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On Job Descriptions in China… Hey there! Today we’re going to break down some Job Descriptions in China. The Job Description, or JD, is the set of information that hiring companies prepare for open positions. Now if you’ve made it to this article, it’s preeeeeeeetty likely you know exactly what a JD is – so let’s get to the China specifics! In full China fashion – we’re playing the lucky number 8 today. We’ve selected 8 different roles from 8 of China’s leading companies. All posts were originally in Chinese and have been translated by technology far superior to this writer’s translation skills (although I did try to clean it up a bit). Sure it’s choppy in parts, but the intention comes across in just about every bullet point. Chinese business culture values succinct communication, and that really shines in the modern Chinese Job Description. You’ll notice that most Chinese JDs are divided into 3 sections: Tags, Job Responsibilities, and Candidate Requirements. Let’s check some out and learn from China’s biggest and brightest! Hiring in China? We can help. China Job Description Example #1: Sales Representative at Alibaba Tags: import and export trade Tele-marketing Face-to-face sales/cold call Software/Enterprise Service Products Sales experience to enterprises/institutions (ToB) Enterprise (ToB) Face-to-face sales/cold-call experience Telesales experience Exhibition Sales Internet/Technology E-commerce Location: Hangzhou Job Duties:  Represent Alibaba International Business Department to attract investment for the international platform, responsible for customer development in the Shanghai region, and provide customers with a complete set of cross-border trade solutions (websites, order information, finance, services, logistics supply chain, talents) in combination with Alibaba’s diversified products; Develop customers independently through the company’s CRM database, major recruitment websites, Qichacha, referrals, etc.; Responsible for full-link integration, efficient operation of various market resources related to Alibaba’s business, etc., to establish good customer relationships and promote experience sharing and common growth among customers. Requirements: Bachelor’s degree or above; excellent candidates can lower their academic qualifications, excellent fresh graduates with internship experience: cross-border e-commerce, foreign trade, international stations, etc. internship experience; Like, love sales and eager to make money; Willing to challenge high salaries, passionate, confident, tough, motivated, and eager to realize self-worth; If you have relevant B-end enterprise investment, telemarketing/face-to-face sales experience (or foreign trade platform investment, Internet promotion, and sales-related experience is preferred). Related article(s): Average Salary at Alibaba (阿里巴巴) in China (2024) Key Account Reps in China: Average Salary and Job Description Our Guide to Understanding Cover Letters in China China Job Description Example #2: WeChat Developer at Tencent Tags: Front-end Development JavaScript HTML CSS Vue React Mobile Apps (iOS / Android) Location: ShenzhenJob Duties:  Dig deep into online and offline industry scenarios, and work on developing personal consumer finance systems such as credit consumption and committed consumption for WeChat Pay; Based on the WeChat ecosystem, be responsible for the development of technology selection, performance optimization, and full-link monitoring related to the front-end of WeChat Pay for different industries; Help merchants grow through technology, pursue the ultimate experience, and work on building a highly available, high-performance Web front-end system. Requirements: Familiar with Linux operating system, computer networks, database principles, common data structures and algorithms; Proficient in front-end development languages ​​such as HTML/CSS/JavaScript; Familiar with WeChat applets, and can skillfully use one of the frameworks such as React, Angular, Vue, and have an in-depth understanding of their principles; Professional, reliable, and well-planned, enthusiastic, eager to learn, and love to share, and those with background development experience are preferred. Related article(s): Android Developers in China: Average Salary and Job Description Average Salary at Tencent (腾讯) in China (2024) Average Software Engineer Salary in China: 14 Sources Compared China Job Description Example #3: Product Manager at Baidu Tags: Senior Product Manager Commercial Products Location: Beijing Department: Health Content BusinessJob Duties:  Responsible for non-advertising commercial products for private medical institutions, responsible for revenue and actual conversion, including CPA effect payment and content brand marketing. Multi-point registration: Multi-point registration is the core connection point between Baidu Health’s public ecology and private customers. Establish the commercial transformation of multi-point registration products, including the commercial rights design of doctor brands, hospital brands, and conversion channels, and the mechanism and pricing of landing effect payment; Heating products: Through content marketing and doctor marketing, realize the compliant commercialization of search popular science traffic, including content business orders, traffic heating, commercial recommendations, etc., to bring additional commercial scenarios to customers, accurately acquire customers and improve the overall conversion effect. Requirements: 3-5 years of Internet work experience, search and commercialization background is preferred;  Have experience in being responsible for medium and large complete projects, can complete solution design and implementation from 0 based on given goals, and continue to promote iteration; Those with experience as a mentor or team management are preferred. Related article(s): Average Salary at China’s ‘Big 3’ Tech Firms: Tencent, Alibaba, & Baidu Average Salary at Baidu (百度) in China (2024) China Job Description Example #4: Business Data Analyst at Meituan Tags: Business data analysis Business model/operation strategy optimization Location: BeijingJob Duties:  Based on the in-depth understanding of the business model and industry research, continue to conduct behavioral research such as user insights, identify key decision-making factors for business growth, and seek potential business growth opportunities; Responsible for the analysis of user retention improvement, and exploring opportunities for retention improvement from various angles such as reach, users, commodities, activities, and products; Responsible for the core indicator monitoring and abnormal analysis of platform users, timely discovery of business problems, and exploration of user growth opportunities. Requirements: 2 years or more of work experience in Internet business analysis or consulting companies; Sensitive to data, with good logical analysis ability and structured thinking ability, able to find business opportunities from multi-dimensional complex data. Experience in user growth analysis is preferred. Have a strong interest in retail business, and hope to achieve performance growth and realize their own value through data-driven; Strong goal orientation, strong pressure-bearing ability, and good cross-team communication skills; Solid basic skills, proficient in using data analysis tools, and proficient in

Special Working Days! If you’re new to Chinese work culture, I’m sorry to break this news to you – China has nationally scheduled make-up days around holidays… on the weekends. That’s right, every year there are a handful of Saturdays and Sundays, right around bigger national holidays, that convert over to workdays. There are 8 special working days scheduled in 2024, a number that can vary slightly year by year and is announced right from Beijing. Check out our super simple 2024 China Public Holidays & Special Working Days Calendar: 1999: The Beginning of Special Work Days in China In an effort to boost domestic travel and consumer spending, the supervising government agency passed an extension of some holidays: The three-day Spring Festival holiday remained the same. Labor Day holiday extended from one day to three days. National Day holiday extended from one day to three days. Essentially the plan was to give workers two extra weekdays off for two major holidays and thus, with one weekend included, a full seven-day stretch of time off. To balance the extra days, the policy makers added ‘special working days’ on weekend days before and after the holidays. The plan to boost spending and travel has generally worked out well, and this trend has continued through 2023.  2007: More Public Holidays Added to the Calendar 2007 further expanded public holidays, adding The Qing Ming Festival, the Dragon Boat Festival, and the Mid-Autumn Festival to the list. Here’s the list of changes made with the policy update: The Qing Ming Festival added as a one-day holiday. The Dragon Boat Festival added as a one-day holiday. Mid-Autumn Festival added as a one-day holiday. Labor Day holiday reduced from three days to one day. A note to add here is that the three new holidays added are all traditional festivals and are celebrated according to the lunar calendar.  2019: May 1st Labor Day Holiday Scheduling Update In 2019, Beijing once again extended the May 1st holiday back to 3 days. The target schedule is 4-5 days off in a row, with 2 make-up working days. To be clear, 3 days off with 2 make-up workdays actually nets in 1 day off. Special Working Day Scheduling Rules Scheduling gets interesting! When it comes to deciding how the holidays are scheduled and which days will be special ‘make-up’ work days, there is a general system… One-Day Holidays For the one days holidays, that is – Qing Ming Festival, Dragon Boat Festival, and Mid-Autumn Festival. Below is a breakdown of how things are [usually] scheduled the lunar calendar holiday falls on each day of the week: Monday: The holiday naturally becomes a 3-day weekend. (In our mind) A nice, simple scenario – a long weekend with no weekend work!  Tuesday: If the holiday falls on a Tuesday, the preceding Monday and Sunday are off, forming 3 consecutive days off. This creates a special workday on one weekend day. It is often (but not always) the Saturday right before the 3-day holiday. Wednesday: One day off in the middle of the week. No make up work days. Not bad all. Thursday: Much like Tuesday, if the holiday falls on a Thursday, the following Friday and Saturday are off, forming 3 consecutive days off. This creates a special workday on one weekend day. It is often (but not always) the Sunday right after the 3-day holiday. Friday: Like Monday, the holiday naturally becomes a 3-day weekend. A long weekend with no weekend work!  Saturday: A Friday or Monday is given off. No extra workdays, with a 3 days weekend. Sunday: A Friday or Monday is given off. No extra workdays, with a 3 days weekend. Week-Long Holidays Chinese New Year: When scheduling holiday leave for Chinese New Year, administrators look for at least seven consecutive days off. Two special working days are added before and/or after the holiday. Here’s the schedule for CNY 2024 as a reference, with holidays in teal and special workdays in red: Example of Chinese New Year schedule in 2024:8 days off in a row, with 2 special working days creating 6 day work-weeks on either side of this. National Day: Always October 1st-7th (not lunar based). Two make up special working days added before and/or after the holiday. Again, here’s the 2024 calendar as an example. Notice the special working days split before (September 24th) and after (October 12th) the holiday week: May 1st Labor Day Holiday The Labor Day holiday schedule is somewhat unique. The scheduling optimizes 4-5 days off in a row to encourage travel and spending. The downside is that 2 make-up days come in tow with this. Here’s the 2024 schedule as an example of this in action: Example of Labor Day schedule in 2024:5 days off in a row, with 2 special working days on either side of this stretch (April 28th and May 11th). Should Managers Enforce Special Working Days? As someone responsible, such as the HR manager, business manager, or business owner – you don’t have to make your staff work, but it’s understood and expected. Moreover, these days are paid regardless. In our experience hiring in China, most companies are fully operational on these special days. Within your business, this especially relates to outside-facing roles such as logistics or sourcing, as well as client-facing roles. Both will likely still be receiving inbound communication on special working days.  In the end, it’s he individual organization’s decision on how to specifically treat special working days, if not just like a normal workday. Hiring in China? We can help, and stay within your budget!  The TeamedUp China Recruiting Pros are on the scene!  Our China Recruiter Pro service helps companies utilize leading Chinese job platforms such as Maimai, Zhaopin, 51job, BOSS Zhipin, Lagou, 58, Ganji, and Liepin. Contact Us for a free consultation to discuss hiring goals, salary & compensation budgets in China, and if TeamedUp China is the right fit to support your organization. Book A Call Get in Touch Let’s find your next

The Chinese Resume! While it shares a lot with the international resume, it has a decidedly different set of standards as well. Today we dive into 11 unique differences that you’ll find on most Chinese CVs. If you happen to be the chosen one on your team combing through these CVs, check out our related coverage on tips for chosing the most reliable candidates in China. The Chinese CV – loaded with everything you need! 1) Professional Photo The vast majority of Chinese CVs contain a professional photo. This photo is most often on the top line of the CV – on the left or right, and sometimes center position.  When possible, this photo is taken in a more professional manner, with the candidate dressed up in business attire and the photo taken by a pro photographer. Job hopefuls in China across industries and career paths have professional photos taken every several years, at most career stages. In every step of a China-based career, from new College graduates to the CEO level, professionals have this photo ready to go. A Shanghai professional, professionally holding her professional-photo adorned Resume! 2) Gender CVs in China most often contain a line for gender. The Chinese word for ‘gender’ is: 性别 (xìngbié).  Male: 男 (nán) Female: 女 (nǚ) Note: While this field is seen a lot, it is not required and is just as often seen left out. 3) Relationship/Marital Status Another line commonly seen on a Resume in China is ‘Marital Status’. In Mandarin, Marital Status: 婚姻状况 (Hūnyīn zhuàngkuàng)Married: 已婚 (yǐ hūn)Single: 单身 (dānshēn)Divorced: 离婚 (líhūn) Again, this field is also optional. If the candidate feels comfortable displaying this information, they do so.  4) Height Interesting one! This writer is making a note to do a poll on why height is included on Chinese CVs. I’ll be back with some (hopefully) interesting feedback on the why. In the meantime – here’s how it’s displayed in Mandarin: Height: 身高 (Shēngāo) The listing is traditionally written out in centimeters. For example: ‘175cm’. 5) Identification Number (Shēnfèn zhèng) The ‘ol national ID number, every country has them! This number is displayed most commonly in government-related industries. In China, this category also includes State-owned Enterprises across most sectors and public-facing positions.  Identification Number: 身份证号 (Shēnfèn zhèng hào) For non-Chinese citizens, a passport number will do fine! Passport Number: 护照号 (Hùzhào hào) …in this case, one may also include – Nationality: 国籍 (Guójí) 6) Age Another personal item to add to the list, and one that commonly uses the Chinese date format we just looked at (see #7!). Many candidates choose to list their age on their CV in China. The line is usually as so in Mandarin: Date of birth: 出生日期 (Chūshēng rìqí) Followed by that lovely date format ~ YYYY年MM月DD日   or   YYYY年MM月.  7) Target Salary Chinese CVs can be quite direct! Many candidates choose to include a target salary range to set expectations upfront. This writer is personally a proponent of both employers and candidates setting a clear salary range in Job Descriptions and CVs, respectively.  We have seen firsthand how much time this simple line can save.  Expected Salary: 期望薪资 (qīwàng xīnzī) The salary can be listed as a monthly or annual amount. Wade quickly through the sea of candidates with target salary expectations! 8) Wechat ID We saved a big one for number 8, the king of all numbers in China. Wechat!  We’ve taken a look at the importance of Wechat in the professional spaces of China. Wechat is so prominent in modern professional exchanges that it has practically replaced email, even in the recruiting process! Even our own recruiting pros accept CVs via Wechat on a daily basis, as it is such a primary form of communication for life in China. Armed with nothing but an empty briefcase and a crisp Wechat QR code,the new graduate bravely faces the job market! 9) Date Format yyyy/mm/dd The most common date format in China is the yyyy/mm/dd  or yyyy/mm format. Dates listed on a Chinese CV are most likely going to be in this format. In the Chinese language, this format can be written quite clearly by only adding 2-3 characters: YYYY年MM月DD日   or   YYYY年MM月.  Which is kind of like doing this in English: YYYYyear MMmonth DDday   or   YYYYyear MMmonth.  While it may not be what all international parties are used to, the date format is admittedly clean and logical. Fair warning – once you begin to use it, it may be tough to go back! 10) Beefed up Education Section Education is one of the cornerstones of modern Chinese society. The Chinese CV often reflects this by being a section that is emphasized greatly. Degrees and certifications are highly valued in this society, so why not emphasize them on an application Resume? Education sections can be placed above Work Experience on many Resumes. The industry and career path do matter here. Some careers in China, much like that of anywhere else, have expected educational paths to take and hurdles to surpass.  Great educational accomplishments, furthermore, are simply a great way for candidates to stand out amongst peers.  11) Underlying Humble Presentation and Language Save this as bonus one when revisiting. 11) Statement of Intention or Objective Statement (Instead of Cover Letter) While investigating Cover Letters in China, we concluded that this Statement of Intention or Objective Statement basically serves as a substitute for the traditional Cover Letter.  Our recruiting staff reflected on this in the Cover Letters article: “We more often see that they’ll write a short sentence, based around their motivations.” – Ms Chen, Recruiting Pro “Instead of a [cover] letter, it’s a very simple why I think I’m suitable for this position in a couple of sentences.” – Ms Zhu, Recruiting Pro While this statement may sometimes be included in email text or via Wechat message, it is just as common to see it toward the top of a CV.   Just A Résumé? That’ll do in China! Hiring in China? We can

Cover Letters! A majority of the world’s largest job markets love them (see graph below). But what about China?  Let’s clear up some common questions that our HR & recruiting team gets from all sides of the hiring process in China! Any big countries missing here? Graph Source: Resume.io Are Cover Letters Used in China’s Job Market? Cover Letters are *not requested or used* for the vast majority of positions in China. In short, not really.  I first took this question to our own China recruiting team – who always make sure to ask twice about Cover Letter requirements.  Our Recruiting manager Ms Chen (who has probably fielded over 50,000 Resumes for us) is decided: “The cover letter is not the usual in China, people don’t use it when applying for a Chinese position,” referring to the application flow of Chinese companies, “we more often see that they’ll write a short sentence, based around their motivations.” Ms Zhu, with over 10 years of experience in HR and hiring out of Shanghai, adds: “Instead of a letter, it’s a very simple *why I think I’m suitable for this position* in a couple of sentences.”    So what about the Chinese candidates who do send a cover letter? “Those that send a cover letter are usually sending it in English. For the most part, they don’t even have a Chinese version because it is so uncommon,” adds Recruiting Pro Ms Chen, “they’ve never even been asked to write one in Chinese.” The first known Cover Letter in Shanghai belonged to Canadian merchant Thomas Bailey (1/2) 🤠 What Percentage of Job Candidates in China Submit Cover Letters? After recruiting for hundreds of Chinese companies and receiving tens of thousands of applications since 2014, our recruiting team estimates only 1-2% of Chinese candidates submit a Cover Letter! And we’ve almost never seen a Chinese one. When it comes to International companies operating in China, there is a much bigger tendency to require Cover Letters in China as per a global standard. When a cover letter is required, it’s important for international companies to remember that most Chinese candidates (and maybe up to 99% of them!) do not have a cover letter prepared already and have not needed one for all or most of their other job applications.  “What is this thing… you call… The Cover Letter?!” 😯 What is Common in China Instead of a Cover Letter? A concise statement at the top of the CV: This is a humble and straightforward 1-3 sentences on why the candidate thinks they would be a great fit for the job. It is in the same location as an ‘Objective Statement’ on a Western CV. If possible via email or form, a short (2-3 sentence) statement in the email body: This is a statement of application intent and a polite request for consideration. Keywords: adding the right keywords to a CV/application on the major Chinese jobs platforms is an important step to stand out. A Bigger focus on Certificates and Degrees: In China’s highly competitive job market, educational and professional milestones mean a lot in the journey to get ahead. This area of the CV garners more focus and space than it would in many international Resumes. Special interests section more developed: Much like in the rest of the world, this section gets stuck at the bottom of most Chinese CVs. It is, however, given more space to breathe and is valued by many Chinese companies looking for the right culture fit with applicants. The Chinese CV – loaded with everything you need! ⛩ What do Chinese Companies do Regarding Cover Letter Requirements? Chinese companies, the vast majority of the time, don’t mention Cover Letter at all on the Job Description. It is completely optional, and not expected. Furthermore, there are no penalties for not submitting one, it simply isn’t really a thing across China! Unless specifically mentioned in the JD, a cover letter can be ignored in China. Instead of a cover letter, Chinese Companies move right to these things when evaluating candidates: Keyword & Search Optimizations: Over half of hires in the domestic Chinese market are done on China’s job and networking platforms. Companies can refine their search in a massive way by starting there. The Certifications and Degrees category becomes more important: Ongoing education is huge in China – candidates can continue to put themselves in more elite categories with verified accomplishments. More pre-interview evaluations: Candidates hoping to work at tech giants like Alibaba take both technical and comprehensive tests. Should My Company Still Require a Cover Letter When Posting Jobs in China? We suggest keeping the cover letter optional in China. Here’s why: Most great candidates in China don’t already have a cover letter prepared. Requiring a cover letter is an extra daunting step that we see high-potential candidates bail on more often than not. Other Companies Don’t Require it. The biggest, newest, most innovative companies in China don’t require it. They are already enough to compete within the job market. This is another (albeit minor) side hurdle for candidates to work with other companies instead of yours. Having a mandatory cover letter, especially in English, discourages A LOT  of great candidates from applying for a position. Unless they are previously familiar and very positive on your firm, a majority of top-tier talents in China will simply skip over a job application that requires an English cover letter. They can apply to dozens of similar jobs at Chinese private and public companies without having to bother. Keeping it optional on the Job Description gives candidates paying attention an easy way to stand out. When that 1-2% of candidates DO include a cover letter in China, it’s always great to see. Great candidates are ready to send you the Chinese comparable – a very purposeful and thought-out target statement and courteous email introduction. That’s not bad! China values modesty. Let’s face it – sometimes cover letters don’t feel the most genuine, and it’s not something a

The working dynamic in China is changing. While the job market is getting increasingly competitive for young job-seekers, local and government-adjacent firm roles are still in the highest demand for the brightest of China’s professional youth.  In order to attract top talent away from China’s local giants (in just about every industry), both international and local private firms are wise to offer more competitive and unique packages to great candidates. [Easy tip: Don’t require a cover letter] Here are six ways that companies can attract better Chinese candidates, supported by local data from HR Giant Liepin (猎聘): 1) Offer a Long Term Plan and Job Stability In a 2023 survey by Liepin, job stability and security ranked as the most important consideration for Chinese professionals. In fact, a resounding 81.1% of Chinese job seekers ranked job stability as the most important factor when considering a new position. This is no surprise given the recent economic environment in China. Years of COVID and economic uncertainties have certainly had a large influence here. Furthermore, a recent study by Chinese HR platform 51job found that only 36.9% of companies surveyed in China have formulated career plans for fresh graduates! This isn’t so reassuring for China’s young and bright, career-seeking hopefuls. What can a company do to promote job stability for Chinese candidates? Clearly state the company’s track record of success and a growth path. This doesn’t mean adding ‘growth opportunities available’ at the bottom of the JD (Job Description). Let them know about the successes the company has had in the past, as well as what kind of growth plan the company has in general and for China. While you’re at it, why not add what type of role(s) they could grow into if everything works out well? Proudly outline the factors keeping your firm strong. If you’re representing a Fortune 1000 firm, start with that! If not, substitute things like the strong partnerships with big companies, long-term contracts with clients, financial backing, or great cash flow/profitability you might have. It doesn’t need to be hyper-specific, share what your firm is comfortable with. 2) Provide a Plan or Program for Professional Learning and Growth In the same survey, ‘Interest in the professional & technical attributes’ and ‘Potential for growth’ came in #2 & #3 respectively.  46.3% of Chinese job seekers surveyed said ‘Interest in the professional & technical attributes’ was a very important consideration. 44.1% said the same for ‘Potential for growth’. Now that we have reassured top Chinese candidates that their employer will be stable, we can move into the benefits of the individual. If you are sourcing candidates well enough and/or work in a very desirable industry, you’ll find great candidates who are already super interested in your industry! Let them know about some of the more exciting things that you guys are working on or planning, the great training you have, or projects that they can both contribute to and learn from. Blending nicely into Industry interest is the Potential for growth. Once again, this doesn’t mean adding ‘growth opportunities available’ at the bottom of the JD (we think this line generally can be wiped and upgraded). Tell them what you can about the plan. If things go well, what type of role will they grow into in 1, 3, or 5 years? Modern top candidates in China want to know that there is a future in their next career move, so it’s helpful to give them something to go on. 3) Consider a Flexible Schedule and Hybrid/Remote Work (Hint: This is Still a Rare Find in Corporate China!) As of 2023, most firms are back to the office full-time in China. While many international firms across industries have moved white-collar jobs to a hybrid schedule, most of China’s professionals are back to commuting 5 days a week. The ‘9-9-6’ work culture (9 am – 9 pm, 6 days a week!) is considered not really legal but still a widely discussed topic. The category of ‘autonomy and flexibility’ ranked high in Liepin’s data as well as our own (much smaller sample size). In our experience as recruitment service providers in China for many years, we’ve seen a sizeable uptick in candidate quality for the same remuneration when companies offer a flexible option in work time and/or location. With family being a top priority in Chinese culture, many professionals are more recently attracted to schedules that work better around a healthy home life. The overall value of flexibility is no different than the rest of the world in the 2020s, the big difference is that the supply of remote and flexible positions is lower in China. Companies are wise to consider remote, hybrid, flex schedule work as an easy win to snag better candidates for the same compensation package. 4) Encourage Creativity in the Workplace Upfront Trust us when we say that China has some amazing creatives! Many quality Chinese candidates (29% of those surveyed) highly value creative challenges. When these types of things are promoted in a job description and interview upfront they will have a unique job quality that many Chinese firms will not.  It also serves as a bonus filter in attracting candidates up for a challenge and a certain type of workplace experience! Let candidates know about the creative, collaborative projects at your firm. Tell them if trial and error is encouraged in the company culture.  5) Compensate Well (and Be Clear About it) While this may be near the bottom of this list, it should probably be the first thing you consider when budgeting a Chinese hire, and also the first to revisit when struggling to hire well here. Because they are not usually the first choice for Chinese candidates, international companies must really look at offering high-end or slightly above the local market salary and compensation rates (not sure what that is? We can help with that). And be clear about this upfront. China has a fast-moving job market and top local job sites receive

One of China’s biggest job portals, Liepin (猎聘), recently released a report on ‘Talent Flow and Salary Trend Report for the First Half of 2023’. For reference, the original Chinese name of the report is ‘2023上半年人才流动与薪酬趋势报告’. One interesting section of the report revolves around worker values and preferences. Liepin’s report aimed to shed some light on what kind of companies they want to work for in 2023, and what they value most in employment. For convenience, I’ve run the original data through a translator and posted both the original and English versions here. Let’s take a look and see what Chinese professionals really want in their next role! Stability is the #1 Value for Chinese Employees in 2023 Participants were asked: Among the following occupational attributes and characteristics, what has the greatest impact on your choice of occupation? Perhaps it’s not too surprising, after years of a global pandemic and an array of economic uncertainties, that Chinese workers value Stability above all else in 2023. Here are the job attributes from greatest to least impact, according to respondents:  1. Stability 2. Interest in the professional & technical attributes 3. Potential for growth 4. Autonomy & flexibility 5. Creative attributes 6. Financial incentives/value 7. Identity & respect 8. Management attributes State-owned and Gov’t Agencies out front of Foreign companies & Joint-Ventures Liepin also asked participants an interesting related question: What type of companies do you prefer to look for in your job search? The resounding leader here was State Owned Enterprises, with 71.7% choosing the option. Government Agencies and Institutions came in next at 42.0%. With such a high value on job stability, State-owned and Government outfits make sense as long-term, sturdy, and steady paths.  Third place in the survey, with 41.5%, was Foreign Owned-Enterprises. This is just under Government Agencies and far below State Owned Enterprises. It’s important for foreign companies to understand and strategize hiring around this point: Foreign companies are (generally) not the #1 choice for Chinese workers. In order to stay competitive in the Chinese job market, foreign employers should consider what values they provide to workers that can out-compete those of state-owned & government entities. A great place to start is the survey result from earlier in this article: Stability, Personal growth potential, Autonomy/flexibility, Creative outlets, and (of course!) Financial incentives are all ways to attract top talent. Oh and easy + related tip: Don’t require a cover letter in China. Rounding out the survey results were Private Chinese Companies (37.9%), Joint Ventures (34.8%), and Non-profits (only 3.6%!).  Hiring in China? We can help, and stay within your budget!  We’ve been recruiting in China since 2014! Our China Recruiter Pro service helps companies utilize leading Chinese platforms just like Liepin. Contact us for a free consultation to discuss hiring goals, salary & compensation budgets in China, and if TeamedUp China is the right fit to support your organization. Book A Call Get in Touch Let’s find your next great China-based team member today.