Nowadays, many people use recruitment as a cover, and many of them are deceptive in essence. How can I identify these people?

Injury 1: Pay first when the job is used as bait to deceive people

★ Data support: In the survey, among all kinds of recruitment traps encountered by job seekers, charging fees is the most, accounting for 27%. The charge trap refers to collecting various fees from job seekers in the process of job hunting, such as risk deposit, training fee, clothing fee, filing fee, etc.

★ Classic case: Wang Yu, a student at University of Science and Technology Beijing, said that when he opened his mailbox on the afternoon of March 7, he found a letter from an electronic technology company in Guangzhou, which probably meant that the company was very satisfied with his resume and decided to hire him, and set up a personal file for him. After graduation this year, he can work in the company with a salary of 3, yuan per month. However, the company must first collect the mortgage payment from him in 2 yuan, and remit it to the company's account as soon as possible.

"I really hesitated when I saw that I had to pay the mortgage, but on second thought, I couldn't lose such a good opportunity because of 2 yuan's money, so I remitted the money the next day. When I called the company on the 9 th to ask if the money had arrived, I found that all the phones were either turned off or busy, or I couldn't get in touch. " Wang Yu said.

★ Experts solve the case: Zhaopin recruitment experts pointed out that any company that agrees to stay for trial after a few simple words and has to pay some deposit often takes a fancy to this "wealth" rather than that "talent", and job seekers must think twice before acting.

According to Mr. Liu Yu, manager of the exhibition department of Zhongguancun talent market, many real estate companies are playing such tricks when recruiting employees. They often charge training fees of several hundred yuan or more under the banner of induction training. Job seekers are dismissed by employers for various reasons within a few days after the training, and the training fees are not returned.

★ Countermeasures: Lawyer Yang Zhigang, a labor law expert from Beijing Chongguang Law Firm, reminded job seekers that as early as 1995, the state explicitly required employers not to charge applicants registration fees, mortgage payments, security deposits and other fees in any name. In addition, in the process of job hunting, we must first verify the authenticity of the target company. Moreover, after encountering fraud, you should report the case in time, and you can't let it go with a bad attitude. This will not only make my loss irreparable, but also make more people deceived.

Injury 2: Recruitment is a cover to plagiarize your work

★ Data support: The results of this survey show that 23% of the respondents have encountered an intellectual trap, which means that their labor results were successfully stolen by the recruiter on the grounds of recruitment.

★ Classic case: Tamia Liu, an advertising graduate from a vocational and technical college in Beijing, took a fancy to an advertising company at a job fair six months ago. This company requires each candidate to write a copy of advertising planning for different products, including clothing, drinks, small household appliances and so on. The person in charge of recruitment said that the company will compare all the submitted works and finally choose two people.

Tamia Liu received a plan to promote a functional beverage in Beijing market, including advertising language, outdoor posters, TV advertising ideas and detailed plans for marketing activities. It took Tamia Liu a week to hand in his own planning scheme, but so far the recruiters have not announced the recruitment results. Tamia Liu said: "Although people are suspected of defrauding their own ideas, it is not easy to find a job now. If the planning case is really' useless', they have to admit that they are unlucky."

★ Experts solve the case: Zhaopin recruitment experts said that the intelligence trap refers to the free possession of program design, advertising design, planning scheme, article translation and so on in the name of examination. Cheating "intelligence" in the recruitment process is very common now. This kind of openly occupying the fruits of others' labor is even worse. And the majority of job seekers should have an eye and be more careful.

★ Countermeasures: Lawyer Yang told the reporter that it is necessary to protect his labor achievements when he can't judge the real intention of the recruiting unit and wants to get a job.

1. When submitting the labor results such as the planning case, you should prepare two copies, one for submission and the other for your own retention. On the retention, you should ask the employer to sign for confirmation, so that you can prove the contents of the labor results in the future.

2. Attach the Copyright Statement when submitting the planning case, and ask the recruiting unit to sign for it. It is best to state: "Any unit or individual who keeps and keeps various versions of this plan shall not use this plan or lend it to others without the consent of the author Tamia Liu, and shall not copy, copy, take photos or spread it in any way at will. Otherwise, it will cause problems that hinder the author's copyright and may bear legal responsibility. "

Injury 3: The organizer was relieved of false information

★ Data support: In this survey, 27% of the respondents thought that there was false information in the recruitment.

★ Classic case: These days, there are one job fair after another for college graduates. At a recent job fair, the reporter saw that many students were blinded by the overwhelming recruitment information.

Li Jingjing, a student from Beijing Union University, submitted a resume to a consulting company at a job fair before, and told her to go for an interview in a few days, but she became the target of market research. In addition to the specialty and hobbies, the questions on the test paper also ask which brand of shampoo you like to use and how to understand the product. She questioned the person in charge of recruitment, and the other party replied, "This is the recruitment procedure of the enterprise." Li Jingjing told reporters angrily: "I only realized later that I had encountered a false recruitment. In fact, they don't really want to recruit people, but promote the company to advertise through this means. "

★ Experts solve the case: Liu Yu told reporters that the reason why enterprises do this is because job advertisements have the function of hidden propaganda, which can make people feel that this enterprise has great development potential, because when an enterprise needs to recruit a lot of people, in the eyes of job seekers, this enterprise will undoubtedly be regarded as a thriving enterprise. There are still many companies that reserve talents through recruitment, and the applicants really need people, but not now.

A person in charge of the talent market, who asked not to be named, said that this kind of false recruitment also exists in regular job fairs, especially some free job fairs. In order to expand the scale and increase the number of employers and posts, the organizers have found some enterprises to be childcare through various relationships, artificially creating a hot illusion.

★ Countermeasures: In order to avoid this kind of recruitment, job seekers should identify information well. Article 8 of the Administrative Measures of Beijing Talent Recruitment Fair stipulates: "The organizer of the talent recruitment fair must review the legal qualifications of the participating units and the identity of the staff, and any enterprise or institution that has not obtained legal qualifications shall not participate in the recruitment." Therefore, the organizer of the talent recruitment fair has the obligation to examine the qualifications of the applicants, and the consulting company in the case should be turned away. However, at present, there is no relevant department that can directly monitor whether the enterprise is really recruiting and whether these positions are short of people. In addition, many units privately post job advertisements at their doorsteps, and at present there are no relevant regulations prohibiting this, so many units have exploited this loophole. At present, job seekers have to take precautions and try to avoid hurting themselves. If false recruitment is found, complain to the organizer of the job fair and the talent market management authority in time.

Injury 4: Dismissal, sneak attack and sudden bombing

★ Data support: In this survey, 36% of the respondents thought that they had the experience of being suddenly dismissed by the company.

★ Classic case: Miss Ma is a girl who comes from other places to work in Beijing and has worked in a private enterprise for more than a year. Last week, I went to work in the company as usual, but when I arrived at the company, the leader said, "Go home, the company has adjusted internally, so you don't have to come." Miss Ma was particularly surprised and thought, if you don't want me, why didn't you tell me earlier, then I would be mentally prepared! There are many colleagues who share my fate. What do you suggest we do? We haven't refunded the insurance that is deducted every month. Because many people in our country only deduct money and don't get insurance.

★ Expert solving the case: Lawyer Liang Yansong, an expert in labor law and an ambassador for rights protection, believes that according to the relevant regulations of the state, the employer should send a written notice of termination of the labor contract to Miss Ma 3 days in advance, and pay economic compensation for the termination of the labor contract according to the continuous working years of Miss Ma in this unit. It is suggested that Ms. Ma appeal to the Labor Dispute Arbitration Committee and ask the unit to pay the economic compensation for the termination of the labor contract and 5% extra economic compensation. As for the lack of social insurance, you can complain to the labor inspection brigade.

★ Countermeasures: Lawyer Liang Yansong said that it is ok for the company to terminate the labor relationship with workers due to business adjustment and other reasons. According to Article 27 of the Labor Law, if the employing unit is on the verge of bankruptcy for legal rectification or has serious difficulties in production and operation, it is really necessary to lay off employees, it shall explain the situation to the trade union or all employees 3 days in advance, listen to the opinions of the trade union or employees and report to the labor administrative department. Article 28: If the employing unit terminates the labor contract in accordance with the provisions of Articles 24, 26 and 27 of this Law, it shall give economic compensation in accordance with the relevant provisions of the state.

Injury 5: Try for an endless period in order to save money

★ Data support: Probation trap ranks second in this survey, with 25% of job seekers saying that they have suffered such infringement.

★ Classic case: Last Thursday, at a regular job fair, a Mr. Kong complained to reporters that a while ago he applied for the position of "Marketing Director" of a company and promised a salary of 2,5 yuan per month. Mr. Kong was glad that he had found a satisfactory and suitable job. As a result, when he arrived at his post, Mr. Kong was told that according to the company's practice, he had to exercise in the sales front line for a period of time before becoming the marketing director, and he had to complete a certain amount of business every month. As a result, Mr. Kong worked as a salesman for a month. At the end of the month, he asked the company to pay the salary, but the company didn't pay a penny on the grounds that "the two sides had an agreement in advance and didn't meet the business indicators".

Mr. Kong told reporters that he learned afterwards that this company has been recruiting new employees, and those who have been recruited are often dismissed because they can't meet the business targets. In this way, the company keeps relying on new people to pull business, but it doesn't have to pay a penny.

★ Experts solve the case: Zhaopin recruitment experts said that this is a recruitment trick of enterprises, which means that employers extend the probation period indefinitely as a means to pay job seekers a lower salary, which is also the form of deception that job seekers hate most.

Lawyer Yang Zhigang said that Article 16 of the Labor Law stipulates: "A labor contract is an agreement between a laborer and an employer to establish a labor relationship and clarify the rights and obligations of both parties. A labor contract shall be concluded when establishing labor relations. " However, Mr. Kong did not sign a labor contract to determine his rights after applying. After going to work, I didn't ask the unit to fulfill the promise when I was recruiting, but I was at the mercy of the unit and was finally treated unfairly.

★ Countermeasures: Lawyer Yang reminds job seekers that they must insist on signing labor contracts after successful application. The Regulations of Beijing Municipality on the Management of Talent Market stipulates: "When recruiting talents, the employer must truthfully announce the positions, quantity, conditions and treatment of the talents to be recruited. When determining the employment relationship between the employer and the applicant, the employer shall sign a labor contract or employment contract according to law on the basis of equality and voluntariness, and stipulate the rights and obligations of both parties. "

for workers, due to the lack of strength and legal knowledge, workers are often relatively "weak". Therefore, when establishing labor relations with employers, it is more necessary for workers to clarify the rights and obligations of both parties by signing labor contracts, so as to better protect their legitimate rights and interests. Moreover, in the process of labor, workers should also pay attention to collecting evidence. For example, you can properly keep the recruitment advertisements of the recruiting unit and the contract letter of intent signed by both parties at the job fair. In the event of a labor dispute, although there is no written labor contract, 1. The existence of factual labor relations; 2. The content of labor relations, such as post and salary, can successfully safeguard rights.

Injury 6: No matter whether you are busy or idle, you have no money

★ Data support: In our survey on whether job seekers have ever suffered serious violations of personal rights and interests, only 29% said that "fortunately, these unfortunate things have not happened to me", and the remaining 71% have suffered very serious violations of workers' rights and interests. Among them, the most common is "always working overtime for nothing, and there is no place to complain", and nearly one-third of the respondents have unfortunately had this experience.

★ Classic case: When Mr. Hu applied for a job in an IT company in Beijing, the interviewer said that there was no overtime pay here, but he would give some subsidies according to the busy work. After he went to work in the company, he found that the unit required to work late every day, and also required to work on Saturdays and Sundays, but there was no so-called "subsidy" in his salary. Mr. Hu believes that when the leader said "it depends on the busy work", it was actually a lie! Whether he can legally refuse the company's unfounded overtime requirements (beyond 8 hours of work a day).

★ Experts solve the case: Han Zhi, director of the Legal Affairs Center of China Labor and Social Security Newspaper and deputy director of the Labor Law Research Institute of China Academy of Management Sciences, said: If the employer illegally arranges employees to work overtime, and does not arrange employees to take a break or pay any overtime pay, the employees certainly have the right to refuse the employer's overtime request, and they can appeal to the labor inspection department or the labor dispute arbitration institution and ask the employer to pay the overtime pay and economic compensation that has already occurred. If the employer deducts the employee's salary or dismisses the employee, it is even more wrong and violates the law. The employee can appeal to the labor inspection agency or the labor dispute arbitration committee. If you lodge a labor dispute complaint about overtime pay, you must pay attention to it within 6 days when the employer refuses to pay it; Reporting to the labor inspection agency must be within two years.

★ Countermeasures: Zhaopin recruitment experts said: Article 36 of Chapter IV of the People's Republic of China and China's Labor Law clearly stipulates that the state practices a working-hour system in which workers work no more than eight hours a day and no more than 44 hours a week on average. As for the provisions on overtime pay, Article 44 of Chapter IV of the Labor Law stipulates that under any of the following circumstances, the employing unit shall pay wages higher than the wages of the workers during their normal working hours according to the following standards:

(1) If the workers are arranged to work overtime, they shall pay wages not less than 15% of the wages;

(2) If workers are arranged to work on rest days but cannot be arranged to take compensatory time off, they shall be paid no less than 2% of their wages;

(3) If workers are arranged to work on legal holidays, they shall be paid not less than 3% of their wages. Which of the following serious violations of personal rights and interests have you encountered?

Injury 7: Five insurances and one gold, none of them

★ Data support: In this survey, a quarter of the respondents said that they are still in five insurances and one gold (five insurances: pension, unemployment, maternity, work-related injury and medical care; One gold: housing accumulation fund) in a situation where there is none.

although the labor law came into effect in 1995, the state explicitly requires employers and workers to participate in social insurance and pay social insurance premiums according to law. But until ten years later, there are still 25% respondents who have not participated in social insurance. In addition, there are 15% of the respondents who have been or have been.