Due to Covid-related restrictions, more western talents are shielded away from 中国。. Latest statistics from Business Climate Survey in 中国。 (Source: Business 乐博彩票官方app/Swedish Chamber of Commerce 中国。) revealed that expats working at the 中国。 branch of Swedish companies significantly decreased from 2,到2020年增长7%至1%,5 per cent in 2021; evidently, 很难找到新人来派出去. While Swedish companies are inclined to grow their business into the Chinese market, this drives Swedish companies in 中国。 to look for talents domestically; key questions arise; what makes Swedish companies attractive in the competitive 中国。 talent market?


与西方乐博彩票官方app形成对比, where employers look for experienced professionals in their late 30s, the Chinese market demands young talents who are not settled with a stable family, have high geographical mobility and have ambitions to propel themselves to a new career height. The talent challenge intensifies as different ‘new industries’ spring up in 中国。; since there are no readily available talent pools for these sectors, graduates with transferable skill sets are creating competition for talents to the traditional industries. Attracting and retaining the best local talent is becoming an increasingly strong differentiator of success.

Gone are the days when fresh graduates dream of job opportunities at MNCs. The latest trend revealed that talents in 中国。 are turning away from multinational firms searching for a more fulfilling career. Many foreign firms still have misperceptions on the salary range in 中国。, while Chinese tech companies are dangling huge salaries to lure talent, further snapping up the talent war by making a tempting offer.

通过对知乎数据的研究, 中国最受欢迎的搜索引擎, 在上一个招聘旺季, 可以得出以下结论:

  1. 只有少数跨国公司像惠普&G or Unilever remained on the top of the list for the job seekers.
  2. Local Tech firms are the most popular industry for job seekers. 腾讯、字节舞 & Alibaba ranked as the top three mentioned companies by the ZHIHU users.
  3. Tech firms are raising job positions with more appealing packages for job seekers. 例如, Tencent plans to raise the starting salary of the junior position from 17k to 19k, 包括6w的股票. Some positions are even bundled with housing subsidies and contract fees.

很明显,当地公司(如.e. 互联网, 金融, 媒体), 尤其是科技公司, are more preferred by the young and talented job seekers. MNCs and traditional Swedish industries appear to be less appealing to talents in 中国。. 因此, HR strategies to win talents over local firms have to be at the top of the agenda for Swedish companies aiming for growth in 中国。.

The top 15 most mentioned companies in Zhihu in 2021 Autumn recruitment period



Compelling reward - the two-edged sword from 中国。 Companies
The company provides us with three complementary meals, 但是早餐只供应到9点半.m., while working hour starts at 10; the dinner is available from 7pm but the office hour ends at 6. While employees are allowed to claim travelling expense after 9pm or even at weekend, 如果需要加班. Employee from Chinese Tech Firm (Source: Baidu News)

The gruelling work culture that fuelled the incredible rise of 中国。’s tech firms is symbolised most notoriously by the term “996,” referring to making employees work from 9 am to 9 pm, 每周6天——甚至更长时间的《007》. Despite the strengthened regulation on working hours, the working atmosphere in Chinese firms are still filled with the smell of strong competitiveness, and employees may still work overtime unconsciously. 事实是付出的努力越多, the more return will be obtained did provide a strong motive for employees to work. Yet, as time passes, they may feel demotivated to work under such a hectic style. Some may start to lose their original passion for their job.

Talent pool situation in 中国。 – the search for work-life-balance

It is essential to gain complete insight into the Chinese labour market and benchmark the salary level, to offer a reasonable wage and use the recruitment budget wisely. But other factors are found to be crucial for a talent recruitment package. Recent research by 中国。 Youth Daily revealed that more than 40 per cent of Chinese employees are also taking ‘advancement opportunities’ as a major concern for their turnover intention, while ‘working culture’ and ‘wellness at work’ is also considered as a determining factor for 26.6%和25%.分别占受访者的2%. 毕竟, a high salary will not help your employee stay motivated for a long period; only a workplace that brings a heightened sense of belongings to your employees help to retain your talents.

We have observed that Swedish companies tend to hire talents with high proficiency in 英语, 海外学习/生活经历, or experience working for international firms in 中国。. Talent with such a profile usually earns a higher salary than the market rates. Lack of work-life balance at Chinese companies is proven to be a key problem, 与乐博彩票官方app的工作文化形成鲜明对比. Swedish companies are advised to attract talent by marketing Swedish and your company’s core values and culture. With a culture that offers flexibility and agile working as one of its central pillars, it firmly places 乐博彩票官方app and the rest of Scandinavia on the positive side in the work-life balance map. Swedish companies focus on fewer hours but higher productivity. There is no strict hierarchy in Swedish work culture; organisations are generally flat with short reporting structures, which create room for better teamwork and higher creativity.

因此, Swedish companies should emphasise these unique company values to create a higher value of human resources management. 通过这样做, Swedish companies could offer a recruitment package that is more adapted to the market context of 中国。. 

Factors affecting turnover intention for Chinese Employees

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The way forward – our recommendations to Swedish companies in 中国。

Challenged by the volatile job market in 中国。 companies, we advise the Swedish companies to:

  1. Conduct position evaluations for roles to be hired, 提供更有力的职位描述, 并改进你的帖子来吸引合格的人, 动机的申请者.
  2. Do your homework to research 中国。’s labour market, e.g., choosing the right talent recruitment platforms, benchmark the salary levels for the position to offer a comprehensive compensation package and ensure not to underestimate local labour cost.
  3. Actively scout for candidates that may suit the position and be proactive in getting in touch with the identified candidates to introduce the position.
  4. Build a clear career path for employees that clearly display the possible paths for progression.
  5. 除了金钱奖励和奖金, Swedish companies should also attract and motivate employees through non-monetary incentives and other “soft” values as employees are expecting regular, 灵活的, and holistic benefits that add value to their personal and professional lives.

Please do not hesitate to contact us for a more in-depth discussion on your business expansion and how we could assist your company to build your 中国。-organisation.