As far as I know, HR generally doesn't ask the job of the applicant's parents. This kind of private information belongs to personal privacy, and employers and employees should respect it and only pay attention to the skills, experience and ability related to recruitment. However, sometimes there are questions about parents' work in some individual professional fields.

For example, for academic institutions and government projects involving high-level talent recruitment, they sometimes care about the background and academic qualifications of candidates. These aspects may involve a person's parents' occupation and family background, but such information will only be discussed at the personal will of the job seeker, and such issues are usually discussed between the interviewer and the applicant, not in the recruitment requirements. Sometimes, some informal enterprises may know the applicant's family background by asking about his parents' work, but this is not the information that employers should care about, and it involves the privacy protection of candidates. If the job seeker thinks that his privacy has been violated or abused, then the job seeker can choose to complain to the local labor inspection department about the behavior of the relevant enterprises.

. In the workplace, personal privacy is very important and protected by national laws and regulations. In the process of interview and job hunting, HR and employers should avoid asking personal information of candidates or their families, especially information unrelated to work, which is also the embodiment of common sense and professional ethics.

In addition, candidates can know the job information and skills needed for the job, and show their job-related abilities and specialties in the interview, such as work experience, professional skills, language skills, teamwork skills, etc. At the same time, during the interview, you can also ask the interviewer questions, such as understanding the company's culture, development prospects, working hours, wages and benefits, etc. And answer any questions, which will also help us to better understand the working environment and various policies.

In addition to specific questions about work skills and knowledge, the interviewer can also ask other reasonable questions, such as the company's cultural atmosphere, development prospects, performance goals and so on. This not only helps to enhance their advantages in the interview, but also shows that a professional attaches importance to his own ability and future development.

When asking questions about family background, candidates can guide interviewers to focus on their own experiences and abilities, actively share what they have learned, and introduce their career plans and future development goals, which is more likely to be favored by employers. Generally speaking, employers should avoid asking for personal information unrelated to work during the recruitment process. Interviewers should pay attention to their skills, professional skills and experience, show their professional background and professionalism, and ask questions about the recruitment company's culture, development prospects and performance goals, so as to understand the company and future career development direction. This can make the information exchange between the position and the job seeker more targeted and effective, thus providing more opportunities and choices for both sides of the interview.

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