There is a lot of recruitment information on the internet. How can we tell if it's a lie?

Since the emergence of online recruitment, it can be said that online recruitment has become an absolute mainstream channel. According to my own recruitment experience, when I first entered the business, from 2008 to 20 12, some large grass-roots positions, such as business personnel, were recruited through employment agencies and large-scale on-site job fairs, but they were basically transferred to online channels afterwards.

The purpose of this trend is to say that most formal and reliable jobs are actually on the Internet. Including many large companies since 2020, such as Huawei, Tencent, Ali, ByteDance and so on. They all adopt the way of online recruitment: not only the recruitment information, including interview, written test and offer, but also the whole process is online, even without meeting offline.

Therefore, there is no need to be particularly vigilant about online recruitment information. On the contrary, it should be your main job search channel.

So, how to identify online recruitment information and screen out reliable recruitment information?

Choosing regular mainstream recruitment channels and well-known large-scale recruitment websites and apps is the first step in screening reliable recruitment information. Because according to the process of these companies, companies need to submit relevant qualification review when releasing recruitment information, including a copy of the company's business license, company profile and website. The person who publishes the recruitment information also needs to submit personal business cards, work permits and other materials for verification, and the recruitment information can only be released after approval.

This helps job seekers to filter recruitment information. At present, the more formal and well-known mainstream recruitment channels in China include hunting, BOSS direct employment, hook-pulling, Zhilian recruitment, worry-free future, LinkedIn and so on;

Contrary to choosing regular mainstream recruitment channels, we should try to avoid small advertisements published by social organizations, subway corridors and other places, recruitment posts published by online communities and other recruitment information that does not understand the specific situation.

See if the detailed description of the recruitment information is in line with common sense. Generally speaking, when releasing recruitment information, there will be the specific name, company profile, website and contact information of the recruitment unit. This information can also be found in other places;

In addition, whether the specific responsibilities, requirements and salary range of the position match is also an important criterion to judge whether the recruitment information is true:

If the recruitment information is untrue, the responsibilities and requirements will be vague, or obviously mismatched, or there is basically no requirement for job seekers, but it seems that the threshold is very low, but it promises a high salary and I don't know what to do. Be vigilant in this situation.

Recruitment that requires money and certificates can be directly rejected in accordance with the relevant provisions of the Labor Law and the Labor Contract Law. Any recruitment behavior that requires job seekers to hand in personal certificates, or ask job seekers to pay money in the name of deposit, clothing fees, training fees, etc. , is illegal. If the recruiting unit encounters similar behavior, it is very likely to be a liar. Even if it is not, such a company will certainly not be humanized in management. So job seekers can stay away from such companies as soon as possible.

Through the above steps, we can basically look at the office environment, the questions asked by the interviewer, and ask the interviewer to answer the questions at the same time, and inquire about all aspects of the company through channels such as the Internet to screen out unreliable and deceptive recruitment information.

I'm Sister Yu,/kloc-HR, a listed company for more than 0/0 years. I'm dedicated to sharing job interviews, practical dry goods for career development, and paying attention to @ Swift's workplace. Together, I'll grow into more choices in the workplace.