Can women over 30 still find jobs?

This is exactly the idea. It is very easy for beautiful mothers who are married and have children to find a job, because the recruiting companies will think that they will not resign easily, unlike women in their 20s. Children often change jobs frequently and sometimes do not take their work seriously.

Not necessarily.

Looking for a job and finding a partner are the same thing. Companies that want to hire you won’t care too much about these factors.

If you think about it from another angle, you will find that now is a rare time for you to calm down and think about the future direction of your personal career development.

For example, what kind of industry to choose, what kind of position to engage in, what type of company to choose, etc.

Then, just work hard in this general direction.

Of course, if you have extra time, you can try other possibilities for your own development, such as becoming a content producer in your field of interest.

Looking for a job takes time, remember to calm down and take your time with everything [yeah]

This is a very real issue. Although equality between men and women is advocated, it is undeniable that reality is reality. If you are not married, your employer will be afraid that you will take marriage leave when you get married. After you get married, they will be afraid that you will take maternity leave. If you have one child, they will be afraid that you will have a second child. If you have a second child, you will feel that you no longer have the energy to work. In this society, women are still very harshly treated in the workplace. Therefore, women have to work harder and do better than men in order to remain invincible. Of course, if you are overly capable, people may think you are a strong woman. The reality is that we cannot change the external environment, so we can only adjust our mentality, find our own direction, industry positioning, and work hard to improve ourselves. There are still opportunities. Or really just give birth to the baby before setting off.

It is more important to find a company that gives you room to grow and respects your human rights!

When I saw the question, I immediately thought of myself before, and this is how I came here.

When I was 27 years old, I had already planned to get married at the end of the year when I was working. I also took wedding photos, etc. Suddenly, due to changes in management, the company was planning to close its mainland office and transfer it to Hong Kong, so he was dismissed. The wedding date remains unchanged, and it's really easy to go to Shenzhen to find a job. I submitted my resume for an interview, and when I heard that I was married and had no children, I told me to wait for the notification. It was very damaging to my self-confidence. I still found my favorite job later, but that time is still vivid in my mind. It is really unforgettable.

It is indeed more difficult for a 30-year-old woman to find a job now that she is married and has no children. The employer is afraid that you will get pregnant as soon as you join the job, and it cannot lay off employees when you are pregnant. Considering my physical condition during pregnancy, I cannot bear high-intensity work, business trips, physical labor, etc. There are also 6 months of maternity leave with normal wages and 6 months of breastfeeding leave (taking Shenzhen as an example). Some people leave their jobs directly after taking maternity leave, and the company has to re-recruit and re-train new employees. The labor cost is too high, so many companies are not willing to recruit married people without children.

But if you have strength, you can speak easily. A 30-year-old woman has been working hard in the workplace for five or six years. Excellent business capabilities, rich workplace experience and network resources are very important added value. When the company sees your beautiful resume, it won't care whether you are married or not, because they need talents. You speak with strength.

At the same time, you can also search for companies that are urgently hiring. Due to special reasons, it is urgent to recruit people. You can give it a try.

30 years old is the right time. Go to interviews more often and don’t be afraid of rejection. There will always be a job of your own.

1. Reasons why it is “difficult” for married women with children (but not children) to find jobs

1. From the perspective of “profit”, companies must of course hire employees with high “cost-effectiveness”

Companies generally pursue profit maximization.

Once a married woman with no children is hired, the company will face the "three-period" risk of the new employee's pregnancy, childbirth, and lactation for nearly two years, which will seriously affect the normal operation of the company. The "Labor Contract Law" stipulates that companies must pay monthly wages to pregnant women and cannot fire or transfer them at will, which puts companies in a passive state.

In the final analysis, companies do not dare to hire married women without children. The biggest worry is that they are afraid of "stepping into a minefield."

Because the "Labor Law", "Labor Contract Law", "Special Provisions on Labor Protection of Female Employees" and other regulations provide special protection for female workers in the third period, companies are more cautious in recruiting and dare not Half a step beyond the "Thunder Pond".

The "Labor Contract Law" clearly stipulates the protection of "three-period" female workers:

(1) Special protection of labor contract relationships (see Article 1 of the Labor Contract Law for details) Articles 42 and 45);

(2) Special protection for work content (see Article 61 of the Labor Law for details; Articles 4 and 6 of the Special Regulations on Labor Protection of Female Employees) (Article 1);

(3) Special protection of remuneration and benefits;

(4) Main provisions on labor protection during the maternity period (maternity leave benefits, pregnant women’s right not to be dismissed) rights)

2. The "three-period" female workers have high expenses

The company needs to bear (explicit expenses) for a female worker from pregnancy to delivery. Social security expenses, provident fund expenses, basic salary, and other benefits;

There are also expenses (hidden expenses), such as shared expenses for the position, and postpartum instability expenses (recruitment);< /p>

If HR improperly handles the issue of female workers in the third period, it can easily lead to labor relations disputes, and the costs incurred by labor disputes cannot be underestimated.

In other words, inviting a pregnant woman to work in a company is equivalent to hiring someone who cannot work wholeheartedly for nearly two years, and the company has to "pay" for her.

If a postpartum female worker asks to resign, the cost to the company will be too high.

It can be seen that while the relevant laws and regulations protect women in the third period, they have also become a stumbling block to the development of enterprises.

3. Past cases have frightened companies

Since the introduction of various laws and regulations to protect female workers, most companies have frequently failed in the management of third-stage female workers.

For example, if a female worker promised the company not to have children within three years before joining the company, but found out that she was pregnant six months after joining the company, according to the "Special Regulations on Labor Protection of Female Employees", the female worker can enjoy 128 days of maternity leave. (Regulations vary from place to place).

In addition, female workers in the management of pregnancy are prone to problems. Pregnant women have difficulty moving and are prone to accidents at work and on their way to and from get off work. During the 128 days of maternity leave, the work of this position needs to continue, and the company needs Adjusting work arrangements is a management hassle. During pregnancy, female workers need to take leave frequently due to medical reasons, which results in low work efficiency. Female workers cannot devote 100% of their energy to work in the early postpartum period.

4. HR’s own pressure

Sometimes, due to temporary soft-heartedness, HR believes the job applicant’s promise not to have children within three years before the interview. Just say to HR: "I'm pregnant." HR suffered an invisible loss. He was criticized by his boss without saying anything, and his performance bonus was also affected.

In addition, with the liberalization of the second child policy, companies and HR are generally worried about having a second child for job seekers who have given birth to one child. Especially those whose first child is around 3-5 years old are particularly prone to worry.

Are married women with/without children at the end of their road to job hunting? This is not the case.