Guides - Human Resources & Payroll in China 2016

- Human Resources and Payroll in China 2016-2017 (5th Edition)

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1.3 Candidate Identification

- By Selma Mo, Account Manager, Direct HR Shenzhen

In general, there are 3 types of candidates that can be identified during the recruitment process:

Due to the high activity level of the recruitment market in China, many demanded candidates do

not publish their information in generic databases as this might lead to thembeing overloaded with

irrelevant job offers. Many of these candidates are therefore only approachable via direct contact and

often only promote themselves via niche (e.g. industry-specific) channels and their personal network.

This also has the benefit that the candidates are able to realize a higher market value compared

with finding jobs via generic strategies (actively applying, publishing their profile in databases, etc.).

Candidate Identification

Candidate Type

Definition

Pros

Cons

Comments

Active Candidate

- Applying

Candidates who send their

resume to apply for an

online and/ or offline job

advertisement.

• Large pool

• Interested candidates

• Easy to obtain candidate

profile

• Low hit rate

• Fraud sensitive

• Marketing intensive

• Time consuming

screening

Most suitable for junior

positions and mass

recruitment

Passive Candidate

- Database

Candidates who have

published their profiles in

databases and who are not

actively applying to a job

advertisement.

• Large pool

• Candidate profiles

available

• Detailed search

specifications

possibilities

• Costly

• Low candidate interest

• Time consuming search

Most suitable for

generic mid-level

positions

Passive Candidate

- Direct Contacting

Candidates who have not

published their profiles in

databases and who are not

actively applying to a job

advertisement.

•

Qualified pool of

candidates

• High hit rate

• Lower fraud sensitivity

• Difficult to identify and

contact target candidates

• Only able to assess

candidate suitability after

having obtained the

candidate's profile

• Low candidate interest

• Resource consuming

• Small pool

Most suitable for

executive-level

positions and

specialists