HR insight

From this article you will learn:

• How Huqiao attracts global talent by combining English and Chinese language skills with a diverse approach to recruitment.
• What methods, including situational simulation and AI analysis, support the candidate selection process and help match candidates with company values.
• What legal challenges does the company face in international recruitment and how does it effectively deal with them by managing visa issues, taxation and differences in legal systems.

About Huqiao

Huqiao specializes in game promotion in the dynamic Chinese market. Our recruitments attract global talent, which allows us to meet candidates from different cultures and with unique work experiences. This is not only an opportunity to have more frequent contact with the English language, but also to enrich our organization with diverse perspectives and work styles.

Struggling with international recruitment? 

This article is for you. Opening up to foreign markets is not only an opportunity for growth, but also a challenge that can overwhelm even the most experienced entrepreneurs and recruiters. Formalities, cultural differences and language challenges can seem insurmountable. Using Huqiao as an example, we will show you how we successfully deal with these challenges. Our experience and proven methods can be your key to success in the international market.

Crossing language barriers

Aleksandra Halicka

Senior Talent Acquisition Specialist

"One of the key elements of our strategy is language proficiency, which plays a fundamental role in the recruitment process. Conducting interviews in English and Chinese allows us to assess candidates' linguistic competence and resilience to stress. Switching to the candidate's native language during the recruitment interview opens the door to a deeper understanding of the candidate's personality.

Speaking in the native language allows candidates to express their motivations and aspirations more freely, which can reveal their long-term goals. The mother tongue is also a vehicle for culture and values, so a conversation in Chinese can reveal cultural subtleties and individual beliefs that are important to understanding how a candidate might fit into the culture of the Huqiao organization. English proficiency is crucial for communicating with clients from around the world, so the rest of the interview is conducted in that language."

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Recruitment meetings

Meetings with foreign candidates differ from those conducted for other companies. Chinese candidates often present a more reserved demeanor, and interviews are conducted in a calm tone, which does not always mean a lack of commitment. To effectively assess candidates' skills and motivations, we use an extensive database of recruitment questions, tested in numerous Huqiao recruitments.

We also conduct simulations in the form of scenes to help observe potential candidate behavior and reactions in various situations. After the meetings, we use AI to analyze the interview, which supports our decision-making process as an independent observer.

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HR

How automation is shaping the future of HR, or 3 steps to innovation in recruitment

Klaudia Witun

Tigers

AutomationsHR

In the age of AI, it is HR that is becoming the most human aspect of business.  Sound absurd? Surprisingly, thanks to the elimination of manual, repetitive

Legal aspects of international recruitment

International recruitment comes with legal challenges, especially in the context of remote work. Key aspects of managing an international team include differences in legal systems, data protection issues, and the challenges of hiring people from outside the country on a B2B basis.

For such workers, tax residency documents, work visa renewal paperwork and English-language contracts that clearly define responsibilities are important.

With our experience and the legal support of Sawicki Legal, we effectively manage both recruitment processes and legal issues in the context of international recruitment.

Damian Sawicki

Founding partner of Sawicki Legal

"When hiring individuals from abroad, it may also be necessary to obtain the appropriate work visas or work permits.

This process requires the HR team to work with the accounting department in  understanding the taxation rules for foreign workers, including double taxation agreements, tax residency obligations and local tax rates."

Make an appointment for a 1:1 consultation

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International Talent: Our Experience, Your Advantage

The success of Huqiao's international recruitment is evident in the number of non-Polish talent hired - almost 45% of our team is now made up of foreigners. We are opening up to new opportunities, recruiting specialists from the US, Canada, as well as China and the UK.

Each of these markets has its own unique characteristics, which we have already discovered. Instead of spending long months exploring them on your own, you can take advantage of our experience and come in for ready-made solutions

We are ready to help you realize the full potential of international talent. 

Klaudia Witun

Senior Talent Acquisition Specialist

In the organization, I am responsible for the day-to-day recruitment processes, coordinating them from the telephone interview stage to the preparation of onboarding for a new team member. Additionally, I take care of the candidate experience area and cooperate with the marketing department on Employer Branding projects.

Contact

Articles

LinkedIn profiles

Aleksandra Halicka

Senior Talent Acquisition Specialist

Within the organization, I am responsible for coordinating recruitment processes. I work with department managers to understand their staffing needs, identify key competencies required for the positions and advise on recruitment strategies.

Contact

Articles

LinkedIn profiles

Summary:

• Bilingualism as a key element - Huqiao effectively transcends language barriers by recruiting in both English and Chinese to better understand candidates and their cultural fit.
• AI simulations and analysis - The recruitment process is enriched with situational simulations and artificial intelligence support, which helps to accurately assess the potential and fit of candidates with the company's values.
• Managing Legal Aspects - The company has successfully dealt with the challenges of international recruitment, including visa formalities, differences in legal systems and managing remote teams.
• Global team as an advantage - 45% of Huqiao's team is made up of non-Polish talent, underscoring the success of its strategy of openness to international markets.
• Ready-made solutions for companies - With experience in international recruiting, Huqiao offers proven methods and tools that can accelerate talent acquisition on a global scale.

From this article you will learn:

• The first step toward automation is the digitization of recruitment processes.
• Automating the recruitment process with ClickUp and Airtable tools makes it easier to manage tasks for candidates.
• HR automation is not just a passing trend, but an important foundation for the future of work.

In the AI era, it is HR that is becoming the most human aspect of business. 

Sound absurd?

Surprisingly, by eliminating manual, repetitive tasks, it is automation that allows us to focus on what really matters - authentic relationships with people.

All right, but what does it actually look like in practice?

Imagine Aleksandra, a Talent Acquisition Specialist at one of the digital marketing agencies. Aleksandra's day was filled with many administrative activities that consumed a significant portion of her working hours.

When she realized that 70% of her working time was consumed by repetitive manual tasks, she realized that something simply had to change eventually. 

Introducing modern technology into her daily tasks proved to be the key to regaining her former passion for her work. Automation not only freed up her time, but also allowed her to build greater relationships with candidates, reminding Alexandra what she really loves working in HR for.

Does the problem our heroine faced sound familiar? 

Below you will find examples of solutions that will take your organization's recruitment processes to a whole new level.

Because actually, how can technology improve the work of HR?

1 Automate the recruitment ordering process.

The first step toward automation is the digitization of recruitment processes. Traditional methods, based on paper documents and informal communication channels, often lead to ambiguity and conflicting information.

The solution to this problem is the introduction of specially designed recruitment forms in tools such as ClickUp. This simple but revolutionary tool allows you to organize and digitize the process of requesting new roles. 

Why is it important? In a business context, time is money. 

You will significantly speed up the initial stages of recruitment.You have all the relevant information
in one place. Your communication with Hiring Managers is much more efficient.

How does it work in practice? 👇

This is how the HR team gets a ready-made task with a new recruitment application in just a few seconds. All the information is already in one place, so there is nothing left to do but to start the process and search for new talent 🙂

What's more, a special checklist is created on ClickUp that includes all the activities that must happen in the opening of the recruitment process👇.

That's not all! Another checklist that is being created is about the "candidate life cycle"
in our process. Recruitment management has never been easier! 👇

2. personalized candidate experience.

Automation of the recruitment process is also opening new horizons in building first-time candidates. Imagine a system that not only automatically acknowledges receipt of applications, but also sends a personalized video message from the organization's CEO. This approach introduces elements of authenticity and shows the organization's commitment from the early stages of recruitment.

Video example for one of 22Ventures' companies - Automation House

3. automatic dispatch of recruitment tasks.

Automating the recruitment process with ClickUp and Airtable tools makes it easier to manage tasks for candidates.

• The process begins in the ATS system, where the recruiter takes the candidate to the "recruitment task" stage,
• Draft tasks are created in Airtable, which include the name, description and necessary attachments. Communications with candidates are automatically customized and prepared
  in the HR team's email inboxes, with the ability to edit the content.
• The system sends notifications via Slack when a draft message is created, allowing you to keep track of the process

Candidates submit their answers via a special form. The files are then automatically transferred to ClickUp, where the HR team assigns tasks for review. If the task is positively evaluated, the candidate moves to the next stage of the recruitment process - an interview with the team.

Thanks to the aforementioned solutions, the recruitment process has been shortened by 30%. Stages such as contacting candidates when collecting applications, sending recruitment tasks and collecting returned materials are now completed incomparably faster.

Thanks to the aforementioned solutions, the recruitment process has been shortened by 30%. Stages such as contacting candidates when collecting applications, sending recruitment tasks and collecting returned materials are now completed incomparably faster.

Automation of recruitment processes has given space  to the HR team for activities such as:

Summary

HR automation is not just a passing trend, but an important foundation for the future of work.
As Dave Ulrich noted , the changing role of HR professionals in strategic business partners requires new competencies such as advanced analytical tools and AI.

It's time to ask yourself, what is your place in this future?

• Consider how automation can transform your HR department.

  Are you ready to leverage modern solutions to build a better future for your organization?

• Remember - automation in HR is not just a matter of efficiency.

  It's a way to build deeper, more authentic relationships and shape a future of work where people and technology coexist in harmony

From this article you will learn:

• Why direct search is key in talent acquisition - discover why traditional ads may not be enough and how direct search helps reach passive candidates.
• Effective direct search strategies - learn practical tips, including using LinkedIn Recruiter and finding talent based on companies.
• How to effectively get candidates to talk - learn how to personalize messages to increase the chances of response and interest in your offer.

Did you know that up to 80% of valuable candidates may not respond to your job ads?

Statistics are unforgiving, but many talents simply do not actively seek work, due to satisfaction in their current place of employment.

And that's why direct search is becoming your secret weapon to reach the best candidates in no time.

Why use direct search?

Ways to direct search and identify talent

Tip #1 Using LinkedIn Recruiter 

LinkedIn is one of the most powerful direct search tools. Did you know that at this moment there are already more than 6.5 million people using Linkedin in Poland? Among them, there is certainly a wealth of talent hiding, ideally suited to your organization's needs. 

This tool allows you to apply advanced filters to instantly find candidates with specific skills, experience and location. 

You can make user selections with, among other things:

• List relevant keywords for the role, 
• Specify the industries you are interested in, or the level of experience (junior, senior, etc.),
• Provide the exact name of the position you are seeking.

In this way, LinkedIn, out of several million users, presents you with a specific proposal from as few as a dozen, a few dozen, or even a few hundred people - because it all depends on how precisely you specify your requirements.

Tip #2 "Tracking" talent based on companies 

This is another highly effective way of direct search. 

By identifying companies with similar business profiles, you can directly target their employees who have the skills and experience you desire. 

You can use the organization's websites or their profiles on Linkedin, mentioned earlier. 

All you have to do is enter a job title and Linkedin will filter out all the company's employees who cover that particular role. In no time, you're reaching out to talent who may perfectly match the profile your organization currently needs.

Encouraging talent to recruit

Getting a candidate's attention is one thing, but convincing them to switch jobs is another story altogether. In the age of the employee market, it's up to the employer to stand out!

Personalizing your message to the candidate is key. Here are some important points you need to keep in mind:

• Start with the basics, such as addressing the candidate by name - this will give the message a more personal touch.
• Mention the achievements and interesting experience that caught your attention in the candidate's profile.
• Also, be sure that your message offers concrete value - instead of focusing only on what you need, show how working with your company can benefit the candidate.
• Keep your message concise - the recipient's attention is selective, so sending a block of text is not the best solution. Keep your message shorter and to the point.
• Finally, call-to-action - for example, you can offer a short phone call to talk about the details of the said offer.

An example of a message based on the Social Media Specialist role:

Summary

The vision of modern HR is a combination of innovative tools and technologies that together create an effective talent management strategy.

Direct search, as one component of this vision, allows us to reach the best candidates quickly and precisely, well ahead of the competition. 

At the same time, another aspect, the automation mentioned in an earlier article, frees us from routine tasks, allowing us to focus on what matters most - building deep, authentic relationships with people. 

In modern HR, advanced tools are becoming allies of the recruiting team. 

Start tapping their potential today and get the best talent for your organization!

Summary:

• Direct search allows you to reach passive candidates who are not actively looking for a job.
• LinkedIn Recruiter allows you to quickly filter and select ideal candidates.
• Personalizing messages increases the chances of attracting the attention of valuable talent.