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Devin Lin

Hong Kong has expanded the list of eligible universities under the Top Talent Pass Scheme, adding 13 mainland universities and overseas institutions, including the University of the Arts London, Renmin University of China, Tongji University and Sichuan University.
This brings the total count of eligible universities to 198 worldwide. Those who hold a bachelor’s degree from any of these institutions and have the required work experience can apply to come to Hong Kong under the scheme.
Expanding the list creates opportunities for more graduates from renowned universities to consider pursuing a career in Hong Kong, where they can play a role in the city’s economic revival, technological advancement and population growth.
However, on closer examination, some economies with advanced higher education systems and an abundance of renowned universities are arguably under-represented. New Zealand, Russia and Taiwan each have only one university on the expanded list.
More institutions should be added, such as Russia’s National Research University Higher School of Economics, which is placed highly in the country’s overall rankings and is highly respected in Europe. Fu Jen Catholic University and Taipei Medical University in Taiwan are also as internationally acclaimed as many top universities in mainland China. Lastly, the increasing global reputation of the University of Macau and Macau University of Science and Technology suggests they should be included.
But beyond creating more opportunities for top talent, Hong Kong must adequately support talented professionals who choose to live in the city. For example, talented people from mainland China might struggle with the social and cultural differences between Hong Kong and their home cities.

Such challenges could be even more pronounced for prestigious mainland university graduates without international exposure. They might find it more difficult to adjust to capitalism in Hong Kong than non-local graduates from universities in the city or other parts of the world.
Moreover, Mandarin-speaking professionals from places outside Guangdong province might face daily communication challenges if they don’t speak Cantonese. However, that language barrier isn’t the only obstacle.
Earlier this year, I spoke to a lawyer from Guangzhou, Guangdong province – a native Cantonese speaker – who came to Hong Kong through the Top Talent Pass Scheme. He is well-versed in mainland Chinese law and exceptionally knowledgeable. However, he did not understand why the Law Society of Hong Kong’s Overseas Lawyers Qualification Examination required an English minimum standard and would not consider a Chinese one.
While I understood the basis for the question, explaining the connection between the foundations of Hong Kong’s common law system and the present necessity for the usage of English in the city’s legal profession proved challenging.

In my interactions with highly talented recent graduates, I have found that many seek a “career that allows for retirement” in Hong Kong, showing disinterest in contractual roles. They seemed unaware that Hong Kong’s work landscape mostly operates on a contractual basis.
Disparities in mindset between top talent and the prevailing ethos of Hong Kong employers are a cause for concern. Despite their exceptional talent, these individuals could struggle in Hong Kong’s fluid job market. Attracting talent is one thing but retention is equally crucial. Offering practical guidance and support to help them acclimate to a new environment is arguably even more vital.
The Hong Kong Talent Service Office under the Labour and Welfare Bureau and the Hong Kong Top Talent Services Association have made substantial efforts to engage with new professionals arriving in Hong Kong. However, there are still more opportunities to increase support for top talent.
Many talented professionals have specialised skills or expertise in a particular field, proficiency in Mandarin or other languages and in-depth knowledge of specific regions.
These individuals can inject new vitality into various industries in Hong Kong, by helping build the Greater Bay Area development zone or expanding the city’s international presence. The city must offer a broad platform for highly talented professionals to showcase their abilities.

Industry associations in Hong Kong should consider creating guidelines and offering industry-specific support for Top Talent Pass Scheme applicants, helping them find jobs. Hong Kong should consider establishing comprehensive support programmes for all new immigrants. This could involve setting up immigrant learning centres that teach skills and offer counselling services.
Additionally, local universities’ continuing education departments could consider offering training designed for top talent relocating to Hong Kong. These programmes could include English and Cantonese language classes, introductions to the history and culture of Hong Kong and to laws related to investment and family life.
Such initiatives can hopefully help top talent understand Hong Kong, foster an affinity for the city and encourage them to serve the community.


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To bridge expectation gaps, Hong Kong must do more to help talented professionals adapt to the city’s labour market


To bridge expectation gaps, Hong Kong must do more to help talented professionals adapt to the city’s labour market.


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How Hong Kong can prepare top talent arrivals for success

.css-1c6uqr6{color:inherit;font-weight:inherit;font-size:inherit;font-family:inherit;line-height:inherit;overflow-wrap:break-word;}To bridge expectation gaps, Hong Kong must do more to help talented professionals adapt to the city’s labour market

To bridge expectation gaps, Hong Kong must do more to help talented professionals adapt to the city’s labour market