CGL Consulting Co., Ltd’s Post

Are you a good fit for an international role with a Chinese company? Helen (real name withheld on request), a young foreigner who has worked in Singapore for a few years, is seeking new opportunities to advance her career elsewhere in the region. Given her background in marketing and data science, she has highly sought-after credentials. She has options.  She has read about the growing number of Chinese enterprises expanding into overseas markets, including Southeast Asia, and are actively recruiting overseas talent. After doing her research, she has decided that working for a Chinese company could be a viable career option for her, but she can't help but wonder: "Am I the right candidate?" Traditionally, Chinese enterprises tap into two main pools of talent to fill international roles for their overseas expansion. The first are top executives who are already working in China and are willing to be relocated overseas. This includes their existing employees or external candidates from their industry, whether local Chinese, expats, or "haigui" (Chinese returnees). They already know what it's like to work in a Chinese workplace environment. The second group comprises top executives who are already based in the local markets that Chinese companies are expanding into. They have a solid understanding of and appreciation for the local culture, local regulations, and local customers. There is also a third group composed of outliers -- top talent with hard-to-find skill sets or special expertise who are based elsewhere and are willing to relocate. While the first two groups appear to offer sizeable pools of talent, in reality only a small percentage of such talent is considered "ideal" for key international roles with Chinese companies. This is the "sweet spot" that represents the delicate balance between Chinese know-how and global competitiveness -- often regarded as the terrain of Chinese professionals who have lived and worked overseas, or expats who have lived and worked in China. What does this mean for somebody like Helen, who on paper appears to fall outside the "sweet spot"? Stay tuned for more about this topic and other talent trends around Chinese companies expanding overseas. Follow CGL Consulting Co., Ltd. for more #insights on how to continue #creatinggreatervalue in 2024 and keep abreast of #China's exciting #TalentMarket! Connect with our Global Business team to discover #GlobalCareers and #JobOpportunities. #StrongeTogether #CareerDevelopment 

𝗪𝗵𝘆 𝗢𝗻𝗹𝘆 𝟯% 𝗼𝗳 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗱 𝗘𝘅𝗽𝗮𝘁𝘀 𝗶𝗻 𝗞𝗼𝗿𝗲𝗮 𝗪𝗼𝗿𝗸 𝗮𝘁 𝗟𝗮𝗿𝗴𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 Of the nearly 1 million employed expats in Korea, only 3% work at large companies with over 300 employees. This is nearly five times lower than the 14% of Koreans employed by such companies. Here are 5 reasons why getting into Korean conglomerates is so challenging for expats: 𝟭. 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗶𝘀 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗯𝘂𝘁 𝗡𝗼𝘁 𝗮 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿 For foreign candidates, fluent Korean is often a prerequisite—not a unique value proposition. It might make you stand out when competing with other foreigners, but against native Korean candidates, it only levels the playing field. 𝟮. 𝗙𝗶𝗲𝗿𝗰𝗲 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 Nearly 64% of Korean job seekers rank large corporation jobs as their top career choice. Why? Higher income, job security, and prestige. The recruitment process is highly competitive, involving multi-round evaluations, written tests, and interviews. Many candidates prepare for months just to pass the initial stages. 𝟯. 𝗔 𝗗𝗲𝗲𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗼𝗼𝗹 Korea boasts one of the most educated populations in the world. Korean job seekers are armed with impressive “specs” (short for specifications)—a term used to describe their hard skills, academic background, certifications, and professional experience. "Specs" play a significant role during initial screenings, and Korean candidates are often highly prepared in this regard. 𝟰. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀 Large Korean conglomerates tend to be hierarchical, with deeply embedded cultural codes that influence daily corporate life. HR departments often assume that foreigners might struggle to adapt—even if that’s not always the case. 𝟱. 𝗛𝗤 𝘃𝘀. 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗢𝗳𝗳𝗶𝗰𝗲 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀 While Korea’s conglomerates rely heavily on exports and value global perspectives, most foreigners hired by these companies work in regional offices abroad to support local markets. Headquarters roles in Korea remain limited for expats. 𝗪𝗵𝗮𝘁 𝗗𝗼𝗲𝘀 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗛𝗼𝗹𝗱? Even as 8 out of 10 foreign graduates express a desire to stay in Korea, the dynamics of hiring at large companies are unlikely to shift soon. Many expats will face a tough decision: wait for a large corporate offer or embrace entrepreneurship opportunities or opportunities in startups. What would you choose? #korea #jobs #expats #외국인채용

GEN GLOBAL: OPPORTUNITIES AND BARRIERS Gen Global is a new generation of employees that wants growth opportunities, diverse experiences, workplace flexibility and independence associated with global companies. Gen Global wants to work for international organizations. The benefits of working for a global company are wide-ranging. A study by G-P found that 95% of employees believe global companies outpace their peers and, generally, they believe global companies are better at generating and supporting international clients, attracting top talent, and adopting the latest technology—all of which are crucial factors impacting workers’ growth trajectory. G-P also found that 79% of employees want to work for a global company. Employees under the age of 27 were the most enthusiastic about this. In fact, 85% of workers under the age of 27 overwhelmingly believe companies that hire from multiple countries offer more opportunities to grow their careers. Additionally, FlexJobs found that nearly 75% of employees under 27 say that workplace flexibility is the number one employee benefit they seek. While employees are interested in pursuing opportunities with global companies, the feeling is mutual among employers as well. Approximately 66% of leaders say having employees in multiple countries is part of their business strategy and 28% say it is pivotal to their company’s future. Thanks in large part to technology, employees can be productive no matter where in the world they’re located. While potential young employees and companies are gung-ho about the benefits of a global mindset, governments are raising barriers for global employees. In the US, university students who do not have work authorization (read US citizenship) are finding it impossible to get internships, let alone jobs. Singapore has tightens rules for expat workers with an eye on local discontent. The city-state is raising the salary threshold for foreigners to get a work permit amid stiff local competition for jobs. Many jobs in Canada require Canadian experience. This puts newcomers at a disadvantage: they can’t get hired for a role unless they have Canadian experience, and they can’t get Canadian experience on their resume unless they get hired. With record numbers of Indian students heading overseas for their university education, it raises the moot question - what is the ROI on their spend? https://lnkd.in/ghdDERXD #education #internationaljobs #barriers #opportunities #globalization

I recently added a new experience to my LinkedIn profile — one that I had tried to hide for a long time. At the end of 2018, I decided to move with my husband and daughter to Singapore. I was pregnant, I quit my permanent job in France and knew nothing about the job market or culture in Asia. During those months, I faced all possible societal pressures. Men were just asking "What does your husband do?", and women were discouraging, assuming I would never find a "real" job — one with genuine responsibilities and pay, rather than the typical volunteer work many "expat wives" engage in. Now, I laugh about it, but when you're vulnerable, you tend to take the mean "suggestions" people share with you seriously. According to statistics, up to 84% of expat spouses are women, and 72% of them left behind a career when they moved abroad. While some are happy with not working, I know many struggle A LOT. Here's what I wish someone had told me, rather than being discouraging or stigmatizing: - Upskill through online courses 👩🎓 - Utilize expat wives' networks carefully 😬 - Hire a coach 🌸 - Join professional associations or alumni communities 👥 - Don't be picky: It's better to start working than to wait for the perfect offer 🎯 💪 Being a full-time parent is neither a shame nor a gap in the CV. #entrepreneurship #personaldevelopment #career #personalgrowth

The Korea's Rigid Labor Market for High-Caliber Talent and Its impact on Individual Growth Korean professionals are working hard to adapt to technological changes and build personal brand to establish themselves as top talent. They invest in lifelong career development through self-improvement books, seminars, and networking. Despite these efforts, indirect experiences often fall short of fostering expert-level skills, prompting individuals to seek opportunities aligned with their career goals. What causes underdevelopment of Korea’s High-Caliber Talent Market ? Despite Korea's "compressed economic growth" its talent market has not progressed as rapidly. Long-term loyalty to a single company is celebrated, while short tenures are stigmatized, limiting talent mobility. Constraints such as loyalty expectations and non-compete clauses further restrict movement between companies. Unlike advanced economies where professionals move freely to optimize expertise, Korea's rigid system hampers talent allocation. Uncertain industry prospects also push some professionals to shift to stable, high-income careers such as law or medicine later in life. What are the barriers to talent mobility between large corporations? Korean conglomerates impose strict measures to prevent employees from transferring to competitors, protecting trade secrets but limiting career mobility. Senior executives are often internally promoted, valuing loyalty over external expertise. Professionals with long tenures in one organization face costly and limited options when transitioning careers, particularly in their late 40s and 50s. Lastly, ageism hinders free flow of top talent across industry. Younger generations like Millennials and Gen Z seek meaningful work and growth opportunities, viewing jobs as more than just survival tools. While early career transitions are easier, mobility declines significantly after the late 40s. Some professionals explore foreign companies or SMEs to pursue fulfillment. However, Korea’s talent market remains segmented, with conglomerates, foreign firms, and SMEs operating in isolation. SMEs often recruit from similar backgrounds, reinforcing rigid career paths that resemble a social caste system. This creates stark disparities in compensation, with conglomerate employees earning significantly more than their SME counterparts. My advice for the Korean professionals facing unique challenges is that they should adopt a "compressed career management" It includes 1) Adapt to Change: Continuous learning, especially in AI and big data, is critical for staying competitive. 2) Positive Mindset & Resilience: Building resilience and maintaining a positive attitude help navigate uncertainties. 3) Personal Branding: Effective networking and digital marketing to enhance individual visibility and opportunities in the global scene. #CareerManagement #Talent #PersonalBrand #Conglomerates #Mindset #Resilience #AI #Bigdata #NonCompeteClause

This morning, I had breakfast with Doina Ambroci, an international living in Denmark . Within the first 15 minutes of our conversation, her motivation to find her next job was crystal clear. She had reached out to me after being part of “Find the Missing Job Link”—a program by Studenterhus Aarhus and the local Job Center. We met first, when I had been invited to the program to share my journey of finding my first job as an analyst in Denmark, after being a graduate who participated in it a few years before. Over breakfast, she shared her experiences, highlighting the struggles, the doubts, the endless CV versions and other barriers many internationals face when trying to integrate and find their place in Danish companies. According to the Danish Confederation of Employers (DA), by 2035, Denmark will face a shortage of approximately 150,000 skilled workers, impacting key industries and the green transition. This makes it clear: recruiting internationals isn’t just about filling gaps—it’s a necessity for growth and sustainability. Here are three key reasons why hiring internationals is a step forward for companies: * Access to Specialized Skills: International professionals bring expertise that may be scarce locally. * Enhanced Innovation and Productivity: Diverse teams introduce new perspectives, driving creativity and improving outcomes. * Cultural Enrichment and Global Insight: International hires contribute to a more inclusive workplace while also offering valuable insights into global markets. Are you an international professional or graduate in Denmark looking to connect? Feel free to reach out—I’d love to connect and hear your story! Tagging some incredible organizations and individulas supporting internationals in Denmark: Workindenmark / EURES Denmark Kate Dahl - Career Consultant for Internationals in Denmark (Source: Danish Confederation of Employers (DA)) #Denmark #Internationals #Work

To switch, or not to switch, that is the question ⁉ While 34% of Singaporean professionals have no intention of staying with their current employers for more than a year, others are hesitant 😬 The experts believe now could be the right time to take the plunge 😱 Discover the 🖐🏻 reasons why switching jobs could be a strategic career move 👇🏻 🤸🏼♀️ Expand your skill set 🤝 Build a diverse network 🤓 Enhance your marketability 💰 Grow your earning potential 🍃 Develop your personal growth Remember, “nothing good ever came from comfort zones” 😉 💻 https://bit.ly/4aZ3LOF #JobChange #JobSeekers #BestAdvice

This is fascinating: "Singapore’s highest-demand careers: MOM releases the 2025 list of talent-starved jobs". "Like most countries, Singapore is grappling with a shortage of qualified workers in its economy. With very low unemployment and more than 1.5 vacancies for each of those relatively few who are jobless, the pool of local talent is clearly very shallow. So shallow, in fact, that the government is willing to grant bonus points to qualified foreigners seeking a local Employment Pass, making it easier for them to obtain it. But the tool it uses is just as valuable to locals. Every year or two, depending on evolving needs, the Ministry of Manpower publishes a list of strategic occupations which endure the most acute shortages of qualified workforce—the SOL, “shortage occupation list”, which has just been updated for 2025. Needless to say, this list is valuable not only to potential immigrants but to Singaporeans as well, as it highlights the most in-demand professions in strategic sectors of the local economy—clearly a boon to job applicants seeking to make the best career decisions. Not only are jobs on the list in high demand but the shortage of applicants appears to be quite persistent, as there are not enough candidates even when the door to migrating to Singapore is opened a bit wider. This increases your value as a potential hire if you’re looking for a better job in the city and also helps those making decisions about what to do in the future, as the talent deficit doesn’t seem to be going away anytime soon. The newest SOL, applicable from January 1, 2025, consists of seven industries and 30 occupations. Some of them are expanded with specific job titles that would qualify, wherever necessary." What do you think? If you are a job seeker we can help you enhance your personal brand on LinkedIn to help you find a new role, our low cost and highly recommended service details are here on this LinkedIn SmartLink: https://lnkd.in/dqWRi6EZ Our Black Friday discounts are on now and only valid until 30th Nov - don't miss out, save $ now. Link to the story here: https://lnkd.in/gazGCzpz

Research on unemployment shows that losing your job is detrimental to mental health even without serious financial strain. We don’t need research to tell us job insecurity is incredibly stressful. Today, on World Mental Health Day, I want to acknowledge all those who are experiencing job loss or job insecurity. First: 𝙆𝙣𝙤𝙬 𝙩𝙝𝙖𝙩 𝙮𝙤𝙪 𝙖𝙧𝙚 𝙬𝙤𝙧𝙩𝙝𝙮, 𝙖𝙥𝙖𝙧𝙩 𝙛𝙧𝙤𝙢 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙙𝙤. 𝙔𝙤𝙪𝙧 𝙫𝙖𝙡𝙪𝙚 𝙖𝙨 𝙖 𝙥𝙚𝙧𝙨𝙤𝙣 𝙞𝙨 𝙣𝙤𝙩 𝙩𝙞𝙚𝙙 𝙩𝙤 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙙𝙤 𝙛𝙤𝙧 𝙖 𝙡𝙞𝙫𝙞𝙣𝙜 𝙤𝙧 𝙝𝙤𝙬 𝙢𝙪𝙘𝙝 𝙮𝙤𝙪 𝙚𝙖𝙧𝙣. With the job market in Singapore feeling increasingly precarious, it's easy to feel overwhelmed and uncertain about the future. The good news is that Singapore's job market remains fairly stable, according to the Ministry of Manpower. MOM’s Second quarter report shares that: 🔹 The labour market expanded faster in 2Q 2024 than in 1Q 2024 as the economy continued to expand. 🔹 While the number of retrenchments declined after three quarters of increases, there are signs that demand is cooling and the number of vacancies continued to trend down. 🔹 MOM expects labour market momentum to be sustained, with wages and employment continuing to grow in tandem with economic growth. Statistics can provide a general overview, but they don't capture the nuances of every person's situation. 💫 The one thing you CAN control is how you nurture your personal brand and build your network. If you or anyone you know is struggling with job insecurity, there is help. My first consultation is a generous 30-mins and it’s always free. If you know me you know I offer incredible value in my consults with no obligation to buy. If you know someone who would benefit from a career profile consultation please send them my way. I'll pop the link in the comments. *** Hi I’m Sorelle a communications specialist and Certified Professional Resume Writer (CPRW) 👉  I simplify showing up for your business or career by connecting what you do with who you are. 👉 Want to hear more from me? Ring my 🔔 👉 Schedule a call at the link in the comments

To switch, or not to switch, that is the question ⁉ While 34% of Singaporean professionals have no intention of staying with their current employers for more than a year, others are hesitant 😬 The experts believe now could be the right time to take the plunge 😱 Discover the 🖐🏻 reasons why switching jobs could be a strategic career move 👇🏻 🤸🏼♀️ Expand your skill set 🤝 Build a diverse network 🤓 Enhance your marketability 💰 Grow your earning potential 🍃 Develop your personal growth Remember, “nothing good ever came from comfort zones” 😉 💻 https://bit.ly/4aZ3LOF #JobChange #JobSeekers #BestAdvice