Overseas Returnees Encounter Embarrassment Of "Demand Dislocation"

"Recruitment companies require job seekers to have master's degree or overseas work experience. For graduating students, this is basically an impossible task."

13, in the face of the more than 500 jobs offered to returnees in this recruitment fair, Li Jingwen, who studied and lived in Australia for six and a half years, sighed, "returnees looking for jobs and enterprises need to be misplaced, so we need to find the right balance between the two."

On the 13 day, the second returnees sponsored by the association of European and American students and the Chinese Association for studying abroad

Li Jingwen graduated from the accounting department of University of Wollongong in Australia. He was biased towards employment in foreign enterprises. The monthly salary he could receive ranged from 4000 yuan to 8000 yuan.

To her embarrassment, most of the job fairs wanted to recruit high-end R & D personnel, or management personnel of the enterprises, requiring applicants to have many years of overseas experience in working, while for assistant positions, she felt that she would earn more abroad than in China.

After interviews with recruiters from several enterprises and eventually throwing out four resumes, Li Jingwen admitted, "I don't know much about the domestic situation and need to have a process of pformation."

"There are few job fairs for overseas returnees.

Jia Lulu reminded foreign students who have just returned from their graduation to be cautious in choosing their first job. Their job must conform to their future career planning, otherwise, "the limitations of future development will be great."

In recent years, with the internationalization of China's domestic business and the expansion of overseas market demand, it has attached much importance to returnees' foreign language ability and overseas experience.

On the day of the recruitment meeting, the overseas recruitment companies are mainly large state-owned enterprises, research institutions and high-tech private enterprises, providing jobs in the fields of technology, energy, finance, real estate and so on, and most of them require many years of overseas work experience.

"I hope to use this platform to recruit overseas highly educated people with working experience.

"It seems mature talent can only be recruited through headhunting companies or other ways."

Zhu Kang, director of human resources at the General Contracting Department of Beijing urban construction group, said that the company currently has branches in Malaysia, Singapore and Mozambique, hoping to recruit overseas returnees with more than five years of work experience to work locally, but "it is hard to find such talent in the market".

She has participated in 3 returnees recruitment fairs this year, but the vast majority of applicants are graduating students.

Turning to the "embarrassment" of dislocation between job seekers' job search and enterprise needs, Li Ke ya, manager of recruitment department of Beijing foreign enterprise human resources service limited, said that 60% of the current returned talents in the job market are basically "zero experience". In terms of job hunting, returnees themselves do not take any advantage in the big van primary election, and personal experience and professional experience, especially foreign industry experience, have higher added value.

She reminded overseas students to accumulate professional experience during their studies.

"At present, there has been gratifying changes in the mentality adjustment of returned overseas job seekers, who are more flexible and willing to compete with domestic graduates on the platform."

Li Ke Ya pointed out that, for today's returnees, the meaning of going abroad is not that the first job returned to China can get a higher salary than local graduates, but that after choosing a good occupation, the advantages of language, international background, innovative spirit and adaptability accumulated in overseas study will be released slowly in the work.