China is a large country with a population of 1.3 billion and is the world's largest consumer and producer of clothing. Overseas clothing light industry enterprises can be considered a "myth" to achieve great success in the Chinese market. The development of domestic clothing light industry enterprises in China does not have significant advantages in terms of experience accumulation compared to overseas enterprises. Moreover, there are many labor-intensive enterprises in China, and this advantage cannot be easily "decoded" by overseas enterprises. Therefore, "local talent" is a key factor in creating myths in the Chinese market for overseas clothing and light industry: leveraging the familiarity of local talents with the market and their natural adaptability to the Chinese cultural environment, it promotes the rapid integration of business into unfamiliar competitive environments. However, obtaining 'local talent' is also a challenge that is difficult to overcome.
How to compete for talent with numerous local giants? How to leverage the advantages of local talent to achieve business overtaking in the short term? An overseas unicorn enterprise has achieved this "dual myth" in China。
The enterprise is a well-known clothing industry brand in Europe and America. Now, the enterprise has entered China, continuing its Innovative business model and fully targeting the characteristics of China's booming economy, huge consumption and production. However, it is also difficult for the enterprise to replicate its past success in the Chinese market:
To rapidly expand the business, it is necessary to match a suitable talent team；
China has a vast territory, and it is necessary to establish experienced operational teams in all major regions of the country (covering 1/2/3 tier cities) to quickly provide standardized service support for enterprises in China, such as training, management, quality supervision, marketing strategy development, etc；
It is necessary to establish a senior management team familiar with the Chinese market as soon as possible: make appropriate strategic plans for the development of the entire enterprise in the Chinese market, and respond quickly to external changes and competition。
At that time, the talent team in the Chinese region of the enterprise was basically in a "0" state. In order to achieve business goals as soon as possible, the overseas headquarters of the enterprise entrusted Future to assist in talent recruitment work。
So, as a new brand that needs to conduct business in China, how can we attract more talents to join by using the method of "individual endorsement for the enterprise"? What role did Future play in it？
Wide coverage of recruitment positions and levels:
From basic positions to mid to high-end positions, there are various job categories involved, including core and support positions such as offline operations, marketing, quality management, and business development manager
The enterprise is an international brand with a "cross-border" background requirement for most candidates, and some target candidate groups are also clustered in several fixed large "clothing light industry" enterprises
The company's headquarters and founder are located overseas, making it difficult to communicate with top candidates
Set up a communication window: arrange a project manager to communicate with clients on requirements, report project progress, and control the overall quality of the project, saving clients' time and energy, and ensuring accurate and effective communication Arrange a BD manager to be responsible for all business agreement related matters, ensuring that the progress of the project itself is not disturbed in any way All recruitment consultants involved in the project are divided according to their respective functions and positions, ensuring that each consultant has sufficient resources and experience within their scope of responsibility, and promoting a compact and efficient work pace for the entire project。
Adequate talent market research: avoiding risks from recruitment onwards
Helping clients gain a deeper understanding of the current situation of the Chinese talent market, enabling them to make more accurate strategies for attracting and managing human resources in the future
Strengthening the brand attractiveness of customers in the Chinese market: building a "sustainable" candidate pool
For the domestic light industry, the customer is a new brand. To break through the many well-known domestic and overseas brands that have entered China for many years and attract outstanding talents, it is necessary to explore unique shining points from the brand and the future development of the enterprise, in order to enhance the recognition of the target candidate for the enterprise. At the same time, this is also an important foreshadowing for the company's long-term development in the Chinese market
Helping bridge cultural differences: directly providing the necessary cognitive and communication foundation for the formulation of business strategies
Firstly, help customers understand the characteristics of the Chinese market, the cultural environment, and the competitive situation of China's light industry
Secondly, to facilitate unobstructed communication between outstanding candidates and the CEO of the company, and to engage in in-depth and diversified communication on the company's business model and development direction
By bridging cultural differences, customers can have an accurate understanding of the Chinese market environment, make appropriate talent choices, and develop more precise business strategies
Provide advice on employment risks: ensure compliance and optimize labor costs
As a one-stop human resource solution expert with business coverage in the Asia Pacific region, Future not only has rich experience in recruitment, but also has deep accumulation in human resource management, salary and welfare services, labor law interpretation, and other aspects. It can provide customers with comprehensive human resource solutions, helping them balance cost optimization and corporate compliance
Future has helped clients build a strong executive team
Future has assisted clients in recruiting talent teams covering multiple positions and regions
The executive team, through its successful development in the client company, has provided the corporate brand with new appeal and successfully attracted many candidates to join, including former colleagues and superiors of executive team members. We need to allocate resources to achieve this.
Having a deep understanding and rich successful experience in recruiting leading figures and professional talents in the light industry, and having direction in expanding candidate channels and methods of communication with candidates
Maintain the principle of "one window service" for each project, save energy and time for customer communication, ensure accurate transmission of requirements, and ensure efficient project progress
Adopting the "Build", "Operate", and "Transfer" service modes to ensure orderly connection of project processes, structured steps, and accountable results, allowing customers to enjoy worry free services
Strong business expansion ability, in addition to batch recruitment, we also provide products and services such as headhunting recruitment, recruitment process outsourcing, and salary outsourcing to help the comprehensive development of the enterprise.
Our business covers over 100 cities across the country and 8 countries and regions in the Asia Pacific region. We can support various large-scale cross-border projects and assist overseas enterprises in entering China and Chinese enterprises in going global.
For overseas enterprises, entering the Chinese market is equivalent to starting from "0" in an unfamiliar environment. However, starting from '0' does not mean going from 'nothing' to having. Overseas enterprises have had successful development experience before, but can this experience be equally applicable to the Chinese market? How can we integrate and coexist with the characteristics of the Chinese market, and then find and highlight our unique competitive advantages? To answer these questions, it is not only necessary to understand the development situation and competitive landscape of the industry in China, but also to understand the impact and constraints of China's cultural and social environment on enterprise development, and then to understand the series of choices, strategies, and practices of Chinese domestic peers who have grown up in this environment. This has precisely become a problem that many overseas enterprises are helpless.
The same applies to talent recruitment. In China, 80% of candidates are passive job seekers, and excellent candidates are often between the ages of 30 and 40, serving as the backbone of their families. This group of people also pays more attention to the recognition of social evaluation systems. Therefore, most of them are extremely cautious when transitioning to their career status, afraid of failure, and have more detailed requirements for employers. "Change" is not as good as "unchanged".
In this case, the client, as a foreign brand that has "ventured" into China's light industry, is unable to compete with local large factories in terms of salary conditions, employer brand influence, visibility, and future development stability. What is the key to attracting these cautious talents from the talent market with numerous large factories? As a talent expert who started in China and has been rooted in China for more than 20 years, Future deeply understands the unique culture that has prevalent the Chinese light industry: sharing, innovation, equality, and founder branding. These cultures have had a significant impact on the way of thinking and life choices of generations. Finding a connection between the culture that the candidate firmly believes in and the customer brand not only promotes the smooth recruitment of talent, but also gives the team gathered with this belief in creating myths.
