Employing Chinese Talents

The participants were welcomed by Kjeld Erik Brødsgaard, professor and director, Asia Research Centre, CBS, and then shortly briefed about the Asia Research Centre at Copenhagen Business School and the topic of the meeting.

Verner Worm, professor, Asia Research Centre and director, Copenhagen Business Confucius Institute, CBS, started his presentation by noting that China is one of Denmark’s main trading partners and that for many Danish companies China is becoming the second home market to which their production and R&D are increasingly being moved. The ability to attract talents to Danish and Chinese branches and retain them is therefore of crucial importance for many Danish companies today.

When employing a Chinese talent, companies get a person who is willing to work hard and is able to think both analytically and holistically. Furthermore, Chinese talents will provide companies with an understanding of the Chinese market, culture and language and at the same time will make it possible to gain access to otherwise closed networks.

As an employer, the company will have to challenge the Chinese worker and also be sure to provide the Chinese employee with intensive training.

Heidi Wang, area manager, Niels Brock, delivered a presentation with the headline “Chinese Talents – Made in Denmark.” As of 2010, 1 out of 7 foreign students in Denmark is Chinese. These Chinese students’ studies vary both in their levels as well as in their topics. 80 percent of them are studying science and technology, both of which have been referred to as Denmark’s future.

Various networks and associations for the Chinese living in Denmark have been founded, and what is common for these associations is that a large percentage of their members hold either a master degree or higher. These are talents which Danish companies have the possibility to employ as student employees, interns, or as graduates in permanent positions.

However, many Chinese students and employees find it hard to create a really good network in Denmark. A study carried out in 2008 among Chinese engineers showed that troubles with communication and the Danish culture were among the barriers. The same study showed that more than 90 percent of the Chinese living in Denmark would like to know more about the country.

Heidi Wang stressed that additional opportunities for internships and student jobs in companies in Denmark are needed, as well as mentor-mentee arrangements, in order to improve Chinese students’ ability to create solid networks. Danish-Chinese Business Forum’s “Project Chinese Talents” is presently looking into the possibilities of giving Chinese students and employees the information and capabilities required.

Jacob Schultz, partner, Bondo & Schultz, started out by stating that money, fear, education and good management are the factors which drive Chinese employees. According to him, frequent small salary increases, the concern for doing wrong, along with education and job training, and good management will motivate the Chinese employee to do his or her best on a job.

Jakob Schultz stressed that China shouldn’t just be used as a way of reducing cost, for China offers highly educated employees. If a company is to hire an employee to handle Chinese business, they should first look internally among their trusted employees. It should preferably be someone with some Asian or at least international experience. If it is not possible to hire internally, the company will do well to try to find a local Chinese who possesses some knowledge about international business and at the same time is familiar with the Chinese market.

Jacob Schultz ended the presentation by telling the attendees about the Danish-Chinese Business Forum project for Chinese talents. The project will include a “marketplace” for job matching and coaching for Chinese students and candidates.