China: Recruitment and selection

Original and updating author: Huimin (Laura) Wang, Squire Patton Boggs

See the legal services provided by the author of International > China, including any discounts/offers for subscribers.

Summary

• Discrimination in recruitment and selection for employment is unlawful on various grounds. (See Discrimination)
• The inclusion of any false information or discriminatory content in job advertisements is prohibited. (See Advertising vacancies)
• If an employer recruits employees through the public employment services, a private employment agency or a "jobs fair", the employer is required to provide the services/agency or the organiser of the fair with copies of various documents. (See Recruitment - general)
• During the recruitment and selection process, the employer must give the candidate certain specified information. (See Selection)
• Young workers' employment is governed by various rules. (See Young people and children)
• In general, an employer may recruit a foreign national only if the position requires special skills or expertise and there is no suitable Chinese candidate for the job. (See Foreign nationals)
• Employers are obliged to employ at least a certain quota of people with disabilities, in appropriate types of job. (See Employment quota for people with disabilities)
• Employers are obliged to maintain an employee register, recording each employee's name and certain other specified information. (See Record-keeping)