Core Viewpoint - The recruitment requirements set by the Henan-based supermarket chain, Fat Donglai, have sparked widespread discussions on employment discrimination, particularly regarding the high educational qualifications and age limits for positions such as security and cleaning staff [1][5]. Group 1: Recruitment Requirements - Fat Donglai has announced that for most positions, including security and cleaning, a minimum of a bachelor's degree is required, with age limits generally set at under 30 years old [5][6]. - Specifically, for the security position, 93 individuals are sought, with the requirement that applicants must be male and aged 25 or younger [6][7]. - For the cleaning position, 140 individuals are needed, with no gender restrictions but still requiring applicants to be 25 or younger [6][7]. Group 2: Public Reaction and Legal Concerns - Many netizens have criticized the high educational requirements, arguing that it is unfair and discriminatory, especially for those whose qualifications do not meet the standards even for basic roles [1][5]. - Legal experts have indicated that the recruitment practices may violate employment laws regarding discrimination based on education, age, and gender, suggesting that the company must justify the educational requirements in relation to job responsibilities [7]. - The local labor authority has stated that while the educational requirements may be legal, the gender-specific hiring for security roles could be considered discriminatory and may be investigated further [7].

Group 1: Industry News - The A-share market has reached a historic milestone, surpassing a market capitalization of 100 trillion yuan, with an increase of 14.5 trillion yuan this year. Agricultural Bank leads with a market cap of 2.2 trillion yuan, followed by Industrial and Commercial Bank and Kweichow Moutai. The electronics sector has seen a significant increase of over 2.5 trillion yuan, leading all sectors [4] - The National Radio and Television Administration has implemented measures to enhance the quality of television content, including improving the management of drama series and promoting high-definition programming. This initiative aims to increase the supply of quality content and optimize the review process for television programs [5] - The company Tongzhou Electronics has issued a clarification regarding rumors of entering the supply chain of Nvidia, stating that such information is false [6] Group 2: Company News - The CEO of Li Auto, Li Xiang, acknowledged a mistake in crash testing that upset some users and hosted a dinner for truck drivers, emphasizing safety as a priority [11][12] - Xiaomi has filed a trademark infringement lawsuit against Mi Xi You Pin Company, with a court hearing scheduled for September 3 [13] - The chairman of Wantong Development has been detained by the Beijing Public Security Bureau, with the investigation unrelated to the company's daily operations [18] - Country Garden has announced a restructuring plan, with 49% of the current loan principal supported by a coordination committee, and over 77% of the second category debt holders have joined the restructuring support agreement [19] - Chen Rui has resigned as the legal representative of two Bilibili affiliated companies, with Huang Shengsheng taking over [20]

今日，新乡胖东来发布的一则招聘公告引发关注。 公告发布后，胖东来相关电话已经被打爆。《BUG》栏目多次致电招聘咨询电话，以及新乡胖东来多家门店客服电话，均处于通话中 的状态。 不过，此次招聘也面临着多方面的争议。 一是本次招聘岗位仅限河南地区人员投递。有网友质疑是否涉嫌地域就业歧视。胖东来在招聘公告中解释称，胖东来文化理念倡导工 作是为了更好地创造和享受生活，拥有更轻松幸福的生命状态。本地就业更利于员工轻松健康地发展，也能够规避因工作原因造成两 地分居或家庭不在一起而影响感情。 | | | | 【任职资格】 | | --- | --- | --- | --- | | | | | 1.学历/专业:本科及以上学历; | | 保安 | 93 | 279 | 2.年龄/性别:男,25周岁以下(含25周岁); | | | | | 【岗位职责】 | | | | | 1.负责维护安全秩序，保障顾客财产安全,预防盗窃、火灾等突发事件,并协助处理日常运营中的安全问题; | | | | | 2.热情为顾客提供服务,主动帮助顾客解决问题。 【任职资格】 | | | | | 1. 学历/专业:本科及以上学历; | | 保洁 | 14 ...

Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements, including limiting applications to local candidates, creating a special channel for ex-offenders, and requiring a bachelor's degree for basic positions like security and cleaning [3][5][9]. Recruitment Requirements - The recruitment includes 26 job categories, with 77% of positions requiring a bachelor's degree and 30 years old or younger [8][9]. - Basic positions such as security and cleaning require candidates to be under 25 years old and hold a bachelor's degree, which has raised concerns about the high standards set for these roles [7][9]. Regional Employment Limitations - The recruitment is limited to candidates from Henan province, which has led to accusations of regional employment discrimination. Pang Donglai justifies this by stating that local employment promotes a healthier work-life balance and avoids issues related to long-distance relationships [6][11]. Special Channel for Ex-offenders - Pang Donglai has established a dedicated recruitment channel for ex-offenders, planning to hire 20 individuals. This initiative aims to provide respect and support to those who have previously made mistakes, aligning with social responsibility goals [9][13]. Expert Opinions - Legal experts suggest that while certain recruitment criteria may seem discriminatory, they can be justified under "reasonable business needs." The local hiring requirement may be defensible, but age restrictions must be directly related to job requirements to avoid legal issues [11][14]. - Analysts argue that the high educational requirements for basic positions reflect the competitive job market in the region, where Pang Donglai offers relatively high salaries, making it reasonable to set such standards [14].

此外，法院之所以判决陈先生败诉，还从就业歧视的主观恶意性方面作了评估。法院认为，某指导案例 中用人单位拒绝"河南人"求职，存在明显指向性的地域歧视。而本案中要求为宁波户籍，未指向性排除 特定地域人员，因此不存在主观恶意。只是，除去特定岗位外，要求应聘者只能为宁波籍，等同于拒绝 了非宁波籍的求职者，这当然可以理解为"不是针对特定地域人士的歧视"，但也可以说是一种无差别歧 视，即歧视了所有的外地人，也实质上妨碍了有意报考者的平等就业权。 据此来看，招聘时限定本地户籍其实具有相当大的隐蔽性，这种条件的设定往往打着"促进本地人就 业、维持队伍稳定性"的正当旗号，使得潜藏其中的就业歧视难以察觉。只是，招聘最重要的是人岗匹 配，其优先级理应高于促进本地人就业。至于招聘本地人更利于人员稳定，可能也是一厢情愿。再说， 本地人和外地人之别并不是绝对的，在各地放宽入户门槛的当下，外地人分分钟也可以变为本地人。 公开招聘放开户籍条件限制，利于在更广范围内选拔适合岗位需要的各类人才。若非岗位所需，一般都 不应该要求应聘者具有本地户籍；真有需要，则不妨将限制性条款替换为"同等条件下本地户籍优先"的 表达。显然，这样的处置更能让外地人感 ...

Core Insights - The Ministry of Education reported that in 2024, there are 803 private colleges in China, accounting for 25.75% of all higher education institutions, with 10.52 million students enrolled, representing 27.04% of total enrollment [1] Employment Channels and Strategies - Private college graduates utilize various employment channels, including job fairs, civil service exams, entrepreneurship, and notably, school-enterprise cooperation, which is highlighted during recruitment [2] - Harbin Huade College employs a "3+1" model where students study for three years and spend the final year in internships, with over 40% of graduates securing jobs through this method [2] - Harbin Cambridge College is developing a "customized class" model, where companies tailor training for students, following a "2+1+1" structure that includes theoretical learning and practical internships [2] - Heilongjiang University of Commerce collaborates with a company to create an industry academy, achieving high employment conversion rates, with 70-80 students signing contracts annually [2][3] Student Experiences and Challenges - Graduates from private colleges face skepticism regarding their qualifications, often encountering biases during job applications [4][5] - Students emphasize the importance of enhancing their skills to overcome societal prejudices, with practical activities in their programs boosting their confidence [5][6] Institutional Support and Initiatives - Private colleges are implementing flexible mechanisms to support student employment, including financial aid for struggling students and home visits by faculty to provide targeted assistance [8][9] - Institutions are revising their talent training programs in collaboration with industry partners to ensure alignment with market needs, with regular updates to curricula [9][10] Flexibility and Adaptability - Private colleges exhibit greater flexibility in allowing students to change majors compared to public institutions, fostering a supportive environment for student choices [10]

以下文章来源于南风窗 ，作者赵靖含 南风窗 . 冷静地思考，热情地生活。 错配感。 作者 | 赵靖含 编辑 | 阿树 来源 | 南风窗 （ID：SouthReviews） 在35岁追上来之前，汤妍终于上岸了。 她心惊肉跳地回望过去的职业生涯，名校本硕毕业，从中小厂产品经理到阿里系P7，一 路过关斩将，在杭州置业买房，也目睹互联网从意气风发到"裁员广进"。 5年前，她觉得大厂能给她更多安全感，但30岁、35岁，年龄危机步步紧逼，心态发生 了逆转。 两会期间，全国人大代表郑功成表示，延迟退休后尽快遏制35岁就业歧视现象。 这给社会传递了一种信号：35岁危机背后的就业困境，的确到了该破除的紧迫时刻了， 老龄化趋势不可避免，就业市场需要对经验丰富的"大龄求职者"宽容一点，公平一点。 身在职场，35岁是一个临界点，职场晋升空间在萎缩，投简历被淘汰风险增加。因此， 这个非整数年龄的到来，被广泛称为"35岁危机"。 面对"35岁焦虑"，汤妍觉得，与其等着被"大环境"优化，不如主动出击——离开大厂， 考编。在她看来，除了前途相对稳定以外，更关键的是公平。 考公考编普遍适用双盲机制，即面试官和考生彼此都不知道对方的真实身份，面 ...