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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.

　　The Beijing points settlement policy that has been brewing for a long time will be tried out on January 1, 2017. Recently, the "Administrative Measures for the Settlement of Points in Beijing (Trial)" was officially released, stipulating that nine indicators, such as legally stable employment, legally stable residence, educational background, occupation and residence area, innovation and entrepreneurship, tax payment, age, honor recognition and law-abiding record, constitute the settlement system of points. As a major reform of Beijing’s household registration management system, the settlement of points will become another channel for college graduates, talent introduction, relatives’ refuge and job transfer to settle in Beijing.

　　 Continuous payment of social security for 7 years needs to be met

　　"The so-called settlement of points means that by establishing an index system, the conditions for holders of residence permits to apply for settlement are quantified, and each index is given a certain score. Those who have reached the specified score can apply for permanent residence in Beijing." The relevant person in charge of the Beijing Municipal Development and Reform Commission said that urban development needs the support of multi-level human resources. The index system of Beijing’s points settlement is mainly designed around the strategic positioning of the capital city and the development needs at this stage, mainly for eligible ordinary workers, focusing on solving the problem of people who have been in Beijing for a long time and have strong employability.

　　The overall framework of Beijing’s points settlement policy can be summarized as "4+2+7". That is, four qualifications: those who hold a residence permit in Beijing, are below the statutory retirement age, have paid social insurance for 7 years in Beijing, and have no criminal record; Two basic indicators: legally stable employment and legally stable residence; Seven guiding indicators: including education background, occupation and residence area, innovation and entrepreneurship ability, tax payment, age, honor recognition, law-abiding record and so on.

　　Among them, according to the newly issued Provisional Regulations on Residence Permit, the "temporary residence permit" will be upgraded to a "residence permit" from October 1 this year. Non-Beijing residents only need to submit their ID cards, recent bareheaded photos, proof of residence, work or study, etc., and they can receive them in 15 days.

　　“‘ Pay social security for 7 consecutive years ’ It is the most important condition among the four qualifications, which reflects the requirement of giving priority to solving the stock. " According to the relevant person in charge, according to the opinions on the reform of the national household registration system, the settlement conditions of big cities require no more than five years to pay the social security period. As a super-large city, Beijing has a slightly higher requirement for paying the social security period than big cities. This provision also refers to the practices of other megacities.

　　 Application age is pushed to before retirement.

　　In December last year, Beijing issued a draft for comments on the settlement policy of points. Compared with the "Measures" issued this time, the reporter found that the "final version" of the points settlement policy has changed greatly in terms of "threshold". For example, the exposure draft stipulates that the applicant should not be over 45 years old, while the official document is changed to "not over the statutory retirement age", and the "hard indicator" of 45 years old has disappeared. At the same time, "no criminal record" was changed to "no criminal record"; Delete the rigid requirement of "conforming to the family planning policy of this Municipality".

　　At the same time, the newly released policy sets a number of guiding indicators. For example, Beijing, as a national science and technology innovation center and cultural center, has a high demand for personnel in related fields, so the policy sets educational background and innovation and entrepreneurship indicators. In terms of innovation and entrepreneurship indicators and scores, the Measures stipulate that applicants who win national or municipal awards in the fields of science and technology, culture and innovation and entrepreneurship competitions can get corresponding bonus points. Among them, the highest score of national awards is 12 points, and the highest score of municipal awards is 6 points. Only the highest score is counted, and no extra points are accumulated.

　　In order to orderly deconstruct the functions of non-capital and promote the optimization of urban spatial layout, the point settlement policy gives extra points to encourage employment and residence in the suburbs. After the implementation of the policy, if the applicant moves his residence from the six districts of the city to the suburbs, he will be given 2 points for every full year, with a maximum of 6 points; If both the place of employment and the place of residence are moved from the six districts of the city to the suburbs, you can add 4 points for every full year, with a maximum of 12 points.

　　 Detailed implementation rules will be issued before the end of the year.

　　The relevant person in charge of the Beijing Municipal Development and Reform Commission said that Beijing’s points settlement policy is based on "total control+voluntary application". Through the method of "applying first and marking later", the settlement score will be determined by comprehensive calculation and overall research according to the actual size of applicants and the requirements of annual population control targets, and announced to the public. Because the applicant’s situation changes every year, the annual settlement score and settlement scale may be different.

　　From January 1, 2017 to the end of 2019, the management measures for settlement of points will be tried out for three years. After three years of trial implementation, Beijing will improve the policy according to the implementation situation and problems, making the policy design more scientific and feasible. Before the end of this year, the relevant departments will also issue detailed implementation rules to clarify the identification standards of various indicators and the specific operational procedures for policy implementation. Generally speaking, it needs to go through the links of applicant application, unified declaration by the unit, departmental linkage audit, and unified publicity to the public.

　　It is understood that the information submitted by the applicant will pass the information linkage audit and interactive verification of the human resources and social security departments at the municipal and district levels and several municipal departments. After the unified declaration of the unit is completed, the relevant departments in Beijing will establish a linkage review mechanism, review the information submitted by the applicants one by one by departments, summarize it to the human resources and social security department, and calculate the comprehensive score of the applicants through the points settlement information system.