The top management of the company decided to lay off employees, and HR was assigned to carry out this decision, acting as the tool man, becoming the scapegoat, and bearing the abuse of employees.

When the sales department underperformed, the target was HR, accusing them of hiring incompetent employees.

HR struggles to express their dilemma:

"Why hasn't the KPI of the Marketing Department been completed?"

"Because HR didn't hire the right people!"

"Why are the drawings in the design department so ugly?

"Because HR didn't hire the right people!"

"Why have the finance department's numbers been wrong lately?"

"Because HR didn't hire the right people!"

"HR has hired, why hasn't performance been completed?"

"Because HR doesn't organize business training for new employees!"

"HR organizes so much training, why isn't performance done yet?"

"Because HR is hiring the wrong people!"

...

The ability of employees to make the leadership is not satisfied, and the final back is always HR!

So how do you get the right people? How can an employee's performance during the interview and after joining the company be drastically different?

Even if HR is all ears and all eyes, they can't resist the candidate's bombast and deception.

HR people also thought about the back adjustment of the candidates in advance, but the alternative is specialized, coupled with limited energy, the only back adjustment work they can do is to verify the identity information and education information of the candidates, and then contact the references provided by the candidates to simply verify the authenticity of their work history, which is impossible to do more in-depth and professional back adjustment.

Nowadays, many candidates in order to deal with the back tune, provide fake contacts, colluding with former colleagues, certificate report p chart fraud and other situations are common, and some even spend money to hire "professionals" to deal with the back tune, a variety of tricks, HR is difficult to detect.

In the face of such problems, the only way to entrust a third-party backing company to carry out the backing is a more effective solution:

1. Professionalism: Dig deep into the truth

Third-party backtracking companies focus on background checks, have specialized skills and experience, and have more officially authorized channels of legitimate compliance data sources. Learn more about how to investigate deeply and identify the truth, while ensuring the legitimacy and accuracy of the investigation process.

2. Objectivity: Examine without prejudice

The third-party backtracking company has no interest relationship with the candidate, will not be affected by subjective bias, and can maintain an objective and neutral attitude in the backtracking process, and only conduct investigations based on facts and real information, so as to provide a more authentic, valuable and referential backtracking report.

3. Comprehensive and wide: multidimensional verification

Third-party backtracking companies can conduct comprehensive and in-depth investigations, including but not limited to education, work experience, bad records and other aspects, some professional third-party backtracking companies (such as Aosin backtracking) can independently find multiple effective references for cross-verification when verifying work resumes, to ensure that the feedback content is more comprehensive and more in-depth.

4. Efficiency worries: save time and worry

Selecting a third-party backtracking company for background investigation can save enterprises a lot of time and resources, and enterprises do not need to spend a lot of time and human resources to collect and verify information. At the same time, it can reasonably and legally avoid legal risks that may occur in the process of backtracking, and achieve a time-saving and worry free recruitment experience.

5. Speed of recruitment: Match candidates accurately

Background investigation by a third-party backtracking company can quickly and accurately determine whether the applicant's background meets the requirements of the enterprise, which helps the enterprise find the right candidate faster, improve the recruitment efficiency and talent retention rate, and inject strong impetus into the steady development of the enterprise.

In conclusion, although corporate HR has the ability to have the time to conduct their own background investigation, it is more advantageous to choose a third-party company to conduct the investigation. The difficulties that HR has to face are carried by a professional third party, and the pot that HR has to carry is shared by a third party.

Note: The copyright of this article belongs to the proud back tone, if you need to reprint or extract, please indicate the source!