Resume secrets that the backers know

"Hello, I am a company HR, our company commissioned a third-party partner XXX, to assist you to complete the background information filing work."

When you receive this email, congratulations, you have passed all the interviews of your favorite company, and only the last step is left before you officially join the company - background investigation.

When you will fill out the information and submit it, it's fast a few seconds to calculate the unit, and the back investigation results will be sent to the company's mailbox. Based on big data, the efficiency of the endorsement survey, which previously relied on manual interviews, is greatly improved. Generally speaking, the endorsement cycle is between 2-7 days, depending on the amount of information in the survey.

The email is sent by a third-party endorsement company, and in their discourse, you, as a job seeker, are called a candidate, and the company of your choice is the principal.

The backing company accepts the commission of the principal to do the investigation and verification of the candidate's identity and experience. Both to verify the basic information including education, job information, and the presence of criminal and litigation records, but also to understand the candidate's ability to work.

The industry's definition cannot be equated with the public's understanding of it.

Background checks, an industry that strives to objectively present a career from a third perspective, are often misunderstood because they are too mysterious.

Some job seekers misunderstood back investigation as "background investigation", and even back investigation as having the "final interpretation" of the offer, a direct decision to stay or go.

Worry, anxiety, and even resistance are the vast majority of job seekers who face the first reaction to the backdraft: "can refuse the background investigation" "background investigation is tormented by the crazy only I"... ...

Background investigation ≠ back investigation

The conclusion of "hired/not hired" will never appear in the endorsement report issued by a third-party endorsement company.

David Wang, the co-founder of Know Your Memo, summarizes the work of a third-party endorsement company as a mover of data. By combining the supporting documents provided by the candidates with formal channel verification, the backing company develops a "light model" to determine whether the candidates are at risk.

The general "green-blue-yellow-red" model: green light means good, and red light, the highest risk level, means serious falsification.

The decision to hire or not is in the hands of the principal. When hiring needs are above all, red-light candidates also have a chance to get hired. According to Phoenix, a leading Internet company believes that a candidate with a criminal past or bad record can still be hired if he or she comes forward during the interview and is good enough.

All the backing work has a clear and definite investigation boundary.

In the interview, many practitioners in the back investigation industry said, back investigation of executives, the client will often require back investigation of their private morals, marital status, and other aspects of personal life. Even if the candidate agrees to investigate the family life, in the actual endorsement process, non-career content of the investigation project, third-party endorsement companies are directly rejected.

During the interview, candidates are often asked to fill out a personal information form that is identical to the content of their resume. A vertical headhunter said that the greatest significance of this form is the bottom of the signature - "whether to agree to accept the company's background investigation".

This signature "does not have legal effect" in the view of the third-party endorsement company, or more accurately, "can only be used as the company's endorsement authorization, not as a third-party endorsement company's authorization basis.

The starting point of the third-party endorsement company's work starts from a single authorization letter signed in the company's system, "real person, real name, single time".

The daily work of a front-line backer, Xiao Bei, starts with checking the authorization letter of a candidate. The authorization letter includes the content of the candidate's authorization, personal information, and reference information. Currently, Xiao Bei works for a third-party endorsement company "backdraft". During his five years of experience, he has handled tens of thousands of endorsement reports.

The question of "whether you agree to search for references on your own" once again defines the scope of investigation for endorsements. Strictly speaking, private background checks may violate the privacy of citizens, will touch criminal law, and suspected illegal access to citizens' information crime.

"Legal affairs is a very important department for our whole company." Mia, the head of Fei Shih's background checks, emphasized. Fei Shih Back Transfer is part of the IHH Manpower Group, which has many years of experience in the executive search industry.

Turning a project with a lukewarm response

Is it fake to beautify a project with a lukewarm response into a "lively discussion"?

Identifying counterfeiting is an important part of the work of a recruiter, but never the purpose.

Xiao Bei has come up with an efficient methodology: contact the company's HR from 9:00 a.m. to 10:30 a.m. Because this is HR's normal working hours, the employee's entry time, contract subject, and disciplinary information can be easily retrieved at the workstation.

From 10:30 to 11:30 a.m., it is appropriate to call executives at the director level or above, because, during this time, they are generally planning for a full day's work.

During the lunch break and the evening when the "workers" are resting, Xiao Bei will contact the candidate's colleagues. On the one hand, the interview needs a complete period, work time is easy to be interrupted, on the other hand, with the backing not the work of former colleagues, during working hours to call backing calls are easy to be rejected.

This set of methodologies could very well be a breakthrough in uncovering forgery. According to Daily People, a backer called the number of an HR reference provided by the candidate during working hours. As a result, the sound of chopping vegetables came from the other end of the phone, which is not in line with HR's working conditions. Later, the endorser found the HR of this company from official channels, and the other party said that that cell phone number was not his own and that he had not received any endorsement calls recently. It turned out that the reference provided by the candidate was fake.

"From the analysis of the employer's mentality, he does not want us to investigate the employees are problematic, we just want to reasonably avoid the risk." Because of the "fledgling sense of justice", Mia from senior headhunting consultants to transfer, to join the back investigation industry.

She has been engaged in nearly 6 years of back-deployment work and has encountered candidates who could not provide valid references due to various reasons such as bankruptcy and closure of the company, forced to leave. It took Mia half a month to find valid information for a job that was expected to be completed in 2 days, reviewing a lot of information and contacting many industry professionals to keep the candidate from being defined as "information authenticity cannot be verified".

She had also seen a "gorgeous" resume: a graduate of a famous domestic 985 school, a returnee Ph.D., and a middle and senior position in a leading company in the industry.

Later, Mia found out that only the "graduate from a famous domestic 985 school" was the truth behind this "gorgeous" resume, and the school she attended overseas was a branch school affiliated with a famous school. Not in the head of the company to work, but outsourced employees; not "active separation", but dismissed; not to the company's chief scientist reports, but only with the company's counterparts have contact.

According to the "2018 China Workplace Integrity Research and Analysis Report", up to 89% of personnel and 74% of job seekers believe that the current workplace integrity is poor. Recruitment is still the hardest-hit area in terms of breach of trust in the workplace, with more than 50% of cases of resume fraud.

According to the different industries and job levels, the focus of the backing has been adjusted. The official website of a backdating company states, "Given the requirements of financial regulation and the high risk of the industry ...... recommends verifying the following dimensions: identity information, financial irregularities, educational background, business registration, personal risk, work history, personal credit, personal performance". Driver's license status and driver's license information are added to the recommended verification dimensions for the transportation industry.

Jun Wang said that blue-collar employees pay more attention to risk-based information, such as the existence of the foreign debt, whether violations of discipline, etc.

Mia felt that the data-based information falsification situation such as education verification and identity information is becoming less and less, and a lot of falsified information appears in the management of subordinate team size, reporting lines, and other non-rigid indicators.

A job seeker in the media industry had concerns about whether it would be considered falsification to embellish a communications project that had received a mediocre response to "generate a lot of buzz in a specific circle" in a resume.

The candidate's concern was, in the opinion of the majority of backers, "a very detailed one. The single performance of a single project is only part of the overall assessment of competency, and it is the overall competency that backers are most interested in understanding.

FeiFeidorsement will develop a competency model based on a certain position and follow the competency model to confirm the candidate's ability. Among the competency models for sales positions in the luxury industry, performance and stability are the most important criteria to consider.

"Not bad, but I can only give him a score of 5"

Objectively speaking, there are unavoidable limitations to the back-sourcing.

From the candidate's point of view, it makes sense to refuse to search for references, or t reject the reasons for the endorsement. If you are not comfortable with the endorsement, have submitted a request to leave but have not handed over your job, or do not have a good relationship with your former company ......

The endorsing company will fully understand. Before the endorsement, the endorsement assistant will communicate with the candidate to adjust the endorsement time and arrange the endorsement without affecting the candidate's work handover and the next section of the job onboarding time.

There is no denying that incomplete information can leave a lot of room for interpretation.

When the endorser calls the candidate's supervisor multiple times, the supervisor still does not answer the phone despite havingapp ann ointment notice. "This can turn out to be a valuable piece of information." Jun Wang specifically explained, "Generally speaking there are only two possibilities, the interpersonal relationship between the candidate and the superior is not cordial, or the candidate's performance is really problematic." Of course, this experience will not be written in the endorsement report.

Second, how do you maintain objectivity after including a lot of subjective information?

"Subjective evaluation, can't be objective." Although it is a situation that cannot be avoided, David Wang said, backers can build a relatively objective model of a candidate's ability by verifying a single reference multiple times or by asking for references for s of different dimensions.

For example, when asking a candidate's supervisor, the question focuses on strategic planning capabilities - what is the final complete of the three goals set for him this year? When asking the candidate's colleagues, they are more concerned with communication and collaboration skills.

Mia had a situation where a candidate was rated as "not bad" by his supervisor but only scored a 5 on a 10-point scale.

Mia realized the contradictory nature of the answer, but the response she received was not clear - "That's the evaluation". "That's the rating".

By thundering the original words, the above conversation will be recorded in the candidate's endorsement report as it is. A failing grade from the supervisor of the original company may also affect the outcome of the final endorsement report.

The "historian" of the business era.

Witnessing the flow of talent among popular tracks

Background checks originated in the United States in the 1980s. When it was introduced into China, it was first conducted by foreign companies that provided business reports on Chinese people working in foreign companies.

The pharmaceutical, Internet, and financial industries were the first industries to use back checks extensively in China. "The medical industry was long monopolized by foreign companies in the early years of the industry's top technology, and local companies are catching up with the core technology while the company management, personnel, and other systems are being improved." As Mia said, the rooting of the back-toning industry in China is the inevitable result of the rapid development and gradual standardization of private enterprises.

More than 20 years ago, the three giants that would later hold up China's Internet economy, Baidu, Ali,d Tencent, were just established. The "college students are not assigned" model began to be implemented on a large scale, and the job market of two-way choice between job seekers and employers took shape.

In 2000, China Education News reported a set of data, that may not represent the full picture, but to a certain extent can reflect the chaotic dilemma of the job market.

"In that year's national census, it was found that the number of people filling in with a college degree or higher was 600,000 more than the number assigned by the state, which would mean that 600,000 of the job seekers were holding fake diplomas if this was a major recruitment."

More than a decade later, in 2014, BAT grew into a company of 10,000 people (46,391 employees in Baidu, 34,081 in Ali, and 2,7,690 in Tencent). Byte jumping at this time is still a small company established less than two years.

With the sudden rise of the industry, Internet companies have increased the density and scale of recruitment, and the rapid flow of talent ...... these directly catalyzed the development of the back-tuning industry. In the same year, the market size of the domestic back-tuning industry reached 100 million yuan.

Especially at the executive level, Internet majors recrecruitom the perspective of labor costs, t the consideration of talent value. "As a human resources jurisdiction of the staff backing work, it does not belong to which functional department, overseas companies tend to divide it in the internal personnel compliance to manage." Jun Wang explained to the New Weekly.

This is the reason why the backing work is not the responsibility of the company's internal HR. HR's KPI is the completion of HC (Headcount, the company's recruitment quota), and the backing is to further consider the degree of employee-position fit. It is reported that a major Internet company will enable at least seven or eight third-party backing companies.

By the end of 2020, the total number of employees of the three BAT companies grew by more than 40,000, and the number of employees of Byte Jump jumped to nearly 100,000.

At this time, the market size of the backdating industry has grown to 500 million yuan. Although it is a "sad thing" to talk about the domestic market share compared to the foreign penetration rate of 95%.

But the stable development of the domestic back tuniback-tunings is still visible. At present, the back tranbank work on the corporate executives, down to the delivery boy, has achieved full coverage of the industry and shows the shows of sinking positions. It is reported that the customer volume of Zhi Zhi back Zhi'snsfer in 2021 is about 500,000, of which the back transfer work for blue-collar employees accounts for about 60%.

By 2022, the wind turned and the company's expansion came to an abrupt halt.

Whether it's "organizational framework adjustment" ppy graduation" or other new Internet phrases, they can't hide the fact that Internet majors are laying off employees. The company, sandwiched between the principal and the candidate, once again witnessed waves of people flowing between popular tracks.

At the time when Xiao Bei first joined the industry in 2017, the Internet industry was on a recruiting spree. By the fourth quarter of 2021, Xiao Bei the manufacturing, new energy, and big health industries had become the protagonists of the recruiting industry.

Commissioners and recruiters are improving their employment standards; candidates, and job seekers are going to the "end of the universe" - the system.

From the recruitment conditions, the insurance industry, for example, Xiaobei told New Weekly that the requirements for education are getting higher and higher. From the back of the amount of information, David Wang said, before the recruitment of white-collar level employees, only required academic standards. But now the principals are more interested in doing job content interviews to understand the strengths and weaknesses of the candidates. "For the recruitment thing, [recruiters] are more cautious."

Combined with the development of his own business, Jun Wang observed that "everyone may favor a more stable market (employment environment)." It is reported that one of the state-owned enterprises it works with has tripled the number of social recruiters this year.

The backing industry, like the "historian" of the business era, objectively records each turn of the business world. No one can stand in the wind all the time, but there are always people riding the wind.