Worker's Daily: Abnormality in employment can harm both individuals and enterprises, with measures such as height, blood type restriction, and restricted area causing harm | employment perspective | deformity
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These bizarre recruitment requirements, such as blood type restriction, geographical selection, height measurement, and palm reading, reflect the distorted employment views of employers, which harm both individuals and enterprises. Professionals remind that recruitment is a window for employers to showcase their image to the outside world, and every job seeker should be treated with sincerity and dedication. Only in this way can employers and job seekers achieve a two-way journey.
"Many companies require applicants to have a good image and temperament. Some may directly inquire about their height, while those who do not meet the requirements may refuse. Recently, Liu Yongna, a master's graduate from a university in Beijing, is busy looking for a job.". Although she was somewhat helpless with some recruitment requirements, when Liu Yongna talked about her job search experience with her classmates, she found that her experience was not a big deal. "Some students are more likely to be hired when their palms are checked during interviews, and those who have 'lucky palmprint' are more likely to be hired."
A reporter from the Workers Daily found in an interview that in the current job market where there are fewer positions and more people, some employers may propose conditions unrelated to job content and responsibilities when recruiting, such as "caring" about family background and love experience, limiting height, hometown, zodiac sign, etc., which violates the privacy and equal employment rights of job seekers, making people laugh and cry.
Family background, blood type, and region can all be limiting factors
"A HR manager directly asked about their love situation and family background, saying that it was to determine whether emotional issues would affect work stability. In contrast, people from good families and stable relationships are more likely to be hired." Speaking of interview experience, Liu Zhenglei was a bit angry. "These questions make people feel uncomfortable and invade personal privacy, indicating that the company's employment philosophy is too narrow."
Not only family background and emotional status, but also blood type, geographical location, and even the availability of housing can become restrictive conditions for recruitment and employment in some units, making people confused and helpless.
In March of this year, when a company in Tangshan, Hebei Province was recruiting for an accounting position, it required applicants to have type A blood and emphasized the importance of having type A blood, which has attracted widespread attention. Faced with doubts from netizens, the relevant person in charge of the company responded that this requirement was self imposed by the staff, because they felt that personnel with type A blood were diligent in their work and more suitable for this position.
There is also a news that "men are required to buy a house when applying for jobs", which has made it to the hot search list. When Mr. Zhou, a resident of Hangzhou, applied for a sales position in a company, the human resources manager stated that the company offered a basic salary of 7000 yuan plus a commission, but he had to sign a two-year labor contract and buy a house on his first day of employment. The company paid 100000 yuan, and the remaining amount was to be paid by himself. This mandatory requirement made Mr. Zhou unable to laugh or cry.
Some companies openly engage in regional discrimination. In July 2019, law graduate Xiao Yan submitted her resume to a vacation company in Zhejiang on a job search website, applying for two positions: "Legal Specialist" and "Chairman Assistant". Quickly, Xiaoyan received a response from the vacation company stating that she was not suitable for these two positions because the recruiter had bias against Xiaoyan's hometown.
In addition to the recruitment process, similar bizarre employment requirements also exist after workers are hired. Recently, the news of a domestic airline implementing weight control measures for flight attendants has attracted attention. The company proposed the formula for calculating the standard weight of flight attendants as "height -110=standard weight", and for 10% overweight flight attendants, it is required to immediately stop flying and reduce weight. A netizen joked, "Is it because of overweight and high fuel consumption? The service industry requires service quality."
A distorted perspective on personnel can harm both individuals and enterprises
The diverse recruitment requirements of selecting regions, measuring weight, and looking at palms have made many job seekers exclaim "weird" and even feel "offended".
"The practical causes of bizarre recruitment are multifaceted." Cheng Yang, a lawyer at Beijing Lantai Law Firm, believes that in the current era of high employment pressure, employers have an advantageous position in the labor market. "With fewer positions and more people, various forms of recruitment have opportunities to take advantage of." On the other hand, enterprise recruitment is often decided and completed by the company's leaders and personnel in the human resources department, and their personal preferences often influence the recruitment requirements and results.
Chen Weiming, who has many years of experience in human resources, agrees with this, "Especially for small companies, what kind of people to hire is often decided by the boss's head slapping. Some people believe in superstition, choose the zodiac sign and zodiac sign, and do not hire those who are 'in conflict' with themselves."
"Recruitment is supposed to be a two-way journey between employers and job seekers, combining reality, working towards each other, and achieving mutual success. These bizarre recruitment requirements reflect the abnormal employment views of employers, which not only harm people but also the 'enterprise'. It is not only unfair and disrespectful to some job seekers, but also damages the image of employers," said Chen Weiming.
According to the Employment Promotion Law, employers should provide equal employment opportunities and fair employment conditions to workers when recruiting personnel, and shall not implement employment discrimination.
Shen Jianfeng, a professor at the Law School of Central University of Finance and Economics, believes that employers may exclude some job seekers due to factors unrelated to their job position, such as height, geographical location, appearance, zodiac sign, zodiac sign, romantic experience, and drinking ability, which may lead to employment discrimination. "As for how to determine whether the recruitment conditions are based on the inherent requirements of the position, it mainly depends on whether a certain quality is necessary to successfully complete the job, which needs to be judged from the perspective of objective and normal operators or market entities."
Intensify crackdowns and punishments
"The employment autonomy of employers is an objective requirement of market laws and is protected by law. However, the exercise of this right must be within the framework of relevant laws and policies, and cannot be arbitrarily and infinitely expanded." Cheng Yang believes that screening cannot be based on "pre employment factors" that are not necessarily related to the inherent requirements of the job, such as the appearance, zodiac sign, and hometown of the worker. Otherwise, it constitutes an infringement of 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, if employment discrimination is implemented in violation of regulations, workers can file a lawsuit with the people's court.
However, interviews with reporters have found that in the face of bizarre recruitment, there are few job seekers who complain or defend their rights. The reason for this is, on the one hand, that job seekers are eager to find a job and do not have the time and energy to appeal and handle it, so they can only be "mute eating Huanglian"; On the other hand, most employers do not clearly disclose the specific reasons for not hiring, which to some extent increases the difficulty for job seekers to provide evidence.
In this regard, Cheng Yang suggests reducing the burden of proof on workers, increasing their willingness to uphold equal employment rights, and further improving existing laws to clarify and refine the criteria for identifying employment discrimination, punishment measures, and compensation standards, in order to increase the illegal cost of employment discrimination by employers.
Shen Jianfeng believes that the labor supervision department should establish convenient complaint channels, smooth the path of rights protection, strictly enforce the law, timely handle relevant complaints and reports, and increase the crackdown on illegal and bizarre recruitment behaviors.
Cheng Yang reminded that recruitment work is a window for employers to showcase their image and culture to the outside world. It should be based on the principles of fairness, transparency, and standardization, and treat every job seeker with sincerity and dedication. Only in this way can we achieve a win-win situation for employers and job seekers.
