Offer approval process steps

1. The offer approval process and time are really difficult to define. Different companies have different details for different positions. Employers take the interests of shareholders, customers and employees as the starting point and have the responsibility to verify the background and specific circumstances of employees to be hired.

2. A thorough employee background investigation report can save the company unnecessary expenses in the future, avoid employment risks, and reduce the company’s recruitment, training and retraining related expenses. More importantly, Select reliable talents for the company to avoid damage to the company and customers and promote greater benefits for the company.

The service team of a third-party professional background investigation agency can allow companies to avoid employment risks at a relatively small cost, improve the quality of recruitment, speed up the recruitment process, verify the background information of prospective employees in many aspects, and make decisions. Make fully informed hiring decisions. The company will generally communicate or contact the person who made the transfer in a timely manner.

3. If there is no news from the company you are applying for, firstly, call to inquire about the employer’s progress, and secondly, be prepared to find another employer.

Let’s take a look at your job search process: Resume submission –> Interview notice –> Initial interview –> Re-examination –> Final interview –> Negotiate salary –> Accept HR’s background check –> Sign Offer –> Accept Third-party background check –> Physical examination –> Resignation –> Work handover –> Complete resignation procedures –> Join the new unit –> Accept the probation period inspection –> Pass the probation period.

In this process, each arrow is a process that can take as short as two or three days and as long as more than half a month.

The average time from submitting your resume to receiving the interview notice is more than half a month, and sometimes you even receive a notice of the position you applied for a few months ago; the physical examination may be the fastest. , it normally takes 4-5 days for the physical examination report to be issued; even if your boss doesn’t retain you at all after you submit your resignation, it will take about 1 month for you to go through the resignation procedures, and some units will deliberately delay you; the background check of the new unit usually also It takes half a month, the fastest is 7-10 days, and the slowest is one month; the probation period after registration is 3-6 months, which can be longer.

Of course, this article mainly talks about the waiting time after agreeing to the salary. We will take out the paragraph "Initial test –> Retest –> Final interview –> Negotiate salary –> Accept HR background check –> Sign the offer" , at every step, there are several candidates, and you are not the only one. Come for an interview today, send an offer tomorrow, and report in the day after tomorrow. Normally, for a new position, even if it reaches the salary negotiation stage with you, there will be at least two candidates left, not to mention the initial and re-examinations in the early stage.

The most difficult thing to understand here is that the vast majority of job seekers think that "the salary will be negotiated today and the offer will be made tomorrow." Wrong, after negotiating a salary with you, they will also negotiate an offer with another person, and then they will choose generals from among the short ones, or even keep the ones recommended by internal staff, and you will be eliminated if it doesn't matter to you. Why do I have to send you an offer after negotiating a good salary? Don't be confused.

In fact, before the offer is sent to you, the HR department itself will do a background check on you, and will ask you for salary certificates and bank statements. You will hesitate, "Can I give it to you because I haven't resigned yet?" After you have been struggling for a day or two, you still have to spend time preparing these two supporting materials.

After submission, HR will discuss the registration date with you, enter your information into the company's new employee system, prepare an electronic version of the internal offer, print it out, and ask several department leaders to sign it. After that, the HR recruitment specialist can issue an external offer to you and must sign it. The final signatory is the HR director. The signed leaders and directors are all busy and in constant meetings. HR cannot treat your confidential offer as a simple document and "throw it on the leader's desk and come back to pick it up." She has to run over several times, just in case. The leader is on a business trip for a few days.