Tailored to height, limited to blood type and card area, what is the wonderful recruitment？

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　　Limit blood type, choose region, measure height and read palm … … These wonderful recruitment requirements reflect the abnormal employment concept of employers, which hurts people and "enterprises". Professionals remind that recruitment is the window for employers to show their image to the outside world, and every job seeker should be treated sincerely and attentively. Only in this way can we realize the "two-way trip" between employers and job seekers.

　　"Many units require candidates to have a good image and temperament, and some will directly ask about their height. Those who fail to meet the requirements will directly refuse." Recently, Liu Yongna (a pseudonym), a graduate of a university in Beijing, is busy looking for a job. Although she was a little helpless about some recruitment requirements, when Liu Yongna talked with her classmates about her job hunting experience, she found that her experience was nothing. "There are also classmates who will be looked at each other in the interview, ‘ Handprints are blessed ’ The chances of hiring are even greater. "

　　An interview with the Workers Daily reporter found that in the current recruitment market, there are fewer posts and more people, some employers will put forward conditions unrelated to job content and responsibilities, such as "caring" family background and love experience, limiting height, place of origin, genus, etc., infringing on the privacy and equal employment rights of job seekers, which makes people laugh and cry.

　　Family, blood type and region can all be restrictive conditions.

　　"A personnel manager directly asked about the love situation and family background, saying that it was to judge whether it would affect the stability of work because of emotional problems. In contrast, people with good family and stable love are more likely to be hired. " Talking about the interview experience, Liu Zhenglei (pseudonym) is a little angry. "These questions make people feel uncomfortable and infringe on personal privacy, indicating that the company’s employment concept is too narrow."

　　Not only family background and emotional status, but also blood type, region and even whether there is housing, etc., can become restrictive conditions for some units to recruit people, which makes people confused and helpless.

　　In March this year, when an enterprise in Tangshan, Hebei Province recruited an accounting post, it required the candidate to be type A blood, and stressed that "attention must be paid to type A blood", which aroused widespread concern. In the face of questions from netizens, the relevant person in charge of the company responded that this requirement was increased by the staff themselves, because people with type A blood work seriously and are more suitable for this position.

　　There is also a news that "men are required to buy a house for job hunting", which also rushed to the hot search list. When Mr. Zhou, a citizen of Hangzhou, applied for a sales post in an enterprise, the personnel manager said that the company offered a basic salary of 7,000 yuan plus commission, but it had to sign a two-year labor contract and buy a house on the first day of employment. The company paid 100,000 yuan and the rest was paid by itself. This hard requirement made Mr. Zhou laugh and cry.

　　Some enterprises blatantly engage in geographical discrimination. In July 2019, Xiao Yan, a law graduate, submitted her resume to a holiday company in Zhejiang on a job search website, and applied for the positions of "Legal Commissioner" and "Assistant to the Chairman". Soon, Xiaoyan received a reply from the holiday company, saying that she was not suitable for these two positions because the recruiter was biased against Xiaoyan’s native place.

　　In addition to the recruitment process, similar wonderful employment requirements still exist after the workers join the company. Not long ago, the news that a domestic airline controlled the weight of flight attendants attracted attention. The formula for calculating the standard weight of flight attendants proposed by the company is "height (cm)-110= standard weight (kg)", and flight attendants who are overweight by 10% are required to stop flying immediately to reduce weight. Some netizens ridiculed, "Is it because of being overweight and wasting oil? What the service industry wants is the quality of service. "

　　The abnormal concept of employing people hurts people and "enterprises"

　　Pick a region, measure your weight and read your palm … … These varied recruitment requirements have made many job seekers call themselves "wonderful" and even feel "offended".

　　"The realistic causes of Qiqi recruitment are various." Cheng Yang, a lawyer of Beijing Lantai Law Firm, believes that employers occupy an dominant position in the labor market at the moment of great employment pressure. "There are fewer jobs and more people, which makes various fancy recruitment opportunities." On the other hand, enterprise recruitment is often decided and completed by the person in charge of the enterprise and personnel department, and their personal likes and dislikes can often influence the recruitment requirements and results.

　　Chen Weiming (pseudonym), who has many years of experience in personnel work, agrees with this. "Especially for small companies, what kind of people to recruit is often decided by the boss, and there are others ‘ Believe in superstition ’ , pick the zodiac, limited constellation, don’t recruit those and yourself ‘ Collision ’ People. "

　　"Recruitment should be a two-way trip for recruiters and job seekers to combine reality, move in the opposite direction and achieve mutual success. These wonderful recruitment requirements reflect the abnormal employment concept of employers, which hurts people and hurts them ‘ Enterprise ’ It is not only unfair and disrespectful to some job seekers, but also damages the image of employers. " Chen Weiming said.

　　According to the Employment Promotion Law, employers should provide workers with equal employment opportunities and fair employment conditions, and must not discriminate in employment.

　　Shen Jianfeng, a professor at the Law School of the Central University of Finance and Economics, believes that employers set some thresholds unrelated to jobs, such as rejecting some job seekers because of their height, region, appearance, constellation, animal sign, love experience and drinking ability, which is suspected of employment discrimination. "As for how to judge whether the recruitment conditions are based on the inherent requirements of the post, it mainly depends on whether the job must have a certain quality, which needs to be judged from the perspective of objective and normal operators or market players."

　　Intensify the crackdown and punishment.

　　"The employer’s employment autonomy is an objective requirement of the market law and is protected by law, but the exercise of this right must be within the framework of relevant laws and policies, and it cannot be arbitrarily expanded indefinitely." Cheng Yang believes that screening should not be based on the "pre-endowed factors" that are not necessarily related to the inherent requirements of the job, such as the appearance of the worker, the zodiac sign and the place of origin. Otherwise, it will constitute an infringement on the privacy rights, equal employment rights and personality rights of job seekers, and also a challenge to the legal bottom line and public order and good customs.

　　According to the Employment Promotion Law, workers can bring a lawsuit to the people’s court if they violate the provisions of employment discrimination.

　　However, the reporter found that in the face of wonderful recruitment, few job seekers complained or defended their rights. The reason for this is that on the one hand, job seekers are eager to find a job, and they have no time and energy to complain and deal with it, so they can only "eat Huanglian dumb"; On the other hand, most employers do not explicitly tell the specific reasons for not hiring, which increases the difficulty of proof for job seekers to some extent.

　　In this regard, Cheng Yang suggested reducing the burden of proof of workers, improving their willingness to safeguard equal employment rights and interests, and further improving the existing laws, clarifying and refining the identification standards, punishment measures and compensation standards of employment discrimination, so as to increase the illegal cost of employment discrimination by employers.

　　Shen Jianfeng believes that the labor inspection department should set up convenient complaint channels, smooth the path of safeguarding rights, strictly enforce the law at the same time, deal with relevant complaints and reports in a timely manner, and intensify the crackdown on illegal recruitment activities.

　　Cheng Yang reminded that the recruitment work is a window for employers to show their image and unit culture, and should treat every job seeker sincerely and attentively based on the principles of fairness, transparency and standardization. Only in this way can we achieve a win-win situation for employers and job seekers.