2021年11月27日

Why it’s so hard to stop weird hiring

Recently, a job seeker was asked to fill in his relationship experience and length of time for a personnel position in a company. A reporter’s investigation found that during the “golden, three, and four” recruitment peak, many job seekers encountered “bizarre” recruitment conditions, and some employers set unreasonable thresholds, playing a side ball in the regulatory blind area, infringing on the legitimate rights and interests of job seekers.

— The interview is a private meeting. Some interviewees said they had been asked questions such as “what do their parents do?” and “how many years would it be OK to stay unmarried and have children?” Asking about “marriage” and “partner” is routine for some recruiters.

— Unjustifiable increase in job requirements. In the eyes of some employers, there are more people than there are workers in the current job market, so job requirements are increasing: those who can work overtime and can drink well are preferred; Copywriter who can sing and dance is preferred; Marketing post, write copy, training, speech and so on “18 kinds of martial arts” must be proficient.

— There is a disconnect between the need for employment and the actual job. Designers must be Virgo, salesman not Pisces; The secretary must match the person in charge… According to several interviewes, some employers use the name of comprehensive consideration to blur the boundaries of recruitment autonomy, which is behind all kinds of explicit and implicit employment discrimination.

Journalists have found that in the context of oversupply in the labor market, job seekers generally feel disrespected or even “violated” when they encounter recruitment conditions that go beyond the boundary, but they often do not immediately express their dissatisfaction or report it to the labor department.

In contrast, employers tend to overemphasize the interests of the enterprise and ignore the legitimate rights and interests of applicants.

‘Recruitment is a two-way selection process,’ said Liu Chengliang, a researcher at Soochow University’s Soochow University think tank. ‘The core qualities of talents are ability and character, not external’ labels. ‘ Unusual requirements in recruitment not only damage the interests of job seekers, but also damage the image of companies.

The interviewee suggested that there should be less routine and more sincerity in recruitment, and a good atmosphere of respect for talents and equal employment should be set up in the whole society, so as to build an equal and harmonious employment environment.

In addition, the bizarre recruitment behind the hidden job seekers’ rights and interests are difficult to protect the legal issues. For example, the recruitment conditions involve marriage, childbirth and other issues unrelated to job competence, and there are problems such as exposing personal privacy and harming women’s rights and interests.

Yan Sanzhong, deputy dean of the School of Political Science and Law at Jiangxi Normal University, said that in the current relevant laws and regulations, the identification standards for employment discrimination and the ways to help victims of employment discrimination still need to be detailed and clear.

The interviewed experts suggested that labor supervision departments should intervene in a timely manner by means of conversation, dialogue and letter consultation to urge employers to correct and expose within a time limit to raise the cost of illegal activities. The competent departments or associations of the industries at higher levels should encourage and guide the employers to strengthen self-discipline and standardize the procedures of talent recruitment.

Some intervieewed job seekers called for the labor supervision department to provide better services, set up extensive and convenient complaints and feedback channels, strengthen the monitoring of public opinion in the job market, and timely detect and intervene in unreasonable, non-compliant and illegal problems.

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