Liu Haiming (Professor and Doctoral Supervisor of Chongqing University)

　　In life, we make judgments about everything all the time.

People look at the same thing from different starting points, and the conclusions cannot be exactly the same. For the "judgment scale" with a strong personality, it will inevitably attract public attention.

　　When recruiting employees, an education company in Shenzhen requires that the fifth-to-last digit of the mobile phone cannot be "5". The numbers are conflicting. After joining the company, the mobile phone number needs to be changed, otherwise it will not be hired.

According to analysis, this may be related to the establishment of the company in 2015 or some obsession of the boss.

　　This company, whose name was "mosaic" by the media, held a recruitment event that entrained the boss's personalized preferences. Although such additional clauses were only privately informed in good faith by the employees in charge of the recruitment, the result was still an uproar.

Netizens questioned: "There are all kinds of discrimination now? There are constellations, there are zodiac signs, there are people who have recovered from the new crown, and those who are unmarried and not pregnant. Now even the mobile phone number should be discriminated against?" "Education industry? This is A fortune-telling company, right?" "It's not illegal to make money, but it's illegal to look at Bazi recruitment"...

　　The reason why personalized preference recruitment has attracted the attention of many netizens is that netizens' natural empathy ability makes most people sympathize with the "sufferers" of news events.

Isn't the empathy of netizens indirectly defending their rights and avoiding all kinds of hardships when they apply for a job?

In the process of many netizens complaining about the "recruitment family history", they used "digital portraits" to outline the five "contours" of the recruitment rules of personalized preference——

　　One is digital-preferred recruitment.

In addition to the taboo on the digit order of mobile phone numbers in the news, there is a similar preference for numbers.

A netizen wrote: "There is a fish tank in our boss's house. There must be XX goldfish. Every time one dies, we have to buy one to make up for it."

　　Second, surname preference-based recruitment.

In some companies' recruitment rules, there are also taboos for a certain surname.

Some netizens said: "The world is full of wonders, and I knew that my previous company did not recruit people with the surname Pei."

　　Third, constellation preference recruitment.

Now the constellation control among the young groups is on the rise, and the constellation control has become the boss, and may have its own aesthetic standards for the employee's constellation when employing people.

Some netizens complained: "What is a mobile phone number, and there are people who don't need Cancer and Virgo."

　　Fourth, zodiac preference recruitment.

The traditional Chinese zodiac culture naturally leaves "zodiac signs" in the company's recruitment.

Some netizens left a message: "I saw someone recruiting a specific zodiac sign before, because it is compatible with the boss's zodiac sign." "Our company does not recruit mice."

　　Fifth, face preference recruitment.

The influence of traditional physiognomy still exists today, and the physical appearance, spiritual temperament, and behavior modality have become the basis for judging people's disposition and destiny.

Some netizens broke the news: "The same (in) Shenzhen, the boss asked not to have a sharp face, but a round face."

　　It can be seen that the personal preference in recruitment and the numerical preference of mobile phone numbers are not isolated cases, and similar preferences (or taboos) can be described as diverse.

How should we look at this subcultural phenomenon in recruitment?

　　Some people think that such personalized preference recruitment is illegal and question: "I just ask whether the "Labor Law" works?" Looking at the current "Labor Law", Article 12 stipulates: "Workers are employed, regardless of ethnicity, nationality, or nationality. Different races, genders, and religious beliefs are discriminated against.” Compared with the above-mentioned personalized preference recruitment, it seems that there are no legal red lines among the various taboo preferences.

According to the principle of permission without prohibition by law, the individualized preference recruitment matters complained by the public opinion field belong to the gray area outside the legal restrictions.

From this point of view, it is not appropriate to simply apply legal provisions to force the company involved to correct this practice.

　　Through various personalized preference recruitment rules, it is not difficult to find that this is a tortuous reflection of the willfulness of the person in charge of the recruitment unit.

Man is first a perceptual animal, then a rational animal and a moral animal.

In real life, we cannot use a ruler to demand that everyone act according to the moral standard of the highest good.

Many times, people are driven by the senses to act. When the power of the senses exceeds the power of reason, the mind becomes its own "boss", which satisfies people's preferences in a willful way.

In this state, some social activities, including company recruitment, are based on managers' personal preferences to choose what to do or not to do.

　　"Existence is reasonable", but not all reasonable things are good, and some things are even unpleasant.

For those things that do not conform to public aesthetic habits, we should examine them with the lowest identification standard, instead of simplifying the scale of public opinion aesthetics, and using one standard to deny the right of individual preference to the existence of things.

In the vast world, what we need is to accept the objective things with a tolerant attitude.

Preferences such as numbers, zodiac signs, and zodiac signs, people with these preferences are nothing more than living in their own way with the mentality of seeking advantages and avoiding disadvantages.

Since they are only seeking auspicious psychological comfort, as long as such wishes do not infringe on the rights of others, it is more rational to treat each other tolerantly than to force business leaders to accept job applicants they do not want to accept by means of public opinion judgment.

After all, recruitment follows the principle of two-way selection, and mutual satisfaction is the real fate.

　　Tolerating the phenomenon of individualized preferences in recruitment does not mean that we are advocating such "preferences", because individualized preferences invisibly hurt the dignity of job seekers and indirectly hurt the public's feelings.

In this regard, we call on recruiters with personalized preferences to respect the feelings of job seekers, express their hiring principles in artistic language, and avoid unnecessary mental harm to job seekers.

With such respect first, it is generally possible to avoid subsequent doubts by public opinion.