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    How to Attract China’s Top Grads: Unveiling What Makes Your Company Tick

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    China’s a goldmine of young talent, but competition for the best is fierce. How do you stand out as an employer in the face of a crowded market? Link Humans analyst Sveta Karniyenka has broken down the key drivers for entry-level talent, giving you the edge you need.
    Forget just offering a good salary. Today’s grads crave more. They want to develop, climb the career ladder, and feel valued. Here’s your 4-pronged attack plan, based on Link Humans’ research:
    1. Learning & Development: Sharpen Their Skills, Sharpen Your Edge

    Mentorship Matters: Fresh grads are eager to learn from the best. Implement a formal mentorship program pairing them with seasoned pros. Watch their confidence and expertise soar.
    Training that Sticks: Don’t waste their time on generic programs. Invest in targeted training relevant to their roles and career aspirations. This shows you’re committed to their long-term growth, not just filling a seat.
    Embrace On-the-Job Learning: Tasks aren’t just tasks; they’re learning opportunities. Provide opportunities for them to shadow senior colleagues, participate in cross-functional projects, and tackle challenging assignments.

    2. Career Progression: Show Them the Path, Not Just the Door

    Clear Career Paths: Don’t leave them guessing. Outline clear career progression paths within your company. This transparency demonstrates your commitment to their long-term future.
    Internal Mobility: Don’t stifle ambition. Encourage movement within departments so they can explore different areas and discover their true passions.
    Succession Planning: Integrate entry-level talent into your succession plan. Knowing they have the potential to climb the ladder is a huge motivator. Link Humans highlights this as a key factor for attracting top talent.

    3. Management & Organization: Culture Counts

    Empowerment, Not Micromanagement: Give them ownership of their work. Trust them to make decisions, and provide the support they need to succeed.
    Flat Hierarchies: Break down silos and encourage open communication. Young talent thrives in environments where they can easily access senior leadership and have their voices heard.
    Work-Life Balance is Non-Negotiable: China’s hustle culture is real, but burnout is a recipe for disaster. Promote a healthy work-life balance with flexible work arrangements and clear boundaries.

    4. Benefits & Perks: Sweeten the Deal, But Don’t Forget the Basics

    Competitive Salaries & Benefits: It’s all about the package. Offer competitive salaries and a comprehensive benefits package that includes health insurance, paid leave, and retirement plans.
    More Than Just a Paycheck: Think beyond the traditional. Offer perks like gym memberships, free lunches, or even onsite childcare. These demonstrate you value their well-being and go the extra mile for employee satisfaction.
    Social & Teambuilding Activities: Foster camaraderie and a sense of belonging. Organize team outings, social events, and volunteer opportunities. These create lasting memories and build strong professional relationships.

    Remember: It’s a Two-Way Street
    Don’t just talk the talk, walk the walk. Be transparent in your job descriptions about your company culture and career development opportunities. Highlight success stories of past entry-level hires who’ve thrived within your organization.
    Leverage the Right Platforms:
    China’s digital landscape is vast. Target your recruitment efforts on popular platforms like WeChat, Douyin (TikTok’s Chinese counterpart), and job boards like 51job and Liepin.
    By implementing these strategies, you’ll transform yourself from just another job opening to a magnet for China’s brightest young minds. Remember, it’s an investment in your company’s future. A highly motivated, skilled, and loyal workforce is the backbone of any successful organization.
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      The Impact of Sustainability on Your Employer Brand

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      At Link Humans, our goal is to help you understand why someone would want to join and stay at your company. The better you know your reputation as an organization, the easier it will be to attract the right people and get them to stick around.
      To do that, we do research and analysis to transform sentiment into data, analyzing over one million employer brand data points to create the Employer Brand Index. At its core, the index measures what current and prospective employees care about and how likely they are to say something about it.
      We also use this methodology to research trends in employer branding and talent attraction that may have implications for the industry’s future. We’ve previously looked at the role of diversity and inclusion at 20 top US tech companies, the state of innovation and technology at the top 10 US banks, and how employer brand values have shifted during the pandemic.
      For our newest study, we’re looking at how Environmental, Social, and Governance (ESG) principles impact employer brand and why they’re more important than ever, especially as we begin to recover from COVID-19. In our recent podcast, I caught up with Olivia Thompson, our Account Manager, to discuss the study results.
      What Our Data Tells Us About ESG
      In creating our Index, we go through a pervasive process of categorizing commentary according to positive and negative sentiment,” Thompson says. “From these comments, we categorize them even further into our sixteen employer brand attributes.”
      As we’ve been looking over our data for Q1 2021, we’ve noticed that ESG has been a significant driver of positive commentary. “85% of commentary towards this attribute is positive,” Thompson reports, and it’s also the second-highest mentioned attribute on social media. This combination of something likely to be talked about positively and widely shared is potent when it comes to your employer brand. This makes ESG a great driver of positive impact towards your overall Employer Brand Index score.
      Why Sustainability Should Be a Key Part of ESG Initiatives
      In her research, Thompson found that sustainability, in particular, formed 23% of the total number of positive ESG mentions in Q1 2021. Whether you’re talking about reducing plastic use, aiming to be carbon neutral, or starting initiatives to combat climate change in other ways, both employees and candidates are taking notice.
      ESG initiatives also have a strong link with another high-scorer from Q1 2021: mission and purpose. Candidates, employees, and alumni were likely to talk about an organization’s mission and purpose, and the commentary was overwhelmingly positive.
      “From a talent attraction and productivity perspective, maintaining a strong ESG agenda generally is important for both keeping your current employees motivated and attracting new ones,” Thompson says. The Future of Work study from PwC backs up this sentiment, finding that 65% of people worldwide want to work for an organization with a powerful social conscience.
      Activating Your Sustainability Message
      Our data also enables us to contextualize this information regarding who is saying what, which can help you understand how to make a plan for activation and impact. 46% of positive commentary on sustainability has come from senior management, and 90% of it happens on social media.
      Senior management needs to lead the charge in discussing sustainability and ESG initiatives on social media. Meanwhile, your team should look to leverage a range of channels, hashtags, and campaigns to boost activation—and track your success. “It’s people’s stories that are going to be of interest,” Thompson says, “and if the conversation is positive, you should try to boost it as much as possible.”

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      How COVID-19 Has Influenced Employer Brand Sentiment

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      New data reveals just how much the COVID-19 pandemic has already impacted employer brand. Learn the key themes emerging in feedback from talent around the world. During this pandemic, we decided to do research using the Employer Brand Index methodology and understanding what really matters to talent during this time. Following the commentary, we could […] More

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      How a Strong Employer Brand Impacts Seasonal Hiring

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      Filling 100,000 seasonal positions, and winning that talent back the following year,demands a compelling employer brand. It’s something a leading tax prep company does it year in, year out. But how do they achieve it? We’ve been speaking to Danielle Hilton who is Recruitment Marketing Manager at H&R Block. Have a listen to the episode […] More