Byte passed the fourth round of interviews, and finally the background adjustment link informed that the results were not good, and the entry was "yellow". I want to cry without tears
After four rounds of interviews for half a month, I was happily waiting for the entry, but who knew that the background adjustment did not pass. Ask the specific reason why byte hr didn't pass, and hr didn't reply!
Later, a colleague who had a good relationship with me in the former company revealed that the company's back investigation ** was received by the HR manager of the former company. I really don't know what the other party's mentality is, I don't have a big conflict with the former company, and I don't have much HR to deal with, the only time was when I was laid off, I asked the company for N+1, and I quarreled with the HR manager for a few words, I can't hold a grudge because of this.
I have something to say about the background of the big factory.
According to relevant third-party statistical survey data, the average probability of resume fraud in the job market is 38%, of which about 30% is in the Internet industry. After analyzing the data of background survey reports of all Internet industries, it can be seen that the probability of job seekers falsifying on the "working time" item is 12%;The probability of falsification on the "Hold a Position" item is 139%；The probability of fraud on the "Business Conflict of Interest" item is 125%。Therefore, large factories and well-known companies have very strict requirements for the background investigation of recruits.
Among the major Internet companies, Ali and Goose Factory attach more importance to the entry background investigation, and not all candidates will conduct third-party background investigation, mainly depending on whether the candidate's rank is compliant. Why is this so, because the number of personnel recruited by Byte in the past few years is very large, and some of them are basic positions (audit posts), if everyone is recruited to carry out background investigation, it will require a large amount of expenses, and it is the best choice to reach a certain level of background investigation.
The forms of background adjustment are: company HR background investigation, third-party background investigation and dark investigation. The company's HR background survey is generally very simple, and the common forms of investigation are: 1. Academic survey, academic information graduated after 2001, which can be queried through the "Academic Information Network";2. Qualification certificates, such as certified public accountants, can be queried through the national network of national qualification certificates3. Work history will be confirmed by checking social security records, bank statements and information provided by certifiers.
Third-party background investigation generally requires email or SMS authorization from the recruiter. The survey method is generally similar to the company's HR background survey, and several items may be added (such as the need to provide former company leaders***, former colleagues***, etc.). In addition, when the third-party background investigation company issues the investigation results, it will prompt the red, yellow, and green risk levels, and the red ones may pass directly, and the yellow ones may still have a chance, but now they are basically passes. In the yellow case, if HR thinks you are very good, it will further ask the reason for the inconsistency of the information, and if you can explain it clearly, the basic problem is not big.
Undertones are generally company executives or non-compete investigations. Obtain your real information through your contacts, sometimes using special methods, such as squatting at the place where you commute to and from work to take pictures, sending emails to the company where you work to receive the recipient of yourself, and paying your colleagues to testify, etc. (these are mainly for breach of non-compete agreement). Therefore, everyone should try to get together and disperse with the former company, in case they are stabbed in the back when they do dark tunes.
Back to our attention.
1. The former company personnel left behind by the background should try to be colleagues with good relations. Even if you are not very familiar with it, say hello to the HR and leader of the former company in advance, so that they can describe it considerably, say some good things, and don't mention the bad. It is important to note that sometimes it is not enough for everyone to just say hello to their friends, and some back-investigators will ask multiple referees the same questions to cross-check. For example, the interviewer's working hours, work content, position, report to superiors, whether they are willing to work together again, etc.
2. The working hours of each previous period of the company must be filled in truthfully, especially to check clearly with the social security provident fund. I once met a candidate, because of the difference between the social security and the company's employment time by one month, and he couldn't explain it clearly, and finally the offer was not approved.
3. When the third-party company backtracks, when filling in the contact information, the three people's ***hr, colleagues and direct leaders will generally be requested. Be sure to fill in truthfully, if you are found to find someone to replace the fraud, the offer will be invalid directly, and it will be included in the permanent blacklist of the group (including subsidiaries and affiliated companies).
Text |Niu Han Ed. |Siqi.