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- Human Resources and Payroll in China 2016-2017 (5th Edition)
1.5 On-boarding
- By Neil Huang, Consultant, Direct HR Shanghai
In China the on-boarding process plays a comparatively critical role in recruitment. It serves as an
important means to reduce uncertainty for companies and candidates in the process of integrating
a suitable professional into the organization. After a suitable candidate has been identified, the
following steps should be taken:
Send Candidates a Letter of Intent
Sending out a letter of intent or offer letter prior to signing the employment agreement is a good
means to summarize the key employment conditions and to bridge the time period between
identifying the right candidate and the eventual starting date of the position.
The letter of intent should be kept within one to two pages and contain the most critical terms
of employment. Additionally a checklist should be drafted, which describes the next steps to be
taken and materials to be provided by the candidate. This will provide assurance to the candidate
and might trigger a buy-in effect, so that the candidate mentally “joins” the company even before
he /she signs the contract.
Letter of Intent
Letter of Intent
Next Steps
Registration Materials
• Formal title
• Main duties
• Reporting line
• Remuneration details including bonus
structure
• Social welfare standard
• Length of contract and probation period
• Commencement date
• Health checks
• Signing employment contract
• Registration with HR department on the
starting date
• Employment handbook
• Training period
• ID card
• Copies of academic certificates
• Reference letters
• Labor handbook
• Residence certificate
• Housing fund account number
• Passport pictures