What should a company do if it wants to elaborate on its love experience and encounters a "wonderful" recruitment?

The recruitment of companies and job seekers should have been a two-way selection process, but I don't know when the recruitment requirements of many companies have become more and more exotic, even involving the personal privacy of interviewers. A job seeker posted on the Internet that he met a company during the interview and their questions were particularly harsh. Because the interviewer was a girl, the company asked her to explain every relationship she had experienced. Specifically, it includes how long each relationship lasted and why it broke up. Such a question made the job seeker feel unacceptable, so she chose to expose it online.

The company's response is that they want to use this question to test the emotional intelligence of job seekers. If they can't handle their feelings well, they can't do a good job. This kind of answer really makes people feel quite speechless. Since the relevant departments are involved in the investigation, the company has no choice but to delete such problems. But in fact, in daily life, in addition to being asked about emotional experience, the company's wonderful problems are endless. For example, ask the interviewer to write down his marriage plan and birth plan in recent years to see how long the employee can stay in the company.

These wonderful questions don't need to be answered. Some companies require interviewers to write not only their hobbies, but also their parents' hobbies. Such a company doesn't know what its ultimate goal is. It is the interviewer himself who is looking for a job. Why can it involve the parents of job seekers? There is also the question of whether the interviewer has pets at home, and so on. When job seekers meet such a wonderful recruitment company, there is no need to blindly indulge these companies and write their questions realistically. Once you feel unwell, you can choose to terminate the interview.

Job seekers also have the right to choose a company. Of course, in order to prevent this company from hurting others with such problems, you can also choose to report directly to the relevant departments and let them intervene in the investigation of this company. Whether the final interview is successful or not, everyone hopes to have a relaxed and happy process during the interview, which can also well reflect the quality of the company's personnel and the company's working environment. Don't think that only companies have the right to choose employees, and employees also have the right to choose companies in the opposite direction. If this company has given job seekers a very bad experience during the interview, then I believe that the post-employment treatment will not be so good. Now, if a company wants to keep an employee, besides salary, it is more important to care for humanity.