Recruitment is a wonderful work behind employment discrimination


  constellation of the Zodiac age, gender and measurements actually linked to recruitment experts believe

  □ Our reporter Han Dandong

  □ Chen Yiqi, an intern of our newspaper

  "How many times have you been in love?"

  "How long does each time last?"

  "What is the reason for each break up in love?"

  Not long ago, when Mr. Song from Handan, Hebei was applying for a personnel position in a company, he was asked to explain in detail his love experience and duration.

For such a wonderful request, the company's rhetoric is to examine the candidate's "emotional intelligence."

  Love experience, parental hobbies, horoscopes, marriage and childbirth plans... The reporter of "Rules of Law Daily" found that in recent years, many questions that have nothing to do with the content of job hunting have been written into the recruitment requirements of some companies.

  Many experts interviewed by reporters unanimously believe that behind these wonderful recruitments is employment discrimination.

In actual job recruitment, discriminations such as gender, age, region, and even accent are everywhere.

 Recruitment information falsified

  Job requirements are all odds

  Recently, Zhang Kai (pseudonym), who lives in a residential area in Changping, Beijing, applied for a network engineer from a company. The job description is equipment maintenance and network maintenance.

In the interview, Zhang Kai discovered that the company wanted to hire software developers.

  "Since you want to know software development, why not make it clear on the recruitment page?" Zhang Kai complained.

  Nowadays, there are more and more false recruitments. In addition to the recruitment position "selling dog meat", the salary and treatment are often "different."

  A beauty App school in Wuhan, Hubei, recruits an operating post. The recruitment information clearly states that the salary is 4,000 yuan to 8,000 yuan per month. Guo Meiting (pseudonym), who has just graduated from a university in Wuhan, stated during the interview that her expected salary is 6,000 yuan. However, the person in charge of the human resources department subsequently refused to pass his interview on the grounds that "your target salary is too far from our expectations".

  Under the social status quo of a certain degree of "difficulty in employment", job seekers are not only easy to fall into the scam of false recruitment, but also encounter unreasonable special requirements set by recruitment companies for some positions, and thus lose many job opportunities that they should have enjoyed.

  For example, when recruiting administrative commissioners and personnel commissioners, some companies require applicants to meet the precise measurement requirements of 38cm shoulder width, 86cm chest circumference, and waist circumference between 68cm and 70cm; when recruiting drivers, some companies require that the zodiac sign must be sheep, rat, and dragon. , Tiger, and mark those who do not meet the above requirements, do not disturb; moreover, people who require the constellation of Capricorn, Aquarius, Virgo, Pisces, and Aries during corporate recruitment are preferred.

  "Labor rights are protected by the Constitution and are the basic rights of citizens. These wonderful recruitment requirements obviously violate the labor rights of employees and also violate the relevant provisions of the labor law." said Wang Yanhui, a lawyer at Shanghai Hengyanda Law Firm.

  Zheng Ning, director of the Law Department of the School of Cultural Industry Management of Communication University of China, added: “Article 3 of the Employment Promotion Law stipulates that workers have the right to equal employment and independent employment in accordance with the law. Workers’ employment shall not be based on ethnicity, race, gender, religious beliefs, etc. Different and discriminated against. Therefore, these wonderful recruitments also violate the equal employment rights of employees."

 Pursuing personal privacy

  Prevent false reports

  "Do you have a boyfriend?"

  "If there is an office romance, do you go or the man?"

  "How did your mother and your dad meet in different provinces?"

  ……

  This is the question that Tianjin citizen Yao Min (pseudonym) was asked during the interview. The interviewer kept asking her family background and did not ask a question related to her profession.

  The reporter's investigation found that many companies now ask a large number of questions concerning the privacy of applicants during interviews, and even ask for details.

The interviewer is not only interested in the candidate's personal relationship, marriage and parenting plans, making friends, birth date, horoscope, and whether to have a pet, etc., but also has curiosity corresponding to the candidate's family members' hobbies, work experience, etc.

  Some companies will also require interviewers to fill in the names, ages, occupations and ID numbers of family members before the results of the interviews are determined. The reason given is to "prevent misrepresentation of information and avoid unnecessary trouble."

  According to Zheng Ning's analysis, the main purpose of the interviewer's interview is to assess the match between the applicant and the position and examine the stability of the staff.

"But this information already involves personal privacy and has nothing to do with the post. Employers should respect the personal dignity of applicants."

  "Article 8 of the Labor Contract Law stipulates that the employer has the right to know the basic information directly related to the labor contract, and the laborer should truthfully explain it. Therefore, education background, work experience, vocational skills, career planning, personality characteristics, etc. should be informed The company, but for information issues not directly related to the labor contract, workers have the right to refuse during the job search process." Zheng Ning said.

  Wang Yanhui believes that this kind of interview that constantly explores privacy is a waste of time.

"The purpose of the interviewer may be just to complete the interview indicators and go through the scene, not really want to recruit new employees. Of course, it may also be to complete some questionnaires and take such absurd methods."

  Discrimination in employment is explicit or implicit

  The effectiveness of law enforcement needs to be improved

  In the fierce competition for employment, gender and age tend to create greater resistance to employment.

  He Jun (pseudonym) is 35 years old this year. He believes that he is the best age with rich social experience, thoughtful conduct and professional knowledge. However, the interviewer did not expect that he was “old age is not suitable for team integration”. He Jun felt angry and lost.

  But Zhang Quan (pseudonym), a recent graduate, encountered outright sex discrimination when interviewing a certain unit.

At the beginning, the interviewer said directly: "You are a female, so we won't think about it." The boys who have the same major as Zhang Quan but have average grades and even have experience of passing subjects have already signed the contract with the unit early.

  Similarly, when Liu Mei from Nanchang, Jiangxi was interviewing in a state-owned company, according to the process, the interviewer should ask questions based on the interviewer’s 90-second self-introduction and personal resume.

However, the actual situation is that the interviewer kept questioning her "Is there a boyfriend, how long have we been together, how good is the relationship, what is the boyfriend, what should I do if there is a conflict between family and work in the future?" Afterwards, she was very angry: "Just ask directly, will I get married and have children as soon as I start a job."

  Wang Yanhui believes that this is discrimination and disrespect for female employees, and recruitment companies should recruit according to law.

"The labor law and the constitution clearly stipulate that citizens' labor rights should be protected and given equal treatment. At the same time, some laws and regulations also give female workers special legal treatment in terms of work intensity, physical conditions, and maternity leave."

  Zheng Ning said: “Age discrimination and gender discrimination are both against the Constitution and the Employment Promotion Law, and effective measures should be taken to prohibit them.”

  In February 2019, the Ministry of Human Resources and Social Security, in conjunction with the Ministry of Education, the Ministry of Justice, the Health Commission, the Medical Insurance Bureau, the All-China Federation of Trade Unions, the All-China Women’s Federation, and the Supreme People’s Court, formulated and issued the “Regulations on Further Regulating Recruitment Behavior and Promoting Women’s Employment "Notice", clearly stated the "six must not" in recruitment by employers and human resource service agencies, that is, gender or gender priority must not be restricted, job search and employment may not be restricted on the grounds of gender, employment may not be refused, and women's marriage and childbirth must not be inquired. Pregnancy tests must not be used as entry medical examination items, birth restrictions must not be used as recruitment conditions, and women's recruitment standards must not be differentiated.

  "However, gender discrimination, whether overt or covert, is still common among women, indicating that the effectiveness of law enforcement needs to be improved." Zheng Ning said.

  Eliminate discriminatory content in time

  Build a fair employment environment together

  According to official sources from the Ministry of Human Resources and Social Security, there will be 9.09 million college graduates in 2021, and the new urban labor force that needs to be arranged for employment is about 15 million.

With the employment situation becoming more and more severe, how should employment fairness be guaranteed?

  Zheng Ning believes that although my country's Employment Promotion Law has some provisions on equal employment rights, it is still relatively principled. In the future, all entities should work hard to build a fair employment environment.

"The legislative department should pass legislation to increase the penalties for employment discrimination; law enforcement departments should strengthen the supervision of employment discrimination; enterprises should increase social responsibility and effectively implement employment fairness; the media should increase publicity to create employment equality in the whole society Atmosphere; the government should commend and reward enterprises that promote equal employment."

  Wang Yanhui suggested: “Recruitment companies should review recruitment information and eliminate discriminatory content that contains ethnicity, race, gender, religious beliefs, etc. In addition, the labor department should deal with applicants’ complaints in a timely manner and deal with unqualified recruitment companies. Severe crackdown."

  For individual job applicants, Wang Yanhui reminded: “Try to choose a company with a better reputation and a well-known reputation. You can search for the company’s related information and wind reviews on the corporate credit platform in advance. At the same time, after receiving an interview invitation from HR At the time, job seekers can ask the other party some necessary questions and provide some reference information for their own choices."

  Zheng Ning also said: “For slogans that have no threshold, high salaries or salaries that are significantly higher than the industry average, applicants must remain vigilant to prevent fraud. In addition, applicants must be cautious in providing personal information and uploading ID photos. , You can indicate the purpose of use on the photo when you really need it."

  "Interview is a two-way selection process. If you feel that your personal dignity is not respected during the interview and there are problems with your corporate culture, you can give up decisively." Zheng Ning said.