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How to Recruit Your First Team in China: A Beginner's Guide

Writer's picture: Ka Cheng ChanKa Cheng Chan

Is your company planning to expand into China and wondering how to recruit your first team? Here’s a quick guide to help you get started.


1. Decide Between Full-Time Employees or Freelancers


Before starting your recruitment journey, consider whether you need full-time employees or freelance workers. Full-time hires require compliance with Chinese tax laws, and you might need to register a business locally—a process that demands thorough preparation. For market testing or minimizing risk, hiring freelance workers could be a more flexible and cost-effective option.


2. Choose the Right Platforms to Recruit in China


Unlike Western markets where platforms like Indeed or Glassdoor dominate, China’s recruitment ecosystem relies on local platforms such as Zhaopin.com, 51Job, and Liepin. For international talent, platforms like HiredChina cater specifically to bridging global talent with Chinese employers.


Keep in mind that posting on these sites often requires a Chinese ID or phone number. To navigate these challenges, consider partnering with a reputable recruitment agency with local market expertise.


3. Timing Your Recruitment


In China, March and September are peak hiring seasons. March coincides with companies implementing annual goals, while September allows for adjustments based on the year’s progress. Align your recruitment activities with these periods to access a broader talent pool.


4. Write Effective Job Descriptions


Craft culturally appropriate, clear, and concise job descriptions tailored to the Chinese market. Use straightforward language, emphasize key qualifications, and include familiar industry terms. This helps your postings resonate with potential candidates.


Recruiting in China

5. Understand Local Regulations


Employment contracts in China are subject to strict regulations. Misclassification of employees or non-compliance with labor laws can lead to fines and other penalties. Employers are also responsible for monthly payroll taxes and adhering to provincial labor laws.


6. Cultural Sensitivity in Interviews


Approach interviews with cultural awareness. Formal handshakes and respectful greetings are customary, with surnames stated before given names. Be prepared for candidates to ask personal questions, and always communicate next steps clearly.


7. Mitigate Risks


Foreign businesses in China must navigate unique challenges, such as intellectual property protection and compliance with the corporate social credit system. Partnering with experienced entities or recruitment agencies can help you avoid potential pitfalls and ensure a smooth hiring process.


Ready to Build Your Team in China? ThinkLabs Recruitment specializes in bridging the gap between global businesses and Chinese talent. With our expertise in cross-border recruitment, local market insights, and compliance knowledge, we can help you navigate the complexities of hiring in China.


📩 Contact us today to learn how we can support your expansion and recruitment goals!

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