What strange discrimination have you encountered in recruitment?

Five kinds of recruitment discrimination

In the workplace, everyone will encounter some unfair phenomena, and sometimes HR is the source of these phenomena. For example, JD will have age requirements, such as "20-30 years old" and "under 30 years old"; For example, there are some gender restrictions, such as "male priority" and "male only"; For example, for some academic qualifications, "985/2 1 1 graduates are preferred"; What's more, there is also the limitation of professional experience, "3-5 years of new media experience" ...

0 1 academic discrimination

When looking for a job, nothing hurts more than academic discrimination. Every job season is the season of academic discrimination. The first thing in HR recruitment is academic qualifications, otherwise there will be no HR news that "non-985,211resumes are directly thrown into the trash can".

When recruiting, the discrimination of academic qualifications is relatively naked. The common phenomenon is that foreign ivy despises domestic 985,985+2 1 1, 211ordinary ivy despises two books and three books. ...

02 gender discrimination

The workplace is full of prejudice against women. Some companies set a high threshold for women when recruiting. Some companies can recruit men and never recruit women; Married with children can recruit, married without children absolutely not recruit. Of course, children over three years old are better.

In fact, women's diligence and perseverance are not the burden of enterprises. Ma Yun said that the reason for Ali's success is that the company has nearly 49% female employees and 37% senior managers.

Ma Yun once said: "I thank women for supporting us. If you want your company to be ok, then recruit men; If you want to reach the' good' level, you must hire at least 40-50% women; The pursuit of perfection requires men and women to work together. "

03 age discrimination

35 years old is a watershed in the workplace. Now many enterprises require employees to be under 35 years old, and some even drop to 30 years old. Because the older you get, the lower your price/performance ratio is.

In the minds of many bosses, youth is the greatest advantage. Young people are in good health, no problem working overtime and staying up late, strong learning ability, strong execution, no conditions, no ink stains, no laziness, and most importantly, low wages.

Maybe what you see is only the surface, but the essence is that truly capable people never care about their age, and no company will refuse. A truly capable person doesn't have to worry about how old he is. Only those who don't study and make progress will complain that they can't find a job.

04 work background discrimination

During the social recruitment process, HR will ask about your work experience. The complex of owning big companies and famous enterprises is the eternal knot in every HR heart.

If it is the Internet industry, everyone will first think of BAT: Baidu, Ali, Tencent. If you quit BAT, congratulations, no matter where you go, the golden signboard of BAT will make HR look high. And those employees from small companies, even if you have the ability, HR may not recognize you.

In HR's mind, the degree of importance is: large companies > small companies, foreign companies > joint ventures > state-owned enterprises > private enterprises.

05 Yan value discrimination

JD recruitment requirements at the front desk: Good professional image and temperament. In this era of looking at faces, face value is justice.

As early as 1990s, economist Daniel Hammermesh found that if you are good-looking, you will earn 10- 12% more money than others. Todorov's research shows that it only takes 40 milliseconds for people to make quick judgments about other people's personalities-equivalent to one tenth of the blink of an eye. What's even more surprising is that this habit will accompany you all your life: from the age of three or four, it is easy for people to judge who is good and who is bad by appearance.

In this world, you can't even find a job because you are ugly. Professor DeDaniel Hammermesh's paper "Research on Face Value and Labor Market" reveals this cruel fact: as long as interviews are involved, even the selection of resumes with photos will affect the application results in minutes.