Chi­nese firms con­duct US tal­ent searches

China Daily (USA) - - TOP NEWS - By CHINA DAILY and HONG XIAO in New York Congjiang Wang in San Fran­cisco and Wang Linyan in New York con­trib­uted to this story.

Top Chi­nese tech and fi­nan­cial com­pa­nies sought to re­cruit top tal­ent at a se­ries of re­cent events or­ga­nized by LinkedIn China on the US East and West coasts.

Re­cruiters and HR man­agers from more than 10 Chi­nese IT and fi­nan­cial com­pa­nies were in Sil­i­con Val­ley on Oct 29 and in New York this past week­end, at­tract­ing more than 300 Chi­nese pro­fes­sion­als in the US con­sid­er­ing re­turn­ing home for their ca­reers.

Ac­cord­ing to rep­re­sen­ta­tives from lead­ing Chi­nese tech com­pa­nies such as Baidu, Ctrip, Netease and LeEco, after en­joy­ing fast growth in China, in­ter­na­tion­al­iza­tion is the com­pa­nies’ next ob­jec­tive, and re­cruit­ing in­ter­na­tional tal­ent is a key step.

He Ren­liang, se­nior re­search and devel­op­ment di­rec­tor at Ctrip, one of the top five on­line travel agen­cies glob­ally, said his com­pany has won the bat­tle with its com­peti­tors in China. Now the fo­cus is over­seas.

He ad­mits his com­pany still has a lot to catch up com­pared with US com­pa­nies, and they are look­ing to im­prove through re­cruit­ing in the US.

“It’s un­re­al­is­tic to com­pete with tech gi­ants such as Google and Ap­ple in terms of re­cruit­ing,” he said at the re­cruit­ing event in Moun­tain View, Cal­i­for­nia.

“The num­ber of en­gi­neers with the level of skill we want is lim­ited, and we couldn’t com­pete with Amer­i­can com­pa­nies in terms of salary, but it is the first step of the process,” he added.

On the other hand, some Chi­nese com­pa­nies ex­pect the vast Chi­nese mar­ket to draw top tal­ent to China.

Zhang Xiao­long, tech di­rec­tor of Netease, China’s sec­ond­largest on­line des­ti­na­tion, hopes China’s mar­ket po­ten­tial will help close the gap, ac­cord­ing to Bloomberg.

“For the past few years, China’s in­ter­net mar­ket has been grow­ing re­ally fast,” Zhang added. “We need the tal­ent to keep the trend go­ing, and it is a po­ten­tial only China can of­fer.”

Aside from com­pet­ing with US com­pa­nies in terms of salary, re­cruiters from Chi­nese com­pa­nies have to con­vince prospec­tive em­ploy­ees to ad­just to Chi­nese busi­ness cul­ture and leav­ing Sil­i­con Val­ley. Many chose to go to es­tab­lished re­search cen­ters in the US in­stead of re­lo­cat­ing.

Michael Zhang, di­rec­tor of the Sil­i­con Val­ley R&D cen­ter for Neu­soft group, a Chi­nese multi­na­tional provider of soft­ware en­gi­neer­ing ser­vices, said Sil­i­con Val­ley will al­ways carry the torch of in­no­va­tion. There­fore, his com­pany chooses to have its work­ers re­main in Sil­i­con Val­ley in­stead of re­lo­cat­ing to China.

Wang Dongyan, VP of emerg­ing tech­nol­ogy cen­ter for Midea, a top ap­pli­ance-maker, said that with a re­search fa­cil­ity in the US, the com­pany would have a slight edge in re­cruit­ing.

“What a lot of peo­ple don’t re­al­ize is peo­ple are afraid of leav­ing the Sil­i­con Val­ley,” Wang said. “If you leave here for six months, then you are pretty much be­hind.”

Wang said Midea would adopt a busi­ness model in which the top level tal­ent would de­velop the soft­ware in the US and fin­ish the la­bor-in­ten­sive work in China.

He said that the com­pany wants to re­cruit a large num­ber of peo­ple with an in­ter­na­tional back­ground to work in China. In or­der to fit into a global econ­omy, his com­pany would adopt English as the lan­guage of in­ter­nal com­mu­ni­ca­tion.

For ZTE, this year was the first time that the Shen­zhen-based telecom­mu­ni­ca­tions com­pany sent a team to re­cruit at col­lege cam­puses around cities such as Los An­ge­les, San Fran­cisco, Bos­ton and New York.

Zeng Li, as­sis­tant pres­i­dent and man­ager of hu­man re­sources at ZTE, said that the com­pany is look­ing to ex­pand the ra­tio of cam­pus re­cruit­ment from 60 per­cent to 80 per­cent.

Ac­cord­ing to Zeng, over­seas Chi­nese grad­u­ates are gen­er­ally more knowl­edge­able than their peers in China in terms of English, in­ter­na­tional out­look, prob­lem solv­ing and trou­bleshoot­ing.

ZTE has open po­si­tions in wire­less re­search, cloud com­put­ing and sales.

“We don’t have a limit in num­ber. We just want to find the right tal­ent,” he said. “It’s good to see more Chi­nese com­pa­nies search­ing for Chi­nese tal­ent out­side China.”

Lu Changda, a mas­ter stu­dent of man­age­ment of tech­nol­ogy at New York Univer­sity who is about to grad­u­ate next year, was one of about 50 stu­dents at ZTE’s re­cruit­ment meet­ing in New York on Sun­day.

Lu be­lieves he would have more op­por­tu­ni­ties at Chi­nese com­pa­nies like ZTE in China, while H-1B (work visa) is a ma­jor con­cern for grad­u­ates who want to stay in the US.

“It should be a big de­ci­sion for Chi­nese tal­ents over­seas to move back to China, so what we are do­ing here first is to let them un­der­stand our sin­cer­ity,” Guo Yue, head of hu­man re­sources at Taikang As­set Man­age­ment Co Ltd, said in New York on Satur­day.

“(After lis­ten­ing to the in­tro­duc­tion from those com­pa­nies,) I re­al­ized that the as­set man­age­ment is de­vel­op­ing not badly in China, (and) I will con­sider (mov­ing) back,” said Gao Yang, a cur­rent Cit­i­group em­ployee in New York.


Re­cruiters and HR man­agers from Chi­nese fi­nan­cial com­pa­nies at­tend a re­cruit­ing event or­ga­nized by LinkedIn China in New York on Satur­day, at­tract­ing Chi­nese tal­ents in the US turn­ing their eyes back to the mar­ket in their moth­er­land.

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