How many invisible doors are there in job hunting?

Original title: The form of employment discrimination encountered by job seekers has disrupted the fair competition order (topic)

How many invisible doors are? (Topic)

Tonight reporter Li Jisen

In early September, after sending the child to school, Ms. Yu, 29, began to focus on her resume to find a job. At the peak season in the workplace, many companies have increased their recruitment efforts. Ms. Yu also received a number of interview invitations. What was unexpected was that two companies proposed during the interview: \”You look for a job this time, the time to terminate the last job is more than two years, and the span is a bit large.\” Ms. Yu felt helpless. She heard that this was a doubt about the employer. She was worried that she had been away from the workplace for a long time and could not quickly adapt to new jobs.

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For some employers, it should actively dismantle the hidden door that affects employment fairness. Talent, so that it can be beneficial The long -term development of employment companies. Tonight reporter Zhou Wei correspondent Zhai Xinbin

Ms. Yu stated that she had give birth to children at home in the past two years. However, after the interview, many companies had no news, and Ms. Yu was abandoned by the employer because of the \”empty window period\”. Now she is still voting her resume, looking forward to finding a new job.

Similar to Ms. Yu\’s encounter, in the \”Golden Nine Silver Ten\” recruitment season, many applicants have reported that they have encountered more and more \”invisible doors\”. According to job seekers, the current employment discrimination is getting strange, and some companies have proposed during the recruitment that candidates who had experienced labor arbitration experience before are not accepted; some companies proposed during the recruitment that the candidate must not have the name More than 100,000 yuan loan. Employment discrimination has made many capable candidates discouraged. They encountered \”invisible doors\”, \”glass doors\” and \”rotating doors\” on the road to employment. These doors seem to be able to pass. Real obstacles.

Labor arbitration has experienced \”stains\”

Recently, Tong in Beijing has become a popular online figure. Two years ago, he joined a company in Beijing and had just joined the company for five days. The company arranged for him to work overtime on Saturday due to order needs. However, Tong believes that the employee himself will be obtained on Saturday overtimeAgreeing, he directly refused the company\’s overtime arrangement, and the company fired him soon after.

Tong was dissatisfied and filed for arbitration with the local arbitration committee, requiring the company to pay compensation for illegal termination of the labor contract. The company also negotiated with him many times and was willing to pay financial compensation; but Tong refused and was determined to receive financial compensation. Tong eventually won the lawsuit and received a financial compensation of 15,000 yuan as he wished.

Tong’s experience aroused applause from netizens on the Internet, with many netizens saying that he “lighted the way forward for others.” But some netizens commented: He seemed to have won, but in fact he lost miserably. His career path would end here, and no company would ever hire him again.

Netizens expressed a helpless fact. Once an employee has experience in labor arbitration, he or she will be regarded as a \”thorn in the side\” and a \”troublemaker\” by the employer. Job seekers who have been labeled will encounter background checks or additional checks by the employer when they apply for the next job, and may lose the opportunity to interview and get hired after the arbitration experience is discovered.

Wang Jing, a job seeker from Hexi District, worked in Beijing last year. She worked for an Internet company as a public relations assistant. In September of that year, there were rumors within the company that there would be strategic transformation and personnel diversion, but she was called by the human resources management department soon after to \”persuade\” her to quit. The reason given by the company was very strange, saying that she was reading Xiaohongshu, Douyin and other non-work-related software when she was about to get off work. It was determined that she had seriously violated the company\’s disciplinary system, so the labor contract was terminated. \”Actually, to put it bluntly, they just wanted to find a reason to let us go without compensation,\” Wang Jing said.

Wang Jing was very angry when he encountered such a company. She communicated with the human resources management department and hoped that both parties would break up gracefully and that she would receive compensation. As a result, the amount of compensation provided by the company was very small, far from the amount stipulated by law. During her communication with HR, she mentioned that if the two parties disagreed, she would apply for labor arbitration. In the last conversation with Wang Jing, HR advised her not to initiate labor arbitration. The reason was that after the arbitration was accepted, no matter whether she won or lost, it would leave traces on her resume and be included in an integrity alliance platform, thus affecting her future employment. Come down to find a job and choose a career.

\”After labor arbitration, no big company will want you, and well-known companies will refuse to hire you. Your future will be difficult.\” Wang Jing remembers what the staff of the company\’s human resources department said. of. She was puzzled by this: \”How can applying for labor arbitration become a stain on job seekers? Moreover, this is personal privacy information, so how can it be included by the Integrity Alliance?\”

A university in Tianjin Graduate Gao Cheng once worked in the fresh food department of a large chain company in Tianjin. He went south last year and successfully passed an interview with a company in a city in the Pearl River Delta. When asked why he left Tianjin to find a job, he said helplessly: \”I had a labor arbitration with my former employer. After leaving my job, I applied again. Many companies in the industry no longer hired me. Some companies\’ managers I think I might belong to the unsettled type of person.”

However, in southern cities,He was ultimately unable to successfully join the company because of his labor arbitration experience. At that time, Gao Cheng was interviewing for a purchasing management position in a retail fresh food company. During the interview process, the two parties talked smoothly. Soon, he received an offer from the company.

Subsequently, the company stated that in order to conduct a pre-employment background check on Gao Cheng, he needed to provide his ID number and sign an online agreement agreeing to conduct a background check. Two days later, Gao Cheng received a call from the company\’s HR. After learning that he had had labor arbitration experience, the other party believed that he did not meet the company\’s employment standards, and the previously issued employment notice was invalid.

“I cannot accept this reason.” Gao Cheng said that the reason for the previous labor arbitration was that after his company went bankrupt, he and his colleagues were owed two months’ wages for half a year. In order to safeguard their legitimate rights and interests, he and his colleagues chose labor arbitration. \”I have the right to safeguard my legitimate rights and interests.\” Gao Cheng tried to communicate with the HR of this retail fresh food company again, but the company still did not hire him.

Having a loan in your name is a points deduction when applying for a job

Recently, a netizen posted on a social platform that when she was applying for a job at a recruitment software company, she encountered The company requires her to have no loans exceeding 100,000 yuan in her name. If she does not meet this condition, she will be refused employment.

It is understood that the job requirements of this company require a full-time college degree or above, a good credit record (no more than 3 overdue loans, or a single overdue loan for more than 3 months), and no loans in your name ( (Except for housing loans and car loans), currently does not hold corporate legal person, shareholder, etc. positions.

A human resources analyst in Heping District said that currently, in the recruitment process of some companies, in order to protect the interests of the company, the human resources department has the responsibility to conduct risk assessments on job applicants. Checking the other party\’s credit report is one of the forms. The purpose is to determine the applicant\’s credit status and whether there are potential risks.

This kind of risk assessment is generally only for specific industries and positions, such as sensitive positions involving financial management, risk assessment or security review, or corporate executives, whose financial status needs to be reviewed, which will involve loan records . Human resources analysts say that obtaining a credit report should be done with the other party\’s permission. For most ordinary employees, it is unnecessary to require them to provide credit reports and limit loan amounts. This is an excessive punishment for them and even involves certain employment discrimination.

Ma Xin (pseudonym), a job seeker in Nankai District, applied for a loan assistance company last year. The company pointed out during the interview that applicants who are online loan users or dishonest will not be hired. Ma Xin was puzzled by this. The company\’s business is to attract more people to take out loans, but when hiring employees, it tries to select job applicants who have never used online loans. This can’t help but make people wonder. Is the purpose of the company to develop employees into customers?

In fact, Ma Xin’s concerns are not without reason. One of his classmates works for a cultural media company. Due to the company’sThe controller was trapped in many lawsuits, and the classmates were pulled as a legal representative as ordinary employees. At the beginning, his classmate revealed that because he had no property or loan in his name, he was selected as a corporate representative of the company. The remuneration was 500 yuan per month. Considering that the risk it bears was too great, in less than half a year, his classmate resigned from the company.

Today is the credit age. A considerable number of citizens have mortgages and car loans. Among young people, the proportion of online loans is quite high. In this case, the amount of loans should not be the threshold for restricting job hunting, and these recruitment requirements are not reasonable.

A job seeker proposed, \”I go to find a job to make money. The company requires good credit reporting and it can be understood, but the amount of loan is a bit harsh. However, job seekers who are temporarily facing economic pressure have lost their opportunities. \”Invisible Door\” is imperative

Recently, a new word appeared in the workplace called \”paying to work\”, which means that employees provide labor for enterprises. Paste it to the enterprise.

It is understood that \”paying to work\” was the earliest suggestion made by an expert on Weibo. The reason is that many fresh graduates are facing the trouble of unemployment because they lack job opportunities and internship experience. Inning. He suggested that allowing college students to pay to work and strengthen the training of students through enterprises are the exchange between the economic income of the enterprise and the skills of student skills.

What is unexpected is that this suggestion actually entered the reality. Two domestic recruitment incidents of \”paying work\” have triggered discussions on the entire network. In June last year, an online game company launched a \”paid to work\” position of 17,800 yuan; recently, a screenshot of an email from a media company in Hunan, which states a post that supplements practical practitioners, pays 500 yuan in internship management fees per month , Also buy a personal accident insurance of 375 yuan.

In addition, when some law firms are recruiting lawyers, they not only provide wages, but also charge management fees and work fees. When some financial companies recruit interns, they need to charge the intern to push the intern to various departments and positions. When recruiting nurses, some hospitals also require the nurse to pay bed fees and management fees.

Paid internships and paid work, like there is no loan in the request name, requires job seekers from the perspective of economic strength, artificially draws job seekers as three, six -nine, etc. \”\” \”. \”If I have no money, I can\’t get internal push, I can\’t pay the work fee, nor the possibility of being hired. The company is not recruited by employees, but a partner who can share the company\’s risks. A rotten \’shield. \”A job seeker commented.

Labor arbitration becomes a stain, and loans in the name become weak. These employment discrimination seriously hinders fair employment, which affects and affects a large number ofRe -employment crowd. According to the \”Statistics of the Development of Human Resources and Social Security in 2023\” issued by the Ministry of Human Resources and Social Security, in 2023, the labor -oriented dispute mediation organization and arbitration institutions at all levels in the country handled 3.85 million cases of labor and personnel disputes, involving a total of 4.082 million workers. Essence If these people re -employer, due to the experience of labor arbitration, they will be rejected regardless of the reason, and they will definitely hurt the enthusiasm of the job seeker.

On August 23, the \”Notice on Further Strengthening the Management of the Human Resources Market Standards Management\” issued by the Ministry of Human Resources and Social Security and the Central Cyberspace Office clearly stipulates that strengthening the supervision of employment discrimination. The local manpower departments must improve the recruitment information management system, implement recruitment information specifications, and prevent employers and human resources service agencies from publish recruitment information containing gender, age, education and other aspects of discrimination content. Strengthen supervision and inspection and dynamic monitoring, regularly check or spot checks of recruitment information issued by employers and human resources service agencies, use the Internet and big data and other technologies to carry out online monitoring of keywords related to employment discrimination, and targeted tracking investigations and supervision reminders. Increase punishment, and to publish human resources service agencies with discriminatory content recruitment information, adopting measures such as administrative interviews, reporting exposure, confiscation of illegal income, and fines in accordance with the law, and the serious circumstances of the human resources service license according to law.

At present, new forms of employment discrimination such as labor arbitration experience, loan records and credit records are continuously expanding and spreading compared to straightforward employment discrimination such as gender, age, and education Invisible employment discrimination. For some employers, it is necessary to actively dismantle the invisible door that affects the fairness of employment, and to choose people who are suitable for employment positions, so as to help employment companies develop in the long run.

Source: Tonight News