Advantages:
The only advantage is to save money, but the cost saved is very limited; At the same time, it has also suffered from the loss of HR itself, which is suitable for enterprises that really have no budget.
Disadvantages:
It's not uncommon for HR to personally increase the workload, but it's more common to be rejected by the interviewer, but what I'm most afraid of is that the employee who has verified himself finally has problems, and it will be troublesome to spread it out. Specifically, for the basic data query, except the information of education and degree can be queried one by one through Xuexin.com, other data such as identity verification, industrial and commercial registration, negative online loan and so on cannot be verified accurately. The daily work of HR people has become saturated, so it is difficult to spend time on detailed background investigation, and it is also difficult to identify whether candidates have provided real information about their former employers, and it is also difficult to ensure the effectiveness of the back tone. Many companies just do spot checks and often fight psychological warfare with candidates, trying to screen out those who are haunted, but the actual effect of this method is not obvious. HR faces an awkward choice: it is difficult to complete the recruitment by backing KPI; If you can't adjust the problem, you must bear the corresponding responsibility.
Inquire through HR circle
Advantages:
Save costs. Generally speaking, it is effective for candidates with higher positions in the same industry who are easy to find; Or lucky enough to have a wide circle, sometimes I can happen to know.
Disadvantages:
For candidates in cross-industry and non-core positions, the proportion heard in the circle will be greatly reduced. In order to figure out a person, it takes a lot of channels and resources, and it is time-consuming and laborious to be uncertain about the final result. Even if we can find out, how reliable can the source be? Moreover, based on one's own opinion, if the other party has not done anything against the candidate before, how to ensure that the background information of the candidate's identity and education, industrial and commercial registration, negative online loans and so on has no bad record?
Entrust headhunters to assist in callback.
Advantages:
Using the recruitment money to complete the callback at the same time, there is generally no extra cost or low cost. Reduce the extra workload of HR, mainly to provide specific information of candidates to headhunters.
Disadvantages:
This seemingly kill two birds with one stone method actually has the following problems:
Generally speaking, headhunting companies don't have a special back-up team, and most of them are headhunters responsible for enterprise recruitment. Even if the headhunting company entrusts a third party to carry out the back adjustment, the cost is naturally the wool on the sheep. Headhunting companies all hope that the candidates they recommend can be hired by enterprises, which leads to the reliability of back tone. Callbacks are generally conducted offline, and the efficiency of communication with enterprises is not high enough.
Traditional offline background investigation company
According to the "20 18 investigation and analysis report on workplace integrity in China", although most enterprises still use the method of calling candidate employers and inquiring in circles, more than 20% enterprises have started to use the third-party backup platform, and the proportion is rising.
Advantages:
Callback through a third-party company can make HR more focused on recruitment. The interview team of the third-party rotary company has rich experience, which can identify the situation described by the candidates more quickly and accurately, and avoid the recruitment risk to some extent. According to the different needs of enterprises, we can provide customized back-tone services, understand candidates from different dimensions, and have strong ability to independently find and verify the authenticity of former employers left by candidates.
Disadvantages:
However, the high fees and high threshold of traditional back-adjustment companies also discourage most enterprises, and it is simply out of reach to add another "back-adjustment" process within a limited cost range. Aside from the cost and threshold issues, there are still the following shortcomings: from the contract and power of attorney before the transfer to the feedback and invoice after the transfer, the process is cumbersome and the progress is uncontrollable. The service level of different companies is uneven. Once a company is selected, if it is not satisfied with its service quality, the cost of changing service providers is very high. And even if it is really changed, it is difficult to guarantee that the service quality will not be worse. Most of the traditional post-adjustment companies do not have credit licenses, so the cost of docking data platforms is high, the credibility needs to be verified, and the corresponding post-adjustment service costs will be higher.
Internet whole process feedback platform
Based on the change of users' behavior habits in the internet plus era, and the industry's emphasis on workplace integrity and the sharp increase in demand for CRBT, a brand-new CRBT platform with full Internet access came into being, completely subverting the traditional CRBT.
Advantages:
The whole CRBT experience based on the Internet saves a lot of manual services, shortens the time and reduces the price of CRBT to the maximum extent. The enterprise can complete the whole process from registration, recharging, selecting the callback service, checking the progress, completing the report and issuing the invoice, which can be completed on PC or mobile phone. Through authoritative big data verification supplemented by professional manual in-depth interview mode, the callback range is wide, generally covering more than ten basic data seconds, and up to dozens of manual interview ability indicators for accurate verification. According to the user's actual use needs and experience, constantly update the iteration, fool-like operation, easy to master. For example, batch data item query, hierarchical management of mother-child accounts, free selection of different levels of ring back tone packages, etc. Platform mode makes workplace back-tuning no longer just the patent of large enterprises, and companies of any size and type can use it with zero threshold, and can easily complete back-tuning without on-site service. Dispel the concern that enterprises only cooperate with a traditional company. Through the callback of the platform, you can freely switch between multiple interview service providers without renegotiation, even if you focus on hundreds of people, you don't have to worry about their service ability and efficiency.
Disadvantages:
Small bugs will inevitably appear in the iterative process of platform update, which needs to be continuously upgraded and improved. The new function needs a little learning and adaptation.