企业招聘外国人：从合规到落地的实操指南

  

  在全球化人才竞争中，外籍人才的技术、经验与国际视野，正成为企业突破发展瓶颈的重要助力。但招聘外国人并非“发布岗位-面试录用”的简单流程，政策红线、流程壁垒常让企业望而却步。

  In the global competition for talent, the technology, experience, and international perspective of foreign talents are becoming important drivers for enterprises to break through development bottlenecks. However, recruiting foreigners is not a simple process of "posting positions - interviewing and hiring". Policy red lines and procedural barriers often make enterprises hesitate.

  企业招聘外国人的核心前提是“双合规”——自身资质合规+岗位需求合规，这是后续所有工作的基础，缺一不可。

  The core prerequisite for enterprises to recruit foreigners is "dual compliance" — compliance with their own qualifications and compliance with job requirements. This is the foundation for all subsequent work, and neither can be missing.

  企业资质方面，需满足“无违法违规记录”，特殊行业（如教育、医疗）还需具备行业许可。2025年《外国人入境出境管理条例》修订后，政府对招聘企业的审核更侧重“岗位必要性”：需证明该岗位属于“国内暂缺适当人选”的技术岗、管理岗，或符合“外国人来华工作指导目录”的鼓励类岗位。

  In terms of enterprise qualifications, enterprises must meet the requirement of "no records of violations of laws or regulations". Special industries (such as education and medical care) must also have industry licenses. After the revision of the "Regulations on the Administration of the Entry and Exit of Foreigners" in 2025, the government will focus more on "the necessity of the position" in the review of recruiting enterprises: it is necessary to prove that the position is a technical or management position for which "there is a temporary lack of suitable candidates in China", or an encouraged position in line with the "Catalogue for the Guidance of Foreigners Working in China".

  人才分类是关键加分项。当前外国人来华工作许可证分为A、B、C三类：A类是“高精尖缺”人才（如科学家、国际企业家），审批无数量限制且流程简化；B类为专业人才（本科学历+2年工作经验），是企业招聘的主力；C类为短期临时人员（如演出、实习）。明确人才类别，能精准匹配政策便利，比如A类人才可享受“材料承诺制”，无需反复提交证明。

  The classification of talents is a key bonus point. Currently, work permits for foreigners coming to China are divided into three categories: A, B, and C. Category A refers to "high-level, sophisticated, and urgently needed" talents (such as scientists and international entrepreneurs), with no quota restrictions on approval and simplified procedures. Category B includes professional talents (with a bachelor's degree plus 2 years of work experience) and forms the main force of enterprise recruitment. Category C covers short-term temporary personnel (such as performers and interns). Clarifying the talent category enables accurate matching with policy conveniences. For example, Category A talents can enjoy the "material commitment system" and do not need to repeatedly submit certificates.

  外籍人才的求职习惯与国内差异大，盲目依赖国内招聘平台只会做无用功，需针对性布局渠道：

  There are significant differences between the job-seeking habits of foreign talents and those in China. Relying blindly on domestic recruitment platforms will only be ineffective, so it is necessary to strategically arrange channels accordingly:

  专业国际平台是首选。LinkedIn（领英）、Indeed等国际平台可定向触达海外在职人才，国内则有eChinaCareers等深耕外籍招聘的平台，其简历库中88%的候选人持本科及以上学历，69%有3年以上工作经验，且50%具备中国工作经历，能大幅降低跨文化磨合成本。华为、阿里巴巴等企业均通过此类渠道招募外籍人才。

  Professional international platforms are the first choice. International platforms such as LinkedIn and Indeed can directly reach overseas employed talents. Domestically, there are platforms like eChinaCareers that specialize in foreign recruitment. 88% of the candidates in their resume database hold a bachelor's degree or above, 69% have more than 3 years of work experience, and 50% have work experience in China, which can significantly reduce cross-cultural adaptation costs. Companies such as Huawei and Alibaba all recruit foreign talents through such channels.

  定向合作更高效。对接驻华使领馆的商务处、海外高校的就业中心，或行业国际展会，能直接触达目标人群。比如招聘外籍技术人才，可参与德国工业展、美国硅谷人才交流会；招聘语言教师，则可联系孔子学院的海外合作院校。

  Targeted cooperation is more efficient. Connecting with the commercial sections of embassies and consulates in China, career centers of overseas universities, or international industry exhibitions can directly reach the target groups. For example, when recruiting foreign technical talents, you can participate in the German Industrial Exhibition and the Silicon Valley Talent Exchange Conference in the United States; when recruiting language teachers, you can contact overseas partner institutions of Confucius Institutes.

  岗位信息要“接地气”。除了岗位职责与薪资，必须明确标注“签证支持、工作许可办理”等核心福利，以及中国的税收政策、社保要求，避免因信息模糊导致候选人流失。

  

  

  

  

  

  Job information should be "down-to-earth". In addition to job responsibilities and salary, it is necessary to clearly indicate core benefits such as "visa support and work permit processing", as well as China's tax policies and social security requirements, to avoid the loss of candidates due to vague information.

  

  

  

  

  

  

  

  

  

  

  

  

  

  

  

  

  

  第三步

  

  

  

  

  筛选与落地，把好“适配关”与“流程关”

  外籍人才的筛选，不能只看专业能力，跨文化适配性与背景核查同样重要。简历筛选时，优先关注“是否有中国相关工作经历、HSK中文水平（如3级及以上更易融入）、无犯罪记录”等硬性条件。面试中，需明确告知企业的文化氛围、工作节奏，同时了解候选人来华的真实动机，避免“短期试水”型招聘。

  The selection of foreign talents should not only focus on professional abilities; cross-cultural adaptability and background checks are equally important. During resume screening, priority should be given to hard criteria such as "whether the candidate has work experience related to China, HSK Chinese proficiency (for example, level 3 or above makes it easier to integrate), and a clean criminal record". In interviews, it is necessary to clearly inform candidates about the company's cultural atmosphere and work rhythm, while also understanding their true motivation for coming to China, to avoid recruiting those who are only "testing the waters in the short term".

  背景核查是不可省略的环节。通过其过往任职企业的海外HR核实工作表现，委托第三方机构对学历证书、职业资格证进行公证认证，特别是无犯罪记录证明，需经认证后才具备法律效力。

  Background checks are an indispensable step. Verify work performance through overseas HR of its previous employers, entrust third-party agencies to notarize and authenticate academic certificates and professional qualification certificates, and in particular, the certificate of no criminal record must be authenticated to have legal effect.

  签证办理是最后一道关键流程。境外候选人需先申请《外国人工作许可通知》，凭此办理Z字签证（工作签证）入境；入境后内办理《外国人就业证》，30日内完成工作类居留许可办理。2025年新增的K字签证（针对外国青年科技人才），为符合条件的候选人提供了更快捷的入境通道，企业可针对性利用政策红利。

  Visa processing is the final crucial step. Overseas candidates need to first apply for the "Notice of Foreigner's Work Permit" and use it to apply for a Z visa (work visa) to enter the country. After entry, they must apply for the "Foreigner Employment Permit" and complete the application for a work-related residence permit within 30 days. The newly added K visa in 2025 (targeting foreign young scientific and technological talents) provides a faster entry channel for eligible candidates, and enterprises can make targeted use of policy dividends.

  

  企业自行办理外籍招聘，常因政策理解偏差、材料准备疏漏导致流程延误，甚至错过优质人才。外国人来华找中创侨智，企业则能享受到“全流程省心服务”。

  When enterprises handle foreign recruitment on their own, they often experience process delays due to misunderstandings of policies and omissions in document preparation, and may even miss out on high-quality talents. When foreigners come to China and turn to OTGEO, enterprises can enjoy "full-process worry-free services."

  作为国内较早规模化服务外籍人才的机构，中创侨智的核心优势直击企业痛点：双语文案团队熟稔政策细节，与政府部门沟通顺畅，大幅提升审批成功率；定制化申报方案能结合企业岗位特点匹配最优人才类别，比如为科技人才申请K字签证快速通道；全流程代办从工作许可到居留证办理，效率远超企业自行操作。从政策解读到人才落地，中创侨智让企业专注于人才适配，无需再为流程琐事耗费精力。

  As an institution that has been providing large-scale services to foreign talents in China relatively early, OTGEO's core advantages directly address the pain points of enterprises: its bilingual copywriting team is familiar with policy details and communicates smoothly with government departments, significantly improving the approval success rate; its customized application plans can match the optimal talent category based on the characteristics of enterprise positions, such as applying for the fast track of K visa for scientific and technological talents; the full-process agency service, from work permit to residence permit application, is far more efficient than enterprises handling it themselves. From policy interpretation to talent placement, OTGEO allows enterprises to focus on talent adaptation without having to spend energy on trivial procedural matters.