How to adjust candidates

I saw a post on the Internet saying that coco is doing HR in a startup company. Last month, the company came down to recruit a financial officer, so Coco worked in full swing. After the National Day, he finally found a very good financial candidate. The offer has been made and he agreed to join the company in two days. Half an hour before going to work that day, the big boss strolled to Coco's desk: "Coco, this financial position is still very important. I am in charge of the company's accounts. Please call her back. "

At that time, her expression was like this:

"But ... but, boss, this man is going to work soon."

"Don't tell her, just call her former company to find out about her work." I shook my sleeve and strolled back to the office.

Hiding from the candidate? Make a dark tone! ?

Blue and thin, mushrooms!

Still have to do it. Because the candidate is still going through the resignation procedure, coco deliberately found the telephone number of her last company's personnel department from the Internet, communicated smoothly with HR, and successfully got the telephone number of the candidate's supervisor at that time. So the day before the applicant joined the company, coco lived up to the boss's expectations and completed the back tone "perfectly". After some understanding, I confirm that there is no problem with the candidate, and I will wait for the job tomorrow.

The next day, coco began to prepare the relevant contract as soon as he went to work, but the candidate did not appear. Is the traffic jam so serious today? Tian Mi always feels a little uneasy when she calls her. It took a long time to pick up the phone:

"Hey, sorry, I still won't go to your company."

I was stood up ... I was stood up ... I was ... I was ... I was. ...

Although the heart # @&; % ..., we still have to make a final struggle: "What problems can we communicate?"

There was a faint sentence on the other end of the phone: "I don't think you can investigate me quietly."

I cann't believe she knows. how did she know? a bolt from the blue ...

Finally, the candidate didn't come to the post, and the boss was angry. What about the vacant financial position? Keep talking!

In fact, in a word, HR set the tone, and the result was unfortunately known by the candidates, thus missing a talent. In fact, coco was also very entangled at that time, and maybe you thought so:

The boss asked me to make an anti-tune. Should I talk to the financial staff first, but what if she doesn't want to do it?

What if she finds out now?

I won't say it myself, and neither will my boss. Who knows?

Unexpectedly, such a small decision missed a suitable candidate. Doing a callback is a good way to prevent the risk of employing people, but quietly investigating and letting the candidates know will damage the company brand, so remember to obtain the authorization of the candidates first.

How to obtain candidate authorization

In order not to encounter this tangled situation, Bian Xiao summed up several small methods to get the consent of the candidates more comfortably, hoping to help.

Backtracking authorization small method

Back tone is an important part of recruitment. HR must first make this clear. Faith is the only way to convince others.

General enterprises will require candidates to fill in the applicant registration form. On this form, you can add the item "Do you agree to change the tone" and collect letters of recommendation and their contact information from candidates. When candidates have questions about ring-back tones, HR must communicate with them clearly to dispel their doubts:

1. The background check is not conducted without trusting the candidate, but is a part of the recruitment process itself, and the back tone is the normal recruitment process of the company;

2. Callback is only to verify the basic information and work experience of the candidate, which helps the company to deeply grasp the situation of the candidate. After entering the company, candidates can make reasonable work arrangements and future career planning;

3. No matter what the investigation results are, the Company will keep the relevant information of the candidates and the callback results strictly confidential to irrelevant personnel.

The timing of the callback should be well grasped. Generally, the offer is made first, then the callback is made, and then the job is hired. At this time, the intentions of both parties have been basically determined, and the candidates will have a higher acceptance of the company's callback.

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