Why is the company unwilling to recruit married childless women?

Being married and childless is a sensitive topic in the workplace. Many women in the workplace, especially career-oriented women, are often afraid to have children immediately after marriage, fearing that once they have children, the position they have struggled for many years will be replaced by new ones, which will affect their career development. Unemployed married childless women seem to be inadvertently asked questions about their children during the interview process, and then they are gone, which makes them frustrated repeatedly.

situation

Miss Zhang, 29 years old, graduated from an amateur college, looks sweet, married and childless, and has been engaged in after-sales service and administrative assistant for a long time. Although her working ability is not the strongest, she is conscientious and can finish her daily work smoothly. In my last job, because my company was moving to a remote county, the distance to work was far beyond my endurance, so I resigned after careful consideration. However, I never imagined that my job search had been hit by a wall for three months in a row. Either my resume was delivered or my interview was finished, and there was no more. Even tried the trainee position, but failed to get on the job. Confused, she came to the career guidance room.

analyse

Obviously, an important reason for Miss Zhang's unsuccessful job search in this case is her married childless status, which makes the enterprise stay away from her. In order to reflect "fair employment" when enterprises publish recruitment information, there is generally no discriminatory language like "marry first and have children later". But in practice, many companies operate according to the principle of "get married first and then have children". What's more, the recruitment standard only regards "married and educated" as a prerequisite for recruiters. As a result of this situation, enterprises also have all kinds of unspeakable sufferings. For example:

1, enterprises generally pursue profit maximization. Once the married and childless women are recruited, the enterprise will face the "three-phase" risk of pregnancy, childbirth and breastfeeding in the past two years, which will seriously affect the normal operation of the enterprise. The Labor Contract Law stipulates that enterprises should pay wages to pregnant women on a monthly basis and are not allowed to dismiss or transfer at will, which makes enterprises in a passive state.

2. In addition, even if the third stage of the problem has passed, the problem of baby physical examination and nursing will bring a lot of trouble to women in the workplace. Especially in special circumstances such as the illness of infants, enterprises often face the anxiety of new mothers during working hours, which affects their normal work; Or often ask for personal leave and other issues, so that enterprises fall into a dilemma of maintaining enterprise rules and regulations and observing human ethics.

During the interview, some job seekers promised that they would never have a family planning in two or three years. However, once some people pass the probation period, they will get pregnant and have children immediately, which leads some enterprises to be cautious when recruiting married and childless women.

Therefore, not choosing married and childless women is a better way for enterprises to plan ahead and reduce potential risks in the recruitment process.

suggestion

Of course, being married and childless will never be a hurdle for women to find a job. As long as they are fully prepared and make a good choice in the process of job hunting, then the problem will be solved.

1, enhance the core competitiveness. Enterprises recruit employees, but also pay more attention to the professional quality of candidates and