HR, in the eyes of the outside world, can get paid just by chatting and typing in the office. It is a glamorous, relaxed and stress-free job.

HR suffering in actual reality! In the boss and employees between the gap to survive behind the silent bear a lot of pressure. Especially in the recruitment, often when the back pot man!

Recruitment accounting does not understand the formula, professional ability is not good, hr back pot!

Recruitment sales do not understand the business, hr back pot scolded, but also have to re-recruit!

The employee is a deadbeat, the company receives debt calls every day, hr is annoyed, but also have to back the pot!

The recruited employees have the obligation of non-competition, which causes the company to have a lawsuit, and hr backs the pot to fix the pot!

The recruitment of employees is a "workplace salary fraud" repeat offenders, no output, but let the company suffer heavy losses, or hr back pot!

...

After the employee entered the company, he found that there was a problem, and the HR was hard to explain...

Some problems can not be seen only by resumes and interviews, but also through rigorous professional back tones to find.

Do a good job in advance, you can prevent employees from the following situations, do not have to do the back pot man:

1. Falsification of academic qualifications: The candidate's academic qualifications are falsified, such as impersonating the identity of others, or falsifying academic information, reading a pheasant university, etc.

2, professional certificate fraud: the relevant professional certificate provided by the candidate is fake, or the level can not reach, or there is no such certificate, does not meet the entry qualification.

3. Job resume fraud: candidates' excessive beautification of resumes, excessive extension of working hours, combined work experience, job fraud, job content fraud, job performance fraud or over-exaggeration, etc.

4. Lying about the reasons for leaving: The candidate hides the real reasons for leaving during the interview, such as being persuaded to leave by the original unit due to gross negligence in the work, or leaving due to serious violations of discipline, etc., but says that he is voluntarily taking the initiative to leave and change jobs.

5, bad history: the candidate has debt, litigation, arrears and taxes and other risk records.

6. Industry blacklist: The candidate has a record of financial violations, is a member of the real estate supervision blacklist, and has non-compliance behaviors in the food and drug industry.

7. False salary statement: The candidate misstated his salary in his resume, and the overstated rate is more than 20%.

8, work ability does not match: the candidate is good at talking during the interview, exaggerates personal ability and performance, is a face bully, but the actual work performance in the former unit is poor, professional and technical ability is weak, and can not complete the work.

9. Bear the obligation of non-competition: If the candidate has the obligation of non-competition, it may be necessary to bear the legal risk of joint infringement with the employee.

10. Too much negative information: Candidates often violate company regulations, have serious interpersonal relationships, bad work style, poor moral conduct and other problems.

The above situation can be found in the process of back adjustment, and far more than that, do a good job of back adjustment in advance, find the problem early, and stop the loss in time.

Many companies may feel that the candidates are interviewed by hr, and they know more about them, and it is most appropriate to entrust the back adjustment work to hr to do it (after all, it does not cost extra money).

But it's not.

Usually hr's work is busy enough, if you add a back transfer work, it is likely to be overwhelmed, easy to ignore one thing and lose another.

In addition, because of professional specialization, hr is not familiar with and standardized enough to understand the operational process of background investigation, and it is difficult to get true and effective information, and even easy to cause legal disputes.

In addition, hr's identity is sensitive, and they have a good initial impression of the candidates in the interview, and it is easy to carry filters in the process of back adjustment, resulting in the back adjustment report is biased and not objective and true.

Therefore, it is most appropriate to entrust a third party to carry out the background investigation for employees.

Entrusting a third party company can get twice the result with half the effort.

1, professional: third-party companies specializing in background investigation, with professional skills and experience, with more official authorized legal compliance data source channels. Learn more about how to investigate deeply and identify the truth, while ensuring the legitimacy and accuracy of the investigation.

2, objectivity: the third-party backtracking company has no interest relationship with the candidate, will not be affected by subjective bias, can maintain objective and neutral in the backtracking process, only based on facts and real information to investigate, the obtained backtracking report is more real, more valuable, more referential.

3. Comprehensiveness: third-party companies can conduct comprehensive and in-depth investigations, including but not limited to education, work experience, bad records and other aspects, and some professional third parties (such as Aoxin) can independently find multiple effective references for cross-verification when verifying work resumes, and get more comprehensive and deeper feedback.

4. Save time and resources: Selecting a third-party company to conduct background investigation can save enterprises a lot of time and resources. Enterprises do not have to spend a lot of time and human resources to collect and verify information, and can reasonably and legally avoid legal risks that may occur in the investigation process.

5, improve the efficiency of recruitment: through the third-party company background investigation, you can quickly and accurately determine whether the applicant's background meets the requirements of the enterprise, which helps the enterprise to find the right candidate faster and improve the efficiency of recruitment.