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瀚纳仕: 海外中国人才回流意在职业发展前景和薪酬待遇

(2014-12-01 23:42:32)
标签:

瀚纳仕

海外

薪酬

hroot

人力资源

分类: 行业新闻
(2014年12月1日,/HRoot.com/)招聘专家瀚纳仕最近对500名在海外学习或工作并考虑回国发展的中国籍人士针对职业规划、回国动机、特殊价值,以及雇主吸引海归人才的最佳方式方面展开的一项调查指出,越来越多的海外留学人员因为国内良好的工作机会和职业发展前景而选择回国开启职业生涯。 

瀚纳仕亚洲区执行总监Christine Wright指出,此项调查的意义在于,海归人才,相对于没有海外工作经验且对薪资要求较低的应聘者而言,具有独特的价值所在。“对于依靠外籍人士管理中国业务的中国和西方企业,启用海归人才可以成为他们另一种明智的选择。尤其是具备海外工作经验的海归人才将脱颖而出。仅仅具备海外学习经验并非一个直接优势 ,海归人才需要具备国外工作经验才能超越没有出国的高学历本地人才。 

瀚纳仕亚洲区执行总监Christine Wright

该调查还发现: 

----  动机:41%的受访人表示家庭纽带是吸引其回国的重要动机、13%的受访人表示是中国的文化与生活方式;另有17%的人表示中国存在的就业机会也是另一个动机,25%的受访人称他们的动机是在中国可能有更快的职业发展机会 

----  企业性质:67%的海归人才希望能够在回国时就职于外商独资企业。 

----  工作地:42%的海归人才希望在上海工作,23%选择北京,9%深圳,7%广州,3%苏州。  

----  行业选择:超过三分之一(35%)的海归人才倾向于金融服务行业。12%希望就职于IT/通讯行业,11%倾向于专业服务行业。而大约5%选择了广告/媒体、教育、工程、保健/医药/医疗设备/生物科技、石油天然气/资源及零售行业。 

----  薪资水平:30%的海归人才希望能保持其当前工作的待遇标准,或者是留学当地市场的薪酬水平。34%认为只有获得更高薪水才会回国。只有31%愿意接受薪酬下降以回国获得好的工作。 

----  竞争优势:几乎一半(49%)的海归人才认为,跨文化沟通技能是他们在就业市场中的主要优势。只有融入另一种文化并积累工作经验才能获得理解并适应不同文化的能力。“ 

----  求职时长:海归人才对于回国工作机会保持乐观态度。大部分人希望能够在三个月内找到工作;18%认为将在一个月内找到工作,而53%认为将在一至三个月内找到工作。五分之一的人(21%)希望能够在三至六个月内找到工作,7%的人认为将花费超过六个月时间在国内找到工作。 

----  海外工作意向:海外中国人才回国趋势,为本地劳动力市场注入能量。然而,对于雇主而言,用工整体情况并不十分乐观。在另一项调查中,瀚纳仕询问了297位中国本土求职者的海外工作意向。近一半的(49.5%)求职者表示他们会考虑到海外就职,以获得更好的工作机会、职业发展或开阔视野。42.8%会因为空气质量等生活因素考虑到海外工作。只有7.7%不会考虑到海外工作。因此,可以看出专业人才的海外流动需求似乎并没有出现减弱的迹象。  

Hays survey: a faster career path and stimulating salary scheme will bring Hai Gui home  

(Dec. 1, 2014,/Hroot.com/) Family ties bring many Hai Gui back home, but good job opportunities and the possibility of a faster career path are also key to attracting returners, according to a survey by recruiting experts Hays. Hays spoke to 454 Chinese residents who are either studying or working overseas, but thinking about coming back to China for their next career step. 

"Returning Chinese offer employers the opportunity to recruit local talent with highly valued international experience, but they come with a price tag,” says Christine Wright, the Managing Director for Hays in Asia. “For employers, they are an alternative for both local and Western businesses that have relied on Western expatriates to run their Chinese operations.  In our survey, we sought to find out what motivates Hai Gui to return, what real value they offer over less expensive candidates without overseas experience, and what is the best approach to their recruitment.” 

According to the findings: 

----  Motivations: 41% of returners are motivated to return in order to live closer to family. A further 13% miss the culture and lifestyle in China.  17% feel that China has more job opportunities for them, and 25% expect to have a faster career path in China.  

----  Type of organisation: 67% want to work for a foreign-owned enterprise when they return. 

----  Location: 42% want to work in Shanghai, 23% in Beijing, 9% in Shenzhen, 7% in Guangzhou and 3% in Suzhou.  

----   Industry: Over one third (35%) want to work in China’s financial services industry. 12% want to work in IT/telecommunications, and 11% in professional services. Around 5% or less want to work in advertising/media, education, engineering, healthcare/pharmaceutical/medical devices/biotech, oil & gas/resources and retail. 

----  Salary: 30% want to earn a salary equivalent to their current earnings. 34% will only come back to China if they can increase their salary. 31% are willing to take a drop in salary to return to a good job. 
----  Advantages: 49% said cross-cultural communication skills are their number one advantage over local candidates. 26% said it is their overseas work or internship experience. 

----  Length of jobs search: The majority expect it will take three months or less to find a job; 18% think it will take less than one month to find a job in China and 53% said between one to three months. One in five (21%) expect it to take three to six months to find a job, while 7% said it will take them more than six months to find a job back in China.  

----   Movement overseas: In a separate survey, Hays asked 297 jobseekers if they would consider working overseas, either now or in the future. Almost half (49.5%) said they would consider working overseas for better job opportunities, career development or exposure. A further 42.8% would consider working overseas for lifestyle factors, such as air quality. Just 7.7% would not consider working overseas. So it seems that the movement of professionals overseas shows no sign of abating. 

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