Guizhou University Terminates Recruitment After ‘Radish Position’ Outcry

Guizhou, China — Guizhou University has terminated a recruitment process and issued a public apology after facing widespread allegations of creating a “radish position” (萝卜岗) — a Chinese slang term for a job posting deliberately tailored for a pre-selected candidate. The university acknowledged on May 31 that it had set “improper application conditions” and announced the immediate cancellation of the hiring process, as CCTV News reported.

The Controversial Recruitment

On May 27, Guizhou University published its “2026 Simplified Recruitment Announcement (No. 1)” on its official website, seeking to fill one management staff position (Management Level 9) for its Asset Management Office. The position required a bachelor’s degree or higher in Management Science, Engineering Management, or Cost Engineering.

However, the posting included an extraordinary additional condition: the applicant’s spouse must be an “outstanding on-staff PhD” at Guizhou University who had presided over two or more national-level research projects, published at least 10 CSSCI-indexed papers as first author, won a First Prize in the Guizhou Provincial Outstanding Achievement Award, and been recognized as both a university-level academic discipline leader and a Guizhou Provincial Innovation Team leader.

The highly specific criteria immediately sparked accusations that the position was a “radish position” — a practice widely condemned in Chinese public discourse as a form of nepotism in public sector hiring. The Paper provided detailed coverage of the controversy, noting that the conditions appeared designed to fit a single individual.

Initial Denials and Escalation

When contacted by reporters from Modern Express on May 28, a staff member from Guizhou University’s Personnel Department denied the characterization, stating: “This position is not a radish position, but as for why there are such restrictions, further understanding is needed.” A staff member from the university’s Discipline Inspection Commission added that “simplified recruitment may have special circumstances.”

The story quickly gained traction on Chinese social media and news platforms. A user post on Guancha (观察者网) titled “Guizhou University requires spouse to be university PhD, questioned as ‘radish position’” generated extensive public discussion, with over 145 comments reflecting a deeply divided public opinion. Some defended the practice as a legitimate spousal accommodation for attracting top academic talent to a less-developed province, while others condemned it as a breach of fair competition principles.

Official Apology and Termination

On May 31, Guizhou University issued an official statement acknowledging the problem. The university explained that the position was originally intended to “address the practical difficulties of high-level talent who have long been rooted in Guizhou and made outstanding contributions to the university’s development.” However, after careful review, the university admitted that “this recruitment had problems with improper setting of application conditions in actual operation” and expressed “deep apologies” for the incident.

The swift resolution — from publication of the controversial posting to termination within just four days — suggests heightened sensitivity to public opinion and potential regulatory scrutiny over recruitment practices at Chinese public institutions.

The ‘Radish Position’ Phenomenon

“Radish position” (萝卜岗) derives from the Chinese idiom “a pit dug for a specific radish” (一个萝卜一个坑). It refers to job postings — particularly in government-affiliated institutions, state-owned enterprises, and public universities — where qualifications are deliberately tailored to fit a specific pre-selected candidate, effectively excluding all other applicants.

This practice has become a recurring flashpoint in Chinese public discourse, reflecting deep-seated concerns about nepotism and the integrity of public recruitment systems. Chinese universities in less-developed western regions like Guizhou face particular challenges in attracting and retaining high-level academic talent, and many use “simplified recruitment” procedures to offer spousal employment packages as incentives. However, these practices often conflict with regulations requiring open, fair, and competitive hiring.

Broader Implications

The Guizhou University case highlights an enduring tension in China’s higher education system: the need to attract top researchers to less-developed regions versus the fundamental principle of fair competition in public recruitment. While China’s “Regulations on the Recruitment of Public Institution Personnel” mandate open and competitive hiring, exceptions exist for “high-level talent” and “special circumstances,” creating potential loopholes.

The Paper noted that similar controversies have occurred at other Chinese universities, fueling ongoing debate about how institutions can balance talent acquisition flexibility with transparency and fairness.

What’s Next

The university has pledged to “earnestly improve relevant work” going forward, but several questions remain unanswered. No information has been provided about whether any internal disciplinary measures will be taken, or how the university plans to address the needs of the high-level talent for whom the position was reportedly created. The case may prompt regulatory bodies — including the Ministry of Education and provincial authorities — to issue clearer guidelines on simplified recruitment procedures and spousal accommodations in public institutions.

For now, the swift termination and apology represent a victory for public accountability, but the underlying tensions between talent retention and fair competition in China’s public sector remain unresolved.