"Blind box positions" rise with the trend, job seekers cannot turn a blind eye

[2] Compiled from: The Paper, Red Star News
 
Case review
Blind box figurines, blind box snacks, blind box beauty products... Blind boxes are becoming increasingly common. But have you heard of opening a blind box to find a job? According to reports, on recruitment websites, some companies have introduced "blind box positions," claiming to help job seekers who don't know what position suits them, while offering features like "global perspective" and "multiple revivals."

 

In this era where "everything can be a blind box," "blind box recruitment" does not seem unexpected. Some hiring managers claim that the "blind box position" is designed for job seekers who want to join the company but are unsure of their suitable role. The company's HR department will match positions based on the applicant's education, major, experience, etc., and explore potential unopened opportunities for them. Since one company introduced the "blind box position," the page views of the recruitment page and the number of resumes submitted by job seekers have roughly doubled, and some have successfully joined.

Is "blind box recruitment" truly a mutually agreeable and satisfying good thing?

 

Labor Contract Law of the People's Republic of China Article 8 
When recruiting workers, employers should truthfully inform them of the job content, working conditions, work location, occupational hazards, safety and health conditions, labor remuneration, and other information the worker requests to know. Employers have the right to understand basic information directly related to the labor contract from the worker, and the worker should truthfully provide it.
 
 
[1] Employment Promotion Law of the People's Republic of China Article 39
Engaging in occupational intermediary activities should follow the principles of legality, honesty, fairness, and openness.
When employers recruit personnel through occupational intermediary agencies, they should truthfully provide the agencies with job demand information. No organization or individual is allowed to use occupational intermediary activities to infringe upon the legitimate rights and interests of workers.

 
 

 
[1] The author's perspective
From the employer's perspective, "blind box recruitment" may be illegal. According to the above legal provisions, employers recruiting through occupational intermediary agencies should truthfully provide information such as job requirements. However, due to the nature of "blind boxes," employers do not provide specific job information to recruitment platforms, nor do they clearly and thoroughly inform job seekers about the position. This leaves only the applicants in the dark, creating an information asymmetry problem.

From the applicant's perspective, "blind box recruitment" may conceal immeasurable risks in practice. Generally, employers list advantages to attract hires quickly, such as easy work or generous compensation. For this reason, if an employer dares not openly disclose job details, it is likely a trap—such as a fraudulent company or a hard-to-fill position like sales. In such cases, employers exploit the "blind box" trend and people's curiosity about the unknown, leading to adverse outcomes for workers. Applicants must stay sharp and cautious, not believing in windfalls or blindly following trends. Additionally, relevant authorities should pay attention and promptly improve related systems and regulations to effectively protect workers' rights.