogant – need to be respectful of the company culture”
Privately Owned Enterprises (POE)
• Recruitment is likely to be more open and based more on knowledge and skills
• There is no typical POE – some have grown from SEOs and are therefore more traditional while others are small start ups and pay less but are more realistic for those not from 211s with guanxi
• It is possible to earn more money more quickly in a POE than in a SOE
• Proving your ability is important – “Jumpers”- “jumping” too quickly and too often chasing higher salaries is a problem
• May get better salary and career progression by waiting and playing the ‘long game’
Quotes from / about POEs
• “We can pay double for UK graduates with an IT undergraduate degree”
• “Graduates want a 20% p.a. pay rise so move on quickly”
• “Our graduates leave and go on to FIEs which is a success (if they have stayed for 2 or 3 years)
Foreign Investment Enterprises (FIE)
• Seen as being fairer in their hiring, including gender
• Value all UK work experience (more than others do)
• Focus is more on personality than where the graduate studiedAlso open minded about UG v PG degree
• Graduates are mentored, the focus is on career development
• Huge competition from overseas returners
Quotes from / about FIEs
• “Hires from the UK meet our criteria very well, they are more mature than the locally educated Chinese”
• “We prefer the more aggressive and culturally aware overseas graduates”
What do graduates want?
• “job security” - SOE
• “get rich quick” - POE
• “professional skills” - FIE
59
Fesco Adecco
• No. of Chinese overseas student still growing – UK 21,000 in 2007 to 56,000 in 2011
• 93% are financially self-supporting• 63% returned to China when overseas study
ended (Post Study Work visa still available at that time)
• 53% don’t have a career plan on return
Fesco Adecco
• Main problems on return relate to:
o Positioning in labour market – seen as ‘unsuitable’ for higher posts but students unwilling to take lower ones
o Difficulties adapting to working environmento Unrealistic expectations because of international and local pay
and benefits differenceso An ‘Inflated ego’ compared to domestic candidates has been
mentioned o Can give ‘settling in’ and peer/management relationship issues
• Returnees could use www.Alumniuk.org.cn to find a job in China
60
• 2012 – 230K Chinese educated graduates with returning graduates is 1.5m
Returning Chinese Graduates : • 25.9% of HR companies say yes they would recruit• 66% say no they would not recruit• 7.97% say they don’t like returning graduates
Tips for Employment :• Innovation talent is valuable , Team work, • Make use of Alumni resources and grasp valuable job
opportunities.
Salary : • Year 1 RMB 40K , 1 + years 83K, 2 + years 130K ,
3+ years 327K
61
Zhaopin.com Leading HR recruitment provider in China
• Know what you want – stability (SOEs), get rich quick (POEs) or professional development (FIE / MNCs)
• Don’t assume that employers in China want the same things – some want a 1 page CV, some 2 pages, some want you to sell your overseas experience while others want more humility
62
Key message for students
1. We are aware you will maintain and develop your networks back home, primarily using social media, while you’re studying in the UK. However we encourage you to engage with UK students and your ‘wider’ university to learn more about UK culture and to develop your communication skills as best you can
2. Try to get the ‘right’ work experience where possible
3. Develop your interview skills & learn the etiquette of the interview process. The Careers Service can help with all of these.
4. Having a degree or PG degree from a foreign university does not automatically give you any advantage at the entry stage if you are Chinese, but when you do get in, work hard and stay loyal and the rewards will come
63
Key message for students
• A qualification is not enough. To be competitive and work with large global companies you need to really develop your English skills, integrate with UK and other nationals to understand and appreciate different cultures, learn to work with and cooperate with others and develop a range of key competences
• Important to keep in touch with the internship/graduate opportunities available at home alongside UK options
64
Key message for students
65
Key messages for students
• Networks with family and alumni are vital. Social Media is now massive in China and a major source of job vacancies.
• Returning graduates should be flexible re: type of companies they are willing to work for, cities they will consider (not just tier 1 and 2), level of job they are willing to start with.
• Internships are important but any job where you are mixing with British people and developing your team work skills is seen as important.
Key messages for students• Research the market place• Have a clear, up-to-date and in-depth overview of the current
employment situation in China. • Gain a deeper understanding of different approaches to recruitment
among China based companies.• Decide on your career criteria, salary, lifestyle, career development etc • Make the most of the opportunities in UK Universities
•English language practice and deeper understanding•Chinese network – useful for job hunting on return•Get in touch with your alumni group in China whilst you are in the UK•Work or voluntary experience
• Become familiar with the jobs websites and use your personal network• Be familiar with reverse culture shock and get advice from alumni• Apply early, don’t wait until you get back to China
67
Where are the jobs advertised• Company websites • Newspapers – e.g. South China Morning Post• Fesco Adecco• LinkedIn• Monster• Recommendations• Weibo• Job boards:• www.zhoapin.com • www.51job.com• www.chinahr.com• www.baijob.com• Focus on fresh graduates and interns• www.yingjiesheng.com – exclusively for fresh graduates• Just for UK alumni www.alumniuk.org.cn – make sure you
sign up!
68
Compiled by Michele Zala – collaborative presentation contributions from : Elizabeth Bailey, Caroline Baldwin, Beth Cooper, Judy Everett, Bob Gilworth, Iwan Griffiths, Matthew Heap, David Levinson, Andrea Kreideweiss, Linda Hanson, Shirley Marsland, Ellen O’Brien, Rachael Roberts, Alan Robertson,Siobhan Scanlon, Margaret Wolff.
2013 UK Careers Adviser Mission to China
• Have a clear, up-to-date and in-depth
overview of the current employment
situation in China. • Gain a deeper understanding of different
approaches to recruitment among China
based companies.• Learn of current opportunities available to
and challenges faced by graduates from
the UK in China’s job market.
71
British Council China initiative – Inaugural event
China’s Economic Situation
Alistair Thornton Senior China Economist IHS
• China’s growth has been slower from 10% in the last 30 years to predicted growth 7% from 2016• Historic growth from urbanisation not sustainable (2 Londons every 2 years)• Future growth will come from productivity improvements
oProcess improvement, improved supply chain, financial services industry
• Past growth has been coast and Inner Mongolia (coalfields)• Future growth will be Sichuan, Chongqing and Tianjin (e.g.
Intel) – Tier2 cities
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• Slower growth impacting graduate recruitment• Salaries fell in 2009 due to world economic recession• Graduate aspirations are higher than reality
o initial starting salaries lowo will progress after 2-3 yearso graduates don’t always see this and ‘jump’
• Employers need graduates with the right fit for their industries o AND work experience is advantageous
The affects of the Economy on Graduates
Alistair Thornton Senior China Economist IHS
• No shortage of graduates• Many graduates seek a graduate level role but need to consider entry level posts also• Be prepared to wait for 2/3 years to gain significant career progression (including substantial salary rises) • Need to show your capabilities in a job role first.
Benefits of studying in the UK
• English language skills from a British education are not valued as they once were. • Graduates must be able to demonstrate their strengths and capabilities, as well as the benefits from having studied in the UK• Involvement in the local British culture is essential• Must be able to bring something of the insight of what the UK is like, vital for Chinese companies competing in a global economy.
The impact of the Hukou
Alistair Thornton Senior China Economist IHS
• Hukou restrictions – needs urgent reform
o it can mean up to 10 years residency before Hokou can be transferred (10 years?)
Fresh Graduate Talent Trends in ChinaEmployment outlook
• 2012 many companies recruiting and making redundancies at the same time – different skills being required
• 2013 world economy slowing down but China expecting a modest recovery with more jobs and higher salary increases
• Entire economy being repositioned – move from “made in China” to “invented in China” and “serviced in China”
• Hard to predict
Fresh Graduate Talent Trends in China
Supply and demand• In most industries, planned increase in staffing
levels is 10% and fresh graduates account for lots of that – strong needs for fresh graduates across most industries
• But nearly 7 million fresh graduates in 2012 and rising annually
• Graduates are choosy, want a good job offero quality of job offers is variableo 68.5% find a job o an average of 2.12 job offers per graduateo 24.5% go on to further study, 5.9% overseas
• SO, it’s very competitive…..
Chinese graduate job market in 2013
• FIE - Foreign Investment Enterprises o Offer leadership development, access to knowledge
and leading technology, strong management systems• POE - Privately Owned Enterprises
o Offer high earning potential, good career progression, autonomy
• SOE - State Owned Enterprises o offer job security, work/life balance
• What is the individual graduate looking for?
Types of employers
Fresh graduates’ preferred Top Ten employers
1. China Mobile
2. Bank of China
3. Alibaba
4. Microsoft Corporation
5. Industrial and Commercial Bank of China
6. Procter & Gamble
7. PetroChina
8. Huawei
9. Baidu
10. Google
Fresh Graduate Talent Trends in ChinaWhat do graduates look for ?
• Career development, pay and working location are important• Future of the industry, working environment and reputation of the
employer are less important• Work/life balance is unimportant
Fresh Graduate Talent Trends in ChinaHow do graduates find jobs ?
• University website, campus flyers, university internet bulletin board system• Chinese social networking sites• Connections – family ,organisations and alumni – have a strong impact
• Starting pay is based on educational background – masters can add £2,200 pa over degree out of an annual salary of £8,000 in tier 1 cities
• Overseas study still can have a premium but gap is closing
• Sales and marketing, and R&D attract higher salaries than other functions - PhD much preferred in R& D function
• Auto and healthcare industries offer highest starting salaries
Fresh Graduate Talent Trends in ChinaSalaries ?
Employers Recruitment Styles in China
• Recruitment methods are similar in most sectors including campus presentations, attending campus job fairs, applications by CV and possibly online tests, 1 or 2 rounds of interviews, assessment centre
• All focus on skills and mindset – solid professional knowledge, development potential, work ethic, team focus, results-driven, innovative / entrepreneurial / think outside the box
• Typically recruit between Oct and Jan
State Owned Enterprises (SOE)
•Still very traditional in their recruitment methods• Only hire from 211 Chinese universities and often family
“guanxi” is also required• May not have equal opportunities for male and female
applicants for some roles• Starting salaries tend be lower but do increase over time –
other benefits include organising the “hukou” and job stability
• Overseas educated Chinese need to be careful not to appear arrogant (“improper mindset”) as most co-workers will not have studied abroad and won’t value this experience
• Expect some “reverse culture shock” at first
Quotes from / about SOEs• “Personality is not crucial – a new graduate is like a tree
- integrity (roots), reliability (trunk) and ability to learn (branches)”
• “In an SOE, people need to spend 50% of their energy on relationship building”
• “Chinese employers don’t know which UK universities are the best so that’s a big problem”
• “Some employers hate returners speaking English because they think they are arrogant – need to be respectful of the company culture”
Privately Owned Enterprises (POE)
• Recruitment is likely to be more open and based more on knowledge and skills
• There is no typical POE – some have grown from SEOs and are therefore more traditional while others are small start ups and pay less but are more realistic for those not from 211s with guanxi
• It is possible to earn more money more quickly in a POE than in a SOE
• Proving your ability is important – “Jumpers”- “jumping” too quickly and too often chasing higher salaries is a problem
• May get better salary and career progression by waiting and playing the ‘long game’
Quotes from / about POEs
• “We can pay double for UK graduates with an IT undergraduate degree”
• “Graduates want a 20% p.a. pay rise so move on quickly”
• “Our graduates leave and go on to FIEs which is a success (if they have stayed for 2 or 3 years)
Foreign Investment Enterprises (FIE)
• Seen as being fairer in their hiring, including gender
• Value all UK work experience (more than others do)
• Focus is more on personality than where the graduate studiedAlso open minded about UG v PG degree
• Graduates are mentored, the focus is on career development
• Huge competition from overseas returners
Quotes from / about FIEs
• “Hires from the UK meet our criteria very well, they are more mature than the locally educated Chinese”
• “We prefer the more aggressive and culturally aware overseas graduates”
What do graduates want?
• “job security” - SOE
• “get rich quick” - POE
• “professional skills” - FIE
93
Fesco Adecco
• No. of Chinese overseas student still growing – UK 21,000 in 2007 to 56,000 in 2011
• 93% are financially self-supporting• 63% returned to China when overseas study
ended (Post Study Work visa still available at that time)
• 53% don’t have a career plan on return
Fesco Adecco
• Main problems on return relate to:
o Positioning in labour market – seen as ‘unsuitable’ for higher posts but students unwilling to take lower ones
o Difficulties adapting to working environmento Unrealistic expectations because of international and local pay
and benefits differenceso An ‘Inflated ego’ compared to domestic candidates has been
mentioned o Can give ‘settling in’ and peer/management relationship issues
• Returnees could use www.Alumniuk.org.cn to find a job in China
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• 2012 – 230K Chinese educated graduates with returning graduates is 1.5m
Returning Chinese Graduates : • 25.9% of HR companies say yes they would recruit• 66% say no they would not recruit• 7.97% say they don’t like returning graduates
Tips for Employment :• Innovation talent is valuable , Team work, • Make use of Alumni resources and grasp valuable job
opportunities.
Salary : • Year 1 RMB 40K , 1 + years 83K, 2 + years 130K ,
3+ years 327K
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Zhaopin.com Leading HR recruitment provider in China
• Know what you want – stability (SOEs), get rich quick (POEs) or professional development (FIE / MNCs)
• Don’t assume that employers in China want the same things – some want a 1 page CV, some 2 pages, some want you to sell your overseas experience while others want more humility
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Key message for students
1. We are aware you will maintain and develop your networks back home, primarily using social media, while you’re studying in the UK. However we encourage you to engage with UK students and your ‘wider’ university to learn more about UK culture and to develop your communication skills as best you can
2. Try to get the ‘right’ work experience where possible
3. Develop your interview skills & learn the etiquette of the interview process. The Careers Service can help with all of these.
4. Having a degree or PG degree from a foreign university does not automatically give you any advantage at the entry stage if you are Chinese, but when you do get in, work hard and stay loyal and the rewards will come
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Key message for students
• A qualification is not enough. To be competitive and work with large global companies you need to really develop your English skills, integrate with UK and other nationals to understand and appreciate different cultures, learn to work with and cooperate with others and develop a range of key competences
• Important to keep in touch with the internship/graduate opportunities available at home alongside UK options
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Key message for students
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Key messages for students
• Networks with family and alumni are vital. Social Media is now massive in China and a major source of job vacancies.
• Returning graduates should be flexible re: type of companies they are willing to work for, cities they will consider (not just tier 1 and 2), level of job they are willing to start with.
• Internships are important but any job where you are mixing with British people and developing your team work skills is seen as important.
Key messages for students• Research the market place• Have a clear, up-to-date and in-depth overview of the current
employment situation in China. • Gain a deeper understanding of different approaches to recruitment
among China based companies.• Decide on your career criteria, salary, lifestyle, career development etc • Make the most of the opportunities in UK Universities
•English language practice and deeper understanding•Chinese network – useful for job hunting on return•Get in touch with your alumni group in China whilst you are in the UK•Work or voluntary experience
• Become familiar with the jobs websites and use your personal network• Be familiar with reverse culture shock and get advice from alumni• Apply early, don’t wait until you get back to China
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Where are the jobs advertised
• Company websites • Newspapers – e.g. South China Morning Post• Fesco Adecco• LinkedIn• Monster• Weibo• www.zhoapin.com • www.51job.com• www.chinahr.com• www.baijob.com• www.yingjiesheng.com – exclusively for fresh graduates• Just for UK alumni www.alumniuk.org.cn – make sure you sign up!
Specialist Careers Websites
• Gradlink China http://www.gradlinkuk.com/china.php,
• Gradlink India http://www.gradlinkuk.com/india.php
• Gradlink Malaysia http://www.gradlinkuk.com/malaysia.php
• graduate vacancies, employers in your home country who recognise the value of recruiting UK educated graduates and job sector
information.
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www.bradford.ac.uk/careers/international-
students
• Working in the UK whilst studying• Internships and placements• Working in the UK after your studies• Looking to find work in your home or another country
after your studieso Making the most of your time in the UK
• Further study in the UK• Further study overseas• Sources of help
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