How to read job advertisements

How to read job advertisements? Don't panic if these phenomena occur in the workplace. You can't generalize these problems in the workplace. When you meet unreasonable demands in the workplace, you should learn to refuse, and don't be complacent in the workplace. I'll tell you how to read the job advertisement.

How to read the job advertisement 1?

Recruitment advertisements are aimed at recruitment, but enterprises will use the opportunity of "appearing" in the mass media to "face gold" for enterprises. Those who avoid talking about the history, present and future of enterprises in advertisements will not be too big to be on the table. At the same time, even if it is a joint venture, if both parties to the joint venture are companies with deep pockets, the background will definitely be indicated. If it is generally called a Sino-foreign joint venture, then both parties to the joint venture are probably unknown small enterprises. As for the recruitment unit that only leaves contact email and BP machine number, it is better to contact less, maybe it will be "empty" one day.

The title is flashy.

In order to improve the entry requirements or attract candidates with higher academic qualifications, some companies decorate job titles beautifully, which is different from the usual ones. Please wait a little longer. Some job vacancies have been advertised in the newspaper for several years, and it seems that they will never be able to recruit suitable employees. Please note that this may be a trick for some companies to test market dynamics and human resource flow.

Published too frequently.

The same unit continuously publishes the same job advertisements in a short period of time, which shows that the number of people recruited by enterprises is large and urgent, and the possibility of successful job hunting is greater. If a unit publishes the same advertisement again a few weeks later, it means that the unit is not well paid, it is difficult to recruit people or you can't keep people after recruiting people. You should think twice.

Degenerate to.

In the past, a position generally required a college degree, and advertisements could only indicate general education and experience. In fact, unless the applicant is experienced or outstanding, it is difficult to be admitted.

It's actually empty.

Some institutions will publish a large number of advertisements in newspapers, giving people the illusion of sustainable development, aiming at covering up the crisis of layoffs, and sometimes mystifying their financial situation to avoid the pressure of creditors to collect debts.

Guaranteed annual salary

The industry that has become the main income most often appears, and whether it can be realized in the end depends on the performance and ability of the entrants. Job seekers can first measure whether the fixed basic salary has reached an acceptable level, and don't let the advertising words mislead.

Behind the "urgent employment".

In order to attract a lot of new blood through advertisements, some companies eliminate unsuitable employees in a short time after employment, and attach words such as "quick move" and "large number of applications". There is nothing wrong with "choosing you, choosing you", but wage earners should not apply indiscriminately to avoid being deceived by "using cheap labor"

The grammar is very strange.

Earlier, a newspaper published a job advertisement accused of gender discrimination. After a court ruling, people got two different understandings because there were no punctuation marks in the sentence, and they were successfully acquitted. It can be seen that employers can use a long sentence to circumvent the restrictions of relevant laws, and job seekers should also carefully consider the meaning of such advertisements so as not to waste energy and time.

High salary is attractive.

Nowadays, the salaries of many advertisements are staggering, such as an annual salary of 100 thousand and 1 million. Most of these units have high requirements for academic qualifications, experience, ability and social relations, which are not suitable for laid-off workers. Moreover, many advertisements are designed to create a sensational effect and play a propaganda role, so there is no need to pay attention to them. Think twice and don't let the job advertisement mislead you. For all kinds of job advertisements, job seekers must keep a rational and clear mind and accurately capture their career opportunities.

Pay attention to timeliness.

In order to build momentum, a few personnel consulting companies publish some expired "recruitment" in job recommendation, and the reported salary may be different from the real situation. Job seekers should choose reputable personnel companies for their screening. On the other hand, online recruitment pages will be updated in time, and job seekers should pay attention to the online date of advertisements and the frequency of updating web pages. Due to the large circulation, wide coverage, many applicants and fierce competition. Therefore, job seekers should buy newspapers as early as possible, make preparations as early as possible, apply as early as possible, and increase employment opportunities.

Pay attention to comprehensiveness.

Recruitment advertisements generally include six aspects:

1, advertising titles: such as "high salary recruitment" and "recruitment by a company".

2. Company profile: including the name, nature and main business scope of the company;

3. Examination and approval authority: the release of recruitment advertisements must be approved by the competent personnel or labor authorities, and the advertisements must be specially indicated;

4. Recruitment position: including job name, job requirements, work ability, work place, etc.

5. Company policies: including salary, social security, welfare treatment, study and training, etc.

6. Contact information: refers to contact telephone number, mailing address, postal code, fax, email address, contact person, etc. Some candidates "only see one, but not the other", and often can't find a job because they misread the contents of the advertisement.

Pay attention to authenticity.

Many advertisements claim that the on-site recruitment will take place three days after it is published in the newspaper. Job seekers can use this time to make a phone call or make a field trip to the recruiting unit to learn about the operation and welfare, be psychologically prepared and take the initiative.

Pay attention to inspiration.

Job advertisements are not the most useful for job seekers, nor for incumbents, especially those who are ready to change jobs.

How to read job advertisements? Avoid discriminatory clauses in job advertisements.

Paragraph 1 of Article 3 of the Labor Law stipulates: "Laborers enjoy equal employment and choice of occupation, remuneration, rest and vacation, occupational safety and health protection, vocational skills training, social insurance and welfare, labor dispute settlement and other labor rights stipulated by law." Article 26 of the Employment Promotion Law stipulates: "When employing personnel and professional intermediary agencies to engage in professional intermediary activities, employers shall provide equal employment opportunities and fair employment conditions for workers and shall not discriminate in employment." Therefore, workers enjoy equal employment and the right to choose a career. If employers set discriminatory clauses such as gender discrimination, geographical discrimination, discrimination against the disabled and discrimination against hepatitis B carriers in recruitment advertisements, it will easily bring the risk of litigation or administrative punishment to enterprises. In addition, for some special industries, only when the law expressly allows, can the recruitment conditions of special positions be restricted. For example, food hygiene enterprises can explicitly refuse to hire people with digestive tract infectious diseases and diseases that hinder food safety to engage in the work of contacting directly imported food according to the relevant provisions of the Food Safety Law. Therefore, in the above cases, the clauses such as gender discrimination and household registration discrimination contained in the job advertisements should be considered illegal, which led to the ultimate failure of the enterprise.

2. Refuse to use job advertisements for false propaganda.

It is an objective reflection of the demand for human resources for enterprises to recruit talents by publishing recruitment advertisements. It is necessary to truthfully reflect the basic situation of the enterprise's demand for human resources, and show the development status and future development trend of the enterprise to job seekers. It is not allowed to exaggerate the actual situation of the enterprise and fabricate some enterprise information to mislead job seekers. Promotion opportunities, challenges, responsibilities, etc. We should list the recruitment positions honestly, establish a corporate image of being sincere to others, and put an end to exaggerated, exaggerated and ulterior motives recruitment advertisements. Otherwise, once the information in the job advertisement is found out, the enterprise will only get notorious consequences.

Third, the salary conditions in job advertisements should be clear.

In order to prevent some potential risks in job advertisements, enterprises should publish job advertisements with specific contents as far as possible, and also list conditions such as work remuneration and welfare, because these conditions are exactly what job seekers care about and are also a core issue in job advertisements. If the enterprise is vague about these contents in the recruitment advertisement, it is likely that some excellent job seekers will not come to apply because they don't know how much labor compensation they will get after joining the job. Of course, there are also some job seekers who are unwilling to report after knowing the real labor remuneration of the enterprise, and at the same time waste the time, energy and money of the enterprise and job seekers. Therefore, some key contents in the recruitment advertisement must be clearly written to avoid using some vague terms to bring unnecessary troubles and losses to the enterprise.

Risk warning:

1. Try to avoid discriminatory clauses in job advertisements, such as "men only", "height 1, more than 75 meters", "no HBV carriers" and "local account holders only". The requirements for advertising can be broader, and talents can be screened according to the specific responsibilities of the position after receiving resumes.

2. Enterprises should ask lawyers to help examine the legality and rationality of job advertisements before releasing them, and put forward suggestions for revision, so as to avoid some potential legal risks.

3. Enterprises should keep the published job advertisements, whether published online or through paper media, as evidence for filing, and in case of arbitration or litigation in the future, they will face the consequences of being unable to prove it.

4.HR should grasp the problems within the jurisdiction of the case. Once a dispute arises due to employment discrimination and other issues involved in job advertisements, it does not fall within the scope of accepting labor disputes, and it should directly file a lawsuit with the grassroots people's court in the place where the enterprise is registered or actually operates.

5. Don't make promises in job advertisements easily, lest the promised year-end bonus, welfare annual leave and salary standard are inconsistent with the actual situation and cause disputes.