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Effective ways on China workers recruitment #2

By Cyrus, on February 19th, 2010
Number of View: 5443

After knowing the methodology in recruiting skilled workers, to play safe factory must know 2nd round recruitment on identity verification on legal workers otherwise you will easily attack by buyer compliance, Non-government Organisation (NGO) or China Labor Authority.

Identity verification includes facial verification with his photo to ensure he is the true holder of the identity card (IC), many cases on workers has no IC but borrow from friends, relatives or brothers and sisters to get into factory. Factory has 2 ways to verify, either ask new workers to open a bank account taking advantage on bank facilities more professional to verify legal workers on behalf of your factory, explain to workers because your factory using telegraphic transfer on payroll. Or get hold on local police department hotline using their computer system to verify workers IC number through telephone verification. Although China using 2nd generation of identity card but in black market could easily buy a fake IC at RMB100, loss original IC similar matching on facial at RMB300! So no 100% safe but only minimizing the chances, and also depends on your Human Resource experience in determining the true IC holder through visual and verbally inspection during workers’ interview.

After verification on IC true identity holder next step is age verification. Past generation majority their birth dates using Chinese Lunar calendar year instead of Western calendar year. Only newborn child nowadays standardize using Western Calendar year. In China Labor Laws states clearly that below 16 under 1 full year of life (周岁) treated as child labor and between 16-18 are teenager workers but no overtime and overwork due to health care concern. The question is how to differentiate workers on true age? Due to different calculation between Chinese and Western calendar year there is no 100% verification. To play safe factory could set a questionnaire for HR on verbally interview to find his true age, like when he graduate; when is his birthday in Western calendar. Another tactic, most factory afraid buyer compliance or NGO remove orders on child labor violation, factory could recruits only 18 and above through verbally but recruitment advertisement still states as 16 to prevent compliance or NGO on age discrimination violation. Thinks about it, if you recruits 18 and above on his true IC age, eventough his age is based on Chinese calendar factory still got 2 years of tolerance to reach 16 below on child labor violation, 100% safe! Reason because the age calculation will not more than 2 years difference between Chinese and Western calendar year on his IC. Hence factory at most only violate teenager workers overtime violation rather on child labor violation according to China Labor Laws, light violation better than factory lockout (封厂)!

Remember all recruitment must go through your Human Resource (HR) in identity verification on new workers, never use your production people to verify workers identity, they either unprofessional or blink one eye, why? During peak season many factory will recruits part-time workers or sub-contract workers through middle-man, mostly they will give recommendation fees which is commission to your production supervisor. So would your production supervisor care about your factory identity verification or their commission? Even if your production supervisor didn’t collect commission but during production rushing to meet shipment date they would also blink one eye to protect their rice bowl! After 2nd round of recruitment factory would face 3rd round evaluation on signing China Labor contract after probation on my next article “Effective ways on workers recruitment #3″.


 

  Copyright protected by Digiprove © 2010 Cyrus Chang

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