As HR professionals, we all know that the success of an international assignment depends on selecting not just the best qualified, but the “right” candidate. This is especially true for China, because of its complex and ever-changing business environment and also cultural differences between the Middle Kingdom and many Western countries. So, how do you find the right expat for the job? Let’s explore the key factors.

Understanding the Importance of Expat Selection

Choosing the right expat isn't just about filling a position; it’s about ensuring long-term success for your company. The individual you send to China will represent your company's interests in a market that requires deep understanding and strategic finesse. A poorly matched expat can struggle to adapt, which may lead to costly setbacks. So, successful expatriates to China will possess a combination of professional skills and also have cross-cultural adaptability. Not only do candidates need technical know-how and a good network in their home country for ease of cross-subsidiary communication, but they should also show emotional resilience and a highly developed cultural quotient (CQ).

An example of a former client company of mine is high turnover rates for expats to China, because they always sent the technically best engineers, but neglected to train them in intercultural topics. So, these engineers, while best-in-class technically, crashed and burned when it came to interacting with their Chinese colleagues. This made work stressful, and many left their assignments prematurely.

And, while a seasoned marketing manager who has worked in the APAC region may know regional business norms, they will only succeed in China if they are able to navigate cultural contexts like indirect communication and knowing how to let their counterpart save face during negotiations.

The Impact of China’s Economic Growth on Expatriate Needs

As China continues to grow economically, more Western companies seek to establish a foothold there or solidify their market presence. This has increased demand for expats who can manage international operations effectively while navigating China’s competitive business landscape. This is increasingly important, because there is a growing pride in products and services “made in China” among the local population. And less trust that imported goods or foreign brands automatically mean better quality.

Why the Right Candidate Matters for Long-Term Success

Sending the wrong expat can hurt your business more than help. Cultural misunderstandings, business missteps, or lack of local knowledge can tarnish relationships, hinder operations, and damage the company’s reputation in China. Picking the right expat is essential for building a sustainable presence. But more than that – the best qualified expat will not be successful if their partner and/or family do not support the move. Or if their family relocates alongside them, but is then desperately unhappy in their new Chinese environment.

Key Skills and Qualities to Look for in Expats

Not everyone is cut out for a demanding expatriate role in China. Certain skills and qualities are non-negotiable when selecting the best candidate. Here are some of the top traits to look for:

Cultural Intelligence and Adaptability

One of the biggest challenges in China is understanding the intricate cultural dynamics. An expat with a high cultural quotient (CQ) will navigate these challenges smoothly, building relationships that are critical to business success. Adaptability is key, as cultural missteps can happen without a flexible mindset.

So, how do you evaluate candidates’ cross-cultural competence? Offering a tailored cross-cultural training or providing pre-departure coaching will be invaluable for this. Both training and (group) coaching programs should include understanding Chinese customs, ways to acquire language basics, and teach the societal values that drive business decisions. A good training program will always assess an employee’s readiness through simulations, role-playing exercises taken from real-life experiences in China, and self-reflective elements.

Language Proficiency and Communication Skills

While not all expats need to be fluent in Mandarin, a working knowledge of the language will certainly enhance communication. Beyond language, strong interpersonal communication skills are vital for establishing trust and ensuring smooth collaboration with Chinese counterparts.

Leadership and Problem-Solving Abilities

Leadership is essential, especially in high-stakes environments like China. Expats need to be decisive and able to solve problems in real-time. The ability to lead across cultures, bridge gaps, and create a cohesive work environment is crucial.

Industry-Specific Knowledge and Qualifications

China’s market is unique. It is essential that the expat not only understand your business but also how your industry operates within China’s regulatory framework. Having a strong grasp of industry standards, trends, and competitors in China will set them up for success. This, most often, will mean that the ideal candidate has already had international work experience.

Prior International Work Experience

Candidates with prior international experience in emerging markets will always be the preferable choice. Their experience in adapting to a fast-changing business environment will be helpful in navigating China’s markets. If you have a candidate with previous work experience in Southeast Asia, South America or other developing countries, they may find it easier to get used to the Chinese approach to doing business due to their familiarity with non-Western professional settings.

Challenges Expats Face in China

Moving to China isn’t a walk in the park. Expats will face a range of challenges, from cultural barriers to navigating the legal system. Preparing them for these obstacles is essential.

Cultural Barriers and Social Adaptation

Understanding underlying cultural norms and expectations goes much deeper than knowing how the Chinese present their business card to a new professional acquaintance or who sits where at a Chinese business dinner. What is considered “right/wrong”, “honorable/dishonest”, “on time”, “polite” etc. are important concepts that can be taught in intercultural trainings, but will more often be learned in day-to-day professional interactions. And ideas such as Chinese culture’s heavy emphasis on relationships, known as "guanxi" are best experienced firsthand.

Navigating China's Regulatory and Business Landscape

China’s regulatory environment is complex and ever-changing. Expats must be prepared to comply with local laws and business practices, which may differ significantly from their home countries. A lack of preparation in this area can lead to legal complications and delays.

The Role of Pre-Assignment Training and Preparation

No matter how skilled the expat, preparation is key. Offering pre-assignment training will equip them with the tools they need to thrive.

Cross-Cultural Training Programs

How do you evaluate candidates’ cross-cultural competence? Offering a tailored cross-cultural training or providing pre-departure coaching will be invaluable for this. Both training and (group) coaching programs should include understanding Chinese customs, ways to acquire language basics, and teach the societal values that drive business decisions. A good training program will always assess an employee’s readiness through simulations, role-playing exercises taken from real-life experiences in China, and self-reflective elements.

Language Immersion and Learning Resources

Offering language classes or immersion programs before the assignment will accelerate the learning curve. Even basic Mandarin skills can drastically improve expats’ ability to navigate day-to-day interactions. For more ideas on how your candidates can study Chinese and what they should look out for, see our blog post Fun and Effective Ways to Learn Chinese.

Company Support for Expats in China

The role of the company doesn’t end once the expat is on the plane. Ongoing support is vital for candidates’ long-term success.

Relocation Assistance and Housing Support

Moving to a new country is daunting. Providing assistance with housing, schools, and local orientation will help expats settle in more easily, reducing stress and increasing productivity.

Onboarding and Mentorship Programs

Pairing new expats with a mentor who has previously worked in China can make a world of difference. This peer guidance helps them navigate both professional and personal challenges. If your company does not have an in-house program but would like support for its (future) expats, see if our Ambassador program may be a good fit for you.

Retention Strategies for Expats

Retaining top talent during and after the assignment is crucial for maintaining continuity. Without proper incentives, expats might not complete their assignments or return for future roles.

Competitive Compensation and Benefits Packages

Offering competitive salaries, bonuses, and benefits such as health care, housing, and education for their children will keep expats motivated to stay. This is especially challenging in today’s economic environment.

Work-Life Balance and Family Support

Ensuring a healthy work-life balance is key to retaining expats. Offering flexible work arrangements or family support programs can make a big difference in their overall satisfaction. Research consistently shows that failure rates in expat assignments are significantly linked to family dissatisfaction or the inability to adjust to the new environment.

For more information on our offers for spouses (1:1 Transition Coaching, Group Coaching, WeChat Support), take a look at our services section.

Tailoring Support Systems for Expats and Their Families

To minimize the risk of assignment failure, companies need to offer robust support systems. These include assistance with housing, healthcare, and employment opportunities for spouses. Research proves that particularly spouse support plays a vital role in assignment success rates, as spouses tend to face more challenges than the expatriate employee.

The Impact of Local Chinese Talent vs. Expats

Sometimes, local talent might be a better fit. Understanding when to prioritize locals over expats can enhance business operations.

When to Prioritize Local Talent Over Expatriates

In some cases, hiring local talent may be more cost-effective and culturally efficient than bringing in an expat. Companies should assess the specific needs of the assignment to determine the best approach. With every position, companies should evaluate whether a local talent or a non-Chinese employee are the better fit.

Integration of Expats with Local Teams

In case a global talent has been identified as the best option, successful integration between the expat and local teams is critical. Both parties need to collaborate and leverage their unique skills to drive the business forward.

Measuring the Success of Expat Assignments

Measuring the performance of your expats can help you determine the overall success of the assignment.

KPIs for Expats in China

Key Performance Indicators such as business growth, relationship development, and cultural integration are strong signs of how well an expat is performing in their role. They should be set up in tandem with the candidate for transparency’s sake, and reviewed periodically.

Continuous Feedback and Evaluation Mechanisms

Regular feedback sessions will allow expats to adjust and refine their strategies, ensuring that they are aligned with the company’s goals. These should happen not only with their management on-site, but also with headquarters.

Overall, finding the right expat for assignments to China is a complex but vital process. With the right skills, preparation, and support, expats can be instrumental in driving your company’s success in this dynamic market. By focusing on cultural adaptability, leadership, and strategic preparation, you can ensure your expats are well-equipped to thrive in China.

Julie has been there for me in a coaching role throughout my career to date in terms of guidance and helping me navigate challenging times. Her help and support has been pivotal for my personal growth and development and I am very thankful for her time.

Sherryl M., Sri Lanka

Your Company’s Success in China is Guaranteed

when you provide qualified support not only to your expats going to China, but to their spouses as well

Frequently Asked Questions

What are the key qualities to look for in an expat for China Assignments?

Cultural intelligence, adaptability, leadership, and language skills are essential traits.

What challenges do expats face when moving to China?

Expats encounter cultural barriers, language difficulties, and complex legal regulations.

How important is cultural training for expats going to China?

Crucial. Without proper training, expats may struggle with cultural norms, causing misunderstandings.

How can companies support expats during their assignments in China?

Provide housing, relocation assistance, mentorship, and ongoing professional support.

How can I contact you?

You can reach us at julie@chinaexpatspouse.com

+86 152 0400 1727. We are always happy to answer your questions.

What is the best way to measure the success of an expat assignment in China?

Use KPIs like business performance, cultural integration, and relationship-building as key metrics.

Have any questions?

If you have any questions about our services, feel free to contact us.