What should a job-listing aggregation mini-program address before development?
Before development, determine whether the product constitutes an online recruitment service and what operator and licence it requires. The hard part is not collecting many vacancies: employers must be verifiable, sources authorized, jobs current, duplicates merged, fraud and discrimination handled, and résumé data protected. A directory linking to official notices has different duties from a platform that accepts postings, matches applicants, or sells promotion.
Chinese authorities issued updated requirements for online recruitment information at the end of 2025. Their notice published by the Ministry of Human Resources and Social Security states that qualifying commercial human-resources providers and platforms offering online recruitment services need the applicable human-resources service licence. The responsible authority or qualified counsel should classify the proposed functions before launch.
| Product form | User and data flow | Primary responsibility | Default recommendation |
|---|---|---|---|
| Official-notice directory | Shows a short summary and links to a government, school, or employer source | Source permission, updates, withdrawal, and non-misleading display | Validate first, source by source |
| Authorized aggregation | Partners supply vacancies; users save or subscribe | Employer verification, quality, and expiry | Build after written rights and update method exist |
| Posting and application platform | Employers publish; applicants upload and communicate | Licensing, review, privacy, and complaint handling | Proceed only with compliance and operational capacity |
| Automated application or ranking | System selects, ranks, or submits for users | Automated-decision transparency, misapplication, sensitive data | Prove risk controls later; exclude from the default first release |
Every vacancy should identify the employing entity and a verifiable business identifier, original URL and source type, publication and expiry, location, duties, requirements, pay basis, employment form, and last verification. Place warnings about fees, deposits, and training loans near the relevant action rather than in a footer. Build review and removal flows for user reports, employer withdrawal, and expired sources, retaining decision evidence.
Deduplication needs more than company, title, city, and date. Normalize legal entities, addresses, job families, and text, then combine source ID, duty similarity, compensation, and validity into duplicate candidates. Calibrate with human sampling. A merged display may show each original link but must not invent or rewrite critical conditions.
There is no generic “85% extraction is good enough.” Errors in employer, closing date, and compensation can directly mislead applicants. Report precision, recall, and missing rate by field; show source text instead of guessing when a high-risk field is uncertain. Include image notices, PDFs, tables, regional wording, and job families in the annotated test set, and disclose its definition and date.
When decomposing features, data, and acceptance scenarios, also compare Can XML, Excel, PDF, and image orders enter one unified order workflow?; the linked guidance adds context that should be considered in the same decision.
A résumé is not an ordinary upload
If the mini-program collects names, contacts, education, and employment history, define purpose, necessary fields, retention, recipient employers, and deletion. Collect identity documents, health, or financial details only where genuinely necessary and with the additional safeguards they require. Control and log employer viewing, downloading, and forwarding. Applicants need routes to edit, withdraw, and request deletion. Do not retain complete résumés indefinitely for hypothetical future AI use or share them with undisclosed partners.
Begin recommendations with user-selected location, role, and pay criteria. Explain why a job appears and allow adjustment or closure. Measure valid-vacancy rate, duplicates, expired exposure, confirmed reports, misleading fields, unsubscribes, and completed applications—not only clicks. Notification frequency follows current platform rules and user authorization.
Wavesteam first confirms the operating entity, licensing route, and authorized source register, then validates one or two source types through collection, deduplication, subscription, application or outbound link, and withdrawal. We can deliver source management, employer review, extraction, reporting, and privacy controls. The client needs a continuing licensed operation for authenticity and complaints; software cannot replace platform responsibility. The official Online Recruitment Service Provisions and Wavesteam's public AI recruitment case provide regulatory and experience context respectively.