What are the recruitment requirements for the position of administrative assistant?

I used to be an administrative assistant. To tell the truth, the boss really prefers single young people. To put it bluntly, you should work overtime at any time and be on call. If you are looking for someone or are married, you may get bored after a long time and don't want to do it. After all, no one wants to be asked to work overtime when you are going to watch a movie, eat vegetables, nurse and take the baby for a ride. Therefore, the position of administrative assistant is generally changed frequently.

-Being single is too unstable. Married, childless, afraid of having children. Married with children, afraid to take care of them. Now the company doesn't know what to do.

-I don't want to get married when I am looking for a job. I just got married and don't want children.1-I don't want children when I am 3 years old, and I don't want children when I am over 35 years old.

Someone asked me if I had any brothers or sisters at home, and I was questioning my face at that time.

Employers must establish "border awareness"

Public reports show that many job seekers have no personal privacy when looking for a job, and many enterprises have no sense of boundaries. Some human resources managers said that this is to estimate the labor cost of the enterprise to ensure that the recruited people work efficiently.

According to the Labor Contract Law and other relevant regulations, the employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it. However, the employer's right to know is limited to "basic information directly related to the labor contract", which generally includes health status, knowledge and skills, education, professional qualifications, work experience and so on. However, personal privacy such as whether a worker is married and has children, whether he needs to support the elderly, whether buying a house is a loan or full payment does not belong to the employer's right to know.

Experts said that employers should consider job seekers in terms of professionalism and ability when recruiting. If the post setting is clear, the work content and responsibilities are clear, and there is a relatively objective and perfect quantitative assessment mechanism, it is not necessary to make a pre-judgment by asking the personal privacy of the candidate.