Why do you say this is a recruitment of employees, not a beggar?
When recruiting new employees, the company actually tests the candidates by begging, which not only damages the personal dignity of the candidates, but also is suspected of infringement, which is a disguised form of employment discrimination. This kind of alternative recruitment at the expense of infringement must stop.
In recent years, employers have tested candidates in a variety of ways, many of which are detrimental to the image and dignity of candidates, which violates traditional moral norms, such as reading resumes without looking at the eight characters, asking for alcohol, not asking for grades, and asking employees to kneel and beg in downtown areas. For these practices, as candidates themselves, they often lack the courage to refuse, because refusing is equivalent to losing the opportunity to take the stage, and we are beyond reproach to candidates. However, as a recruiting unit, we should consider the psychological feelings of candidates and employees. After all, enterprises recruit employees instead of beggars, and the focus of investigation on candidates should be on comprehensive quality, knowledge level and working ability, rather than "courage" to abandon self-esteem and trample on image.
It is worth thinking about why such alternative recruitment has been staged again and again in recent years. Under the background of the current employment problem, enterprises have mastered the initiative in the talent market, while job seekers are at a disadvantage. The status difference between employers and job seekers is too great, which leads some enterprises to put forward excessive requirements in recruitment. By setting up some obstacles and constantly raising the recruitment threshold, employment discrimination will follow. Some enterprises have developed an arrogant mentality-"just do it if you want, don't forget it." In this case, it is inevitable that there will be "chaos" in workplace recruitment.
Although the "Labor Law" clearly stipulates: "Workers shall not be discriminated against because of different nationalities, races, genders and religious beliefs". However, in the face of hidden and flexible discrimination in recent years, it is difficult for job seekers to find suitable legal weapons to protect themselves because of the lack of corresponding supporting rules. Functional departments are often beyond the reach of this alternative recruitment. Therefore, it is particularly important to step up the formulation of special norms against employment discrimination and specify the definition, types and legal responsibilities of employment discrimination in detail. What kind of people and enterprises are determined not to use it?
When Jack Welch gave a lecture in China, there was a thought-provoking remark: "What kind of people and enterprises can't resolutely use it? You have achievements and ability, but it doesn't fit your company's culture. In other words, unlike the company's values, such people cannot be used, can't stay in the company, and can't enter the top. " This powerful sentence untied my long-standing heart knot. Identifying with the corporate culture is the first condition for selecting candidates.
But cultural identity is not equal to implementation. The two concepts of implementation culture and cultural implementation are different, that is to say, the implementation of culture is hard, but the culture itself is soft. First, the culture of executive power depends on executive power, and the concept of emphasizing executive power is a kind of culture, which is the minimum condition for all enterprises, teams, armies and governments to be in power. Without these, nothing can be done. Second, the implementation culture, that is, the corporate culture, values and core concepts that guide our work, should be put into action. In fact, one hand is hard and the other is soft. The culture of execution is hard, and the execution of culture is soft, even the execution of software is hard, soft and rigid.