1, deceptive propaganda
Some employers exaggerate the size, development prospects, wages and other conditions of the unit, or conceal the facts of the unit; Some employers try their best to understand the situation of graduates, but try their best to avoid the problem of understanding the unit put forward by graduates. All these will lead to information asymmetry between graduates and employers and infringe on graduates' right to know. What's more, it maliciously deceives propaganda, claiming that "high salary", "high welfare" and "high position" induce graduates to engage in jobs that are not worthy of the name, which seriously damages the interests of graduates. For example, an enterprise attracts candidates by throwing out a system of low salary and high bonus, threatening to do a good job with a monthly salary of up to 10 thousand yuan. In fact, it accepts harsh sales commission and has almost no basic salary. We should know that excellent enterprises with standardized management usually dilute the practices that are easy to breed side effects, such as bonuses and commissions, and only those enterprises with quick success and high employee mobility will do the opposite. The majority of graduates should be down-to-earth, not opportunistic, don't believe that pies will fall from the sky, enhance their ability to resist temptation, and avoid falling into the trap of criminals.
2. Recruitment discrimination
Equal employment is a legal right, but in recent years, there have been many discriminatory behaviors in recruitment: (1) gender discrimination. This is the helplessness that girls often encounter. Some employers ignore social responsibilities, unilaterally pursue the maximization of interests, evade the special obligations entrusted to female employees by the labor law, and stipulate that "only boys are recruited" or "boys are given priority" when recruiting employees. (2) Physical discrimination. Some employers shut out people with physical disabilities or diseases without relevant laws and regulations, depriving them of employment opportunities; There are also some units that put forward requirements for the height, appearance and even measurements of candidates without necessity. (3) discrimination in household registration. Some employers only recruit graduates with local hukou, or if there is no local hukou, they must have the guarantee of local hukou residents, which raises the employment threshold for graduates with foreign hukou. In order to ensure the employment of the local population, some local governments have formulated an unreasonable talent admission system, which makes it impossible for local units to recruit graduates from other places, or makes foreign workers become employees, which seriously limits the rational flow of talents. The above discrimination violates the equal employment rights of most graduates and needs to be condemned.
3. Illegal accusation
It has long been expressly stipulated by the relevant departments of the state that the employer shall not charge the applicant registration fee, deposit, security deposit and other fees in any name, and the employee training expenses shall be charged from the cost. However, some employers turned a deaf ear to this and charged the applicants with various excuses. Graduates are often forced to obey the needs of work. However, many enterprises do whatever they want after charging fees, or they are lazy to fulfill their obligations, or they put forward more excessive requirements for job seekers. Therefore, when applying for a job, graduates should distinguish between reasonable and unreasonable practices of employers and resolutely resist all kinds of fees.
4. invasion of privacy
When applying for a job, graduates will leave their own information in related fields, such as the Internet and job-seeking materials, such as name, age, height, education, telephone number and ID number. This information is a part of personal privacy and shall not be disclosed, leaked or sold without their consent. However, due to various reasons, such as the negligence of staff, the defects of network software, the trap of criminals and so on. This information may be used to infringe on the parties or seek commercial interests. Therefore, when graduates apply for jobs, don't leave personal data to unreliable units and individuals. When putting on the network, they should choose a website with strong security and high reliability, and at the same time pay attention to the option of keeping the content confidential. During the interview, some employers' questions will involve personal privacy, and graduates have the right to refuse to answer if they have nothing to do with work or out of malice; If it is due to the consideration of arranging suitable positions or examining adaptability, graduates can answer as appropriate. After the employer obtains the personal privacy of graduates, it has the obligation of confidentiality, otherwise it will constitute infringement.
5. Long internship period
Long-term low-paid internship or unpaid internship is an infringement. After all, our job seekers or interns have worked hard during their internships, and these jobs may not be recognized at once, but they may not be unrecognized for a long time. If the employer keeps looking at you with displeasure, why do you have to work for so long without paying or underpaying your salary? It is better to resign early, and job seekers can find a more suitable place to work.