2. A thorough employee background investigation report can save unnecessary expenses for the enterprise in the future, avoid the risk of employing people, reduce the related expenses of enterprise recruitment, training and retraining, and more importantly, select reliable talents for the enterprise to avoid damage to the company and customers, thus promoting the enterprise to generate greater benefits.
The service team of the third-party professional background investigation agency can help enterprises avoid employment risks at a relatively low cost, improve the recruitment quality, speed up the recruitment process, verify the background information of pre-employed employees in many ways, and make fully informed employment decisions. General companies will communicate or contact backup personnel in time.
3. If you haven't heard from the company for a long time, one is to consult the progress of the employer by telephone, and the other is to be prepared to find a house.
Let's take a look at your job search process: resume submission-> interview notice-> initial test-> second interview-> end face-> talk about salary-> accept HR background investigation-> sign offer > accept third-party background investigation-> physical examination-> resign-> job handover-> handle resignation procedures-> join a new company-> accept probation inspection-> pass probation.
In this process, each arrow is a process that is as short as two or three days and as long as more than half a month.
From submitting your resume to receiving the interview notice, the average time is more than half a month, and sometimes you even get the notice of the position you put in a few months ago; The physical examination may be the fastest, and a physical examination report will be issued in 4-5 days normally; If the leader doesn't stay after you resign, it will take you about 1 month to go through the resignation procedures, and some units are still interested in dragging you down; The background investigation of a new unit usually takes half a month, the fastest is 7- 10 days, and the slowest is one month. The probation period after registration is 3-6 months, which is relatively long.
Of course, this article mainly talks about the waiting time after flattery, and we will "try first->; Re-interview-> interview-> talk about salary-> accept HR background investigation-> take out the "sign Offer" paragraph. There are several candidates at every step, not just you. Interview today, Offer tomorrow and report the day after tomorrow. Under normal circumstances, a new position, even talking about your salary, will retain at least two applicants, not to mention the final preliminary examination and re-examination.
There is another link that is the most difficult to understand. Most job seekers think that "talk about salary today and give it tomorrow". Wrong, after talking to you about salary, you will talk to another person about Offer, and then short people choose general or even internal recommendation, and you are out. Why should we give you an Offer when we agreed on a good salary? Forget it.
In fact, before the Offer is sent to you, the personnel themselves will do a background check on you and ask you to provide proof of salary and bank flow. You will hesitate, "I haven't resigned yet, can I give it?" After a day or two, I still have to take time to prepare these two supporting materials.
After submission, HR will discuss the registration date with you, then input your information into the company's new employee system, and then make an electronic version of the internal Offer, print it out, and find several department leaders to sign it. After that, the HR recruiter can send you an appointment letter and sign it. The last person to sign is the director of human resources. These contracted leaders are very busy and have constant meetings. HR can't treat your confidential offer as a simple document, "throw it on the leadership desk and get it later". She will come over several times in case the leader is away on business for a few days.