Common employment traps in the process of employment

Common employment traps in the process of employment

In recent years, college students have been cheated or even lost their lives in job hunting, which is often used to defraud job seekers of their property, personal information or cheap or even free labor. The following are common employment traps in the process of sharing employment.

The common employment trap in the process of employment is 1 1, and the position applied for does not match the reality.

Specific phenomenon:

Some units have vague descriptions of specific positions and job responsibilities, unclear employment standards and no strict boundaries when publishing job advertisements. Others directly copied the recruitment content of other companies and changed it to the name of their own company. Only after the applicant was admitted did he find that the actual work content did not match the recruitment position.

Solution:

1) In this case, communication is the most important. You must know each other's thoughts and intentions, whether it is because the company can't get it for the time being or other difficulties, and then decide to stay.

2) When you have a clear career goal, tell yourself whether this position is suitable for you, why do you want this job, for survival or career development. But as Xiangyang career consulting experts pointed out, if an enterprise can't even describe its own position in detail, its development prospects can be imagined.

3) Explain your views and ideas to the enterprise. If it is really the company's deliberate concealment and deception, it should be resolved through consultation to minimize its own losses and protect its legitimate rights and interests.

2. Interview fee.

Specific phenomenon:

Employers charge various fees in disguise, such as registration fees and training fees. This is actually a means and method for some enterprises to collect money in disguise.

Solution:

According to the law, employers are not allowed to charge applicants any fees, including registration fees or deposits. Recruitment interview is a two-way choice opportunity, and neither the job seeker nor the recruiting unit provides any specific services for the other party.

So there shouldn't be any cost involved at all. If there is a unit to collect mortgages, risk funds, registration fees, etc. From the perspective of job seekers, it is likely to defraud job seekers of their money. It must refuse to pay at this time. It is conceivable that such a company need not be considered at all. Let's spend more time looking for a more suitable one.

3. The salary is vague, fluctuating or not paid on time.

Specific phenomenon:

For the treatment of new employees after joining the company, the company has not given a clear answer and is vague. When signing the employment contract, they did not explain the specific treatment.

Solution:

1) Before hiring, enterprises need to clarify their jobs and specific benefits with each other, specifically: probation salary, relevant subsidies, treatment after formal employment, and insurance benefits (specific insurance benefits, such as unemployment, medical insurance, provident fund, etc. ) and related subsidies. It is very important to ask how to explain it and whether to make comments in the contract after understanding it clearly, because it can minimize the risk.

2) After you formally join the company, you must clearly discuss the salary and treatment, and indicate it in the relevant contract. At the same time, you can learn from people in the same unit, otherwise you will be very passive after joining the company.

3) Once the enterprise is found not to perform the salary, insurance and welfare benefits, it can report to the relevant labor law enforcement departments and solve it in time to avoid greater losses.

4. Being dismissed without fault during the probation period.

Specific phenomenon:

Some industrial enterprises, such as hotels, intermediary companies, etc., in order to reduce management costs (personnel salary, welfare, insurance), use the low salary during the probation period and the high salary after formal employment to lure job seekers and dismiss workers without reason at the end of the probation period. The labor law clearly stipulates that "the probation period is included in the term of the labor contract", that is to say, the probation period without the labor contract is not the probation period in the legal sense at all.

Solution:

1) job seekers must make full preparations before applying for a job and fully understand the characteristics of entering this industry, especially enterprises that rely entirely on labor costs and have low technical content. Before entering this kind of enterprise, it's best to get to know the employees of the enterprise and inquire about them in various ways.

2) Sign an employment contract to clearly understand the employment system and post system of the enterprise, especially the relevant labor laws and regulations.

3) Communicate with employees at work and establish a good employee base. When employees are dismissed without reason, they can support and collect evidence when labor law enforcement is not good.

4) Strive hard, those who are unreasonable are always timid, and report to the relevant departments in time when necessary. Only in this way can we protect our rights and interests.

Common employment traps in the process of employment II. Cleverly answer the reason for leaving.

1, the matching rate between people and posts is low: in the first case, the skills required by the company and the skills I have are an intersection, and the intersection is small. At this time, both employers and employees may not be cost-effective; The second situation is that my skills are a subset of the skills required by the company or the skills required by the company are a subset of my personal skills. At this time, it is not cost-effective for both employers and employees to have one side. This kind of cooperation that can't fully realize the win-win situation between labor and capital will not last long, that is, it will be staged.

2. The life cycle of posts has come: some posts in enterprises are specially set up to cooperate with enterprises to complete phased tasks, rather than permanent functions, so when the tasks at this stage are completed and I can't find a suitable post, I have to leave.

3, no sense of accomplishment: when I have tried my best to change the current environment, situation, concepts, etc. I will leave my job because there is no breakthrough. There should be a follow-up supplement to this answer, otherwise the examiner will think you are incompetent.

4. Slow development of the enterprise: When I stay in the enterprise for a long time, but the slow development of the enterprise makes me unable to absorb new nutrients or get development opportunities, I will choose to leave. (involving mentality, values, loyalty).

5. Personal growth: When there is little room for horizontal and vertical development in your post, you will leave because it is difficult to break through. (Issues involving mentality and loyalty).

6. Career planning: When the enterprise can't achieve personal career planning, I will choose to leave (be careful that the examiner thinks you are unstable).

7. Idea question: When there is a big gap between my idea and the enterprise idea, I will choose to leave my job (this answer is too dangerous, unless you have made the examiner feel that you are working in an enterprise with unhealthy management ideas and your idea is correct, otherwise it is best not to use it).

8. Employment mechanism: the employment mechanism of one emperor and one minister not only reflects the relationship between a group of people, but also reveals that people should pay attention to matching and complementarity. My master has changed, and so have I. Doesn't mean there's anything wrong with me. It just means that my new owner and I are not the best partners, and we can't effectively form a matching and complementary combination that is beneficial to the enterprise (such is the case in cabinet reorganization).

Second, interview these reasons for leaving can't be said.

1, low income is boring.

Such reasons for job-hopping will make recruiters mistakenly think that you care about personal gains and losses, have no hard-working spirit, and value personal interests more than ideals and ambitions. In the eyes of employers, such people can only be hired temporarily at most, and they can't be entrusted with heavy responsibilities, let alone start a business together.

Moreover, if you quit your job just to pursue high income, it will worry the employer. If you have higher income, you will not hesitate to resign again. Once this idea forms a mindset, your value will be greatly reduced, and even if you have outstanding talents, it is difficult to find a job.

2. Complex interpersonal relationships

Modern enterprises pay great attention to team spirit. If you are shy about interpersonal relationships, you may be considered as lacking in coordination ability in interpersonal communication. Poor coordination ability is the "hard injury" of modern talents, which will directly hinder your career orientation. If the employer wants you to join in order to help coordinate the interpersonal relationship of the enterprise, you can imagine the result if you answer like this.

3. The work pressure is too great

Modern enterprises pay attention to fast pace and high efficiency. Everyone in the enterprise is in a high-intensity working state, and those who cannot adapt to efficient work can only be eliminated. Some units even told the truth in the recruitment notice, asking candidates to complete the work under certain pressure. If you can't adapt to the stressful job in your old unit, your new employer won't accept you, because in today's image, no unit is willing to accept an idle person who works slowly.

4. Don't get along with your boss

People are in society, you are dealing with all kinds of people, and any kind of boss is likely to meet. If you find fault with your boss, it means that you are not adaptable at work and your position is not suitable.

There is no doubt that you should take the initiative to adapt to your boss instead of asking him to adapt to you. Furthermore, in your usual business dealings, you will come into contact with all kinds of customers or people from related units. For enterprises, they are all "gods". If you can't handle the relationship with the boss, let alone get along with the "fairy".

Common employment traps in the process of employment 3 common scams for college students to apply for jobs

1, "looking for a relationship" recruitment scam

Liars lie that they are relatives of the leaders of a certain unit, and they can get through the relationship for job-seeking college students, but they have to spend money to go through the back door, so many students or parents are fooled.

2. Online recruitment scam

Some online scammers make some seemingly "official" phishing websites, fabricate false job opportunities, and trick students into depositing money into designated accounts or directly stealing graduates' bank cards.

3. Telephone fraud

Generally speaking, graduates will take the initiative to contact after receiving the response from the employer. Some people use this psychology of graduates to call or send text messages to graduates under the guise of contacting work, so that graduates can call back some expensive information stations to defraud high telephone bills. These calls usually start with "268/ 168", so graduates should be careful.

Step 4 try a scam

Graduates usually have a probation period of three to six months after joining the company. Some units use this clause, either paying less wages during this period or deliberately dismissing after the expiration.

5. Commitment scam

In order to recruit outstanding talents, some units sometimes verbally promise to give some preferential treatment in terms of wages and housing. When graduates find that these benefits can't be fulfilled at all, they often get the answer that "whoever promises you to go, the company doesn't have this rule"! Therefore, graduates must pay attention to: nothing is said, the contract is the foundation, and the key is to sign a good contract.

6. Work fraud

Some units recruit according to positions when recruiting, but graduates are assigned to other positions after reporting, so that graduates can learn something they can't use; Sometimes even arrange to do some physical labor with great labor intensity. In this regard, graduates should have the courage to "be afraid of not being able to do it, but be afraid of surprise" when signing the contract, and don't let the bad guys with ulterior motives take advantage of it.

7. Location fraud

Many large enterprises have branches in many parts of the country, and it is often the human resources department of the headquarters that participates in job fairs. Therefore, when applying for a job, graduates tend to have the illusion that their work place is in the big city where their headquarters is located, and as a result, they are assigned to remote areas after joining the job. In this regard, graduates must consult clearly during the interview and write relevant clauses in the contract when necessary.

8.MLM trap

Taking advantage of young people's desire for success, MLM organizations constantly call on and bombard graduates to join, resulting in some students losing their way in pyramid schemes.