Recruitment notice of Leiyang Meituan

A few days ago, Xiaomi "made a splash" at the school recruitment presentation of Zhengzhou University. Xiaomi made it clear in his school recruit JD? "2065438+2008 undergraduate and master's graduates, regardless of their major." ? However, at the presentation, Qin Tao, an employee of Xiaomi, suddenly said, "If you are majoring in English or literature, you can come because we have overseas markets. If you are a Japanese major, you can go, or I suggest you go to the' movie career'. "

As soon as this matter came out, it quickly boarded a hot search in Weibo, causing heated discussion among netizens. Under the pressure of public opinion, the employees involved apologized in their personal Weibo.

▼ Xiaomi Guan Wei also issued a statement on this matter.

In terms of recruitment, this discrimination is not just the Xiaomi family. As early as May this year, an employee of Meituan also used inappropriate words in recruitment.

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Perhaps the HR of these enterprises didn't mean to say these words. Perhaps Meituan's "Don't want the Yellow River" and Xiaomi's "Suggest that you engage in the film industry" are just examples, but to be honest, there are not a few enterprises that have similar geographical and professional discrimination in school recruitment.

When college students take part in school recruitment, they will inevitably encounter the "invisible regulations" set by this enterprise. Before my friend applied for the company, his height was only 1.68 meters, which did not reach the average height of men in the company 1.75 meters, so he was brushed off by HR for various reasons. This rule is between "discrimination" and "non-discrimination", which makes us cry many times but dare not cry.

Many people think that "heroes never ask the source", but in reality this sentence has been criticized. Many students are discriminated against by different enterprises when looking for jobs.

Students who are not 985/2 1 1 are still in the majority. Although many enterprises will not "aboveboard" set school requirements on JD, they will quietly brush off different children when screening resumes. However, some companies are very "frank" and directly list schools in black and white. In other words, it's not that students in these schools don't have to submit resumes, which wastes everyone's time.

So, is the "prestigious school plot" discrimination or high threshold?

From the HR point of view, there are not a few resumes received every year, and it seems that it can improve a lot of efficiency to select them by the school. After all, I gave you thousands of resumes and screened out a hundred in a few hours. Can you think of a better, fairer, faster and more effective screening method besides academic qualifications? Besides, as early as before, the college entrance examination has helped to screen once.

In the recruitment, HR doesn't know you. For the students of 985/2 1 1, after all, people in those days proved themselves. After all, not everyone can go to Tsinghua Peking University. If you want a good job, why didn't you work hard when you were young? HR doesn't choose them, who does?

Of course, from the student's point of view, it is different.

Many non-students may have suffered "Waterloo" because of the college entrance examination, or they are very capable and obviously excellent, but just because they are non-students, they can't even pass their resumes. If you are wronged in your heart, you will inevitably be unhappy. Many students will think that enterprises only consider colleges and universities, regardless of students' own advantages. In fact, many non-students can compete with 985/2 1 1 in ability.

There is a post on Zhihu that the recruitment of a bank in Shenzhen must come from 2 1 1 university. The student wrote to President Zhang, who comforted him: the quality of bank recruiters is low, so don't worry. The next day, he asked the school's financial department to withdraw all the school's deposits in the bank. If the bank does not change, he called on the parents of more than 20 thousand students to deposit all their money in the bank. The bank involved quickly changed the recruitment notice.

Of course, we may not have such a car-scrapping headmaster, but we do have the general office of the Ministry of Education mentioned in Article 5 of the Notice on Strengthening Employment Information Services for College Graduates:

It is strictly forbidden to publish recruitment information with the words limited to 985 colleges and universities, 2 1 1 colleges and universities, demand information that violates discriminatory provisions such as gender, household registration and education, illegal employment information such as falsehood and fraud, and resolutely oppose any form of employment discrimination.

? Students in need can go directly to a certain degree of search.

In addition to the "prestigious school complex", everyone often sees "as long as boys" in recruitment requirements. Zhaopin released a survey report on women in the workplace in China from 2065438 to July, with a valid sample of 128576, of which 57% were men and 43% were women. Among them, more than 80% of women believe that there is employment discrimination.

From the perspective of education, the higher the female education, the more obvious the gender discrimination in employment, especially among the female group with master's degree, as many as 43% women think there is serious gender discrimination in employment. Only 18% of men with the same education would think so.

* Views of female groups with different educational backgrounds on gender discrimination in employment.

Although as long as the job requirements of boys are not written on the bright side, many enterprises will implement this one. You said that you were treated equally, but it was actually rejected for "legitimate" reasons, and what you said was well-founded, which made you extremely wronged, but you were speechless.

Especially in science and technology, architecture, IT and other industries, as long as the invisible requirements of boys are magnified a lot. Many people will say that the company is good for you, and girls are naturally delicate and definitely not as good as boys.

I have a female friend who is majoring in architecture. She found an internship and wanted to go to the construction site to see and learn. However, after the application, her leader refused. The reason is that the construction site is full of boys, and it is inconvenient for girls.

Isn't being a girl worthy of entering some industries? Article 13 of China Labor Law stipulates:

Women enjoy equal employment rights with men. When hiring employees, except for jobs or posts that are not suitable for women as stipulated by the state, women shall not be refused employment or the employment standards for women shall be raised on the grounds of gender.

In our country, the concept of native place and region is deeply rooted. Where you come from means that you grew up in a specific time and space, accepted the nourishment of that region's culture, and have special contacts, language culture and even customs.

However, geography has no advantages or disadvantages, and only represents diversity. After alienation, the idea that one side should raise the other side has produced some unequal ideas. In the workplace, employers use the concept of region to exclude some talents from competition, which is naked discrimination.

In the workplace, the hidden regional screening mechanism is a hidden hidden rule. Don't want people from a certain area, which area is preferred, and ask for urban hukou. This is actually geographical discrimination. In order to expand local business, some companies in central cities require talents with local accounts to engage in sales and management, but some companies do the opposite and exclude local people from competition. The reason behind this is puzzling.

In addition, a senior human resources expert said: "Now many industries not only consider household registration, but also consider whether they are in the same area. In the past two years, an obvious recruitment trend is that "being close to home" has become the common demand of job seekers and recruiters. "

It is easy for job seekers to ask for jobs close to home, and recruitment companies also give priority to candidates in the same city or even the same region, especially for grass-roots positions with lower salaries, on the grounds that such candidates have a high interview success rate and slightly higher job stability.

Of course, if you are discriminated against by enterprises, then you can move out of the employment policy convention, which stipulates:

(1) Provide jobs to all those who have the ability to work and look for jobs;

(2) This kind of work should be as productive as possible;

Every worker, regardless of race, color, sex, religious belief, political opinions, ethnic origin or social background, has the freedom to choose a career, and has the greatest chance to acquire professional skills and talents and get a job that suits him.

It is normal for enterprises to discriminate in recruitment (job requirements). Not to mention recruitment, even our life is full of discrimination.

Who do you prefer, a good-looking girl or an ugly girl? A migrant worker in plain clothes and a white-collar worker in a suit and tie, who will you sit next to? The company provides you with the choice of free travel to Guizhou and the United States. Where do you choose to go? Back to job hunting, which do you choose, ordinary private enterprises or top 500 OFFER?

Obviously, your choice itself is a kind of discrimination.

But this kind of discrimination is the most efficient and optimal choice strategy for human beings to seek advantages and avoid disadvantages. When we are faced with multiple choices, we all have our own standards, and our standards are sometimes a kind of discrimination.

For the sake of higher efficiency, enterprise recruitment has written out the standards, and our standards are only in our hearts.

So what can we do in the face of these "abnormal" discrimination of enterprises?

First, protect your rights and interests through legal channels. For example, we can express our "discrimination" through some social platforms. Like the students majoring in Japanese in Zhengzhou University, Xiaomi was exposed through the platform of Weibo, making him apologize publicly and defend his rights. If we have to, the law is our most solid backing. When you encounter serious discrimination in job hunting, you might as well try to solve it through legal channels. After all, the Constitution says that everyone is equal.

In addition, we should maintain a correct attitude. The selection criteria of each company are different, and each company will discriminate to a certain extent, but this does not mean that this company treats candidates with colored glasses in the recruitment process. It should be understood that most enterprises pay more attention to the ability and talent of the applicant when recruiting talents, and whether he can bring more creativity to the company. Therefore, on the road of job hunting, we need to constantly learn from experience and choose the right company to challenge according to our own abilities.

Don't just resent the discrimination against the enterprise and ignore yourself. Opportunities are always reserved for those who are prepared and active. If you are in full bloom, the breeze will come.

-End-

Today's Editor | Brother Yue

Source | Network

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