It is difficult to distinguish between true and false qualification resumes, the boundaries of information leakage are blurred, and the distance between screens affects the effect of job search and recruitment——
How to "see the truth" in network cloud recruitment
Editor's note
With the graduation of college students, coupled with the impact of the epidemic, this year’s recruitment and job search season is more complicated than in previous years: during the epidemic prevention and control period, the rapid popularity of “cloud recruitment” brought convenience to both parties in labor relations. Will increase the legal risk for both parties? It used to be an area with a high incidence of epidemics. What should be done if the personnel here are rejected for job applications... In addition, the frequent occurrence of false resumes, recruitment fraud, etc. also require job seekers to keep their eyes open with the recruiting unit. This edition specially launches the "Aspect of Legal Issues in the Employment and Recruitment Season" series, which is based on the law to help build harmonious labor relations.
"Cloud recruitment is really difficult..." On July 15th, at the "2020 Graduates Hundred-Day Sprint Double Election Meeting" of Sichuan Nursing Vocational College, Gong Yaling from the pharmacy major continued Cheer up for myself, "I used to cast a large number of resumes online, but also encountered various complicated situations. In the end, most of them died without disease."
During the epidemic prevention and control period, whether it was college job fairs or social recruitment, the form of online cloud recruitment was adopted invariably to avoid gathering of personnel. Compared with traditional recruitment, Cloud Recruitment is also "multi-faceted and wide-ranging". It can instantly match the needs of both recruiters and greatly reduce recruitment costs and quickly become popular online. However, several months have passed. It is difficult to distinguish between true and false qualification resumes, information leakage boundaries are blurred, and an interview, due to the distance between the screens or the "thousands of miles" difference... The shortcomings presented by the online cloud recruitment have attracted many recruiters. Pay attention to job seekers. In order to find out, a reporter from the Workers’ Daily conducted an in-depth interview.
The distance between the screens affects the play
In March of this year, the Ministry of Education made it clear that the on-site job fairs for college graduates will be suspended before the epidemic is alleviated. At the same time, the Ministry, Province, and School three-tier employment network system and social recruitment websites are used to jointly hold 24365 (24 hours 365 days). Day) Campus recruitment activities. At the same time, other types of recruitment platforms are also participating, and online recruitment channels extend in all directions.
The network world has unlimited space, and cloud recruitment sites are wide and wide. Over the past few months, various online recruitment activities have been very lively, but what is the actual effect?
"It seems that there are many opportunities, but the actual situation is not very optimistic." Gong Yaling introduced to reporters the intuitive feeling of participating in online recruitment in the recent period. In her view, although online recruitment is not restricted by region, it also has drawbacks. "The response rate of resumes is very low. Some posts and job content that they want to submit resumes are found to be related to the positions actually provided by the recruiter. Inconsistent, sometimes I receive some inexplicable phone calls, and the information on the resume may have been leaked out."
During the reporter's interview, many recruiting units stated that the online recruitment model is a helpless choice in the context of the epidemic. Especially in the interview process, the effect is not good because of the distance between the examiner and the examinee or because of the screen distance, which not only affects the candidate's performance, but also interferes with the examiner's observation.
It is not easy to know "one" and "ene"
On July 24, the Ministry of Industry and Information Technology announced the list of the third batch of apps that infringed on user rights and interests in 2020, including the 58 Group's "Quick Employment 58 Ganji.com Recruitment" because of the existence of private collection of personal information, private sharing with third parties, excessive request for permissions, etc. Was asked to rectify.
Companies that publish false recruitment information and personal information are also obtained by companies that have not submitted their resumes... Behind the experience of the recent graduate Gong Yaling is the irregular operation of certain recruitment platforms, the uneven quality of the companies that have settled in, and it is difficult to distinguish between true and false qualifications. , Verbal appointments are likely to be difficult to implement, and job applicant information is also at risk of leakage. After the shortcomings of online cloud recruitment were revealed, some platforms with public service attributes took timely measures to avoid the occurrence of the above-mentioned chaos.
In March of this year, the Sichuan Provincial Federation of Trade Unions integrated resources, combined with professional recruitment channels and publicity platforms, and launched online recruitment services on the "Sichuan Trade Union" WeChat official account, Sichuangongzhijia APP and cooperation platforms.
The staff of the Sichuan Provincial Federation of Trade Unions Security Department responsible for this online recruitment activity introduced that during the organization of the activity, they have strictly screened and checked the real-name information and corporate qualifications of the applicants, and provided instant remote interviews, negotiation and docking, and signing Online services such as agreement of intent to guide employees to find employment nearby.
"These are paid services that are funded by the trade union for the purpose of making recruitment activities safer and more reliable." The staff member admitted that despite their best efforts, the services they provide to job seekers and companies can only stop at the signing of an agreement of intent. , As the event organizer, there is no way to intervene in real time for the subsequent problems.
Just as a job seeker sighed: It’s impossible to know what kind of job hunting environment he is in, and it’s not easy to know the more real and specific situation of the recruiting unit. difficult. This kind of confusion also applies to recruitment companies.
Prepare ahead of time
Regarding the legal issues that may arise in cloud recruitment, professionals suggest that you should take precautions before recruiting and seeking jobs.
"Whether it is a platform company or an employer, illegally leaking, disseminating, or using other people's personal information may constitute infringement or breach of contract, and bear corresponding civil legal liabilities, and serious circumstances may constitute a crime of infringing on citizens' personal information." Shu Li Kai, a lawyer at Ding Law Firm, said that in order to avoid the possibility of personal information leakage, job applicants should clarify the scope of use of their personal information with the employer and agree on the corresponding breach of contract responsibility for the confidentiality of personal information. Once there is a problem, take up the law. The weapons protect their legal rights. In addition, he also reminded job applicants that when an agreement is reached with the company through oral agreement but a written contract has not been signed, they should pay attention to the attention and collection of relevant evidence to avoid adverse legal consequences due to lack of evidence or insufficient evidence after a dispute occurs.
Some job seekers report that some companies have vague expressions of key information such as salary and the number of recruits, and the asymmetric information supply on the recruitment platform has caused trouble to job seekers. Li Kai said that both job seekers and employers should verify the key information provided by both parties at the beginning of the contact. If the information provided by the platform is false and misleading the job seeker, according to the Tort Liability Law and the Consumer Rights Protection Law ", especially the relevant provisions of the upcoming "Civil Code", the platform may bear joint and several legal liabilities.
"In similar situations, if the recruitment platform has a disclaimer, it will be difficult to pursue liability." Wang Enhui, a lawyer from Sichuan Weixu Law Firm, suggested that job seekers should focus on the selection of high-quality platforms and do a good job in the verification of key information, and conditions permit If it is, some recruitment links involving substantive issues are best done offline. If after reaching an intention or signing a contract, it is discovered that the other party has provided false information or fraudulent activities, according to relevant laws and regulations, the contract can be unilaterally terminated. If the information related to remuneration, working conditions, labor protection, etc. is not true, job seekers have the right to demand economic compensation from the employer. Similarly, if job applicants cause substantial losses to the company due to the same circumstances, the company also has the right to terminate the contract and demand compensation.
Li Na