Hands-on, HR calls the candidate’s former employer himself
Advantages:
The only advantage is that it saves money, but the cost savings are very limited; at the same time, it also costs HR It is suitable for companies that really don’t have a budget.
Disadvantages:
Not only does it increase your workload when HR conducts back-checking in person, it is common to be rejected by interviewees, but what you fear the most is verifying it yourself. If something goes wrong with the employee eventually, things will get into trouble. Specifically: For basic data inquiries, except for academic qualifications and degree information that can be queried one by one through Xuexin.com, other data such as identity verification, business registration, and online loan negatives cannot be accurately verified. HR's daily work has become saturated, and it is difficult to spend time conducting detailed background checks. It is also difficult to identify whether candidates have provided real information about their previous employers, and it is difficult to guarantee the effectiveness of background checks. Many companies only conduct random checks when conducting background checks. They are often engaged in psychological warfare with candidates, trying to screen out those who have "ulterior motives". However, the actual effect of this method is not obvious. HR is faced with an embarrassing choice: if there is a problem with back-up recruitment, it will be difficult to complete the recruitment KPI; if there is no problem with back-up transfer, it will have to bear the corresponding responsibilities.
Inquire and inquire through the HR circle
Advantages:
Saving costs. It is generally effective for candidates with higher positions in the same industry, who are easy to find out; or if you are lucky and have a wide circle, you can sometimes get to know them by chance.
Disadvantages:
For candidates from cross-industry and non-core positions, the proportion of candidates who are interviewed within the circle will be greatly reduced. In order to inquire about a person, multiple channels and resources need to be used, and the final result is not yet certain, which is time-consuming and labor-intensive. Even if it is possible to find out, how reliable can the source of the information be? And just based on one's own words, if the other party has not done any background research on the candidate before, how can it ensure that the candidate's identity, academic qualifications, business registration, negative online loan and other background information have no bad records?
Entrust a headhunter to assist with back-recruitment
Advantages:
Use recruitment money to complete the back-recruitment at the same time. Generally, there is no additional expense, or the cost is low. This reduces the extra workload of HR and mainly provides the specific information of the candidates to headhunters.
Disadvantages:
This seemingly method of killing two birds with one stone actually has the following problems:
Headhunting companies generally do not have a dedicated back-tracking team, and most of them are responsible for The headhunters recruited by the company also have the responsibility of back-checking; even if the headhunting company entrusts a third party to conduct back-checking, the cost will naturally be paid by the sheep. Headhunting companies all hope that the candidates they recommend will be hired by the company, which leads to a lack of reliability in back-office recruitment. Back-end adjustments are generally conducted offline, and communication with enterprises is not efficient enough.
Traditional offline background investigation companies
According to the "2018 China Workplace Integrity Situation Survey and Analysis Report", although most companies are still using the method of calling the candidate's employer and asking within the circle, However, more than 20% of companies have begun to use third-party back-checking platforms, and the proportion is rising.
Advantages:
Using a third-party company to conduct back-checking allows HR to focus more on recruitment. The interview team of a third-party back-checking company is experienced and can screen candidates' situations faster and more accurately, which can avoid recruitment risks to a certain extent. It can provide customized back-office services according to the different needs of the company, gain an in-depth understanding of candidates from different dimensions, and has a strong ability to independently search and verify the authenticity of candidates' previous employers.
Disadvantages:
However, the high fees and high threshold of traditional back-adjustment companies have also discouraged most companies, who want to add an additional "back-adjustment" process within a limited cost range. Simply out of reach. Apart from cost and threshold issues, there are also the following disadvantages: from the contract and authorization letter before the back adjustment, to the feedback and invoice after the back adjustment, it is mainly completed offline, the process is cumbersome and the progress is uncontrollable. The service levels of different back-tuning companies are uneven. Once you choose a company, if you are not satisfied with its service quality, the cost of changing service providers is high; and even if you really change one, it is difficult to guarantee that the service quality will not be worse. . Most traditional back-investigation companies do not have credit reporting licenses, and the data platforms they connect to are expensive and their credibility needs to be verified, and the corresponding back-investigation service fees will also be higher.
Fully Internet-based back-reporting platform
Based on the changes in user behavior and habits in the Internet+ era, as well as the industry-wide emphasis on workplace integrity and the sharp increase in the demand for back-checking, the entire process is Internet-based A new back-adjusting platform emerged at the historic moment, completely overturning the traditional back-adjusting platform.
Advantages:
The fully Internet-based back adjustment experience saves a lot of manual services, shortens the time, and reduces the back adjustment price to the lowest. Enterprises can complete the entire process from registration, recharging, selecting back-end service, checking progress, completing reports to issuing invoices on PC or mobile phone. Through authoritative big data verification, supplemented by professional manual in-depth interview mode, the back-up range is wide, and it can generally cover more than ten items of basic data to be instantly generated and up to dozens of manual interview capability indicators to be accurately verified. It is constantly updated and iterated according to the actual user needs and experience, and the fool-like operation is easy to master. For example, batch data item query, hierarchical management of parent and child accounts, free selection of back-up packages at different levels of primary, intermediate, and high levels, etc. The platform-based model makes workplace back-checking no longer just for large companies. Companies of any size and type can use it with zero threshold, and can easily complete back-checking without door-to-door service. Eliminate the worry of companies only cooperating with one traditional back-painting company. Through the platform's back-reporting, you can freely switch between multiple interview service providers without the need to renegotiate. Even when facing hundreds or thousands of people's back-reporting, you don't have to worry about their service capabilities and efficiency.
Disadvantages:
The platform will inevitably have small bugs during the update and iteration process, and it needs to be continuously upgraded and improved. New features require a little learning and getting used to.