How to manage the "age threshold" chaos in recruitment?

The establishment of employment restrictions shall conform to the provisions of laws and policies and social ethics. To solve similar problems in the field of labor relations, we should strive to find a win-win path for both sides of labor relations from the standpoint of safeguarding the autonomy of employers and the employment rights of workers.

According to the Workers' Daily on February 6th, it was spring recruitment time. The reporter saw on several recruitment platforms that some enterprises take 30 years old as the recruitment age limit, which keeps some job seekers out of this "age threshold". Some experts said that under the background of declining demographic dividend and increasing aging, setting the "age threshold" for recruitment is not conducive to the rational development and full utilization of human resources, and also damages the equal employment rights of workers.

It is the employer's autonomy to set an age limit for job seekers in recruitment. Enterprises in some special industries can set specific recruitment age conditions according to the special requirements of occupations or positions. However, some industries and enterprises that have no special requirements, general positions and even positions that require experience and technology accumulation have also joined the ranks of employment age restrictions, which is obviously beyond the reasonable and necessary scope.

Many enterprises set various thresholds when recruiting employees, which obviously has a "small ninety-nine" of interest considerations. For example, young people have more time and energy to invest in the workplace; Reducing the employment of female employees can avoid the trouble brought by raising children to the employment of enterprises, thus reducing management costs; Most college graduates prefer "985" and "2 1 1" because their knowledge reserves are comprehensive, and they can adapt to job requirements as soon as possible and reduce the training cost of enterprises. Some enterprises even put forward additional requirements for employees after joining the company, and even have the calculation of maximizing the interests of enterprises. For example, employees are required to work overtime unconditionally, obey job transfer, and do not consider maternity for several years after joining the company. These unilateral restrictions have damaged the equality and fairness of labor relations to varying degrees.

These unscientific and unreasonable employment restrictions are popular in some fields and places under the banner of enterprise's employment autonomy, which aggravate some workers' job-hunting anxiety, cross the legal red line and moral bottom line, cause unnecessary confusion to the orderly employment market, and become a "roadblock" to build a harmonious labor relationship to some extent, which must be restrained and standardized.

The exercise of enterprise employment autonomy is not without boundaries, and "it can be done without prohibition by law" does not mean that employers can do whatever they want. The establishment of employment restrictions shall conform to the provisions of laws and policies and social ethics. If it goes beyond the red line and social moral bottom line stipulated by laws and policies, the enterprise's autonomy in employing people will be alienated into an excuse for illegal employment and will be sanctioned by law.

Previously, some enterprises obviously had gender discrimination in recruitment, and they paid a high price after being found illegal by the court. With the implementation of the Law on the Protection of Women's Rights and Interests, more and more people understand that suspected gender-based employment discrimination will face administrative punishment and judicial sanctions. Under the constraints of laws and policies, gender discrimination that appeared from time to time in the past recruitment process has been well managed. This governance effect gives us confidence in solving similar problems.

Drawing a red line and a bottom line for illegal and unreasonable employment restrictions depends on the improvement of the rule of law and the supervision in place. Only by constantly refining the content of equal employment rights in relevant laws, clarifying the boundaries of enterprise autonomy and rigid requirements for the protection of employees' rights and interests, stepping up law enforcement, constantly promoting the establishment of harmonious labor relations, enhancing the initiative of employers to fulfill social responsibilities, and combining the preferential policies enjoyed by enterprises with the legality and rationality of employment, can the employment behavior of enterprises return to a legal, reasonable and moderate track.

Employment is the biggest livelihood. Under the realistic background that the difficulty in recruiting workers is intertwined with the "labor shortage" and there are many structural problems in employment, it is no longer a trivial matter between workers and employers, but a major event related to the protection of workers' rights and interests, the healthy development of related industries and the orderly operation of the economy and society. To solve similar problems in the field of labor relations, we should strive to find a win-win path for both sides of labor relations from the standpoint of safeguarding the autonomy of employers and the employment rights of workers.