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In the bustling city of Singapore, a young Filipino professional named Helen (real name withheld upon request) scans her phone for a list of jobs recommended by LinkedIn. Having worked in the city-state for a few years, she is looking to either return to her home country or consider other opportunities in the region. With a highly sought-after background in marketing and data science, Helen faces no shortage of opportunities. She is particularly intrigued by the growing number of Chinese enterprises expanding into overseas markets, including #SoutheastAsia, and actively recruiting overseas talent.  She often seeks information about what it’s like to work for a #Chinese company and notes that, for experienced overseas #professionals like herself, perceptions of working for a Chinese firm haven’t always been positive -- but this could be changing. "I remember my grandparents in the Philippines saying that in the 1960s, they were skeptical of anything labeled 'Made in Japan,'" Helen recounted. "But by the 1980s, Manila's elite were driving around in Japanese-made Sports Utility Vehicles (SUVs), a status symbol of sorts. In the 1990s, my parents held the same skepticism about cheap Korean-branded cars and products. Today, my generation of Filipinos is among the most K-pop-crazy markets in the world."  She added: "Perceptions are fluid. Overall, I can say that I am much more open to working for a Chinese company than I was just a few years ago.  If you do your homework and look around, whether it's #Internet companies, #electricvehicles (EVs), #newenergy, #biotech, or #smartmanufacturing, you would see a lot of Chinese companies at or near the top in terms of market share or brand image. They've made a good account of themselves internationally." So far, her research has convinced her that working for a Chinese company overseas could be a viable career option for her in the near future. But there are a few hanging questions she hasn't quite figured out yet: Would she be a good fit for a Chinese company? Would she even be considered as a potential candidate? How can she put herself on their radar? Watch this space for a new series exploring the latest #talent trends among Chinese companies expanding overseas and what these mean for both local Chinese and international talent in terms of #careeropportunities. Follow CGL Consulting Co., Ltd. for more #insights on how to continue #creatinggreatervalue in 2024 and keep abreast of #China's exciting #talentmarket! #strongertogether

𝗪𝗵𝘆 𝗢𝗻𝗹𝘆 𝟯% 𝗼𝗳 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗱 𝗘𝘅𝗽𝗮𝘁𝘀 𝗶𝗻 𝗞𝗼𝗿𝗲𝗮 𝗪𝗼𝗿𝗸 𝗮𝘁 𝗟𝗮𝗿𝗴𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 Of the nearly 1 million employed expats in Korea, only 3% work at large companies with over 300 employees. This is nearly five times lower than the 14% of Koreans employed by such companies. Here are 5 reasons why getting into Korean conglomerates is so challenging for expats: 𝟭. 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗶𝘀 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗯𝘂𝘁 𝗡𝗼𝘁 𝗮 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿 For foreign candidates, fluent Korean is often a prerequisite—not a unique value proposition. It might make you stand out when competing with other foreigners, but against native Korean candidates, it only levels the playing field. 𝟮. 𝗙𝗶𝗲𝗿𝗰𝗲 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 Nearly 64% of Korean job seekers rank large corporation jobs as their top career choice. Why? Higher income, job security, and prestige. The recruitment process is highly competitive, involving multi-round evaluations, written tests, and interviews. Many candidates prepare for months just to pass the initial stages. 𝟯. 𝗔 𝗗𝗲𝗲𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗼𝗼𝗹 Korea boasts one of the most educated populations in the world. Korean job seekers are armed with impressive “specs” (short for specifications)—a term used to describe their hard skills, academic background, certifications, and professional experience. "Specs" play a significant role during initial screenings, and Korean candidates are often highly prepared in this regard. 𝟰. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀 Large Korean conglomerates tend to be hierarchical, with deeply embedded cultural codes that influence daily corporate life. HR departments often assume that foreigners might struggle to adapt—even if that’s not always the case. 𝟱. 𝗛𝗤 𝘃𝘀. 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗢𝗳𝗳𝗶𝗰𝗲 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀 While Korea’s conglomerates rely heavily on exports and value global perspectives, most foreigners hired by these companies work in regional offices abroad to support local markets. Headquarters roles in Korea remain limited for expats. 𝗪𝗵𝗮𝘁 𝗗𝗼𝗲𝘀 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗛𝗼𝗹𝗱? Even as 8 out of 10 foreign graduates express a desire to stay in Korea, the dynamics of hiring at large companies are unlikely to shift soon. Many expats will face a tough decision: wait for a large corporate offer or embrace entrepreneurship opportunities or opportunities in startups. What would you choose? #korea #jobs #expats #외국인채용

This insight is timely. Korean society needs to prepare to attract talented foreign workers to address the impending labor shortage and fierce global competition for talent. Last month, while working in the Tokyo office, I was impressed by the diverse workforce, a trend embraced by both multinational and large local companies in Japan. Many Korean universities rely on foreign students eager to work in Korea. High-profile talents from my network have also inquired about working in Korea, but I had to honestly convey that opportunities are rare. I hope the government and companies see this as an opportunity to make the country an attractive and inclusive global talent market!

The Korea's Rigid Labor Market for High-Caliber Talent and Its impact on Individual Growth Korean professionals are working hard to adapt to technological changes and build personal brand to establish themselves as top talent. They invest in lifelong career development through self-improvement books, seminars, and networking. Despite these efforts, indirect experiences often fall short of fostering expert-level skills, prompting individuals to seek opportunities aligned with their career goals. What causes underdevelopment of Korea’s High-Caliber Talent Market ? Despite Korea's "compressed economic growth" its talent market has not progressed as rapidly. Long-term loyalty to a single company is celebrated, while short tenures are stigmatized, limiting talent mobility. Constraints such as loyalty expectations and non-compete clauses further restrict movement between companies. Unlike advanced economies where professionals move freely to optimize expertise, Korea's rigid system hampers talent allocation. Uncertain industry prospects also push some professionals to shift to stable, high-income careers such as law or medicine later in life. What are the barriers to talent mobility between large corporations? Korean conglomerates impose strict measures to prevent employees from transferring to competitors, protecting trade secrets but limiting career mobility. Senior executives are often internally promoted, valuing loyalty over external expertise. Professionals with long tenures in one organization face costly and limited options when transitioning careers, particularly in their late 40s and 50s. Lastly, ageism hinders free flow of top talent across industry. Younger generations like Millennials and Gen Z seek meaningful work and growth opportunities, viewing jobs as more than just survival tools. While early career transitions are easier, mobility declines significantly after the late 40s. Some professionals explore foreign companies or SMEs to pursue fulfillment. However, Korea’s talent market remains segmented, with conglomerates, foreign firms, and SMEs operating in isolation. SMEs often recruit from similar backgrounds, reinforcing rigid career paths that resemble a social caste system. This creates stark disparities in compensation, with conglomerate employees earning significantly more than their SME counterparts. My advice for the Korean professionals facing unique challenges is that they should adopt a "compressed career management" It includes 1) Adapt to Change: Continuous learning, especially in AI and big data, is critical for staying competitive. 2) Positive Mindset & Resilience: Building resilience and maintaining a positive attitude help navigate uncertainties. 3) Personal Branding: Effective networking and digital marketing to enhance individual visibility and opportunities in the global scene. #CareerManagement #Talent #PersonalBrand #Conglomerates #Mindset #Resilience #AI #Bigdata #NonCompeteClause

Great list of factors provided by Oleg here, but a few additional thoughts I wanted to add 🤓 First of all, it’s clear that within the factors given some are way more influential than others. No.4 is by far the largest in my opinion, and the cultural barriers are enlarged by Korean HR as Oleg mentioned. No.5 is the Culture Barriers of Company Culture. Smaller companies are forced to look beyond the Korean talent pool and tend to hire more foreigners (relative to their size) whereas larger companies have the luxury to pick whoever they want from the Korean workforce. Additionally they are more rigid with their policies, whereas smaller companies which might be founder owned can do what they want. I myself did enter one of Korea’s largest companies, Hyundai as one of the first locally hired foreigners. But 12 years later there are still a similar amount of non Korean employees there, despite strong efforts to attract more foreign talents. Lastly, I think it’s important to distinguish between “expats” and immigrants / foreign workers. I was never an expat, I graduated my MBA in Korea and joined a Korean company, then left to setup my own business. Expats are usually mid-term work assignments within companies, getting assigned to a senior management role in a foreign country with “expat benefits” such as work visa, housing accommodation, education subsidies and other living allowances. It’s fundamentally easier to be an expat in Korea because the company is supporting and overcoming the entry barriers, plus there is always a stronger rationale for global companies to use overseas talent that is already familiar with the organisation. However overall there is a downward trend of the amount of MNC expats due to the high costs and ever more talented local workforce not to mention technological developments that make remote work more feasible. So the Korean foreign population is mostly comprised of SE Asian and other LEDC labour doing low skill and semi-skilled work in low paying jobs. This tends to be for Korean SMEs who supply the Korean large corporations and export what they produce. Therefore not surprising to see a low employment rate in larger companies. Good food for thought Oleg! Thanks for sharing

As Chinese companies increasingly expand their operations #overseas, they are actively seeking a diverse range of #talent to support their #global ambitions. One of the most sought-after categories of talent? "Sea turtles from Internet companies aged 35 and older." What does that mean? "Sea turtles" refer to the millions of #Chinese who have returned to the country after having studied or worked overseas. In Mandarin, the homonym word "haigui" literally means "returning from across the sea." Sea turtles are prized for their #international experience and ability to bridge cultural gaps between China and the world. In China's competitive #Internet industry, turning 35 often brings anxiety to many #professionals due to the local industry's penchant for youthful talent. However, this age can be an advantage abroad. According to CGL data, the average age of mid-to-high-end overseas professionals is 37, and foreign workplaces tend to be more age-tolerant. This dynamic makes this category of talent highly desirable for Chinese #companies with #global ambitions. Stay tuned for a new series exploring the latest talent trends among Chinese companies expanding overseas. Follow CGL Consulting Co., Ltd. for more #insights on how to continue #creatinggreatervalue in 2024 and keep abreast of #China's exciting #talentmarket! #strongertogether

🌟 Thinking about working for a local branch of a Chinese company that's expanding overseas? Here are the benefits and unique advantages: Pros: Global Opportunities: Gain international exposure while working in your home country. 🌍 Career Growth: Rapid career advancement as these companies expand and establish themselves in new markets. 🚀 Cultural Exchange: Enhance your global business acumen by working with colleagues from diverse backgrounds. 🌏 Innovation: Be part of cutting-edge projects and innovative work environments. 💡 Job Security: Strong financial backing and stability as these companies grow. 🔒 Networking: Build a diverse network with professionals from various cultures and industries. 🤝 Competitive Compensation: Attractive salaries and benefits to retain top talent. 💰 Professional Development: Access to extensive training programs and resources. 📚 Local Work Environment: Enjoy working locally without the language barriers, while still gaining global experience. 🌐 Flexible Work Culture: Experience a blend of work practices that combine local and international best practices. ⚖️ Working for a local branch of a Chinese company expanding overseas offers a unique blend of global opportunities and local convenience. It’s a chance to grow your career while staying close to home. #CareerOpportunities #ChineseCompanies #GlobalWork #ProsAndCons 💼✨

Unlocking Global Talent: Why Hiring Overseas Workers is a Game-Changer In today's global economy, businesses have endless talent options beyond borders. Sponsoring overseas workers can bring unique advantages, from fresh ideas to new skills, that fuel growth and competitiveness. Top Benefits of Hiring Global Talent 🌐 Unique Skills and Expertise Hiring internationally gives access to different educational and technical backgrounds that can elevate a company’s capabilities. Advanced Skills: Some countries lead in fields like IT, engineering, and data science. - Specialised Knowledge: Unique courses and training abroad often add niche skills not found locally. - Innovative Thinking: Diverse educational styles encourage creative problem-solving and fresh approaches. 🌈 Diversity Drives Innovation A diverse workforce adds new perspectives that foster creativity and innovation. Overseas employees bring fresh methodologies and best practices that can spark improvement and keep companies competitive. 💼 Stronger Brand Presence Employing a global team builds a brand’s reputation for inclusivity and collaboration, making it appealing to customers and partners alike. Hiring internationally may require an upfront investment, but it pays off with top talent, cultural enrichment, and a legal, compliant path to growth. For companies looking to lead in today’s world, embracing a global workforce is a smart strategy. #GlobalTalent #Unlock #Advantages #Overseas #Employees #Recruitment #Skills #Diversity #TheWorldIsYourOyster

🚀 Ever wonder why you're not scaling new heights in your career? The answer lies in your hunger for success! 3 Key Takeaways! 1️⃣ The Chinese drive for success involves relentless ambition and taking risks that many Singaporeans shy away from. 2️⃣ Their market competitiveness pushes individuals to excel within short timeframes, as exemplified by Gina's impressive journey in just five years. 3️⃣ Investing in personal growth, like public speaking and self-improvement, is crucial to making your mark and seizing new opportunities. Quote of the day🌟 Success demands visibility and the courage to showcase your skills and take calculated risks! #InsuranceAgentSG #SuccessMindsetSG #AsianMarketInsights #PersonalGrowthSG

Almost everyday I get the same question: “What’s the job market like right now?” The simple answer is “It’s tough.” I’m not going to sugar coat it, but higher cost markets in the region like Singapore, have been negatively impacted. These are markets that have been disproportionately effected due to restructures and reorganisations as companies look to reduce costs. This started with tech and digital scale ups and has flowed through to the real economy. The difference to 12 months ago is that rather than these restructures being broadcasted they are now taking place quietly behind closed doors. The purpose of this post is to highlight that if you’ve been impacted you’re not alone. In the current climate it’s not down to capability or talent, but often simply down to dollars and cents and the costs of operating. Don’t lose sight of the experience, talent and skills that you can and will bring to an organisation. On a practical level, if you are looking for a role treat it like a full time job and network, network, network. 🎯Polish up your CV 🎯 Draw up a list of companies you want to work for and actively reach out to their HR or head of the function you’re interested in 🎯 Leverage your personal network of friends, family and ex colleagues 🎯 Join networking events 🎯 Reach out to those in the recruitment community With the above in mind set practical weekly objectives, eg: ✅ Applying to X number of jobs ✅ Sending introductory emails to x number of company contacts ✅ Attending x number of events ✅ Having lunch/coffee with X number of people in your network ✅ Take time to reflect/ recharge (your mental health is important) It’s a tough and competitive market, but there are opportunities and activity creates opportunity. I can”t remember who said it, but there’s truth in this: The harder you work the luckier you get 🍀 Most importantly don’t hang your head, you have value and you will be valued again I’ve been through enough downturns to know that that the market will turn, it’s just a question of time, so keep going, it’s probably closer than you think 💪 #grit