Can a married childless 30-year-old woman still find a job?

Finding a job is the same as finding a partner, and the company that wants to hire you will not care too much about these factors.

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

For example, what kind of industry to choose, what kind of position to engage in, what type of company to choose and so on.

Then, 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.

It takes time to find a job. Remember to calm down and take your time.

This is a very realistic problem. Although gender equality is advocated, it is undeniable that reality is reality. If you are not married, the company is afraid that if you are married, you will have to ask for marriage leave. After you get married, I am afraid that you will take maternity leave. If you have a second child, you feel that you have no energy to treat your work. In this society, the workplace is still very harsh on women. Therefore, women have to work harder and do better than men in order to be invincible. Of course, the ability is too strong, and it is estimated that everyone thinks you are a strong woman again. The reality is that we can't change the external environment, we can only adjust our mentality, find our own direction, position ourselves in the industry, and strive to improve ourselves. There are still opportunities. Or just leave after giving birth.

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

That's how I saw the topic and instantly remembered myself before.

At the age of 27, I plan to get married and take wedding photos when I go to work at the end of the year. Suddenly, due to the change of management, the company had to close its office in Chinese mainland and move to Hongkong, so I resigned. The wedding date remains the same, and then go to Shenzhen to find a job. Time is really short. I submitted my resume for an interview. As soon as I heard that I was married and had no children, I said that I would wait for the notice, which hurt people's self-confidence. Later, I found a job I liked, but that time has always been vivid and it is really hard to forget.

A 30-year-old woman, married and childless, it is really difficult to go out and find a job now. The employer is afraid that you will get pregnant as soon as you join the company, and you can't lay off employees if you are pregnant. Considering the physical condition during pregnancy, I can't bear high-intensity work, business trip and manual labor, not to mention. There are also six months of maternity leave, which requires paying normal wages, and six months of breastfeeding leave (take Shenzhen as an example). Some leave directly after maternity leave, and the company has to recruit new people and retrain new employees. The labor cost is too high, so many companies are reluctant to recruit married people without children.

But it's easy to talk with strength. A 30-year-old woman should have worked hard in the workplace for five or six years. Excellent business ability, rich workplace experience and network resources are all very important added values. When companies see your beautiful resume, they won't care whether you are married or not, because they need talents. You speak by strength.

At the same time, you can also search companies that are in urgent need of employment. Because of special reasons, there is an urgent need to recruit people. You can try.

30 years old, now, go to interviews more, don't be afraid to refuse, there will always be a job of your own.

First of all, the reasons why married and childless women are "difficult" to find jobs.

1, from the point of view of "profit", of course, enterprises should hire employees with high "cost performance".

Enterprises generally pursue the maximization of interests.

Once a married childless woman is hired, the enterprise will face the risk of pregnancy, childbirth and lactation 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.

In the final analysis, enterprises dare not rashly hire married childless women, and the biggest worry is that they are afraid of "stepping on a minefield".

Because the Labor Law, the Labor Contract Law, the Special Provisions on Labor Protection for Female Employees and other laws and regulations have given special protection to female employees in the third period, enterprises are more cautious in recruitment and dare not go beyond the "thunder pool".

2. "Phase III" female workers have high expenses.

From pregnancy to childbirth, the company needs to bear (obvious expenses) for a female employee, such as social security expenses, provident fund expenses, basic salary during childbirth and other benefits;

In addition, there are costs (hidden costs), such as work sharing costs, as well as postpartum instability costs (re-recruitment);

If HR fails to deal with the problem of the third-phase female workers, it will easily lead to labor relations disputes, and the expenses arising from labor disputes should not be underestimated.

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

If the postpartum female worker proposes to leave, the cost of the enterprise will be too great.

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

3. Past cases make enterprises daunting.

Since the promulgation of various laws and regulations to protect women workers, most enterprises have frequently stumbled in the process of managing women workers in the third stage.

For example, a female employee promised the company that she would never give birth within three years before joining the company, only to find that she was pregnant six months later. According to the Special Provisions on Labor Protection of Female Employees, female employees can enjoy maternity leave 128 days (regulations vary from place to place).

In addition, female employees who manage pregnancy are prone to problems, pregnant women are inconvenient to move, and accidents are prone to occur on the way to work and commuting; Maternity leave 128 days, the work of this position needs to continue, and the enterprise needs to adjust the work arrangement, which is a management trouble. Female workers during pregnancy often take time off because of things, and their work efficiency is low. Female workers can't put 100% energy into their work in the early postpartum period.

4.HR's own pressure

Sometimes, because of temporary weakness, HR thinks that job seekers will not have children for three years before the interview. Who knows that the front foot just lifted the leg and joined the job, and the back foot said to HR: "I am pregnant." HR suffered a dumb loss invisibly and was criticized by the boss for not saying that the performance bonus would be affected.

In addition, with the liberalization of two children, enterprises and HR are generally worried about having two children for job seekers who have already given birth to one child. Especially when the first child is about 3-5 years old, it is particularly easy to be anxious.