Why don't companies like married and childless women when recruiting?

1, enterprises generally pursue profit maximization. Once married and childless women are recruited, the enterprise will face the "three-phase" risk of pregnancy, childbirth and breastfeeding 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.

2. In addition, even if the third stage of the problem has passed, the problem of baby physical examination and nursing will bring a lot of trouble to women in the workplace. Especially in special circumstances such as the illness of infants, enterprises often face the anxiety of new mothers during working hours, which affects their normal work; Or often ask for personal leave and other issues, so that enterprises fall into a dilemma of maintaining enterprise rules and regulations and observing human ethics.

During the interview, some job seekers promised that they would never have a family planning in two or three years. However, once some people pass the probation period, they will get pregnant and have children immediately, which leads some enterprises to be cautious when recruiting married and childless women.

Therefore, not choosing married and childless women is a better way for enterprises to plan ahead and reduce potential risks in the recruitment process.

suggestion

Of course, being married and childless will never be a hurdle for women to find a job. As long as they are fully prepared and make a good choice in the process of job hunting, then the problem will be solved.

1, enhance the core competitiveness. When recruiting employees, enterprises pay more attention to the professional quality and comprehensive ability of candidates, as well as the degree of matching with positions. If job seekers have irreplaceable competitive advantages, then being married and childless is only a secondary issue.

2. Choose a company that can accommodate married childless women. How to judge these enterprises is really difficult in practice. In the unit recommended by general acquaintances, the success rate of job hunting will be greatly improved, because the middleman knows more about the situation of enterprises and individuals; The recommendation of professional employment agencies is also a good choice for married and childless women to avoid detours.

3. Maintain integrity. If a married childless woman promises in the interview that she will not have a birth plan for two or three years, she must keep her promise when she gets a job opportunity and win the recognition of the enterprise, so as to obtain a longer-term career development.

4. Married and childless professional women who have family planning recently can consider completing the third stage of their lives and then changing jobs. This not only ensures that you can enjoy the relevant national birth policy, but also will not fall into a vacuum period in the workplace because of blind job hopping. Of course, the pros and cons must be weighed and chosen by ourselves.