China's graduate job market

The big picture: Chinese industries, overseas returnees, and employers

Chinese industries

According to the 2025 Lockin&GUCCU Chinese Overseas Talents Career Development Analysis Report, China’s economy is undergoing structural transformation with increased focus on innovation, green development, and digital economy. Industries such as High-end Manufacturing, AI, Biotech, Semiconductors, and New Energy are expanding and generating demand for international talents. In contrast, traditional sectors such as Real Estate and Finance are continuing to contract. 

• Although the Finance and Banking sector remains among the top five industries hiring overseas talents, recruitment growth has plateaued.
• The real estate industry faces ongoing decline in both recruitment and expansion due to government regulation policies, slower growth, and market correction. 

Meanwhile, Chinese enterprises are moving beyond “going global” to “embedding locally”. The “going global” strategy is less about simply entering foreign markets, and more about localising operations — i.e., setting up operations that are deeply embedded in the local market, local culture, local supply chain, and local talent. This trend creates opportunities for returnees with localisation capability. That is, the ability to bridge Chinese headquarters and overseas operation, understand both cultures, and help embed the firm locally. For example, firms now look for talent with a global vision and  local expertise in target markets. 

Talent landscape

On the other hand, the landscape of overseas talents shows an increasing willingness of them to return to China for career development. This is due to the favourable domestic job market, and cultural and familial considerations. However, the majority of the returnees concentrated in first and second-tier cities, causing supply saturation and fierce competition. 

The preferred industries for overseas returnees include Internet and Technology, Financial Services, Consulting, Education, and Manufacturing, and many returnees begin in entry- to mid-level roles, with gradual career progression over time.

Employer expectations

Chinese employers have become more selective. There is a clear shift from valuing degrees alone to valuing practical competence and cultural adaptability.

Employers now expect returnees to:

• Integrate quickly into Chinese corporate culture and working styles.
• Demonstrate practical experience — internships, research, or part-time work abroad.
• Showcase problem-solving ability and resilience under pressure.
• Possess cross-cultural communication and teamwork skills to bridge Chinese and international teams.

Apply international perspectives to local business needs, especially in companies with overseas operations.

Trends: Chinese employers recruit overseas returnees

According to the 51job 2025 Overseas Returnees Employment Situation Summary report, in the Chinese job market, overseas returnees generally account for less than 20 percent of total campus recruitment applicants. This shows that although employers value overseas talents, they have not yet become the main focus of graduate recruitment in most companies. 

Looking ahead to the recruitment plans for 2025 graduates, the same report shows that only 20.8 percent of employers have indicated that they will adopt a recruitment strategy specifically tailored to overseas returnees, while 20.3 percent are still undecided. A striking 58.9 percent, however, have made it clear that they do not plan to treat overseas returnees as a key focus in their upcoming hiring cycle. This means that returnees will need to compete directly with their domestically educated peers for the same positions, rather than relying on their overseas background as a distinguishing factor.

A deeper structural shift is taking place in the reasons employers recruit overseas returnees. In 2024, nearly half of surveyed employers by 51job said they hired returnees to support their overseas expansion, up from 38 percent in 2023. Likewise, 38 percent cited specific business needs as their main reason for recruitment, compared with 23 percent the year before. Meanwhile, the share of employers who said they recruit returnees because of their overall skills fell from 60 percent in 2023 to 42 percent in 2024. This does not mean that Chinese employers no longer recognise the capabilities of overseas graduates; rather, it indicates that recruitment decisions are now driven primarily by strategic business needs. Employers are becoming more pragmatic, prioritising candidates who can directly contribute to global operations, business growth, and cross-border collaboration.

Interestingly, 51job 2024 Overseas Returnees Employment Situation Summary Report reveals that private enterprises now show a stronger desire to hire overseas returnees than foreign or joint-venture companies. This trend reflects the post-pandemic transformation of Chinese private enterprises, which are increasingly embracing globalisation and accelerating their overseas expansion. As part of this shift, these firms are adopting a more open attitude toward internationally educated candidates, seeking individuals with cross-cultural communication abilities and global perspectives to help implement and deepen their international strategies.

51job’s 2025 report also indicates that the long-standing salary advantage once enjoyed by overseas returnees has been diminishing year after year. In 2024, 63.64 percent of surveyed Chinese employers offered the same salary system to overseas returnees as to domestic graduates, compared with 58.5 percent in 2023. The proportion of employers providing salaries based on skills or performance declined from 18.8 percent to 11.11 percent. A small but noteworthy 3.03 percent of employers even set lower starting salaries for returnees than for their domestic peers, up from 2.2 percent in the previous year. These figures clearly suggest that overseas graduates must be realistic about salary expectations, as Chinese employers increasingly value competence and results over educational background alone.

Overall, while overseas returnees remain valued in China’s evolving job market, their competitiveness increasingly depends on aligning global experience with the concrete needs of Chinese enterprises. Returnees must demonstrate practical skills, adaptability, and business relevance, while also adjusting their salary expectations and career strategies to reflect a more merit-based, performance-driven employment environment.

The graduate job market: Challenges, opportunities and recommendations

Challenges

China’s graduate job market is undergoing a period of both intense competition and significant transformation. According to Liepin’s 2025 Chinese Graduates Supply & Demand Insight Report, a record number of domestic university graduates are entering the workforce — 11.58 million in 2023, 11.79 million in 2024, and an estimated 12.22 million in 2025 — while over six million overseas graduates have returned to China since the reform and opening-up era. This growing supply of talent has intensified competition, exposing structural contradictions in employment. 

Meanwhile, the 2025 Lockin&GUCCU Chinese Overseas Talents Career Development Analysis Report indicates that many returnees’ salary expectations, often shaped by higher living costs and perceived value of international education, are misaligned with local realities. Most find that initial salaries are on par with or even below those of domestic graduates, particularly as employers now prioritise local experience and familiarity with Chinese business practices. Over time, however, as returnees adapt, gain practical experience, and prove their worth, their salaries tend to rise more rapidly than those of their local peers. Within three to five years, compensation typically aligns with their international education, cross-border experience, and bilingual capabilities.

The income growth for returnees also depends heavily on location, work experience, and industry alignment. First-tier cities such as Beijing, Shanghai, and Shenzhen offer higher salaries but also far greater competition, while emerging cities like Hangzhou, Chengdu, Wuhan, and Nanjing present promising alternatives, with lower living costs and strong local government incentives. Industries such as technology and finance tend to offer higher starting pay and faster career progression, while education, culture, and nonprofit sectors provide more modest but purpose-driven roles. 

According to the same report, another challenge for overseas returnees is the lack of hands-on experience due to limited internship opportunities, whilst employers emphasise practical capabilities such as project management, real-world problem-solving, and adaptability within Chinese corporate environments. This, combined with unfamiliarity with domestic business practices, communication hierarchies, and local work culture, often hinders their integration and early performance.

To bridge these gaps, returnees are advised to proactively gain relevant experience before returning to China. This can include internships during academic breaks, volunteer work, research collaborations, or online certifications related to their target industries. 

Understanding Chinese corporate norms—where communication may be more indirect, hierarchies more rigid, and work pace more outcome-driven—is essential for a smoother adaptation. Pre-return preparation, such as career coaching and workshops on Chinese workplace culture, can make a significant difference. Networking through alumni associations and peer groups also helps returnees build context and overcome adjustment challenges.

51job 2024 Overseas Returnees Employment Situation Summary Report reveals another notable challenge - timing. The job-seeking peak for overseas graduates—typically between September and October—coincides with China’s domestic campus recruitment season. Since most employers prioritise local hiring during this period, the main recruitment demand for returnees does not occur until February or March of the following year. This timing mismatch can delay employment for overseas students. As a result, returnees are encouraged to begin job searches earlier in the year or prepare for a longer search cycle if targeting the spring recruitment window.

Finally, Lockin suggests both structural and cultural challenges persist. Some Chinese employers still hold biased views toward overseas graduates, perceiving them as overly theoretical, idealistic, or poorly adapted to domestic realities. These stereotypes are more common in traditional sectors and state-owned enterprises. To counter this, returnees must demonstrate practical competence and readiness to contribute meaningfully to Chinese organisations. They should address employer concerns directly, providing concrete examples of adaptability and teamwork, and focus on showcasing resilience and results rather than relying solely on their educational background.

Opportunities

Although challenges exist, several opportunities are emerging for globally minded professionals. Lockin’s 2025 report indicates that for STEM returnees with global exposure, China’s push for innovation and tech-driven growth is generating strong demand in areas such as AI, Biotechnology, Semiconductors, Green Energy, Digital economy and smart manufacturing. 

China’s transition toward innovation-driven, high-value industries has also increased demand for bilingual and cross-culturally skilled talents. Multinational corporations and fast-growing technology companies actively seek returnees who can bridge global and domestic markets in roles such as business development, marketing, product localisation, and R&D. Developing transferable skills like communication, problem-solving, teamwork, and continuous learning can open doors in these strategically important sectors. Strong bilingual ability, critical thinking, and the ability to explain complex ideas across disciplines are highly valued in such roles.

Finding employers and opportunities 

• The University of Sheffield's Career Connect portal is a platform where you can find vacancies, including vacancies from Chinese employers. You can access the portal via MUSE by clicking “My services”.
• If you are particularly interested in an employer, follow their social media official account, and check their recruitment website regularly.
• You can also follow well known Chinese recruitment agencies. The University has recently joined the Global University Central Career Union (GUCCU) founded by Lockin China. The GUCCU China Portal provides students with vacancies and events advertised by Chinese employers who specifically target students from the University of Sheffield.
• It is important to develop your own connections and networks, for example, making the most of Alumni UK, LinkedIn, Chinese alumni network WeChat groups, Rednote, and keeping in touch with your family and friends back in China to let them know what type of opportunities you are looking for as they may be able to let you know about suitable jobs.
• The University’s subscription to GoinGlobal (accessible once you start your course) for registered students provides you with useful information on over 190 locations worldwide, including China. Resources include useful country-specific information on recruitment practices, insider tips and job/internship opportunities.
• The Global Careers Programme on Career Connect brings employers from around the world to deliver workshops and presentations to University of Sheffield students, including Asia Careers Insight Series, individual employer presentations, employer panel events and China careers fair.

Tips & advice

• Network, network, network! Attend online and in-person employer workshops to develop your network with Chinese HRs and professionals in the industries/companies of your interest. Connect with them on social media, eg Wechat, Rednote, Maimai etc, and share your passion/insights/knowledge of the interested sectors on these social media channels. Develop links with Sheffield alumni groups as well as keep in touch with your family and friends to obtain first-hand opportunities.
• Loyalty is important. Choose your company carefully and take a more long-term view of your career. At the interview say that you intend to stay with the company and contribute to it. Demonstrate that you have researched the Company and the industry, and are likely to be committed to it.
• Apply early.  The majority of employers recruit on a rolling basis, meaning they could close application channels earlier than planned once they’ve received sufficient applications.
• Chinese employers define “recent graduates”, who are eligible to apply for the graduate programmes, differently.  They typically target graduates who already graduated/will graduate within a period of time. For example, Tencent’s 2025/26 graduate recruitment is aimed at graduates graduating between 1st January 2025 and 31st December 2026. However, it would be better to start looking into the graduate job market earlier.
• Be realistic in your expectations regarding level of pay and salary.
• Obtain work experience during your course and after returning. An internship in the UK and in China will significantly add to your CV.
• In China, awards and rankings are very important so include details of these on your CV. Employers don’t necessarily know that the University of Sheffield is one of the top British universities. You can find out more about the University of Sheffield including our rankings and reputation, through the About us webpages.
• Consider Tier 2 and 3 cities that are less competitive, and can offer excellent opportunities too.