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An employer specifically specifies employment conditions according to needs to recruit workers or reviews workers who have applied by submitting required documents and then hires them. At this time, the employer generally reviews health, education, abilities, aptitude, and other factors, but in many cases, confirmation of the worker's beliefs or attitude toward labor unions, union activity history, etc., becomes the key point. In addition, for women, various discriminations exist such as ① not hiring because they are women ② making marriage or childbirth resignation a condition ③ hiring limited to specific job types. The Equal Employment Opportunity Act for Men and Women, enacted on December 4, 1987, stipulates that employers must provide women with equal opportunities to men in recruiting and hiring workers (Article 6 of the same Act) and prohibits gender discrimination in hiring. Employers often set a probationary period for a certain period after hiring, but during that time, they cannot cancel the hiring without reasonable reason, and also cannot cancel it after a hiring decision due to economic downturn or similar reasons. In addition, making union membership or withdrawal a condition of employment is not permitted. Furthermore, recruitment is conducted according to the planned recruitment number, which means the number of personnel planned to be hired regardless of the shortage in the current year, and recruitment-related costs include recruitment advertising costs, costs incurred for recruitment tests (e.g., test venue rental fees, question setting allowances, transportation and meal expenses paid to examinees, etc.), and wages and allowances for those engaged in recruitment-related tasks (e.g., temporary supervisors hired for test supervision, etc.).