Can I refuse to provide the salary certificate of my previous company when I join the company?

For job seekers, they may have gone through several rounds of interviews and even got an offer, but they were finally included in this "background investigation". From the perspective of HR recruitment, in theory, a background check should be conducted for every employee who is about to join the company. However, most enterprises only conduct background checks on key core positions and middle and senior management positions. Because of information asymmetry, resume and interview alone may not satisfy a deeper understanding, so background check has become one of the tools for recruiting HR to screen qualified talents.

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However, some background checks are opened in a way that people can't help but vomit: Why is it so wonderful? Xiaoya, a friend, vomited in the group that after the interview, he felt that there was little chance of admission, and he received a phone call from HR the next day, but the other party didn't have any definite notice of interview passing or admission, and he had been setting the salary level and salary structure of his family. Even asked the bank to issue a proof of running wages. This made her very angry. Since the relationship between the two sides is not clearly defined, she has the right to refuse this kind of privacy-related tone. Besides, it makes you feel untrustworthy. Since sincerity is inconsistent, there is nothing to say. So she gave up the position.

Is it reasonable for background check to require salary flow to prove?

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In fact, candidates can be required to provide relevant information on the day of employment or before employment, but this cannot be used as a requirement when both sides of the interview have not yet determined any intention. First of all, the bank running record of salary income belongs to personal privacy information, and not everyone is willing to provide this to a third party. In particular, new employees have not been employed for a long time, and their feelings and trust with the new company have not been fully established. At this time, the company proposed to look at this, and the requirements were quite out of line.

Secondly, the past income of new employees and the salary level given by the new company are of little reference significance. Some people will say that this kind of back tone is necessary, because you don't know the true value and level of job seekers, and you are worried that the salary of the other party is too high. Finally, companies with standardized management basically have salary standards for various positions. Enterprises should set salary standards for employees according to the market and their own actual conditions. Instead of following other people's wages. Don't take the market value as the standard, take the salary of the other person's last job as the standard. Don't go to such enterprises no matter how high the salary is. Without a pattern, it will only exploit employees.

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