One, back tune of conventional knowledge

For ordinary positions, the reference person is usually the direct Leader, and for senior positions, the direct Leader and HR. Some big companies are more rigorous and add a peer to the top. The scope of the survey is usually close to 1~2 work experience. If you are still employed, then investigate the one or two companies before the current one. This is why HR will ask to provide reference information or sign authorization letter before and after sending the offer!

In large companies, ordinary positions are clearly toned, while important executives are clearly toned. If this important executive relies on connections to get in, backtracking may be a formality. If there is no background and relationship to go, then the back tone will be very rigorous. This rigor is reflected in the hidden part. In addition to the direct Leader, HR and level colleagues provided by the executive himself, the person in charge of backtracking will also try to find other people in his previous company to participate in the investigation and seek more information to ensure the authenticity of backtracking!

Curious reasons, first of all, the job seekers to provide the investigation of references will not be with their own relationship is very poor people, secondly, the more do the high-level circle is narrower, everyone for interpersonal and interests is not easy to offend people, will be cautious in words and deeds, so the credibility of the results of the back to play a discount! If the executive leaves because of moral hazard, a crime, or a regulatory penalty, it can be risky for the next company to hire him without finding out!

For the enterprise side, since I can afford to choose and employ people, I will not be reluctant to spend money to do a back tone, big enterprises who are not willing to do the dish man! Darkening is illegal if it is not authorized, and many companies have made it clear that they do not accept darkening! But that doesn’t mean HR won’t be asking about you in private circles — I’ve had more than one senior executive investigated in another way.)

Two, who will do the back tone

For enterprises of the magnitude of BAT, backcalling is usually handed over to a third party company. The regular charge is 1500/ person, and each person will have a corresponding backcalling report. The investigation content involves: identity information, educational background, criminal record, financial credit record, time of resignation, position and rank, salary, work performance, colleague relationship, reasons for resignation, etc. Third-party companies take money to do things, professional and efficient! Only large companies are willing to spend money on the screening and verification of talent. Be thankful for your chances at a large company because your colleagues have the same ability, experience and background that can withstand scrutiny as you do!

The cost paid to the third-party back-transfer company is one of the human resource costs of the enterprise. Often, the person is not needed when the back-transfer investigation goes wrong. No matter whether the person is appointed or not, the cost has been spent. Some companies don’t budget for backtracking, so backtracking is usually done by HR. Although HR has the right recruitment indicators and assessment, it is a recruitment accident if the company’s interests are damaged due to poor recruitment control. In the event of a major recruitment mishap, the HR may face the risk of being fired. Based on the consideration of their career, HR will not easily in the back of the link of water!

If enterprises cooperate with headhunting companies for a long time, a large part of them may be responsible for backtracking. I do not know what other headhunting companies are, I only know that my company is very rigorous in doing backtracking! If one of the candidates backpedals and we cover up, it will seriously damage the company’s reputation and cause us to lose the corporate client! If there is a serious recruitment accident, it will affect our reputation in the headhunting circle, we will not take such a risk for a candidate!

Some small companies back tone is to walk process or do not back tone at all, after all, it is not easy to recruit a person who can use, HR is busy all day about the interview process are busy, which have leisure to investigate you! We won’t talk about that much.

Three, professional companies do back tune

Performance appraisal

Verification of work history

This is a partial screenshot of a back tone template.

For example, we randomly selected the open-ended question in Figure 1, “How would a candidate rate his or her job performance?”

The answer is usually an 8 or a 9 (because a 10 is so fake that perfect people rarely exist).

So the question is: what is the one or two points missing?

Suppose we give a random, innocuous answer: too careless, a little bold.

Then, most likely, you’ll be asked: Can you give me an example of something at work that illustrates this weakness?

The following example can be extended to many, one ring after another, the person who answers the question will be lost in thinking, the person who does the back tone can always figure out some of your actual problems through the answers of others. Judge whether you accord with the standard of choose and employ persons of the enterprise through these problems, whether suit this post, just be back the meaning that moves!

It is recommended that you do not have a bad relationship with the Leader or HR before leaving, especially when you really want to get a chance. You also do not want to be stabbed in the back of the job, right? Many people pass the BAT interview, and then get shot down because of the back tune. The key is that the people who are killed on the back have records. If the fraud is particularly serious, they may also enter the blacklist. In this life, they will have no chance with this enterprise! So just in case, be careful with backtoning!

Some people will ask if HR does the recitation by herself, can I fill in my friend’s phone number? Of course not! Fill in a friend’s phone number, how to say, if you can pass, then your position will not be a good company or a high position! Slightly more senior HR back-tone are very rigorous, are supported by logic.

For example, if HR asks your friend: How many people are there in your company? As a Leader, who will you report to? What are the quarterly promotion targets and HC for your team/department? Can you just ask a random question like that and then stretch it out, and it’ll give you a minute?

Try not to take advantage of the gaps, because behind the gaps are your career and your relationships. If you find yourself lacking in either area, look for ways to improve and be impeccable! For the young people who have received nine years of compulsory education, what stands out most should be the ability to work rather than the ability to cheat, don’t you think?

Said again, the premise that the enterprise gives high salary besides your technical cow B, offer the salary bank running water of last company even, how does this do? Taobao to buy fake flow sheet this kind of thing, HR people have encountered not once or twice, are you sure you can still be cheated? Check social security payment time can confirm the authenticity of these things, the difference is not more than 2 months, how do you cheat?

There’s always someone who jumps up and says his former colleague was so dirty that he lied about his salary and Tittle and ended up in a big factory. Does that happen? Yes, it’s normal to slip through the net! You think about the national college entrance examination more strict ah, have poor grades of students rely on plagiarism into famous schools, what’s more, the back of the enterprise! But don’t take any chances. Can you be sure you’re that lucky? What I see from the perspective of human resources is that more and more enterprises set up backtracking in the recruitment process, and the backtracking process is becoming more and more strict! It is better to practice good internal skills to walk the river’s lake openly than to lose more good opportunities to cheat! Treat every job opportunity with caution, respect the company, respect yourself.

Write at the end:

To look at the back tone rationally, because the back tone is never a bad thing, the purpose of the enterprise is nothing more than strict talent into the checkpoint, for the post to choose a better and more suitable person!

The person who can make no mistakes in the back adjustment must be the one who is hard enough without faking. To quote the movie “Operation Red Sea”, it is “the brave are fearless, the strong are invincible”.

Hope to see this back tone instructions can work hard to cultivate their own technical strength and emotional intelligence, the next time encounter job-changing back tone, can say contemptuous: “what back tone is not back tone, Lao Tze smiled, have strength, afraid of what!”


I am the queen of headhunting, welcome to pay attention to.