What do you think of such recruitment?

1. The strange recruitment phenomenon that is not surprising is no longer a case. For example, some companies stipulate in their recruitment requirements that they should be able to speak dialects, and some also stipulate constellations. In addition, the requirement that women are married and have children, or not less than 35 years old, has been openly written on the recruitment platform. I have also had the experience of looking for a job, and I have also 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 the exposure of this incident, I feel the same. In addition to being angry, I want to dig deeper: Where does the company's unscrupulous employment discrimination come from? Because I am engaged in supply chain related work, I have contacted many business owners. To be honest, most of them are normal in terms of recruitment conditions. Occasionally, when I encounter something strange, the bosses will talk about it on a small scale, and they dare not write it in the recruitment announcement. Even I once thought that employment discrimination was really a case. Until one time, when I was talking about business with a boss, when it came to the attitude towards employees, the boss did not deliver the goods at that time. I blurted out in a rage: I started the company, and I have the final say about what to 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 tactfully or directly got the same answer as the previous boss. 2. Where does the confidence come from? Our country has gone through the historical process of developed countries for hundreds of years in decades, and the economy has maintained a high growth rate. Now, although we still have a gap compared with first-class developed countries, it is not far off. 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 is in line with economic principles. Coupled with the epidemic situation for three consecutive years and the impact of 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 it 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 the boss of the company, though not necessarily comparable to Liu Bei, is not immature in mind, and generally does not do things that look down on job seekers in short-board business. Therefore, if job seekers are incompetent or overinvolved, they are often faced with unequal requirements: anyway, if you ask for it, you can't reach it, just don't come, and you won't feel angry. 3, laissez-faire or resolutely resist. So, if companies do whatever they want, is it justified? It must not be! First of all, enterprises are looking for employees, not the object of blind date: if two people can't talk, they can split up. As a cross-regional, cross-platform and even cross-border social group, enterprises have social responsibilities themselves. To put it bluntly, this is not a matter between two people, but a matter between society and individuals. We must never be hasty and willful! If job seekers repeatedly hit the wall, they are all faced with such customized requirements, which will cause a lot of negative emotions and bring extremely bad social impact. Secondly, from the inside of the company, any decision made by the boss or the company, especially the external decision, is the embodiment of the company's soft power, or the output of the company's internal culture, which at the same time reacts internally. If all employees of the company know that you have to look at the date of birth and calculate the eight characters, employees are expected to "reflect" on whether they don't have this "belief" and whether they should focus more on catering to the boss's preferences. Can such a company develop well? Finally, the influence of soft power among companies can not be ignored. At the moment when more and more attention is paid to the scope of industrial chain connectivity, head companies affect upstream enterprises, and listed companies affect industry enterprises. This influence is not only limited to production and operation, but also includes all aspects of company culture, such as company system, performance appraisal, recruitment and employment. The condition under the age of 35 is itself a condition for promotion within a large company, which is often followed by an item: "If the conditions are particularly excellent, the age can be relaxed to 4 years old (or 45 years old)." As a supplement, it has now become an open standard for recruitment. What is more sad is that job seekers have taken this condition as the basis for their job-hopping, and many people have put an end to their career choices because of their age. Some people call for legislation to solve employment discrimination. I think legislation is necessary, but employment discrimination involves more moral aspects than legislation can solve. It is more important to pay attention to the promotion of the moral consciousness of the whole people's employment and establish a professional moral protection network different from the conventional morality. It's like equality between men and women, which has been called for hundreds of years. Although it has not been realized, it is improving, and we all know that it will be realized. Eliminating employment discrimination will certainly be realized, only hope that it can be realized earlier.