Tsinghua graduates exposed fraudulent resumes. Why do big companies fail to make backbets?

He Minzhe, a high-flying guest in the workplace variety "Wonderful offer2", exposed his fake resume and sparked heated discussions. I won't tell you a fake resume today, but I'll tell you something that was reversed before looking for a job.

The elite graduates of this program are vying for the internship places of China's top law firms and Jun. As an influential and well-known company in the industry, not only the resume counterfeiters successfully entered the interview internship, but also found no problems with their resumes. Finally, people took the initiative to account for the falsification of their resumes, and when they turned around, they found that his internship experience was fictitious. I don't know if this is intentional for the effect of the program. Put this aside for the time being.

Today, let's talk about intonation. It seems common that many companies don't pay attention to it or even don't do it at all, but they don't know that it is lucky to meet a conscientious job seeker, but many times, if they meet some job seekers with ulterior motives, they will cause huge economic losses to the company.

It is not uncommon to successfully cheat HR by raising the first degree with a professional experience out of nothing, get an offer with an annual salary of several hundred thousand, and finally cheat for several months.

I saw a blog post earlier:

"The company interviewed a financial director who graduated from Tsinghua before and gave him an offer with a monthly salary of 20,000. There is no probation period. In the end, people worked for 2 months and took 40,000 and ran away. "

"Later, I found that people's academic qualifications were fraudulent. Although I studied related majors, what I really experienced was basic financial personnel. Because I just worked for two months, I didn't feel anything at that time. Then they found out something was wrong. The background check before employment was not done well. "

Even when our own company recruits people, most employees' pre-employment background checks are just a formality. At most, just call him and ask him about his work in his last company, and he will be regarded as a person.

What's the role of the back tone that everyone is extremely easy to ignore? What is the back tone?

For companies and enterprises with brands and influence in the industry, for some high-end management positions, these companies often choose to promote within the industry, or directly find a third-party headhunting company with human resources to recommend. After matching the right talent, it is very important to give the other party an offer.

In fact, the back sound sounds mysterious and tall. The fundamental purpose is to ensure that new employees will not cause losses to the company's economy, image and reputation after joining the company, and take precautions in advance.

So what do big companies do?

In order to ensure that the received employee information is true and reliable, with excellent ability and good quality and moral character, large companies with regular scale will choose to entrust a third-party post-adjustment company to conduct background checks on the employees who are about to join the company, mainly including the following contents:

Authenticity survey: check the education background, graduation school, work experience and so on mentioned in the resume of job seekers. After all, once these basic information is adulterated, what will happen after taking office? It is not impossible to run away with a few months' salary.

Vocational skills inspection: I will study my work ability, reputation, value contribution to the company and my position in the original work or internship unit.

Work experience and industry evaluation: third-party evaluation and influence in related industries, because for top managers, they will definitely have their own influence in their respective circles and industries, so their influence in the industry is also an important indicator.

The above survey is a respect for the candidates, and it is also the responsibility of the enterprise to itself. The verification of basic information on resume is the biggest premise to ensure that companies and enterprises can recruit outstanding talents. Of course, I would like to remind you that the workplace background investigation is mainly aimed at your professional experience, and will not involve private life, family relations and so on.

Many students may be nervous when listening to the ringtone, but in fact, you don't have to be nervous. As long as what is written on the resume is not out of thin air or made up, there will be no problem with the back tone. Only for large companies, they will know more about these aspects mentioned above.

For a very simple example, you said on your resume that you are the project leader, and the general company transferred you to what project leader and which job you are responsible for, which is more macro. But for high-end management positions in large companies that pay tens of thousands of monthly salaries at once, what they need to know is what kind of work you have done, what kind of results you have had, what problems will appear in the business you manage, and how to solve them.

Big companies pay more attention to real ability than to think that you have been in management. You must think that you are competent or suitable for our company, which is not the case.

Because from the perspective of recruitment of large companies, on the one hand, there are very few people who can step into the threshold of high-end management positions. Everyone knows that the industry and circle are so big, and there are only a few top talents. On the other hand, in order to recruit an executive, the company actually paid a lot of costs, not only economic costs, but also HR and even the director personally directly screened the resume, and then carefully prepared the interview, manpower, material resources and financial resources.

The recruitment of outstanding talents by large companies has never stopped at professional skills and abilities, and so has academic qualifications. They hope to recruit people who are not only outstanding in ability, but also stable, that is, people who will not be poached by peers or competitors in a short time. They want to be loyal to the company, which is their real appeal.

Therefore, there is a reason why the back tone is so strict and meticulous.

Then some people may ask, since we have entrusted a third party to make a professional callback, why did we miss it?

Just like in the above-mentioned "Wonderful offer 2", Hejun, as a top law firm in the legal industry, did not find that the resume of intern He Minzhe tampered with his work experience. In the end, people can't bear the pressure and take the initiative to confess. Why?

Let's analyze it from two aspects. First of all, is the mistake necessarily the company's fault?

As mentioned above, large companies do callback to find a third party, and small and medium-sized companies basically do not. For those powerful big companies, although they have entrusted a relatively professional third party, they are not first-hand handlers after all, and the feedback they get is only the result of the investigation by the third party company.

Why is it wrong? In fact, it appears in callback procedures and standards. The company only looks at whether the final result is true or not. In fact, they are not clear about the callback process and standards of third-party companies, that is to say, the final result of callback is measured according to the third-party own standards, and there is great uncertainty.

On the other hand, if you are not a party, even if the third party is professional enough, it is difficult to fully show it, because after all, only you know your work, and listening to colleagues and leaders is only one-sided. It is difficult to truly restore and express the specific work details of a project and what you have done, which is why He Minzhe.

Although the callback of big companies is reassuring, it is inevitable to escape the net. On the one hand, the third-party callback institutions have weak control, and at the same time, they don't have their own standards. They only look at the results rather than the process. On the other hand, textual research related to work experience is also difficult. Due to the limitation of channels, other people's evaluation has certain subjective factors, which will cause certain difficulties.

Therefore, even if it is a professional third party, the company will spend a lot of money, but there will still be pronunciation errors, but then again, this can guarantee the authenticity of more than 95%. After all, people also eat with this money.

Jumping out of the event itself, we see that the post-adjustment work of the whole industry and large companies is actually ahead, because the requirements for talents are higher, the threshold is higher and the cost is higher, which makes the screening of job seekers more cautious and mat.

In contrast, the back tone of small and medium-sized companies is actually just a dummy. On the one hand, the market demand for jobs recruited by most companies is not small. If you leave one, you can come to another immediately, which is very replaceable. Most job requirements are not very high, and they are at the average level. On the other hand, it is also unnecessary for company operators. Their requirement for employees is that they can finish the work on time. It doesn't matter even if they leave in a few months. Low salary, low recruitment cost and little effect are the main reasons why many small and medium-sized enterprises and companies ignore the back tone.

For the development of enterprises, it is essential to improve employees' back tone if they want to be bigger and stronger in the future, but it is understandable that many companies may not have reached that stage yet.

Now do you know why big companies sometimes go out of shape? Finally, talk to you. When looking for a job in the workplace, don't be small and evil. Sometimes a small mistake that you think is not risky may ruin your life. Down-to-earth, down-to-earth is the right way. Don't be clever