What is the employee's back tone? Why do companies make callbacks?

Why should enterprises do the back tone of employees' entry?

The purpose of callback: to improve the success rate of recruitment, that is, candidates can be competent or even exceed the requirements of the post with the greatest probability after joining the job; Quickly integrate into the team and generate performance; And expect to settle down in the company for a period of time (at least 2-3 years) and continue to create value.

Backup reason (HR does not want to back up):

(1) Grasp/verify the information of candidates in many ways: verify the information provided by candidates in the process of job hunting, no matter whether organizing one round, two rounds or three or five rounds through interviews, the contact time is short and the understanding is not deep;

(2) Naturally, candidates will try their best to show their strengths and achievements and avoid/hide their shortcomings and mistakes. The more perfect the interview performance, the less reassuring it is.

(3) Job seekers are hired because of false resumes or lies in interviews, which will produce endless harmful results, such as:

Applicants are hired to maliciously steal business secrets, such as customer information and design drawings;

After taking office, the middle and high-level officials accomplished nothing, but they showed their talents in intrigue and office politics, making the atmosphere smoky.

Due to poor ability/technology and misoperation, casualties were caused on the spot and valuable equipment was damaged;

When leaving the company, a labor dispute was initiated and the lion demanded compensation;

All of the above make the employing department +HR miserable.

Therefore, through the background investigation of the candidates for core positions in enterprises, we can fully understand the past experience of the employees to be hired, especially the work experience, education, work situation, evaluation of colleagues or companies, professional ethics, performance status and so on. A deep understanding of the working ability and integrity of the respondents can effectively reduce the risks of external personnel such as funds, technology and personnel.