What should I do if I encounter a "wonderful" recruitment?

(People concerned)

　　Mr. Song, a reader from Handan City, Hebei, wrote in a recent letter that he was asked to explain in detail his love experience and duration when applying for a personnel position in a company.

The company’s explanation is that the purpose of filling in the dating experience is to examine the candidate’s "emotional intelligence", which makes Mr. Song unacceptable.

With the intervention of relevant departments, the company realized that it was improper to require applicants to fill in their relationship history, and it has deleted this requirement.

　　Ask to explain your parents' hobbies, state whether there is body odor, list marriage and childbirth plans, and ask whether you have pets in your home... In the job market, some strange recruitment requirements are not uncommon.

Some violations of the personal privacy of job-seekers and suspected discrimination in recruitment conditions have aroused widespread public concern.

　　"Workers have the obligation to truthfully explain the basic situation, and they also have the right to protect personal privacy from being violated. They need to strengthen their legal awareness and protect their legitimate rights and interests from infringement." said Ban Xiaohui, associate professor of Wuhan University Law School, labor contract Article 8 of the law stipulates that employers have the right to know the basic information of employees directly related to the labor contract, and the employee should truthfully explain it. Therefore, the employee has the right to reject information issues that are not directly related to the labor contract during the job search process.

　　Regarding some of the recruitment conditions that are suspected of discrimination, Ban Xiaohui believes: “Relevant departments should make clearer regulations on the content of information that is suspected of discrimination in recruitment. At present, the regulations issued by the Ministry of Human Resources and Social Security have clearly emphasized that recruitment is not allowed. Gender restriction or gender priority shall not be used on the grounds of gender to restrict women’s job search and employment, refusal to hire women, no inquiries about women’s marriage and childbirth, no pregnancy test as an entry medical examination item, no birth restriction as a condition for employment, and no differentiated increase in treatment Employment standards for women, etc. However, in the process of implementing laws and regulations, relevant law enforcement needs to be further strengthened."

　　"The law is the best weapon to protect the legitimate rights and interests of workers. When a job applicant encounters "wonderful" recruitment or employment discrimination during job hunting, he or she should file a complaint with the human resources and social security departments and other relevant functional agencies, and also file a complaint with the people's court in accordance with the law. Litigation.” Ban Xiaohui said that candidates should bravely take up legal weapons to protect their legal rights.

　　In response to the various "wonderful" requirements in the recruitment process, the Ministry of Human Resources and Social Security and other departments have issued a series of corresponding laws and policies to continuously regulate the recruitment behavior of employers.

In March of this year, the Ministry of Human Resources and Social Security issued the "Notice on Doing a Good Job in Employment and Entrepreneurship for National College Graduates in 2021", clearly proposing to "increase the protection of employment rights", and requesting that employers and human resource service agencies strengthen the supervision of recruitment behaviors. Regulate the order of online recruitment, and crack down on illegal activities such as "black intermediaries", false recruitment, arbitrary fees, and discrimination in employment in accordance with the law.

Shi Yiqi Ren Zhiwei