What is the right thing to do? Many companies will determine whether the background of job seekers is fake when considering offering them an offer. However, the back tone cannot be arbitrary and requires the consent of the job seeker. Then how to do the back sound is correct!
How to make an echo is correct? 1 1. What is the inversion?
Background investigation refers to the act of verifying the personal data of job seekers by collecting references provided by external job seekers or previous companies, which is an effective method to directly prove the situation of job seekers.
Obtain the relevant information of the background data of the employees under investigation through various normal and legal methods and channels.
By comparing the obtained information with the resume information provided by the interviewee and the information collected in the interview, it will become a reference for human resource managers to hire employees and provide important materials for talent decision-making.
Through the background investigation, we can confirm the job seeker's education, work experience, personal quality, communication ability, work ability and other information.
Second, the meaning of the back tone
(1) Know yourself and know yourself.
As the saying goes, "Know yourself and know yourself". Do a background investigation before the employee takes up his post, understand his work ability and conduct, and have an objective and fair evaluation of the other party, which is more conducive to fighting side by side in the same team in the future.
In addition, background investigation of employees and business partners is also an effective way to protect the business interests of enterprises and the normal operation of organizations.
(2) Eliminate potential risks
It is far-reaching and extensive for any enterprise to employ on-the-job employees or business partners without knowing it. It can even be said that "success is also Xiao He, and failure is also Xiao He".
If you recruit employees who cover up their real experience because you have not done a good background check in advance, you are likely to fall into unnecessary legal disputes and damage the economic benefits of the enterprise.
Third, back adjustment time
Go back to time, usually before the offer and after the interview.
Fourth, back mode.
When filling in the application registration form, the applicant needs to fill in the name and contact information of the complete referee who has a working relationship with him. In addition, there are many ways to do feedback, do it yourself and the third party, but pay attention! Requires the authorization of the candidate.
The company set its own tone.
(1) Ask acquaintances in the same industry
If it is the same industry, each industry will have a fixed circle, which is a way to know the information of candidates faster. But this way may be influenced by the subjective emotions of the people who are understood.
(2) The Human Resources Department conducts an investigation.
This is also the most commonly used way to verify job seekers' academic information and work experience through enterprise HR, but it is also subjective.
Telephone survey
The advantage of telephone search is that it is fast and convenient, and you can grasp the basic situation of job seekers in a very short time; The disadvantage is that due to time constraints, the amount of information obtained is small.
questionnaire survey
The advantages of questionnaire survey are comprehensive information and high accuracy; The disadvantage is that it takes a long time. Some referees are afraid of causing unnecessary disputes and are unwilling to evaluate job seekers in written form, resulting in no reply to the questionnaire, and some only give feedback to some information in the questionnaire.
Network investigation
Nowadays, more and more recruiters will get to know job seekers through social networking sites such as blogs, Weibo, QQ Space and Renren, so as to make reference for hiring decision.
However, the applicable population is limited, because not everyone will have online records, and the authenticity needs to be evaluated.
Academic Certification-China Higher Education Student Information Network (Xuexin.com) is used to query the graduation/degree certificates of graduates after 2003.
The background investigation mutual aid association, a basic back-adjustment project, is a back-adjustment platform for HR to help each other, such as entry and exit time, post, violation of discipline, labor correction, reasons for leaving, general evaluation, etc.
(3) Entrust a third party to make a callback.
This method is generally suitable for large foreign enterprises or state-owned enterprises with a certain scale. The information obtained in this way is more comprehensive and credible.
5. What is the background sound?
Generally speaking, the content of background investigation can be divided into three categories: education, work experience and income.
1. Service time, position, promotion or demotion, and reasons for leaving in various organizations;
2, the actual work content and responsibilities, performance evaluation;
3. Salary and welfare status of the current position;
4. Work ability, attitude and personality characteristics; ;
5. Whether there is long-term absence or sick leave (good health);
6. Whether a non-competition agreement has been signed;
7. Are there any labor disputes or disputes?
What is the right way to do the back sound? Recently, I have received many complaints from HR friends, all of which are about the applicant's back tone.
Some job seekers "package" their resumes to the point where it is difficult to distinguish between true and false. For example, someone uses retouching software P to print the company seal; If you find yourself with the same name as a famous school graduate, use their learning experience in your resume; In order to justify himself, the contact of the original unit left the phone number of a good friend. ...
In the large-scale workplace reality show "Exciting Offer", an intern who participated in the program publicly admitted that his resume was false and forged an internship experience in a big company that did not exist at all.
I thought that all the people who could be on the show were "big brothers", but I didn't expect the dazzling resume to be mixed with water. This incident also made the program group questioned by many netizens: "Isn't the program group against the players?"
That's the truth. We didn't do a good job of callback in advance, which led to various problems in the follow-up, and ultimately it was not worth the candle.
First, the back tone is inefficient or ineffective. What's the problem?
In the recruitment process, the last stage of checking candidates is background check. Even if the job seeker does well in the interview, he can only say goodbye if the reply fails.
However, when HR makes a callback, the referees of the original unit always don't cooperate, some answer simply, some feel perfunctory, and even hang up and refuse. Even if you cooperate, you will avoid talking about the shortcomings and problems of the candidates, and it is difficult to achieve the expected effect of the back tone.
If the candidate has no special achievements or major mistakes, then 80% of the information we receive may be "not bad" or "all good".
In fact, in most cases, it's not that the other person doesn't want to say it, but that he doesn't know how to say it. This has a lot to do with the way we communicate. Interviews often ask open-ended questions, but the opposite is true. Ask detailed questions, get to the bottom of vague key answers, and ask as much valuable information as possible.
Second, how to ask questions when doing back tone?
From my own professional point of view, through the understanding of the company and the actual needs of the employing department, I can comprehensively determine what information I want to know about the applicant, and then I can "design" questions and questioning methods.
For grass-roots employees, it is necessary to check some basic information, such as identity information, education, bad records and so on.
For middle and senior managers, in addition to basic information, the interview content is logically verified by designing interview questions, so as to judge the true competence of candidates.
In a word, the checked ring-back tone information should be used as the basis for employment decision.
Third, the open question:
If you want the other person to talk as much as possible, you need to ask some open-ended questions and give some explanations and explanations.
Take the performance of the candidate as an example. If you ask a question with "How did A perform during the work?", you will often get only "good".
If we change to open-ended questions, we are more likely to get the information we want, such as "What breakthroughs did A make in his performance during his work in your company" or "What improvements did A make in his performance when he left the company compared with when he first joined the company".
Four, closed questions:
Some questions require closed-ended questions, so that the other party can answer yes or no, or provide options for the other party to choose.
Take understanding the work enthusiasm of candidates as an example. If you ask "How is A doing in your company", you may still get a "good" answer.
Instead of the closed-ended question "Can A finish the work within the specified time?" "Is A's frequent overtime work an increase in workload or a problem of ability and efficiency?" "Full score 10, how many points do you give to A's work enthusiasm?" This way of communication may be more concise and efficient.