Core Insights - The article emphasizes the urgent issue of talent mismatch in the context of Chinese companies going global, highlighting a significant gap between the rapid expansion of overseas operations and the availability of qualified talent [3][4][10]. Group 1: Current State of Overseas Talent - Data from the Ministry of Commerce indicates a nearly 20% year-on-year increase in the number of non-financial overseas enterprises directly invested by China from 2021 to 2024 [6]. - A survey shows that 34% of companies heavily rely on overseas markets, with 52% reporting that over 40% of their revenue comes from abroad [7]. - In the 2024 fiscal year, over 10% of overseas companies experienced revenue growth exceeding 10%, with 11% achieving a doubling of revenue [8]. - The talent gap in China's manufacturing sector is reported at 48%, meaning for every two hires, one position remains unfilled [11]. - Over 50% of Chinese companies view talent shortages as one of the most significant challenges in their internationalization efforts [12]. Group 2: Talent Structure and Recruitment - The talent structure of Chinese companies abroad shows a predominance of Chinese employees in senior management roles, while middle management is more balanced between Chinese and local employees, and local employees dominate at the grassroots level [13]. - There is a notable trend towards local hiring for marketing roles, while manufacturing and R&D positions see a mix of expatriate and local hires [15][16]. - The stability of expatriate teams is higher in senior management, while local teams show stability in high-level and marketing roles, but middle management is less stable [18]. Group 3: Cost and Support for Talent - More than half of overseas regions have higher labor costs than domestic levels, with North America being the most expensive and Africa the least [21]. - Companies that have already gone global invest more in talent support, focusing on training, compensation, and promotion mechanisms, although a significant portion of companies lack established overseas talent support systems [23][24]. Group 4: Challenges in Talent Acquisition - A major challenge for Chinese companies going global is the low efficiency of collaboration between Chinese and local employees, with only 9% of companies reporting high efficiency in this area [29]. - Key barriers to effective collaboration include differences in values, management styles, language barriers, and religious backgrounds [30]. - Both companies that have gone global and those planning to do so face three main pain points in talent acquisition: difficulty in finding suitable candidates, mismatched skills, and high external recruitment costs [35]. Group 5: Training and Development Initiatives - Companies express a willingness to invest in professional training to address talent challenges, with a preference for business school training and internal training for those already abroad, while those planning to go global favor a combination of on-site support and training [39][40]. - The article outlines a structured approach to talent development for Chinese companies, focusing on various training programs tailored to different roles and stages of internationalization [48][51][53][55].