When conducting international recruitment and salary planning, it is necessary to pay attention to the company's cost control and ensure that the recruitment process is fair and compliant, and based on the candidate's professional ability and job match, rather than just the cost of living in the location as a screening criterion. The following suggestions are for your reference: 1. Determine the core requirements and evaluation criteria of the position • First, clarify the skills, experience and ability requirements required for the position, and ensure that the evaluation criteria for all candidates are consistent. • Develop a set of standardized interview processes and skill tests to ensure that the screening process is objective and fair. 2. Comprehensively consider the market salary level and local living cost • Understand the market salary level in the target country or region, but do not use "low cost of living" as the only or main screening criterion. • When planning salary, you can refer to local data as a dimension for salary negotiation, but it is more important to ensure that the salary structure reflects the value of the position and the actual ability of the candidate. 3. Comply with laws, regulations and anti-discrimination principles • Many countries have clear anti-discrimination laws, and recruitment decisions should avoid making one-sided judgments due to differences in country or cost of living. • It is recommended to establish a diverse and inclusive recruitment policy to ensure that the focus is on individual qualifications rather than stereotypes when selecting. 4. Make scientific decisions with the help of data and tools • Use data analysis tools to comprehensively evaluate candidates' backgrounds, abilities and salary expectations, and avoid subjective assumptions. • Consider using a skill-based and performance-based scoring system, and combine regional salary data to establish a reasonable salary range, rather than simply screening candidates from countries with low living costs. 5. Improve cross-cultural management capabilities • Develop training plans to improve the recruitment team's understanding of the cultural and market backgrounds of different countries, and ensure that candidates can be evaluated more comprehensively and fairly during cross-border recruitment. • Clarify the company's salary system and career development plan in communication, and help candidates understand the logic behind salary decisions, rather than simply based on location. In short, although understanding and considering the cost of living in the candidate's country can provide a reference for salary negotiations, screening candidates based on this factor alone is prone to bias and legal risks. It is recommended that you build a global recruitment system centered on ability and performance while ensuring the company's cost control, which can not only achieve fair competition, but also be more conducive to attracting and retaining outstanding talents.