The growth of Fortune 500 companies in China has its complementary challenge in managing human resources. In this study, we describe the skill sets, language fluency, educational credentials, job experience, and other key job qualifications that are solicited on Fortune 500 Companies’ LinkedIn advertisements in China. The characteristics that were most represented in the job advertisements in our sample of 111 US Fortune 500 companies in China were from companies ranked 201-500 (39.6%), in secondary sectors (57.7%), in Tier 1 cities (91.9%) offering lower management positions (47.8%) requiring a bachelor’s degree (55.9%) and English fluency (55.0%) with 6-10 years of work experience (43.2%). In addition, we examine the relationship between these qualifications and the types of enterprises represented in our sample. Using chi-square analysis, we found statistically significant (p < .05) relationships between company ranking and leadership skills, job title and years of experience, job title and English language skills, job title and level of education, industry sector and level of education, and city tier and level of education. This study contributes to the existing knowledge on the human resources and recruitment of Fortune 500 companies in China, demonstrating the variability in HR practices across institutional maturity, region, and business focus.


international HRM, recruitment, talent, soft skills

Chinese Abstract


财富500强公司在中国的发展遇到人力资源的补充挑战。本研究描述财富500强在中国领英广告里提到的有关技能组合、语言熟练程度、教育资历、工作经验,和其他主要工作资历的要求。在我们收集的111家在中国的美国财富500强公司招聘广告中最具代表的特点如下:多数位列201-500 之间(39.6%)、第二产业(57.7%)、一线城市(91.9%)、招聘低层管理岗位(47.8%)、要求学士学位(55.9%)、英语熟练(55.0%)、并具备6-10年工作经验(43.2%)。此外,我们研究了观察样本中的资历要求和企业类型的关联度。通过卡方检验,我们发现公司的排名与领导技能之间、职称与工作年限之间、职称与英语能力之间、职称与教育程度之间、行业与教育程度之间、及城市类型与教育程度之间有显著关联(p < .05)。本研究增加了对财富500强公司在中国的人力资源和招聘方面的认知,展示其人力资源措施因机构的成熟度、地区、和业务侧重点而异。

关键词: 国际人力资源管理,招聘,人才,软技能



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