Recently, a Hebei netizen "Xiao Tian" posted that she went to apply for a Haidilao waiter and was asked privacy questions during the interview, such as: "How old is your boyfriend", "Does your mother know that you live with your boyfriend outside", etc. Oda believes that Haidilao's questions are "disrespectful" to the applicants.
Woman looking for a job was asked "Does your mother know that you live with your boyfriend?"
According to reports, Oda is 22 years old this year, this is her first interview after graduation, and there is another boy with whom she is interviewed, at first, the interviewer asks the boy whether he has relevant work experience, etc., but when it is Oda's turn, the interview questions become where is the home address, how old is the boyfriend, how did he meet the boyfriend, and whether the family knows about living with the boyfriend and other personal privacy questions.
"The staff of Haidilao contacted me and explained the questions raised by the interviewer at that time, saying that the reason why I asked about my boyfriend was because my boyfriend had worked there before." Oda said that when the interviewer asked her boyfriend about the question, Oda said that her boyfriend had worked part-time in this store, but after she finished speaking, the interviewer said that he did not remember this person, so Oda thought that the explanation given by the Haidilao staff was not reasonable.
Oda said that these questions made her feel offended, "Job seekers and employers should respect each other, and I hope that in the future, interviewers will not pay too much attention to the candidate's private life, but learn more about their work ability." ”
In this regard, Haidilao responded on the afternoon of the 6th: "Some candidates said through the Internet that they were asked about personal emotional privacy during the interview process. After a preliminary investigation, there were many discrepancies between the interview situation in the store and the content described by the applicant. During the interview, the candidate mentioned that her boyfriend had also worked at the store. In order to protect the rights and interests of both parties, the company has designated a regional person in charge to further verify the communication process with both parties. ”
Haidilao further explained that during the interview process, the store will have a basic understanding of the applicant's reasonable and necessary information based on the candidate's matching degree with the position, whether it needs to arrange a dormitory, etc. At the same time, the company always respects the privacy of applicants.
A 140-pound woman was rejected to apply for a dishwasher and complained about Haidilao's weight discrimination
It is worth noting that this is not the first time that Haidilao has been caught in a recruitment turmoil.
At the end of last month, Ms. Wang from Dalian, Liaoning Province, saw Haidilao stores recruiting dishwashers on the recruitment platform, and after contacting and communicating, the other party asked about her height and weight, Ms. Wang was 168cm tall and weighed 140 pounds, and then the recruiter said that it was not suitable.
Ms. Wang posted on the Internet that when Haidilao recruited kitchen dishwashers, she asked her to inform her height and weight, and after the notification, she said that it was not suitable, and other stores on the recruitment software said the same. I don't understand, why do kitchen dishwashers look at weight? Now the requirements are too high, and the fat ones can't find a job. She believes that Haidilao's recruitment of dishwashers dishwashers discriminates against weight.
Ms. Wang thinks that Haidilao is creating body anxiety, "I am slightly fat, and Haidilao said that the kitchen area is too small, and I am afraid that I will not be able to stretch it." Then he said that he looked at height and weight backwards, and finally said that there was no suitable tooling. Ms. Wang felt that the other party's explanation was far-fetched and asked Haidilao to apologize positively.
In this regard, Haidilao recruitment customer service said that it was not discrimination, it may be that there is no suitable work clothes, so it will refuse. "The work clothes were made uniformly by the company before, and now there are no work clothes." The customer service also said that almost all stores across the country are stipulated in this way, and the specific recruitment requirements are not displayed on the details page. "The store is not very short of people, there may be a little requirement for height and figure, if the store does not accept it, it will not be arranged temporarily, basically all cities are like this."
According to the Labor Law of the People's Republic of China and the Employment Promotion Law of the People's Republic of China, an employer may not refuse to hire a job seeker on the basis of an individual's gender, race, age, marital status and other characteristics.
According to experts, body discrimination can have a negative impact on victims' self-esteem and psychology, especially in the job search process. Companies should focus on skills and work experience in recruitment, rather than overemphasizing physical appearance.
Pay attention to the all-round development of employees Waiters can also be promoted to CEO
According to the financial report, as of June 30, 2023, Haidilao had a total of 136161 employees, compared with 107592 at the beginning of the year, an increase of 28,569 in half a year. In the first half of the year, the total cost of employees was 5.769 billion yuan, and the average monthly salary per person was about 7,062 yuan.
According to Haidilao's recruitment information, under normal circumstances, Haidilao has no academic requirements for grass-roots positions such as food servers and waiters, and there is no restriction on work experience, and the salary is generally 4,000 to 8,000 yuan, including board and lodging. After becoming a regular member, there are also benefits such as paid leave, housing allowance, education allowance, and meal discounts for family members, depending on the level and length of service. Among them, the salary of Haidilao "Future Star" management trainees is 10,000 to 20,000 yuan, and the salaries of store manager assistants and strategic operations are 8,000 to 10,000 yuan and 20,000 to 40,000 yuan respectively.
It is understood that Haidilao attaches great importance to the all-round development of employees, provides employees with lifelong learning opportunities, and comprehensively promotes the growth of the company's talent team.
As early as 2014, Haidilao had innovated the management system, the core of which was "connecting interests and locking management", and at the practical level, it was the apprenticeship system and piecework wages. In 2020, Haidilao also launched a succession plan, opening the selection mechanism for managers to all employees, with a plan period of 10-15 years.
In addition, Haidilao has formulated the "Haidilao International Holdings Co., Ltd. Internal Recruitment System" and "Functional Department Recruitment and Training System" and other related systems, and has also established a learning and development center, and set up 10 training branches at home and abroad, respectively, to open a variety of offline business training, skill improvement and other courses in the headquarters and branches, and also organize online business empowerment training, corporate culture publicity, system training and other courses to improve the competitiveness of employees in multiple dimensions.
It is worth noting that Yang Lijuan, the current CEO of Haidilao, is a waiter.
On March 1 last year, Haidilao announced the appointment of management personnel, and Yang Lijuan, deputy chief executive officer and chief operating officer, was transferred to the position of chief executive officer. Haidilao described Yang Lijuan at the time, she was born as a waiter, worked in Haidilao for more than 27 years, is a key figure in Haidilao out of Sichuan, open up the national market, and can be regarded as a big apprentice brought out by Haidilao founder Daniel Zhang.
Yang Lijuan is not the only one who started from the store, and many executives have traces of starting from the store in their experience. The appointment also mentioned that Li Yu, who served as the chief operating officer of Haidilao in Chinese mainland, joined Haidilao in November 2007 and successively served as store managers in several regions, and Wang Jinping, who served as the chief operating officer of Hong Kong, Macao, Taiwan and overseas, was actually a food delivery staff in Haidilao, and later promoted all the way to store manager and regional manager.
Strange recruitment "hurts" and "hurts the enterprise"
If the employer asks you to answer questions such as "love history", "do you have fox odor", "does your mother know that you live with your boyfriend", how should the job seeker respond?
The employer has no right to ask questions that are not directly related to the employment relationship, and the job seeker may not answer them. According to Article 8 of the Labor Contract Law, the employer has the right to know the basic information of the employee directly related to the labor contract, and the employee shall truthfully explain it. However, issues such as "love history", "whether there is fox odor", "does your mother know that you live with your boyfriend" belong to personal privacy, and job seekers have the right to protect personal privacy from being violated. If the employer forcibly asks the job seeker to answer, it is suspected of violating personal privacy.
According to Article 1032 of the Civil Code, no organization or individual may infringe upon the privacy rights of others by means of espionage, invasion, disclosure, disclosure, etc. Applicants may file a civil lawsuit with the court on the grounds that their privacy has been violated, demanding that the recruiting company be held liable for civil infringement.
Some media commented on the strange recruitment conditions of enterprises, saying that enterprises should know that employment is a two-way choice between job seekers and enterprises. When formulating personalized recruitment requirements, enterprises need to adhere to a scientific and reasonable bottom line, and at the same time, they should eliminate content that is too snooping on the personal privacy of job seekers.
The labor department should improve work efficiency, deal with relevant reporting information in a timely manner, and intensify the crackdown on non-compliant and strange recruitment. In terms of job seekers, if they are treated unfairly by recruitment, they should resolutely give up the recruitment and keep relevant evidence in a timely manner to report or prosecute the enterprises involved.
Recruitment is actually tied to the corporate image as well. Strange recruitment requirements, "hurting people" and "hurting enterprises", will only make enterprises a laughing stock.