First of all, HR asks parents' occupation in order to better understand the family background of job seekers. Parents' occupation can reflect a person's family status, family education and growth environment. For example, a job seeker whose parents are doctors may have received good education, attention and guidance during his growth, and his career planning will be clearer and more planned. And a job seeker whose parents don't have higher education may pay more attention to his career development and academic improvement.
Secondly, HR asks about parents' occupation in order to better understand the social background of job seekers. Parents' occupation can reflect a person's social class, interpersonal relationship and social identity. For example, a job seeker whose parents are government officials may have more personal resources and social recognition in the workplace, while a job seeker whose parents are engaged in low-income industries may face more challenges and difficulties.
Finally, in order to better understand the job seeker's personal character and values, HR asked his parents about their occupations. Parents' occupation can reflect a person's personality characteristics, values and personality charm. For example, a job seeker whose parents are teachers may value their interpersonal relationship, communication skills and learning ability more, while a job seeker whose parents are businessmen may value their business acumen, negotiation skills and market sensitivity more.
In short, in the interview process, HR asked his parents' occupations not to deliberately divide the social class of job seekers or judge their abilities and qualities, but to understand the personal background, personality characteristics and career planning of job seekers more comprehensively and objectively, so as to better evaluate the adaptability and development potential of job seekers and provide more valuable reference for talent recruitment and management of enterprises.