CGL Consulting Co., Ltd’s Post

...Have you noticed it too?👀 ...how few foreign faces we see on the streets in China? Join me as we launch the "𝗛𝗲𝗹𝗹𝗼 𝗖𝗵𝗶𝗻𝗮 𝗼𝗿 𝗚𝗼𝗼𝗱𝗯𝘆𝗲 𝗖𝗵𝗶𝗻𝗮?" 𝗙𝗼𝗿𝗲𝗶𝗴𝗻𝗲𝗿𝘀 𝗶𝗻 𝗖𝗵𝗶𝗻𝗮 𝗨𝗽𝗱𝗮𝘁𝗲 𝟮𝟬𝟮𝟰 at our upcoming event: Workforce Dynamics: - International Talent in China’s Evolving Economy 📅 Date: Thursday, 31st October 🕓 Time: 16:00 China Time 📍 Location: German Centre Shanghai 🌍 Do you know... • How 𝗺𝗮𝗻𝘆 𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝗰𝗲 𝗽𝗲𝗿𝗺𝗶𝘁𝘀 were issued in China last year? • How many are for 𝘄𝗼𝗿𝗸𝗶𝗻𝗴, 𝗮𝗱𝘂𝗹𝘁 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝘀? • Which nationalities have the 𝗹𝗮𝗿𝗴𝗲𝘀𝘁 𝗳𝗼𝗿𝗲𝗶𝗴𝗻 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝗶𝗲𝘀 here? • Which 𝗽𝗿𝗼𝘃𝗶𝗻𝗰𝗲 has the most foreigners by far? • Which city has more foreign residents: 𝗦𝗵𝗮𝗻𝗴𝗵𝗮𝗶 𝗼𝗿 𝗕𝗲𝗶𝗷𝗶𝗻𝗴? • What are the 𝗮𝗴𝗲 𝗴𝗿𝗼𝘂𝗽𝘀 of foreigners living in China? With the ongoing 𝘁𝗿𝗲𝗻𝗱 𝗼𝗳 𝗹𝗼𝗰𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻, there are key questions we must ask ourselves: • When should a Western company localize their leadership team? • When does it make sense to continue with a foreign manager? We will also hear from 3 expert speakers who will share their experiences on: • 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗔𝗣𝗔𝗖 𝗳𝗼𝗿 𝗮 𝗳𝗼𝗿𝗲𝗶𝗴𝗻 firm  • Working for a large 𝗖𝗵𝗶𝗻𝗲𝘀𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 that is expanding globally  • The importance of the 𝗘𝘅𝗽𝗮𝘁 𝗦𝗽𝗼𝘂𝘀𝗲—a major challenge for international assignments ending early with Julie Marx 💡 Join us for this insightful offline event! Register here: ⬇️  https://lnkd.in/djFF4qR7 I'm excited to see you there and to share these important insights with you. Pic for attention: A recent trip to 少林寺 The Shaolin Monastery and birthplace of Shaolin Kung Fu.

A fair and insightful analysis of the current situation “on the ground”. While the issue of insufficient expat talent in China has been well document and reported in the past 10 years, it has indeed become more severe since the pandemic. Many companies seem to have understood the issue. The challenge lies in two intertwined aspects: 1/ employees show no desire to go China anymore; 2/ China as a destination does not appeal to global talents as much as it used to. Multinationals can partially address the first point through incentives, fast-track career development schemes etc. for talents willing to move to China. The second point, unfortunately, is beyond the influence of companies and depends largely on geopolitical and China-domestic factors. #China #talents #careers #expats #chinabusiness

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 

We speak to companies all the time who feel like there is a vast knowledge gap between their HQ and their operations in China. I am frequently asked why, as a China specialist, I'm based in New York or why we have offices in the U.K. This is why. We fill the knowledge gap, we keep the HQ informed and up to date, and our role has become more important than ever! We are your trusted China advisor, partner, and (sometimes) therapist. We are transparent about our work and operations. Whether you're looking for a stepping stone into China or are ready to take your business to the next level in China, we are here to help you succeed. Great article by the Financial Times and Joe Leahy

I had the privilege to present at a conference at Southern Taiwan University of Science and Technology, where I discussed the challenges and opportunities faced by Vietnamese migrant workers in Taiwan, particularly those employed in factories. The presentation was not only a platform to share research insights but also an opportunity to amplify their voices – individuals who are making invaluable contributions to Taiwan’s economy. I emphasized the importance of fostering long-term, mutually beneficial relationships between businesses and workers. When companies invest in better working conditions and sustainable practices, it not only improves workers’ quality of life but also ensures the shared growth and success of both parties. Furthermore, I strongly believe that creating a fair and supportive work environment, regardless of one’s background, is the foundation for sustainable progress for all. This topic deeply inspires me, and I hope the ideas shared during this session can spark meaningful and positive changes within the migrant labor community. #Taiwan #Vietnam

Embarking on a journey that took me from Korea to the USA and finally to Hong Kong has blessed me with a global mindset and the ability to adapt swiftly, skills I’ve used to make a positive impact. It’s been 11 years since Hong Kong became my new home, and it was an instant connection. The city’s diversity, culture, cuisine, and people, it’s a blend that’s hard not to love. Language was never a barrier, which made the transition smooth and kept any pangs of homesickness at bay. It felt like a slice of the USA but with its own unique Asian essence. My colleagues in Hong Kong were incredibly welcoming, helping me find my feet, and those workplace friendships quickly turned into a deeper bond. We’ve shared so much joy and success, both professionally and personally. Hong Kong is more than just a place I live, it’s where my heart is. Having shared my affection for Hong Kong, I’d like to delve into the changes I’ve observed in recent years, noting that these are my personal insights and may differ from those of other expatriates. The city has seen a notable migration of talent to Singapore. I faced a similar crossroads but chose to stay in Hong Kong, a decision that has led to my current unemployment, a situation I accept without regret. Before 2023, language requirements were not as stringent, and my hiring decisions were based solely on merit, skills and experience. The necessity for Chinese language proficiency was not prevalent, as Hong Kong served as the central hub for Asia, primarily requiring English for its international business. However, the landscape seems to be shifting. With many expatriates leaving, there’s an apparent trend towards a more localized workforce. This raises critical questions about Hong Kong’s self-perception as an Asian hub and whether it’s content with a more narrowed focus on local markets. Despite the availability of skilled international professionals, the emphasis on Chinese language skills has become a barrier, potentially sidelining those who contributed to Hong Kong’s past glory. In contrast, Singapore is actively cultivating a diverse workforce, attracting international talent to its shores. The approach in Hong Kong, where employers appear to be favoring local talent less qualified, may inadvertently diminish the city’s global stature and overlook the valuable contributions of its international community. It prompts a moment of introspection: Are we distancing ourselves from our storied past, and what implications does this have for Hong Kong’s identity and competitive edge? As for myself, despite aligning with roles that match my skill set, the language question often ends the conversation before it truly begins…

UNLOCKING NEW HORIZONS Are you considering a move to Asia? Well-developed economies such as Singapore, South Korea, Japan and Hong Kong are attracting Kiwis looking for better employment opportunities. Don't delay, get a no-obligation comprehensive moving quote today, click: https://lnkd.in/gFXuFarU #MovingToAsiafromNZ #NewOpportunities #GlobalLiving #FullRelocationService #MovingandShippingtoAsia #RelocatetoAsia

Singaporeans pride themselves on being global citizens, but why are fewer of us taking the leap to work abroad? Despite government initiatives like the $16M OMIP, the numbers tell a stark story: many prefer the comforts of home over the challenges of the unknown. Let’s face it: *Singapore’s success is its biggest challenge*. A secure environment, stable careers, societal pressures, and "golden handcuffs" are keeping talented professionals from venturing out. The result? A generation of leaders with limited exposure to global markets, while multinationals struggle to find Singaporeans ready for top regional roles. But here’s the truth no one wants to say out loud: *comfort breeds complacency*. In today’s competitive global economy, the future belongs to those willing to disrupt their routines, embrace uncertainty, and adapt to diverse cultures. To the companies: are you truly supporting and rewarding those who take risks? To the talent: are you bold enough to invest in yourself and step into the global arena? The choice is ours. Stay comfortable - or become indispensable. What’s your take? Let’s spark a conversation. 💬

So in some ways, Singaporeans are not very Asian! Disclaimer: I can't find how the Ranstad's report defines "Singaporean" in their survey (i.e. only citizens, citizens and PRs or Singapore-based employees?). Nonetheless, the below findings do resonate with me and I am surprised the rest of Asia differs so much.... Also, I attribute my views to my inherent cynicism (Being a fan of the cyberpunk genre from an early age have shaped my views of corporations.) 1. Only 1 in 10 of Singapore-based workers believe their career is influenced by the employer more than themselves. 2. Only 5% of Singapore-based workers says the employer is responsible for their motivation at work. 3. Only 9% of Singapore-based workers says the employer is responsible for their motivation at work. The article goes deeper into the which countries Singapore is surprisingly similar with and more.