What rights and interests did the applicant violate when he didn't go to work and found that his resume was hung in a circle of friends?

When looking for a job in Hangzhou, Ms. Guo passed the interview of a company. Manager Chen, the HR director of the company she applied for, sent Ms. Guo an employment notice according to the process, which means that both Ms. Guo and Manager Chen have confirmed their employment. However, Ms. Guo did not join the job for personal reasons, so Manager Chen thought that Ms. Guo not only had no integrity, but also affected the recruitment work. In a rage, she linked Ms. Guo's resume and their chat records to a circle of friends, accusing Ms. Guo of being dishonest. Manager Chen's venting behavior directly exposed Ms. Guo's personal information and has violated the personal privacy of Ms. Guo, the candidate. In this regard, Ms. Guo has the right to sue Manager Chen.

In the process of recruitment and interview, as a candidate, you have the obligation to provide your own application information during the interview, such as personal information, work experience, educational experience, personal skills and so on. , for recruiters to filter as recruitment conditions. As a recruiter, he has the right to screen and interview candidates according to the company's requirements for recruitment positions, which is the right of recruiters in the recruitment process. However, the recruiter should keep the applicant's application information confidential, only for interview needs, and has no right to disclose the applicant's application information in any form, which is the most basic rule in recruitment.

After the interview result is confirmed, if the recruiter determines that the candidate meets the company's recruitment standards after the interview and decides to enter the candidate, he can send an invitation to the candidate. Remember, at this stage, the recruiter can only be an invitation, not an employment notice. Because after the interview, candidates also have the right to choose, to determine whether the recruiter and position of the interview meet their own requirements, and if so, they can accept the invitation of the recruiter. Then, both parties enter the employment notification link. Generally speaking, regarding the employment time, recruiters and applicants will communicate well before sending the employment notice to determine a time that both parties think is suitable.

Therefore, according to common sense, once the recruiter sends an employment notice to the applicant, both parties should handle the employment according to the most basic rules and the agreement of good faith. However, in reality, it is inevitable that either party will go back on its word. For example, Ms. Guo obviously accepted the employment notice, but temporarily repented and didn't go to work. Ms. Guo's operation is really irritating from common sense. After all, both sides need to pay time and energy for the previous interview work, and Ms. Guo's remorse indirectly delayed the recruitment progress of Manager Chen. But even so, Chen Can, the manager, only expressed helplessness about Ms. Guo's remorse. After all, Ms. Guo is not employed and does not belong to the company. However, as the head of the personnel department of a company, Manager Chen made a mistake that his post should not have made. This is a very unprofessional performance and will also face Ms. Guo's rights and interests.