Recruiting in China

How do you recruit in China?

As the world’s second largest economy, China offers exceptional growth potential for companies looking to expand internationally.

Setting up a local team in China is a complex challenge, due to strict regulations and numerous administrative peculiarities.

Our experts simplify the recruitment process in China by sharing their tips and tricks on this page.

HR information you need to know before recruiting in China

There are three types of contract in China:

Fixed-term contract
Contract for an indefinite period
The employment contract “by task“(the employment relationship ends when the assignment is completed)

All employees must receive a written contract within one month of being hired; otherwise, the employee is entitled to double pay.

Trial period in China

The trial period depends on the duration of the employment contract:

< 3 months or job contracts = No trial period
3 months to 1 year = No more than 1 month
1 year to 3 years = No more than 2 months
3 years and over = No more than 6 months

Working hours in China –

Working hours are set at 40 hours a week (8 hours a day and a maximum of 44 hours a week). The duration of working time is set at 40 hours per week (8 hours per day and 44 hours maximum per week). In special cases, the number of hours of overtime per day can be up to 3 hours. The employer is obliged to pay overtime at 150% of the hourly rate.

Public holidays –

There are 11 public holidays, and in addition the Chinese government has set up a system to create vacations of several consecutive days, working on weekends to replace weekday work.

Minimum wage in China –

The minimum wage depends on the region where the employee works, and evolves according to the cost of living and the level of development of the region.

Example of regions with the highest minimum wages:

Shanghai 2,690 Ұ (~348 euros)
Beijing 2,420 Ұ (~313 euros)
Shenzhen 2,360 Ұ (~305 euros)

Examples of regions with the lowest minimum wages:

Urumqi 1700 Ұ (~220 euros)
Lanzhou 1820 Ұ (~235 euros)
Nanning 1810 Ұ (~235 euros)

Average monthly salary in mainland China in 2023 –

The average salary in China also depends on the region in which the employee is hired:

Shanghai 13433 Ұ (~ 1736 euros)
Beijing 13251 Ұ (~ 1713 euros)
Shenzhen 12668 Ұ (~ 1638 euros)
Shenyang 7423 Ұ (~ 960 euros)
Taiyuan 7405 Ұ (~ 957 euros)
Harbin 7055 Ұ (~ 912 euros)

Z visas, work permits and residence permits in China –

You need to apply for a Z visa to work and live in China. Once you’ve requested your notification letter, you can apply for your Z visa, work permit and residence permit.

With thesupport of our experts, you can prepare your entry into China with peace of mind.

Discover what we have to offer!

Employment platforms in China

Here are the six most popular job search engines for recruitment in China:

51job – 前程无忧 : This is one of the leading sites in China. 51job provides candidates with detailed information on the companies that post jobs on its platform (corporate culture, benefits, reputation, career prospects, etc.).
BOSS zhipin BOSS 直聘 BOSS zhipin: has the highest response rate while enabling direct communication with corporate HR managers.
Zhaopin – 智联招聘The Zhaopin Group: offers a wide range of jobs in state-owned enterprises.
Liepin – 措聘 The Liepin region: offers a wide range of large and foreign companies, focused on high-level jobs and executives.
Lagou – 拉勾网Lagou: allows users to upload up to four CVs and focuses on the digital industry.
WeChat – 微信: China’s leading application, you can utilize WeChat for recruitment, particularly for roles in technology and digital. Some companies also set up dedicated recruitment groups.

Please note: since 03/08/2023 LinkedIn has ceased its activities in China.

Why does your company need an online presence to attract candidates in China?

Having a local address (directly or via a partner like Salveo) is crucial to giving your company a positive image and attracting the talent you need.

What special mentions should you include in your ads?

First of all, you need to mention the language requirements, because if fluent knowledge and command of English or Mandarin is necessary and logical, make sure you specify this clearly. Then, present your company's culture to attract candidates who match your values and can adapt to the characteristics and values of the Chinese labor market. Finally, you need to highlight the specific benefits your company offers, such as training opportunities, benefits for employees and their families, or prospects for advancement based on experience. Candidates in China attach great importance to continuous training and professional development. You can also emphasize the importance of work-life balance, notably through flexible working hours or telecommuting.

Can you ask for references?

This practice is common but rather delicate, as Chinese culture can make some people reluctant to provide negative information about former colleagues. You can therefore carry out a reference collection while being aware of this cultural aspect.

Are multiple interviews common in China?

Yes, it's a common practice, as everyone assesses different aspects of a candidate's skills and personality. In addition, these interviews can include technical assessments and practical tests, particularly for technical positions.

What are the usual recruitment times in China?

They can vary, but in general, the process can take between 1 and 3 months. It may seem time-consuming, but it takes into account multiple interviews, technical assessments and reference checks.

How are wage negotiations conducted in China?

These negotiations are quite common, and although candidates may be reluctant to discuss salary directly, they can nevertheless express their expectations. It is often advisable to broach this subject gradually, expressing a willingness to discuss overall benefits in addition to salary.

How can you address the issue of international employee mobility in China?

This can be a key element in the recruitment process, setting you apart from other international companies. This is why it's important to discuss mobility opportunities at the very beginning of the interview, and to give precise information on the transfer process (with the Z Visa, for example).

How do you manage cultural differences during recruitment?

You really need to be aware of cultural sensitivity: you need to adapt your approaches, understand professional hierarchies and provide information about the company culture to facilitate integration.

Should I use a recruitment agency in China?

Salveo has 30 years’ experience in supporting companies wishing to expand into China. Our local team based in Shanghai and Shenzhen ensures a solid operational presence throughout China.

We offer complete recruitment solutions, tailored to your needs:

Market valuation

We analyze and test the specifics of your business sector in China.

Profile identification

We target the talents you need, taking into account the specific characteristics of the Chinese market.

Recruitment Process

From job advertisement to candidate selection, we manage the entire process.

Administrative Management

Drafting contracts, obtaining work permits, managing payroll and legal declarations. Thanks to our efficient management, you can concentrate on developing your business while we manage the recruitment process and associated administrative tasks.

Ongoing support

Our team will be happy to answer any questions you may have on employment law and employee management.

Our expertise enables you to build your team quickly and avoid local pitfalls.

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