Companies in first-tier cities like Beijing, Shanghai, Guangzhou, and Shenzhen attract many job seekers currently working in other cities. The job search and recruitment process for out-of-town candidates involves more considerations than for local candidates.
Firstly, for candidates, gaining support from their families is crucial. Additionally, it is important to have a rough plan for career development and potential salary growth.
Secondly, for companies, in addition to offering a salary within the standard budget, providing appropriate subsidies or other feasible solutions for living and housing costs can help retain out-of-town talent.
Thirdly, regarding the in-person interview process for out-of-town candidates: in some recruitment cases I have encountered, some companies do not require candidates to attend in-person interviews at initial stage across regions. This can be a more cost-effective approach but may introduce some uncertainty into the subsequent offer process.
Finally, at the final interview stage, face-to-face communication—whether for the job seeker or the employer—will be more effective. It is a great way for companies to assess the candidate’s interest and for the candidate to directly experience the company’s work environment and operational model.
