What should I do if I encounter improper demands when applying for a job? Timely leave evidence and report.
Due to the asymmetry of status, power, and information, it is common for recruiters to use their advantageous position to make unfair demands on job seekers during recruitment. The popularity of online recruitment has exposed more and more bad habits of offline recruitment to the sunlight, and also increased the possibility of various parties governing such behavior.
On November 13th, in order to smooth the path of job seeking and rights protection, and safeguard the employment rights of job seekers, the BOSS direct employment security team issued a series of job seeking tips. Reminder: Job seekers should be reminded to complete communication within the platform as much as possible and establish a sense of evidence retention during the communication process. If there is any infringement of rights and interests during the job search process, you can immediately report to the platform. After receiving clues, the security team will quickly follow up and investigate, and dispose of the recruiters involved. Strictly guarantee the privacy and security of reporting users throughout the entire process.
Try to complete communication within the platform and reduce risks from the source
This job security reminder covers the entire process from resume submission, online communication to offline interviews, focusing on helping job seekers establish risk management awareness in the "pre communication/interview" and "during communication/interview" stages.
The BOSS direct recruitment security team strongly recommends that job seekers and recruiters communicate and schedule meetings within the platform as much as possible.
The platform has hundreds or thousands of risk control models running in real-time, which will inspect and intercept illegal positions and recruiters in real time. Job seekers can communicate with recruiters on the recruitment platform, which not only ensures their safety under the protection of the platform, but also enables them to quickly report any disputes that may arise, and the security team can respond more quickly. If further rights protection is needed in the future, the "traces" confirmed by the recruitment party on the platform, such as the interview schedule and the job seeker's completed interview check-in, are all powerful aids.
In addition, the team also suggests that job seekers should not rush to exchange contact information and resumes with recruiters who require them from the beginning. Decisions can be made after in-depth communication on the platform. If you don't want to miss the opportunity and want to protect your privacy, you can open the "Phone Assistant" function on the platform, allowing recruiters to contact you through virtual phone.
For the situation where the recruiting party requires job seekers to leave the platform for communication, the BOSS direct recruitment security team also emphasizes that if the recruiting party attempts to send "variant" contact information during communication, please do not add it. It is strongly recommended to use platform functions to exchange resumes, phone numbers, or WeChat with recruiters. When communicating across platforms, confirm that the other party's account or phone number matches the one exchanged on the platform, that is, "the person communicating on the third-party platform is the same person that BOSS directly hired to chat with".
The security team also suggests that before offline interviews, pay attention to whether the interview address sent by the recruiter matches the company address on the platform. If you are going for an interview in a more remote location, try to inform your friends and family of the address in advance before the interview. If conditions permit, after confirming their intention to interview, job seekers can negotiate with the recruiting party to reissue specific interview invitations on the platform. On the platform, the interview location can be matched with the office address submitted by the company, and if the recruiting party agrees, it can be quickly determined.
The platform provides comprehensive and free exchange and interview functions. If the recruiting party deliberately bypasses the platform without leaving a trace, there is a high probability of 'impure purposes' and hopes to avoid platform supervision. For such unreasonable demands from recruiters, job seekers should learn to bravely say' no ', "added the BOSS direct hiring security manager
Cultivate awareness of evidence preservation and report disputes in a timely manner
The BOSS directly hired security manager emphasized that job seekers can make good use of the platform's reporting mechanism when encountering unethical recruitment behavior. For the improper recruitment behavior of recruiters, job seekers' reports are an important source of clues for us. We will investigate the companies and recruiters reported by users one by one. At the same time, the aforementioned person in charge reminds that in the process of communicating with recruiters, job seekers can cultivate a sense of evidence retention. The more records and proofs there are, the faster and more effective the punishment for bad recruiters will be.
In terms of product functionality, BOSS Direct Recruitment has also implemented multi entry "quick reporting". Job seekers can quickly find the reporting portal through channels such as job positions and the recruiter's homepage.
In the past, considering factors such as future career development, job seekers often chose to silently endure. The BOSS direct hiring security manager reminds job seekers that the platform strictly protects the privacy of reporting users and does not believe in the so-called "industry censorship" and other threats from unscrupulous recruiters. "Report bravely, the only thing that will harm is the wrongdoer.
Thanks to the iteration of algorithm technology, the vast majority of risky recruiters are currently intercepted before going live. A very small number of 'fish that slip through the net' are caught by risk control models in the subsequent recruitment process due to abnormal recruitment behavior. The rest depends on job seekers discovering and reporting.
Recruiters reported by job seekers will be verified by the platform within 24 hours based on the reported information. For positions that are difficult to verify online, the BOSS directly hired offline position review team "Iron Wall" will conduct on-site inspections offline. If the reported content is true, the illegal recruiter will be dealt with according to the platform rules, ranging from being warned or permanently banned. BOSS Zhipin will actively cooperate with relevant departments to crack down on suspected illegal and criminal activities.
Finally, the aforementioned person in charge also called on business operators to establish a healthy and civilized corporate culture, and regulate their own words and deeds with the company's recruiters. Business operators need to realize that online recruitment is not a private matter for themselves or individual employees of the company. Recruiting companies have an obligation to supervise and train the job behavior of the staff responsible for recruitment. Only companies that pay enough attention and dare to take responsibility can gain the attention of job seekers and the respect of the public