Recruitment services in China
Recruiting the most suitable talented local managers and staff is not just important – it is crucial. At PTL Group, we are continually screening and recruiting candidates for our clients, and our experience provides us with a unique perspective and judgment. We recruit sales managers and technical staff for a wide variety of industries. As many of our clients also utilize our Shared Office service, we are highly experienced in overseeing the results of our recruiting efforts on a day-to-day basis.
HR Management
PTL Group provides comprehensive HR management services throughout the entire employee lifecycle process, in order to establish both the candidate and employer’s confidence as a starting-point for sustainable success.
If you have a business entity in China, we will provide you with all the necessary HR functions to manage your staff needs. If you don’t have an entity, we can provide complete employee management support and supervision, in accordance with specific needs and policies.
Our ongoing HR support includes:
- End-to-end office administration
- Employment contract negotiation, preparation and review
- Salary calculation and payroll administration
- Employee social benefit calculations & documentation
- Employment visa and work permit application (for foreign employees)
- Staff budget and expenses control & monitoring
Here’s some more information on our recruitment & HR services in China –
Recruitment in China is an essential PTL Group expertise. Over the years, we have recruited hundreds of candidates for our clients, across a wide range of industry sectors and at all levels of seniority. As we already mentioned, our recruitment is complemented by additional services, including employment agreement drafting, work permits handling, payroll services in China and more.
Here’s a step-by-step description of how we find and build local teams for our clients:
- Market mapping – Employed as an initial strategy to help us identify high-level candidates across specific industries.
- Salary benchmarking and variable incentives – These help us construct the best package for your company’s needs.
- A thorough screening process – Our experienced recruiters assess all candidates in order to establish the best possible shortlist.
- Process & probation period – If no suitable candidates are found in the first round, we will repeat the process twice within six months. If the chosen candidate’s employment is terminated during the probation period, we will conduct a new search process – free of charge. The search process is conducted by a bilingual Chinese and English-speaking staff.
Here’s a little more information on our China recruitment process:
- STAGE 1: We kick off the process by evaluating the job description and providing an estimate of both the position salary and the expected duration of the recruitment process.
- STAGE 2: The second stage includes collecting CVs of candidates and conducting phone interviews. In a short time, our experts put together a shortlist of the top candidates, in full collaboration with your needs. We also send you detailed reports on shortlisted candidates, for your review.
- STAGE 3: The final stage begins with interviews of final shortlisted candidates, which we conduct together with your representatives. After we select the final candidate, we conduct a thorough background check. The PTL Group HR manager will communicate ongoing updates on the search process, including when developments occur and on a daily or weekly basis, depending on your preference.
Q&A about Recruitment & HR management in China
What is an Employer of Record?
An Employer of Record (EOR) in China is a third-party service provider that acts as the legal employer of a company’s employees in China. The EOR handles employment aspects such as payroll, taxes, social insurance, benefits, compliance, and legal issues.
An EOR is useful for foreign companies looking to establish a presence in China without setting up a legal entity, which can be time-consuming and expensive. By partnering with an EOR, companies can hire employees in China while retaining operational control, as the EOR manages the administrative and legal responsibilities, ensuring compliance with Chinese labor laws and timely payment of salaries and benefits. To build your local China team, read about an Employer of Record in China.
How Does an Employer of Record Work in China?
An Employer of Record (EOR) in China acts as a third-party service provider that manages the administrative and legal aspects of employment on behalf of a company. Here is how an EOR works in China:
- Hiring and onboarding: The EOR recruits, hires, and onboards employees on behalf of the company, ensuring that they meet all legal requirements and have the necessary visas and permits to work in China.
- Payroll and benefits: The EOR manage payroll and benefits for the employees, ensuring that they receive their salary, bonuses, and other entitlements on time. The EOR also handles tax and social insurance payments, ensuring compliance with Chinese laws.
- Compliance and legal issues: The EOR ensure compliance with Chinese labor laws and regulations, including employee contracts, termination procedures, and severance payments. The EOR also manages legal issues such as employee disputes and litigation.
- Operational control: While the EOR manages the administrative and legal aspects of employment, the company retains operational control over the employees. This means that the company is responsible for managing the employees’ day-to-day activities and performance.
- Reporting and transparency: The EOR provides regular reports to the company on employee performance, payroll, and compliance issues. This ensures transparency and allows the company to monitor its operations in China.
What are the advantages of Using a Local Employer of Record in China?
Using a local Employer of Record (EOR) in China provides several benefits for foreign companies:
- Legal Compliance: An EOR ensures the company remains compliant with complex Chinese labor laws and regulations, reducing the risk of legal disputes and fines.
- Cost Savings: Avoid the time-consuming and expensive process of setting up a legal entity in China, allowing the company to focus on core business operations.
- Faster Market Entry: Expedite the hiring and onboarding process, enabling quicker and more efficient market entry.
- Flexibility: Easily scale the workforce up or down without worrying about administrative and legal employment aspects.
- Local Knowledge and Expertise: Benefit from the EOR’s in-depth understanding of the local labor market, culture, and regulations, helping to navigate cultural or legal barriers for a smooth market transition.
Overall, a local EOR in China offers a cost-effective and efficient solution for foreign companies, handling administrative and legal employment aspects while the company focuses on its core business and strategic goals.
How do Chinese trade unions differ from those in Western countries?
Unlike Western trade unions, Chinese trade unions are not independent entities. They operate under the leadership of the Chinese Communist Party and must align with its principles. Employers are required to support the union’s functioning and allocate 2% of employees’ salaries towards its activities.
What is required for a labor contract to be legally effective in China?
For a labor contract to be legally effective in China, it must be written in Chinese and customized based on the company’s location. The contract should specify the employment terms, job description, working hours, vacation days, and benefits package.
