How to evaluate the recruitment requirements of some companies?

1, strange recruitment phenomenon is no longer a case. For example, some companies stipulate that they should be able to speak dialects in their recruitment requirements, and some also stipulate constellations. In addition, the recruitment platform also publicly wrote the requirement that women are married and have children, or not less than 35 years old. I have also had the experience of looking for a job and met some "reasonable" requirements, such as the age limit mentioned above and the professional background required for non-professional positions. Compared with the excitement after this incident was exposed, I feel the same. In addition to anger, I also want to dig deeper: Where does the unscrupulous employment discrimination of the company come from? Because I am engaged in supply chain related work, I have contacted many business owners. To tell the truth, most of them are normal in terms of recruitment conditions. Occasionally encounter strange things, bosses will also talk about them on a small scale, and dare not write them in the recruitment announcement. Even I once thought that employment discrimination was really an example. Until one time, I was talking about business with a boss, and when it came to the attitude towards employees, the boss didn't deliver the goods at that time. I blurted out in a rage: I started the company, and I have the final say in what I look for. I want to come, but I don't want to leave! On this question, I later asked several bosses one after another, or indirectly or directly got the same answer as the previous boss.

2. Where does confidence come from? Our country has gone through the historical process of developed countries for several decades, and its economy has maintained a high growth rate. Although we still have a gap compared with the first-class developed countries, it is not far away. In this context, the economic growth rate will be closer to the level of developed countries, that is, it will gradually fall back, which is an inevitable trend and conforms to the principles of economics. Coupled with the epidemic situation for three consecutive years and the complicated international situation, although "employment difficulties" and "recruitment difficulties" are widespread, employment difficulties still account for a large proportion. Bosses can think of the above, probably because they think that the position of candidates and companies is not equal, so they can take them at will. When Liu Bei started his business, he knew that his small company was low-paid and high-risk, and he was looking for a big cow like Zhuge Liang, so his attitude was very low. Being a company boss, although not necessarily comparable to Liu Bei, is not immature in thought, and generally does not look down on job seekers in short-board business. Therefore, if a job seeker is incompetent or over-committed, he often faces unequal requirements: if you want it anyway, if you can't reach it, don't come, and you won't feel angry.

3, laissez-faire or resolutely resist. So, if the enterprise does whatever it wants, is it justified? You must not! First of all, companies are looking for employees, not blind dates: two people can't talk properly, so they can split up. As a cross-regional, cross-platform and even cross-border social group, enterprises have their own social responsibilities. To put it bluntly, this is not between two people, but between society and individuals. Never be hasty and willful! If job seekers repeatedly hit the wall, they are all faced with such customization requirements, which will cause a lot of negative emotions and bring extremely bad social impact. Second, from within the company.