Recently, many overseas returnees have found that companies’ attitudes towards them seem different than before when they return to China to look for jobs. Some feel that overseas returnees are more sought after, while others feel that the “returnee” label has lost its luster. So what is the current attitude of the job market towards overseas returnees? Let’s break it down.
First, let’s talk about the positive aspects. Many companies do value the international perspective and cross-cultural communication skills of overseas returnees. For example, companies engaged in foreign trade and international cooperation need employees who can communicate smoothly with foreign clients and understand the business practices of different countries; this is where the experience of overseas returnees comes in handy. Regarding language skills, fluency in English or a less commonly spoken language is definitely a plus in international companies. There’s also the ability to live independently; overseas returnees have spent years navigating the challenges of life abroad, solving problems on their own—this ability to “handle responsibilities” is also appreciated by companies.
However, companies’ expectations of overseas returnees have changed. Previously, “returning from overseas studies = high academic qualifications + high ability” might have been considered; now, they value “what they can actually do.” For example, some companies have reported that while some international students have impressive academic credentials, they lack internship experience or their internship content doesn’t match the job requirements, leading to slow learning curves. Other companies worry that international students returning to China may be unfamiliar with the work pace and corporate culture, requiring an adjustment period. More importantly, domestic university students are now equally capable; many graduates from top-tier universities (985/211) have extensive internship experience and solid skills, making them a more attractive option for companies compared to international students.
Furthermore, there are regional differences. First-tier cities like Beijing, Shanghai, and Shenzhen still have a high demand for international students, especially in finance, technology, and education. But what about second- and third-tier cities? Companies in some areas value local connections and resources more. International students who haven’t built local networks may be less competitive than local graduates. Moreover, different industries have different attitudes towards international students. For instance, the internet industry values project experience and coding skills, with an overseas degree being a bonus; while the education and culture industries may prioritize international students’ cross-cultural perspectives and innovative abilities.
Furthermore, the “cost-effectiveness” of international students is also a key consideration for companies. Studying abroad is expensive these days, with many families spending hundreds of thousands or even millions of yuan to send their children overseas. Companies are also wary of “high investment, low return.” If a returned student’s salary expectations are too high, and their actual abilities don’t match, companies will certainly be unwilling to pay. Therefore, many returned students need to adjust their mindset when job hunting, focusing not only on their “returned student status” but also on their “substance”—such as practical work skills and problem-solving abilities.
Furthermore, companies now place greater emphasis on the “soft skills” of returned students. These include communication and collaboration skills, adaptability, and learning ability. Many companies have found that technical skills can be learned, but soft skills like “being a good person” and “being good at doing things” are key to a person’s long-term success within a team. If returned students have learned to collaborate with people from diverse backgrounds and quickly adapt to new environments, these soft skills are actually a plus.
Of course, the advantages of returned students are not static. For example, with the increase in international exchange opportunities in domestic universities, many domestic students have also gained overseas exchange and internship experience, increasing their “internationalization.” At this point, the “uniqueness” of returned students is diluted. Therefore, for international students to gain a foothold in the job market, simply having an “overseas study” label is not enough; they need genuine skills and abilities.
Finally, we must discuss the impact of policies. Many cities have introduced residency and subsidy policies specifically for international students to attract talent, which has enhanced their competitiveness to some extent. However, visa policies and work permit restrictions can also affect their employment choices. For example, some countries have strict work visa requirements for international students, meaning that by the time they return home to seek employment, they may have already missed the optimal recruitment season.
The job market’s attitude towards international students is no longer a simple “welcome” or “rejection,” but rather more rational and pragmatic. Companies are looking for “competence,” not just “whether someone is an international student.” For international students to stand out in the job market, they must transform their “overseas study experience” into “practical skills” and their “international perspective” into “problem-solving abilities.” After all, times have changed; the halo of being a “returnee” is no longer sufficient. They need to demonstrate genuine skills to impress employers.
