Is it reasonable for enterprises to recruit only singles when recruiting?

A: It is unreasonable for a company to be single when applying for a job!

Enterprises take profit as the primary goal, and it is understandable to choose employees who are conducive to the development of enterprises when recruiting. However, employers should respect the privacy of job seekers, and should not ask unreasonable questions or refuse employment just because job seekers are married, have children or have female surnames, which will violate the relevant provisions of the Employment Promotion Law and constitute employment discrimination against workers.

The labor law stipulates that employers have the right to know when recruiting workers, and workers also have the obligation to truthfully explain. The employer's right to know is limited to the basic information directly related to the labor contract, which generally includes health status, knowledge and skills, education, professional qualifications, work experience and so on. Personal privacy, such as whether a worker is married and has children, whether he needs to support the elderly, whether to buy a house with a loan or to buy a house in full, does not belong to the scope of the employer's right to know.

In addition, these basic information will vary according to the nature of the industry. For example, the history of specific infectious diseases (such as hepatitis B, defecation and sanyang) is not within the scope of the employer's right to know in general industries, but in the catering industry, workers have the obligation to truthfully explain whether there are specific infectious diseases (hepatitis B, defecation and sanyang).

Employers should consider job seekers from the aspects of professionalism and competence when recruiting. If the post setting is clear, the work content and responsibilities are clear, and there is an objective and perfect quantitative assessment mechanism, it is not necessary to make a pre-judgment by asking the personal privacy of the candidate.

Therefore, enterprises don't have to use tricky questions to screen employees, but should focus on job seekers' professional quality, past resumes, career planning and so on. As long as the enterprise post setting is reasonable and the system is properly formulated, it can effectively prevent employees from affecting the company's development for personal reasons. Only by working together and trusting each other can enterprises and employees make achievements.