Traditional overseas recruitment model

When recruiting overseas employees, a foreign enterprise must pass the foreign labor service qualification recognized by the Ministry of Commerce or the Ministry of Labor, and be dispatched or introduced by the labor dispatch company. You can't just talk. If there is a labor dispute, the domestic laws of foreign employers cannot sanction it, so the interests of people going abroad can only be safeguarded through labor intermediary companies.

If you want to go abroad to work just to save some agency fees, and you don't pay attention to protecting your personal rights and interests, you will suffer.

In addition, foreign employers are generally reluctant to recruit overseas employees unless they have lived in the local area for a period of time, or their personal abilities are particularly outstanding, such as top-notch talents. Ordinary talents are not guaranteed by intermediary companies, and employers don't want to spend energy on recruitment. Due to cultural and language differences, many foreign employers are unwilling to spend time training their employees. After all, foreign wages are calculated by the hour, and he should also consider the cost.