The offer says that it will backtune, there are two possibilities:

First, will not back: just to scare you, let you provide real material.

Second, will back: inform you in advance, so that you are ready.

1. About the back time: generally divided into two periods, one is after the interview, before the offer, one is after the offer.

2. About the backtracking method: either HR independently backtracking, or entrusting a headhunting company to backtracking, or entrusting a third-party backtracking agency to carry out backtracking, but no matter which way, before backtracking the candidate's personal information, it is necessary to obtain the candidate's consent and authorization before carrying out legal and compliant backtracking.

3. About the back content: there are four main categories, respectively, basic information verification, education information verification, bad record verification, work history verification.

(1) Basic information verification: identity information, identity portrait, identity validity, etc.

(2) Education information verification: education, degree, certificate, title, etc.

(3) Bad record verification: litigation records, contingent liabilities, arrears and taxes, industry blacklist, etc.

(4) Resume verification: This is the top priority of back transfer. Generally, the candidate's work experience in the past 10 years or the last 2-3 work units will be investigated. The investigation of the employee's work resume includes the work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, and whether there is competition restriction.

No matter what the situation, we do not have to worry too much, provide real information, good faith job hunting can!