CGL Consulting Co., Ltd’s Post

Although it may be said that there are numerous international brands in China, many of them have achieved great success. Brands like Volkswagen, McDonald's, Pizza Hut, Lululemon, and many others have established themselves successfully in the Chinese market. The localization strategies employed by these brands are not overly complex, nor are they set in stone. Some companies have established highly independent headquarters in China, while others have carved out their Chinese operations and formed local joint ventures. There are also companies that operate independently in China but place great importance on soliciting input from local employees. Ultimately, success in China relies heavily on a company's ESG practices. Strong governance practices contribute to success in China.

🏙️ Exciting Insights into Hong Kong's Commercial Property Market and Talent Trends! 🌟   Attention to all commercial property professionals! Cecilia Liang, Head of Property at KOS International Mainland China, shares an insightful analysis of the 2024 Q1 market and talent trends in Hong Kong's commercial property industry.   🔍Cecilia Liang will:   1. Interpret the latest trends and market insights in Hong Kong's commercial property industry; 2. Discuss whether companies prioritise top line or bottom line strategies in the current environment and how it impacts talent recruitment and mobility within the industry; 3. Provide career growth advice for property candidates;   👩💼📈 If you're pursuing career growth in the property industry or have an interest in this sector, don't miss Cecilia Liang 's professional insights and advice! 👉 Watch the full video to gain industry-leading insights and seize career development opportunities!   🌟 For more industry insights, please follow us! 🌟   #KOS #KOSInternational #HongKongCommercialProperty #CommercialProperty #MarketTrends #CareerDevelopment #PropertyIndustry #MarketAnalysis #TalentRecruitmentTrends #CommercialPropertyInsights #HongKongMarketDynamics #CareerDevelopmentAdvice #HongKongCommercialProperty #Recruitment #recruiting #recruitmentagency #recruiter #headhunting #bestrecruiter

Singapore proved that meritocracy is the best way to succeed, and thrive as a nation. The strongest companies make a conscious effort to seek out the top qualified candidates for promotions, or new hires; and the hiring managers proactively self-reflect on their internal biases. Here’s the equation: 1) Credentials 2) No Criminal Record 3) Psychometric evaluations 4) Competency based evaluations 5) Mental stability assessment 6) Experience & Life Exposure So, why in the hell are we still voting for politicians based on a popularity contest, and who secures the bigger endoresments from God knows who, and God knows what strings are attached.

Expanding your business into Asia? 🌏 It's a thrilling opportunity, but it's not without challenges. Here are some of the top hurdles you should be aware of before taking the leap: 🚀 Cultural Differences: Asia is a tapestry of cultures, each with its own unique customs, values, and business etiquette. Understanding and respecting these differences is crucial to building successful business relationships. 🚀 Regulatory Complexity: The regulatory landscape in Asia can be complex and varies significantly from country to country. Complying with regulations is essential to avoid costly fines and reputational damage. 🚀 Building Trust: Trust is the cornerstone of business relationships in Asia. Building and maintaining trust takes time, effort, and cultural sensitivity. 🚀 Market Fragmentation: Asia is not a homogenous market. Take the time to understand the nuances of each market you're targeting and tailor your products, services, and marketing strategies accordingly. 🚀 Talent Acquisition: Finding and retaining top talent in Asia can be challenging, particularly for companies unfamiliar with the local labor market dynamics. 📞 Is your company facing one of these challenges? Let's set up a call to discuss how we can help you navigate the complexities of expanding into Asia and drive your business forward! #BusinessExpansion #AsiaMarket #CrossCulturalCommunication #RegulatoryCompliance #TrustBuilding #TalentAcquisition #GlobalBusiness #LinkedInPost

🚀 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

Entering foreign markets poses significant challenges for companies, particularly due to their "foreignness." Outsiders often struggle with local business environments, cultural differences, credibility issues, and fewer resources. Examples include Uber's clash with Japanese regulations and Starbucks being overshadowed by Illycaffe in Italy. Companies often try to blend in with local competitors, but research and interviews with over 100 multinational corporations show that embracing foreignness can lead to growth and success. Here are effective strategies: 1.Leverage “Outsider Exception”: Outsiders can avoid local norms that hinder progress. 2.Build Influential Associations: Associating with influential figures or achievements can build trust. 3. Forge Strategic Alliances: Partnerships with local players can be mutually beneficial. Embracing foreignness, rather than minimizing it, can provide significant advantages. By leveraging outsider status, building strong associations, and forming strategic partnerships, companies can thrive in foreign markets. #strategy #competitiveadvantage #global #globalstrategy #marketentry

🇨🇳 Unveiling an insider secret from working in China! 🤫 Get ready to discover the hidden gems of Chinese work culture. Watch the vidoe for the full scoop! #ChinaInsights #WorkCulture #CareerTips #AsiaOpportunities #SecretRevealed #BehindTheScenes

Hong Kong is actively striving to attract top talents from various industries to propel its economic development. Thus, The Industry Park of Human Resources Service China in Guangzhou (Nansha) recently hosted a dynamic sharing session with managerial-level professionals from various industries. Vegas Liu, the Corporate Strategy & Development Manager at KOS, was invited as a guest speaker. The key topics include: 1. In-Demand Talent Profiles: - Hong Kong businesses are actively seeking talents with specialized skills in finance, technology, innovation, and business strategy. - These high-caliber profiles are in great demand to drive the city's development as an international financial centre and technology hub. 2. Supporting Talent Integration: - Hong Kong companies are committed to nurturing and developing their talent pool through extensive training, mentorship programs, and fast-track career advancement opportunities. - The dynamic business environment in Hong Kong provides talents with exposure to cutting-edge projects and global opportunities for professional growth. 3. Talent Concerns and Considerations: - Mainland Chinese talents considering work opportunities in Hong Kong are mindful of factors like work-life balance, housing affordability, and cultural adaptation. - Companies are addressing these concerns by offering comprehensive relocation support and fostering an inclusive work culture to help talents integrate seamlessly. The sharing session was a valuable platform for networking and exchanging insights among industry leaders. As Hong Kong continues to strengthen its position as a global business hub, the demand for specialized talents from mainland China remains high. Businesses are committed to supporting the growth and development of these professionals in the city. 🌐 For more information about KOS and our services, follow us on social media platforms (LinkedIn, Facebook, Instagram, WeChat, and Red Book😉) or visit our website. Join our KOS Family! Send your CV to [email protected] #KOS #kosinternational #hk #hongkong #Recruitment #recruiting #recruitmentagency #recruiter #headhunting #bestrecruiter #bestworkplace #bestemployer #TalentNeeded #Nansha #Talentneeded #HKbusinessmarket

Are you a good fit for an international role with a Chinese company? Helen (real name withheld on request), a young foreigner who has worked in Singapore for a few years, is seeking new opportunities to advance her career elsewhere in the region. Given her background in marketing and data science, she has highly sought-after credentials. She has options.  She has read about the growing number of Chinese enterprises expanding into overseas markets, including Southeast Asia, and are actively recruiting overseas talent. After doing her research, she has decided that working for a Chinese company could be a viable career option for her, but she can't help but wonder: "Am I the right candidate?" Traditionally, Chinese enterprises tap into two main pools of talent to fill international roles for their overseas expansion. The first are top executives who are already working in China and are willing to be relocated overseas. This includes their existing employees or external candidates from their industry, whether local Chinese, expats, or "haigui" (Chinese returnees). They already know what it's like to work in a Chinese workplace environment. The second group comprises top executives who are already based in the local markets that Chinese companies are expanding into. They have a solid understanding of and appreciation for the local culture, local regulations, and local customers. There is also a third group composed of outliers -- top talent with hard-to-find skill sets or special expertise who are based elsewhere and are willing to relocate. While the first two groups appear to offer sizeable pools of talent, in reality only a small percentage of such talent is considered "ideal" for key international roles with Chinese companies. This is the "sweet spot" that represents the delicate balance between Chinese know-how and global competitiveness -- often regarded as the terrain of Chinese professionals who have lived and worked overseas, or expats who have lived and worked in China. What does this mean for somebody like Helen, who on paper appears to fall outside the "sweet spot"? Stay tuned for more about this topic and other talent trends around 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! Connect with our Global Business team to discover #GlobalCareers and #JobOpportunities. #StrongeTogether #CareerDevelopment