Cover Comment | Breaking down the \”invisible door\” of job hunting and preventing the spread of prejudice is a prerequisite

□ Jiang Jingjing

During the peak recruitment season of \”Golden Nine and Silver Ten\”, many applicants reported that they encountered more and more \”invisible people\”. \’s door\”. According to job seekers, current employment discrimination is becoming more and more bizarre. Some companies propose during recruitment that applicants with previous labor arbitration experience will not be admitted; other companies propose during recruitment that applicants must not have Loans exceeding 100,000 yuan. Employment discrimination has discouraged many capable applicants. They encountered \”invisible doors\”, \”glass doors\” and \”revolving doors\” on the road to employment. These doors seem to be passable, but if they really want to become obsolete, they will become obsolete without exception. overcome real obstacles. (Worker Daily)

The \”invisible door\” to job hunting has always existed, but it has taken different forms in different periods. Market-oriented enterprises can of course formulate personalized recruitment requirements based on their own independent management rights and actual employment needs. However, this \”request\” should be supported by sufficient rationality, rather than being discriminatory or targeted. The most basic rationale for formulating recruitment requirements is \”suitability and competency for the position.\” In addition, any additional conditions should be treated with caution. In reality, many companies “do but do not say” or “hidden” some special recruitment requirements. In a sense, it is precisely because they know that they are wrong.

Since it is called \”Invisible Door\”, it naturally has its secret nature. For job seekers, these invisible doors are \”invisible\” and \”unknown\”. Only when they run into them head-on and suffer a loss can they realize the doorway behind them. Compared with explicit \”employment discrimination clauses\” such as age, gender, education, etc., such recruitment \”invisible doors\” are often less detectable and difficult to control. It is not widely publicized, but only looming in individuals and cases. Some \”invisible doors\” have been exposed, and some \”invisible doors\” continue to be invisible. Some job seekers don\’t even know what taboos they have committed and why they were brushed off?

New forms of employment discrimination such as labor arbitration experience, loan records and credit records are actually full of biases taken for granted by recruiters. For example, job seekers who have labor arbitration are considered to be restless and difficult to manage. Those who think that there are too many loans are “financial risks”… Upon closer inspection, this kind of logic is actuallyIt\’s all unreasonable. Just as many companies are keen to \”screen job applicants\” through personality tests, when \”superstition\” and \”suspiciousness\” dominate the recruitment process, the so-called scientificity and fairness are naturally out of the question.

If it is said that it is naturally difficult to eliminate all kinds of \”invisible doors\” for job hunting, then the first thing we should do now is obviously to avoid the sporadic, scattered, and occasional prevalence of \”hidden employment discrimination clauses\” And become a general rule in the workplace. All parties have a clear stance against the weird practices of weird companies. This is the key to preventing more companies from \”imitating\”.