The country, therefore, is increasingly becoming the place for job seekers of all kinds - and marketing communications professionals are no exception.
But this has not always been the case. Just five years ago China was seen as a hardship posting and, consequently, huge salaries were paid.
Many multinational companies even paid a hardship posting allowance.
Even Hong Kong professionals on the Motherland's doorstep baulked at relocating to the north, because the action was happening where they were operating.
The dynamics, however, have changed. Where once there was an unwilling talent pool, today the demand for jobs on the mainland has skyrocketed and employers are in the enviable position of being able to pick and choose.
This includes the salary packages they award to employees. In addition, the local Chinese workforce have accumulated greater knowledge and experience.
The changes have been noted by TMP Worldwide eResourcing, a leading executive recruitment company. It says that salaries are trending down, hardship allowances have been cut, and the demand for expatriates is on the decline.
TMP North Asia sales and marketing divisional manager, San Lee, said that it was somewhat late for Hong Kong people to now start considering a career in China.
"Five or six years ago, agencies in China really needed a lot of Hong Kong people to work for them. Companies were willing to pay high salary packages and provide good career prospects in order to attract the best talent. They even offered a hardship allowance to compensate for the difficult working environment.
"But the hardship allowance has been cut and, generally, the whole salary package, including housing allowance, has dropped about 20 per cent compared with just a few years ago. TMP Shanghai team leader Anita Landau added: "The (dollar value of the) total annual package for expatriates is decreasing. People entering China now at the mid to senior level may be expected to forego big housing allowances and return home trips."
ZenithMedia Shanghai deputy managing director, Derek Kwok, said that the salaries of executives who had been stationed in China for some years had not changed because the combination of their knowledge and experience helped to maintain their market value. But he stressed that newcomers might have to make sacrifices.
"The opportunities are still there for very senior people. But for lower levels, the door is closing very fast. Agencies are localising their staff, which would give expatriates at the mid-range greater competition to overcome."
TMP's Lee added that competition was also coming from Taiwan. "The cultural background and language of the Taiwanese is similar to the mainland Chinese.
Taiwan's past economic boom meant that professionals tended to stay in their home market. However, the current economic slump has forced them to look further afield for work. The salary of a Hong Kong executive is much higher than that of a Taiwanese, but their quality might not be so outstanding. As a result, agencies prefer hiring local Chinese or Taiwanese talent rather than Hong Kong expatriates."
She also said that Hong Kong people were somewhat conceited, with a belief that they must eject "if they want to make breakthrough achievements".
BBDO/CNUAC chief executive officer, Lau Seng Yee, agreed, saying, "Being an expatriate doesn't automatically mean you can lead local staff. Expatriates should make a genuine effort to work with local colleagues."
TMP Shanghai's Landau said that there was a misconception that it was easy for expats to be successful in China.
"The reality is very different. I would say that if there is an employer with particular needs and local candidates cannot meet the requirements, then there is no hesitation to look to the Hong Kong market.
"But it takes a lot of skill, dedication and hard work to add value to the Chinese market. Employers are constantly having to weigh the advantages of using local staff vis-a-vis an expat."
Kwok of Zenith believes that a person's mindset is key to successfully operating in China. For example, "many Hong Kong expats fail to adapt to China because they always stick with other Hong Kong people. I have met some who have been working in China for more than six years but they still speak poor Mandarin and cannot even prepare documents in Chinese. It is always true that the fittest survive."
Finding a good job in China is no longer easy and TMP's Lee suggested that people, especially from Hong Kong, should seek opportunities in secondary cities rather than the primary coastal cities.
"In the primary markets, most expat positions have been filled. However, companies located in secondary cities need the help of Hong Kong people to strengthen their competitive standing following the country's entry into the WTO."
AD AGENCY SALARY RANGES-BEIJING,GUANGZHOU, SHANGHAI JAN-JUNE 2002
ADVERTISING AGENCIES (4As)
POSITION Highest Salary Lowest Salary Average Salary
(per month gross) (RMB monthly) (RMB monthly) (RMB monthly)
Managing Director 150,000 100,000 120,000
Director of Clients Service 78,000 55,000 65,000
Group Account Director 56,000 40,000 45,000
Account Director 35,000 15,000 25,000
Account Manager 15,000 6,000 8,000
Media (4As)
Strategic Media Planning Director 58,000 33,000 41,600
Associate Media Planning Director 41,600 25,000 33,300
Senior Media Planning Manager 18,000 12,000 15,000
Media Planning Manager 15,000 10,000 12,000
Sources: TMP Worldwide eResourcing.
