When formulating recruitment standards, special attention needs to be paid to avoiding any legal risks that may constitute employment discrimination. According to the relevant provisions of China's "Employment Promotion Law" and "Labor Law", the legitimate rights and interests of workers are protected by law, and the employing unit shall not set employment restrictions based on factors unrelated to the ability to work. The following are the recommended job description framework for compliance： 1. The part of job responsibilities can be emphasized： "* Be able to ensure that you maintain professional focus during working hours and strictly abide by the company's attendance system • Possess excellent task priority management capabilities to ensure the timely performance of work responsibilities •Be able to effectively balance work and life, and ensure the reasonable distribution of work energy" 2. The job requirements can be expressed as： "* Possess a high sense of professional responsibility and be able to consciously abide by corporate rules and regulations • Have good time management skills to ensure that personal activities do not affect the quality of work •Able to adapt to flexible work arrangements and cooperate with emergency work tasks when necessary" Three, precautions： 1. Avoid directly mentioning any specific interests and hobbies, and focus on work ability requirements 2. It is recommended to use the behavioral interview method in the interview (such as "Please give an example of how you balance work and personal affairs") for investigation. 3. A probation period evaluation mechanism can be set up to evaluate candidates' professionalism through actual work performance What needs to be specifically stated is： According to the guidelines for Typical Cases of Labor Disputes issued by the Supreme People's Court in 2018, employers shall not use the freedom of legal activities of workers in their spare time as a condition for employment. It is recommended to consult professional labor legal counsel before formulating a recruitment policy to ensure full compliance with the relevant provisions of the Labor Contract Law. Alternative proposal： Candidates' self-management skills can be investigated by designing structured interview questions, such as： "When faced with urgent work tasks, how would you adjust your personal arrangements? " "Please share your successful experience of handling multiple transactions at the same time" This can not only assess the professionalism of candidates, but also avoid legal risks.