The risk of recruitment mistakes is high. How to prevent HR?

In the past, the company recruited a marketing specialist, and a 28-year-old woman came to apply, with a good resume. She has more than three years of experience in the same position, and her image and communication skills are good. But during the interview, she felt a little absent-minded, and she didn't find a job after leaving her job for four months. At that time, her explanation was that she would come out after taking a break, but it was normal to take a break of 1-2 months under normal circumstances, and it was unreasonable to take a break of 4 months.

Let HR do a background check in the previous unit, and the information obtained is that the reason why the woman left her job is marriage, but the woman wrote unmarried on her resume. During the interview, HR asked her about her family, and she vaguely said that she didn't have a boyfriend at present.

The applicant's private life has nothing to do with us. For the company, we just need to know whether there is cheating. I asked HR to inform the woman to have a pre-job physical examination, and she can be employed after passing the physical examination. As a result, the girl gave up herself.

At that time, my judgment was that the woman might be pregnant after marriage, and I didn't know why she wanted to return to the workplace. Everyone knows the protection of pregnant employees by labor law. If she shows that she is pregnant, the company will have a hard time accepting it. Three or four months later, when I was eating with my colleagues, my colleagues suddenly came to tell me that the girl was really pregnant when she was eating in the lobby. It is not clear whether she is employed by other companies.

Whether this is "job fraud" is a matter of opinion, but for HR, to avoid being caught off guard by the applicant and causing losses to the company, there are several points to pay attention to:

1. Pre-employment background investigation must be carried out correctly. It's not just a simple call to the original company to see if there is this person. You must know the information, especially the performance during your tenure and the real reason for leaving your job. It is a test of HR's communication skills.

2, pre-job physical examination is essential, don't just go to a small hospital to fool around, formalism is meaningless, or you should go to a regular physical examination center for routine examination, which can't be saved, so that many disputes can be avoided, especially for large enterprises, long-term cooperation with hospitals, in fact, the cost is not high;

3. Applicants whose background information is vague and can't be investigated must be cautious and try not to cooperate. This is very difficult for the manufacturing industry with a shortage of ordinary workers, but often the problem arises in this helplessness. Many organized gangs also take a fancy to this point, know the difficulties of enterprises, and relax the recruitment requirements for production;

4. Candidates in middle and senior positions make good use of the Internet. At present, a lot of information can be found online. It is best to have a professional headhunter to endorse key positions (such as chief financial officer and secretary of the board of directors). If not, it is better to spend some money to find a professional background investigation company, so it is always good to nip in the bud.

In the final analysis, in order to avoid fraud, HR's sense of responsibility and the degree of attention of enterprises are indispensable, but the most important thing is the cost input, so let's talk about it. The so-called standardized management of enterprises is all about cost.