Last month, my friend interviewed with a company and got an offer after passing all the tests. The salary was 30% higher than before, and it was close to home. It was a good opportunity, but he was so angry that he rejected the offer directly.
This company is a [private enterprise] with about 100 people, and it is not large in scale. My friend applied for [product manager] job. Because the product is relatively niche, the industry circle is not very large. If you are in this circle, you can count on your fingers the companies that make this product.
This company has opened up a new business field this year and is preparing to develop a new product. Seeing that my friend has rich experience in this area, I invited my friend for an interview. There are two rounds of interviews in total. The initial interview is with the operations director and HR manager, and the second interview is with the general manager of the company. Both parties had a good chat. Less than a week after the re-examination, the HR manager contacted my friend to discuss salary and entry time, and sent my friend a formal offer with a 30% salary increase.
Just when my friend was about to formally submit his resignation from his current company, the HR manager suddenly called him and told him that he was going to undergo a background transfer and asked him to provide his salary slip for the past year.
What should be provided for back tone?
Contact information of the two people:
- direct supervisor
- indirect supervisor
- The contact information required is the office landline and company email
My friend told HR that he has not yet submitted his resignation to the company. He is still on the job and is not suitable for transfer. The HR manager responded directly to him. HR said that you are about to resign from the company, right? In this case, your supervisor knows that you are resigning, so it doesn't matter if you make a back-up job.
My friend asked if HR background screening is a required process for every candidate? The HR manager said it depends on the position. My friend’s position is more important, so the company is strict. My friend asked what to do if he didn't pass the background screening, and HR said that the company would not consider hiring my friend.
After hearing what HR said, he who was originally full of joy felt as if a basin of cold water had been poured on him, chilling him from head to toe.
why?
- My friend's industry is very niche. If I do this, people in the circle, especially his leaders, will know where I am.
- Why do you have to provide your company phone number and company email for back-up interviews? Do you still suspect that the applicant is committing fraud?
- If my friend’s superior is unwilling to cooperate with the back-up transfer or the new company is dissatisfied with the back-up transfer, my friend will lose this new job opportunity and will not be able to keep his current job.
- Why do you ask my friend to provide [salary statement] for the past year and suspect that the salary he said is not true?
My friend refused this business offer without hesitation. He now has a stable job, is doing quite well in his current company, and has no plans to change jobs. The HR manager of this company proactively contacted him and invited him to the company for an interview. My friend was a little excited when he saw the 30% salary increase. After all, he now has a family and a career, and his child is just three years old, so the financial pressure is still quite high. In such a situation, there is no regret in not going.
I think the backlash my friend went through is really meaningless. It’s okay not to go to this kind of company.
Why does everyone think back tone is disgusting?
1. This kind of back-up method makes people feel that the company is guarding against job seekers as much as it is guarding against thieves. Use people without suspicion, [do not use people with suspicion]. Since a company hires an employee, it should first fully trust him. Trust is the basis for mutual cooperation. Reconfirming the person's character, skills, and experience through this kind of background approach will only make the candidate feel cold.
2. Enterprises really need to be cautious when hiring people in important positions. All factors need to be taken into consideration. You can completely entrust a professional third-party back adjustment company to do it. On the premise that the candidate agrees to the background investigation, a professional agency will conduct a professional investigation. Third-party back-tracking companies will keep the job seeker's new company strictly confidential, and they are certainly more professional than the HR manager calling the candidate's leader to do back-tracking.
3. If a company is eager for talents, it should consider the problem from the perspective of the job seeker and give more consideration to his personal feelings. Recruitment interviews are two-way choices. The company has the right to choose talents, and the talents also have the right to choose the company. [A good bird chooses a tree to roost in], and a good minister [chooses his master to serve]. There are many opportunities for truly outstanding talents, and what is needed is attraction from companies, not censorship.
Is it necessary to back tune? Is it legal? Where is my right to privacy!
It's legal! Stop being an ignorant and brainless foreigner who has never been abroad.
Summarize
Under the real name call, stay away from Bafang Jincheng, cherish life, add me on WeChat to reply to the back notes, and find out which Internet companies use the back notes made by Bafang Jincheng!