A new generation of overseas students may find that the aura of returnees alone may not be enough to get the expected job after they return home. Is it true that the annual salary of 30% returnees circulating on the Internet is 100000? What's the reason for the annual salary of 30% returnees? Let's take a look with Xiaobian.
According to the survey report on the employability of overseas returnees in 2019 (hereinafter referred to as the "report") released by online vocational education platform unicareer, the employment of overseas returnees has encountered certain resistance. Nearly 70% of the returned students encountered problems such as cultural concept, school settlement and policy restrictions, while 30% of the returned students thought that their first job did not meet their expectations. On the enterprise side, 27% of the enterprises surveyed thought that returnees' self-evaluation was too high.
According to the data released by the Ministry of education, the total number of Chinese students studying abroad in 2018 is 662100, and the total number of all kinds of returned students is 519400. With the continuous improvement of China's economic development and the quality of education, the competitiveness of domestic college students in the workplace is also rapidly increasing, and the advantages of returnees in job hunting are beginning to shrink.
According to the report, the initial salary level reflects the employment dilemma of returnees to a certain extent. Nearly 30% of the returned overseas students graduated in 2018 have an actual initial salary of less than 100000 yuan, while only 40% of them have an annual salary of more than 150000 yuan.
In terms of job satisfaction, nearly 30% of the returnees believe that their first job does not meet the basic expectations. A comprehensive comparison of the factors affecting whether the work is in line with the expectations shows that the proportion of overseas returnees who do not meet the expectations of the company's platform is the highest, reaching 36%. At the same time, although nearly 60% of the respondents believe that the initial annual salary basically meets the expectations, only less than 20% of them meet or fully meet the expectations. In terms of salary, the vast majority of overseas returnees living in the expected gap.
Beijing, Shanghai, Guangzhou and Shenzhen are still the most preferred employment cities for overseas returnees, and 68% of the respondents choose them as their first job locations. Thanks to the talent introduction policies and rapid economic development in recent years, Hangzhou, a key city of national emerging high-tech industries, Suzhou, one of the four municipalities directly under the central government, Chengdu, an important town in Southwest China, and other new first tier cities, which are gathered by Alibaba and other well-known enterprises, are gradually emerging, which also has a strong attraction for overseas returnees.
English expression ability, macro vision and adaptability are the three most important competitiveness of returned students. More than one-third of the enterprises surveyed think that the English expression ability of returned students is better than that of domestic fresh graduates. International learning experience and overseas life also make them show more macro vision and stronger adaptability in interview and work. But at the same time, returned overseas students also do not know enough about the domestic situation, self-evaluation is too high, and the salary requirements are higher than the benchmark.
About 70% of the enterprises surveyed pay attention to the recruitment of returned overseas students, and 65% will set up a special interview process for the candidates who have not yet returned home. In terms of welfare, 64% of the enterprises interviewed are willing to provide more core jobs and superior initial salary for overseas returnees. The report also points out that foreign-funded enterprises pay more attention to the recruitment of overseas returnees.
The overseas returned students with higher education background are more recognized by employers and enterprises, 81% of the enterprises surveyed prefer master's degree students, and 83% of the enterprises surveyed prefer graduates from American and British universities. As the gathering places of world famous schools, the educational resources of the United States and Britain are recognized by the interviewed enterprises.
However, education background is not the first factor for enterprises to investigate talents. After analyzing the needs of the interviewed enterprises, the report believes that enterprises generally pay more attention to the qualities related to 'actual work performance', such as internship / work experience, relevant work skills, etc. The survey data also shows that about 80% of the enterprises surveyed prefer returnees who have two or more internships. This also shows that at the beginning of the current enterprise talent demand is pragmatic oriented.
At the end of the report, it is pointed out that "high-quality" and "high-level" returnees are still popular, but it is also an indisputable fact that the overall employment situation of returnees is grim. The report suggests that returnees should scientifically manage their own expectations, plan their career path as soon as possible, clarify their self positioning, and avoid overestimation.