Chinese commercial banks constitute a vital component of China's banking system, primarily including state-owned large commercial banks, joint-stock commercial banks, city commercial banks, and rural commercial banks. With the deepening of market-oriented reforms in China's banking sector, the number of banking institutions has continuously increased, demonstrating a developmental trend of enhanced service capacity and improved institutional frameworks. As a direct reflection of human resource demand fluctuations in the banking industry, recruitment data provides a robust empirical foundation for research on financial talent policies, employment structure evolution, and regional financial planning.
Data Uniqueness
- Long-term, High-frequency Data Accumulation: Commencing in 2014, the dataset records recruitment information on a daily basis, covering multiple economic cycles and policy inflection points. This enables observation of employment pattern shifts amid interest rate liberalization, fintech advancements, and pandemic impacts.
- Comprehensive and Standardized Fields: Beyond conventional information such as position titles, compensation, experience requirements, education background(学历), and location(地区), the dataset includes "quantitative-research-friendly" fields like language requirements, posting dates, and hiring quotas(招聘人数). This supports diverse research areas including behavioral economics, human capital analysis, and labor market matching.
- Practical Relevance and Authentic Employment Signals: Sourced from actual job postings published by banks on mainstream recruitment platforms, the data accurately reflects real-world job responsibilities, competency requirements, compensation levels, and work arrangements, providing first-hand materials for studying "authentic supply-demand dynamics in the financial talent market."
Data Application Value
- Analysis of Bank Human Resource Allocation: Facilitates examination of recruitment strategies across different banks, time periods, regions, and position categories, revealing organizational expansion, structural adjustments, and talent transformation pathways.
- Research on Employment Trends and Position Structures: Enables analysis of position popularity, evolution of academic thresholds(学历门槛), and emergence of new roles (e.g., digital banking, risk control(风控), compliance(合规)), supporting education and employment policy formulation.
- Comparative Studies on Regional Financial Layouts: Spatial distribution patterns of recruitment volume and types unveil regional variations in banking business priorities and development strategies, aiding modeling and evaluation of regional financial ecosystems.
The CnOpenData Chinese Commercial Banks Online Recruitment Dataset is a chronologically extensive, multi-sourced, and structurally complete collection of recruitment records, systematically documenting the hiring dynamics of Chinese commercial banks across various developmental stages. This database establishes a solid empirical foundation for investigating human resource demand evolution and position structure transformations within the banking sector, serving as a critical data resource for universities, research institutions, consulting firms, and financial enterprises to comprehend financial talent markets and discern industry trends.
Time Coverage
2014.05–2024
Data Scale
Field Display
Sample Data
Chinese Commercial Banks Online Recruitment Data - Source B
Chinese Commercial Banks Online Recruitment Data - Source C
Chinese Commercial Banks Online Recruitment Data - Source E
Relevant Literature
- Cao Y, S. Cheng, J. W. Tucker and C. Wan, 2023, "Technological peer pressure and skill specificity of job postings", Contemporary Accounting Research, forthcoming.
- Luo C.L., Liu P., 2022: "Matching Efficiency of Public Employment Service Agencies and Regional Disparities" (《公共就业服务机构匹配效率及其地区差异》), Management World (《管理世界》), No. 7.
- Sun K.P., Luo T., Xiao X., 2021: "Talent Policies, R&D Personnel Recruitment, and Enterprise Innovation" (《人才政策、研发人员招聘与企业创新》), Economic Research Journal (《经济研究》), No. 8.
- Li B., Bai Y., 2020: "The Signaling Mechanism of Educational Credentials: Evidence from Resume Submission Experiments" (《学历的信号机制:来自简历投递实验的证据》), Economic Research Journal (《经济研究》), No. 10.
- Liu Y.Y., Cheng Y.W., 2020: "Key Industrial Policies and Talent Demand: Micro-evidence from Corporate Recruitment Interviews" (《重点产业政策与人才需求——来自企业招聘面试的微观证据》), Management World (《管理世界》), No. 6.
- Ge Y.H., Deng J.M., Zhang S., 2018: "Does Gender Discrimination Exist in College Graduate Employment? Evidence from a Paired Fake Resume Experiment" (《大学生就业存在性别歧视吗?——基于虚拟配对简历的方法》), China Economic Quarterly (《经济学(季刊)》), No. 4.
Data Update Frequency
Annual updates