• 1、高效利用海外各大招聘渠道

    ​和国内一样，国外也有自己的几大招聘网站，例如：CareerBuilder，Indeed，Monster Jobs等。另外，在LinkedIn上扩大自己的Network, 寻找中意公司的HR和Hiring Manager并请求互关或寻求Referral，在Glassdoor上搜索企业评分和面经，都是海外求职者必备的应聘手段。

    与国内不同的是，海外应聘者在点击申请职位之后，并不会在直接招聘网站上完成投递。绝大多数的海外招聘广告，均带有企业网申站点的投递链接。在这种情况下，应聘者可直接在网申站点上填写企业自定义的网申申请表，并上传简历。通过这种方式收取到的简历也可从网申站点直接进入招聘管理系统，Recruiter不再需要等待招聘网站将简历转发至公司邮箱。因此，海外招聘得以实施的关键，是创建一个有效的英文版网申站点。

    1. Efficiently Leveraging Major Overseas Recruitment Channels

    Just as is the case domestically, the international landscape features its own major job boards—such as CareerBuilder, Indeed, and Monster Jobs. Furthermore, expanding one's professional network on LinkedIn—specifically by identifying HR representatives and hiring managers at target companies to request connections or seek referrals—and utilizing Glassdoor to research company ratings and interview experiences are essential strategies for job seekers abroad.

    A key distinction from the domestic recruitment process is that overseas applicants typically do not complete their application submission directly on the third-party job board itself. The vast majority of overseas job postings include a direct link to the company's own online application portal. In this scenario, applicants proceed to the portal to fill out the company's customized application form and upload their resumes. Resumes submitted in this manner flow directly from the application portal into the company's Applicant Tracking System (ATS); consequently, recruiters no longer need to wait for the job board to forward the resumes to the corporate email inbox. Therefore, the critical factor for successfully executing overseas recruitment is the establishment of an effective, English-language online application portal.

    2、利用好英文版网申站点，不只是事半功倍

    归国后6年后，王先生已是某互联网公司的技术VP。谈及当初为何下定决心回国工作，王先生说，国外的生活就像一湖池水，是一眼望到头的安稳，而他想要成为的，从来都不是垂钓者，而是踏浪人，可他一直在犹豫回国后会不会不适应国内的环境。“但是我依然清楚地记得，那天晚上打开公司的海外招聘网站后，那股强烈的互联网设计风格和令人印象深刻的slogan——We Pioneer（我们是先锋者）。我当时坐在电脑前咂了咂嘴，默默地想：‘这么巧，我也是。’不久，我就坐上了回国的飞机。”

    浏览国外大型招聘门户，你会发现，这些拥有着无数求职者Dream Job 的雇主们，都在首页用超过2/3的篇幅强调着同一件事情：企业文化。

    Google说：“做有意义的酷事儿。”

    苹果说：“投入你一生引以为傲的工作，让你的成就令世人瞩目。”

    卡夫说：“我们是最棒的，我们正改变着世界。”

    有了Slogan，应聘者对这些雇主的印象不再是简单模糊且千篇一律的“高大上”，他们变得具体，充满活力而且独具个性。这些门户网站一方面引导着求职者的文化认同感，另一方面，又强调着自己的与众不同。先锋者寻找先锋者，实干家招揽实干家，如果你是the best, 这么巧，我也是。

    谁说企业文化培训是从入职开始的？聪明的雇主早就在求职阶段，利用文化传播和渗透，吸引着劳动力市场上最优秀的那群人了。这绝不仅仅是雇主品牌建设这么简单，他们还在吸引同类。相比其他，同类显然更容易在未来成为企业的同盟者。

    2. Make the Most of English-Language Application Portals—It’s More Than Just Doubling Your Efficiency

    Six years after returning to China, Mr. Wang now serves as the VP of Technology at a major internet company. When asked why he ultimately decided to return home to work, Mr. Wang explained that life abroad felt like a still pond—a state of stability where one could see the entire journey from start to finish. Yet, what he had always aspired to be was not a fisherman casting a line into calm waters, but a wave-rider—someone who surfs the crests of change. For a long time, however, he had hesitated, wondering if he would be able to adapt to the domestic environment upon his return. "But I still remember it clearly: that night, when I opened the company’s overseas recruitment site, I was struck by its bold, distinct internet-style design and its impressive slogan—'We Pioneer.' Sitting there at my computer, I paused for a moment, quietly thinking to myself: 'What a coincidence—so am I.' Not long after, I was on a plane heading back home."

    If you browse the major international job portals, you will discover that the employers offering the "dream jobs" sought by countless applicants all dedicate more than two-thirds of their homepage real estate to emphasizing a single theme: corporate culture.

    Google says: "Do cool things that matter."

    Apple says: "Devote your life to work you can be proud of, and let your achievements capture the world's attention."

    Kraft says: "We are the best, and we are changing the world."

    Thanks to these slogans, applicants’ impressions of these employers are no longer merely vague, generic, and cliché notions of being "high-end and prestigious." Instead, these companies become tangible entities—vibrant, dynamic, and brimming with unique personality. On one hand, these portals cultivate a sense of cultural affinity among job seekers; on the other, they underscore their own distinctiveness. Pioneers seek out fellow pioneers; doers recruit fellow doers. If you are "the best," then—what a coincidence—so are we.

    Who says corporate culture training only begins once you’ve joined the company? Savvy employers have long utilized cultural dissemination and immersion during the recruitment phase to attract the very best talent available in the labor market. This goes far beyond the simple act of "employer branding"; they are, in essence, attracting their own kind. And compared to others, those who share a common spirit are far more likely to become true allies and partners within the organization in the future.

    3、有一个尊重多样性的申请表很重要

    国外企业的网申申请表，一个最大的特点就是尊重求职者的多样性，尽量避免由求职者的自然属性而引发的选择偏见。比如，在美国，没有一个正规的招聘门户和网站会要求应聘者上传照片。以貌取人是人类的天性，虽然HR和Hiring Manager还是会在面试环节见到简历背后的庐山真面，但至少企业有意识地在简历筛选和申请环节中避免了这种偏见发生的可能。

    这不是说你一定不可以在网申中要求应聘者上传照片，但是，请不要把它设为必填项，给应聘者充分的尊重和选择的权利。同样的还有关于性别、年龄、种族、健康等问题。以年龄为例，国内的网申，通常需要应聘者填写准确的出生年月。而国外的网申，更多的只询问应聘者是否已满18岁。如果应聘者的性别对你特别重要，我们建议你在英文版网申中，在男、女选项之外，加入第三个选项：I don’t want to identify。这个选项给了应聘者不回答的权利。说实话，很少有人会去选它，但它的加入，有助于提高海外求职者在申请过程中的雇主体验。

    还有几个tips：在美国，大家都不是有身份证的人，他们大多用驾照。所以，别忘了在英文版网申中把ID Number 改成Driver License Number。另外，Last Name 一定要放在 First Name之前，想象一下HR在用姓名排序后的Excel中看到一大串重复的Ann, Bob, Emma, Jennifer的郁闷脸。把Last Name 放在前面，对应聘者的排序和搜索都会变得更容易。

    3. It Is Crucial to Have an Application Form That Respects Diversity

    One of the most significant characteristics of online application forms used by international companies is their respect for applicant diversity, aiming to minimize selection bias stemming from an applicant's personal attributes. For instance, in the United States, no reputable recruitment portal or website would ever require applicants to upload a photograph. While judging people by their appearance may be human nature—and HR professionals and hiring managers will inevitably see the "real person" behind the resume during the interview stage—companies can at least consciously eliminate the possibility of such bias occurring during the initial resume screening and application phases.

    This does not mean you are strictly forbidden from asking applicants to upload a photo during the online application process; however, please do not designate it as a mandatory field. Instead, grant applicants the full respect and the right to choose whether or not to provide one. The same principle applies to questions regarding gender, age, race, health status, and similar topics. Take age, for example: domestic online applications in China typically require applicants to provide their exact date of birth. In contrast, international online applications often simply ask whether the applicant is at least 18 years of age. If an applicant's gender is of particular importance to you, we recommend that—in the English version of your application form—you include a third option alongside "Male" and "Female": "I prefer not to identify." This option grants applicants the right to decline to answer. To be honest, very few people actually select this option; however, its inclusion helps enhance the overall candidate experience for international applicants during the recruitment process.

    Here are a few additional tips: In the United States, individuals do not carry a national "ID Card" in the same way people do elsewhere; most Americans use their driver's license for identification purposes. Therefore, be sure to change the field label from "ID Number" to "Driver's License Number" in the English version of your application form. Furthermore, you should always place the "Last Name" field *before* the "First Name" field. Just imagine the look of frustration on an HR professional's face when they sort an Excel spreadsheet by name and are confronted with a seemingly endless list of identical entries like "Ann," "Bob," "Emma," and "Jennifer." By placing the "Last Name" first, you make it significantly easier to sort through and search for specific applicants.

    4、应聘者的体验比你想的更重要

    跟亚洲人相比，西方人更乐意跟陌生人聊天。他们在大街上相遇喜欢点头微笑，排队买个咖啡，也要赞美一下陌生女孩的衣着和首饰。这种对陌生人的友好文化，也体现在面试过程中——他们的面试时间更长。通常情况下，一对一的面试时长不会少于一个小时。有一些高管甚至需要更多的时间来完成面试。有家公司的HRVP曾因为下属给她安排了一次60分钟的面试专门跑来跟下属强调：“你可能不知道，我所有的面试都需要90分钟。说真的，60分钟？你让我跟候选人聊什么呢？谈话都还没有真正开始。”

    与国内不同的是，几乎所有美国公司在安排面试时都是以应聘者为中心的，就连实习生的岗位也是如此。他们会尽量把所有的面试安排在同一天，让候选人不间断地见完所有的面试官。很多时候，候选人还需要跟其中一位面试官共进午餐（HR会尽量选择一位开好车的老板带候选人出去吃饭）。毫无疑问，这可以有效地提高应聘者的雇主体验，省去了来回奔波的麻烦，提高面试效率。但是，它的缺陷也是显而易见的，公司高管的时间大幅度地被面试占用，七八个管理层一天下来都在围着一个候选人打转。对HR来说，安排一场这样的面试，有可能要花费4-8个小时，对管理层的时间安排进行反复调整和确认。

    如今，那些选择了“需要更周全的考虑”海外华人逐渐意识到，美国已经不再那么可爱了。而中国，像一片广阔的蓝海，吸引着那些不甘平凡的踏浪者。川普来了，人才回流的高峰，也已悄然到来。

    注：文中的数据及图片均来自CareerBuilder的《海外华人归国意愿调查报告》，感谢！

    海外招聘整体解决方案

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    4. The Candidate Experience Matters More Than You Think

    Compared to Asians, Westerners are generally more inclined to strike up conversations with strangers. When passing one another on the street, they often exchange nods and smiles; even while queuing for coffee, they might take the opportunity to compliment a stranger—perhaps a young woman—on her outfit or jewelry. This culture of friendliness toward strangers is also reflected in their interview processes—specifically, in their longer interview durations. Typically, a one-on-one interview lasts no less than an hour. Some executives even require significantly more time to complete an interview session. The HRVP at one particular company once went out of her way to emphasize a point to a subordinate who had scheduled a mere 60-minute interview for her: "You may not realize this, but *all* of my interviews require 90 minutes. Seriously—60 minutes? What am I supposed to talk about with the candidate? The conversation wouldn't have even truly begun yet!"

    Unlike the situation in China, almost all U.S. companies adopt a candidate-centric approach when scheduling interviews—even for intern positions. They strive to consolidate all interview rounds into a single day, allowing the candidate to meet with every interviewer consecutively and without interruption. In many instances, the candidate is even invited to have lunch with one of the interviewers (HR departments typically try to select a senior executive—preferably one who drives a nice car—to take the candidate out for the meal). Undoubtedly, this approach effectively enhances the candidate's "employer experience," sparing them the hassle of commuting back and forth while simultaneously boosting the overall efficiency of the interview process. However, the downsides are equally apparent: a significant portion of the company executives' time is consumed by interviews, with seven or eight members of the management team potentially spending an entire day revolving around a single candidate. For HR professionals, organizing such an interview schedule can take anywhere from four to eight hours, involving repeated adjustments and confirmations of the management team's calendars.

    Today, those overseas Chinese who had previously opted to "give it more careful consideration" are gradually coming to realize that the United States is perhaps no longer quite as appealing as it once seemed. Meanwhile, China—resembling a vast "blue ocean" of opportunity—is attracting a new wave of ambitious pioneers who refuse to settle for the ordinary. With the arrival of the Trump era, a peak in the "talent repatriation" trend has quietly begun.

    Note: All data and images featured in this article are sourced from CareerBuilder’s *Report on Overseas Chinese’ Intentions to Return Home*. Our sincere thanks go to them.

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