Do recruitment companies pay too much attention to single information and infringe on privacy?

For recruitment companies, it is understandable that they want to obtain as much personal and private information about job seekers as possible to understand the individual more comprehensively and improve the scientific nature of recruitment. However, when the information obtained is not directly and highly relevant to the job, it is a manifestation of the recruitment company's lack of "border awareness", which is also the minimum bottom line for privacy. Moreover, recruitment companies collect information on whether they are single and treat job seekers differently on this basis, which is also suspected of discrimination and harming employment fairness.

For job seekers, during the recruitment process, job seekers often cooperate with companies to collect personal information in exchange for a successful interview. However, if unnecessary information is excessively collected to differentiate and Discriminatory admissions are behaviors that harm the legitimate rights and interests of job seekers.

Therefore, whether it is recruitment of fresh graduates or social recruitment, the relevant regulations on personal information protection must be strictly implemented. The recruitment behavior of any company must comply with legal requirements. It must not collect irrelevant information, but also keep the collected information confidential and safe; currently, the employment season and graduation season are coming soon, and fresh graduates also need to strengthen their policies when looking for a job. Personal awareness of self-privacy protection.