What kind of discrimination exists in HR recruitment?

Five types of recruitment discrimination

In the workplace, everyone will encounter some unfair phenomena, and sometimes HR is the source of these phenomena. For example, there are age requirements for JD positions, such as "20-30 years old", "under 30 years old", etc.; for example, there are some gender restrictions, such as "men first", "men only", etc.; for example, there are some academic requirements, such as "985 /211Graduates first"; what's more, there are also restrictions on professional experience, "3-5 years of new media experience"...

01 Academic qualifications discrimination

Looking for a job , the most troubling thing is academic discrimination. Every job search season is the season of academic qualification discrimination. The first thing HR recruiters look at is academic qualifications. Otherwise, no HR would reveal that "resumes that are not 985 or 211 are directly thrown into the trash can."

When recruiting, academic discrimination is relatively naked. A common phenomenon is that foreign Ivy League students despise domestic 985s, 985s despise 211s, 211s despise the ordinary one, and the ordinary one despises the second or third...

02 Gender Discrimination

The workplace is full of prejudice against women. When recruiting, some companies set high thresholds for women. Some companies can recruit men but not women; they can recruit married people with children but never those who are married without children. Of course, those with children over three years old are better.

In fact, women are diligent, conscientious and perseverant and are not a burden to enterprises. Jack Ma said that the reason for Alibaba’s success is that nearly 49% of the company’s employees are female, including 37% among senior executives.

Jack Ma 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 level of 'Good', you must hire at least 40-50% women; if you pursue perfection, then you must let men and women work together and cooperate. ”

03 Age Discrimination

The age of 35 is a watershed in the workplace, and many companies now require 35 years old to recruit. For employees under the age of 30, some companies even lower the age limit to 30. Because the older you get, the less cost-effective you are compared to younger people.

In the minds of many bosses, youth is the biggest advantage. Young people are in good health and can work overtime and stay up late. They have strong learning ability and strong execution ability. They do not impose conditions, do not work, and are not lazy. The most important thing is The wages are low.

Perhaps what you see is just the surface, but the essence is that no company will reject a truly capable person, regardless of age. People who are truly capable don't have to worry about it no matter how old they are. Only those who don't study and don't want to make progress will complain about not being able to find a job.

04 Work Background Discrimination

In the social recruitment process, HR will ask about your work experience. The feeling of having a big company or a famous enterprise is something that every HR can never understand. Open heart.

If it is the Internet industry, everyone will first think of BAT: Baidu, Alibaba and Tencent. If you switched jobs from BAT, congratulations. No matter where you go, BAT's golden brand will make HR take a high look. For employees who come from small companies, no matter how capable you are, HR may not recognize you.

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

05 Appearance Discrimination

JD requirements for front desk recruitment: Have a good professional image and temperament. In this age where looks are important, looks are justice.

As early as the 1990s, economist Daniel Hamermesh discovered that if you are good-looking, you will earn 10-12% more money than others. Todorov's research shows that people can make quick judgments about other people's personalities in just 40 milliseconds - equivalent to one-tenth of the time it takes to blink an eye. What’s even more surprising is that this habit will stay with you for life: starting from the age of three or four, people tend to rely on appearance to judge who is good and who is bad.

In this world, if you are not good-looking, it will be difficult to find a job. The paper "A Study on Appearance and Labor Market" by Professor Daniel Hamermesh from the United States reveals this cruel truth: As long as it involves interviews, even in the resume screening process with photos, the applicant's appearance will matter every second. affecting the application results.