Job seekers are often asked how privacy has been violated.

Application communication is a favorable way for enterprises and applicants to understand each other, and it is also the only way for job seekers to apply. It is understandable for enterprises to ask questions related to work, business and professional skills, but if they don't grasp the scale well and ask the candidates privacy questions unrelated to the job content, they will inevitably cross the line.

Interview communication is not a case of being asked about personal privacy. On the social media platform, topics that involve companies crossing the border in job hunting often cause countless netizens to voice and discuss: "Are you single", "Are you going to get married and have children", "Are you considering getting married and having children in the near future" .......................................................................................................... The author was also asked about privacy in an interview, which was eventually rejected by the author. From a personal point of view, exploring the privacy of others in corporate interviews will not only make job seekers catch a cold, but also reduce the score of corporate culture. Although many people say that they have to make concessions in order to get job opportunities, the long-term development of enterprises also needs to give consideration to humanistic care for employees and maintain "proper limit" when communicating with employees.

Faced with the trouble that job seekers are frequently asked about their privacy, we need to work together to effectively solve this phenomenon. On the one hand, the relevant departments should further increase the punishment. In fact, the relevant laws and regulations have clearly defined the scope of the employer's right to know. However, some employers still repeatedly test the bottom line of job seekers. The root cause lies in the shortcomings of the supervision of relevant departments, which gives enterprises an opportunity. Therefore, the relevant departments should further strengthen the supervision of the recruitment content of enterprises, so as to make the punishment for illegal enterprises more perfect.

Experts said that employers should consider job seekers in terms of professionalism and ability when recruiting. If the post setting is clear, the work content and responsibilities are clear, and there is a relatively objective and perfect quantitative assessment mechanism, it is not necessary to make a pre-judgment by asking the personal privacy of the candidate.

According to the Labor Contract Law and other relevant regulations, the employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it. However, the employer's right to know is limited to "basic information directly related to the labor contract", which generally includes health status, knowledge and skills, education, professional qualifications, work experience and so on. However, personal privacy such as whether a worker is married and has children, whether he needs to support the elderly, whether buying a house is a loan or full payment does not belong to the employer's right to know.

The Law on the Protection of Women's Rights and Interests in People's Republic of China (PRC) clearly stipulates that in the recruitment process, the employer shall not further inquire or investigate the marriage and childbearing situation of female job seekers except personal basic information, and shall not take marriage and childbearing restrictions or marriage and childbearing status as employment conditions.