First, it is illegal to charge training fees as entry conditions.
Some candidates may think that they really should pay tuition fees on the premise that the employer gives them training, so they will think that it is reasonable to pay the fees first and then join the job. But this idea is wrong, because it is illegal to take training fees as entry conditions, and candidates have no reason and should not accept such entry conditions. Moreover, according to the provisions of the labor law, the employer must fulfill the obligation to train the workers, so once the employer asks for tuition fees, the applicant can directly refuse or change to a company.
Second, it is unreasonable to ask candidates to pay tuition fees.
Because some positions are special and require certificates or long-term training, employers are likely to discuss training fees with candidates during the interview. But even in this case, it is unreasonable for employers to charge training fees to candidates. After all, it is a very bad behavior to let the applicant pay the tuition fee first when the applicant is not sure whether the position is suitable for him or not. In other words, after consultation with the applicant, the employer can choose to deduct the tuition fees from the applied labor resources, or sign relevant agreements with the applicant, such as stipulating the working years that the applicant needs to perform, instead of charging the training fees to the applicant.
Generally speaking, if HR asks the applicant to pay the tuition fee during the interview, then the applicant should directly refuse this unreasonable request.