How to deal with recruitment traps

Trap 1: Fake Recruitment

With a little observation, it is not difficult to find that there are always a few "nail households" in the talent market who stick to recruiting day after day for many years. The positions are actually the same. There are also many such units on the website. Their recruitment announcements have never been removed, and the recruitment information has not been changed. People can't help but wonder: after recruiting for so many years, they still haven't recruited? The answer is: the drunkard's intention is not to drink. These units are not willing to be "nail households" for recruitment purposes. Their purposes are varied.

Some recruitment units want to become familiar with each other and promote themselves. The talent market stall fee is low and it is also a gathering place for peers. How can we not make good use of such a public relations platform? Some recruitment units want to provide The talent market supports the scene. How can such a huge talent market only have a few stalls to "join the market"? Some units use the name of recruitment to "sell dog meat", or maliciously collect resumes and sell personal information or fill out forms for marketing purposes. During the investigation, the information disclosed by the job seekers is very likely to become a tool for them to make profits. Fake recruitment is different from illegal recruitment. It is a "sideline" of the law. Usually it will not defraud job seekers of money, but it will delay job seekers' opportunities and endanger the security of personal information.

Coping strategy: When applying for jobs online, check the recruitment records of the recruiting unit. If a recruitment notice has been left unchanged for N years or the same position is advertised every now and then, it can be basically concluded that it is a fake recruitment; on-site When applying for a job, pay attention to the words and deeds of the recruiters. If they speak ambiguously or inconsistently, or ask job seekers to fill in some information that is irrelevant to the application (for example, asking you what brand of shampoo you like, asking you to write down your "ancestors"). "generation"), job seekers should be more vigilant.

Trap 2: Using recruitment to build projects

This is a very common but extremely difficult to detect intellectual deception.

The unscrupulous company split the project into several test questions and put them in the test questions, stealing the fruits of the job seekers' work in the name of written examinations, and ultimately not admitting any candidates. For example: a software company conducted an exam in the name of recruiting programmers, and asked job seekers to write programs in the written test. The test questions for the six job seekers were different, but the six programs happened to be combined into one project, and the test result was that no one was selected. Accepted. This kind of recruitment trap is quite clever. Applicants who are not admitted only think that they have failed the exam and do not realize that they have been "cheated" from beginning to end. Even if they are aware of it, it will be difficult to defend their rights because no evidence is left.

Coping strategy: If you encounter this kind of recruitment and need to do some test questions with an innovative or R&D nature, remember to keep a copy of the results of your intellectual work, and ask the recruiting unit to sign for confirmation, and attach Please upload the "Copyright Statement" to leave evidence for possible rights protection in the future.

Trap 3: Pay a fee before joining the job

Most people are very sensitive when it comes to paying money, so many college students think they will not stumble in this aspect. But every year, there are many people who are fooled by this, and many of them have rich social experience. Sometimes the failure is not because the job seeker is inexperienced or not smart enough, but because the liar is too clever. You must know that deception also follows the "Darwinian Theory of Evolution" and keeps pace with the times.

I thought that scammer companies only knew how to defraud money by collecting deposits. These days, who doesn’t know that the Labor Law stipulates that employers are not allowed to collect application fees or deposits from applicants in any name? Scammers usually don't use such low-level means to deceive highly educated college students. They will conjure up the "deposit" by changing clothes. It may be "physical examination fee", "training fee", "accommodation fee" or "clothing fee"... ...Scam companies will also use the law as a shield. Taking physical examination as an example, you may be openly informed that the employer has the right to know the health status of the employee. When job seekers think that this is the case and they have no obligation to give us a free physical examination, they often take the bait, and by the time they realize it, the scammer has long since disappeared. Regular companies will not force you to collect money and designate medical examination institutions. Another common trick used by scam companies is "training fees". According to Article 68 of the Labor Law: Employers should establish a vocational training system and withdraw and use vocational training funds in accordance with national regulations. According to the actual situation of the unit, Carry out vocational training for workers in a planned manner. Note: The employer is obliged to provide vocational training to workers, and the training costs should be borne by the employer. However, the employer can sign a training agreement with the employee. For example, the employee must serve for X years. If the employee does not complete the service period, he must compensate for the training fee, etc.

Coping strategy: Choose large, well-reputed recruitment websites and talent markets to submit your resume; it is best not to pay, and if you do, be sure to ask for a receipt.

Trap 4: The probation period is tricky

After completing the entry procedures, the employee is informed that he will enter a probation period lasting for . Many college students who are not familiar with the world think that everything will be fine and they can show off their talents. In fact, the next trap is waiting ahead.

There is a type of company with a very high turnover of personnel. They constantly replace employees who are about to become regular employees with new employees to achieve the purpose of reducing employment costs. This is the "trial period trick". The author was once deceived like this: I was successfully accepted by a small company through online job hunting in my graduation year. I didn't notice anything wrong at first. A few days later, I found that new members had joined, and the company was not only well-staffed, but also had a surplus. In a few days, some employees who are about to complete their probation period will be fired, and the boss's previous amiableness is gone. He has a face that says "If you don't work hard, you won't be able to become a regular employee." How have fresh graduates seen this attitude before? I thought about working hard and trying hard to become a regular employee, but as a result, my boss fired me for various weird reasons when my probation period was about to expire.

Coping strategy: Communicate with old employees to understand the company’s history and personnel flow; pay attention to the company’s recruitment trends in real time.

Trap 5: High salary and low threshold

High salary is almost every college student’s dream. Some college students have high vision, rely on their talents, and are unrealistic. Those with low wages are unwilling to go. , flocking to the superficially high salary. After actually taking the job, I found that the actual salary "shrunk" much compared to the job advertisement. The company would explain: This is the basic salary of the position. If you want a higher salary, you must rely on performance commissions. This involves two concepts: basic salary without responsibility and basic salary with responsibility. The non-responsible basic salary is the salary that workers can get as long as they participate in daily work, while the responsible basic salary is the salary that workers can get only if they complete certain business indicators according to the company's standards. A common method used in recruitment scams is to write a high-responsibility base salary to attract the attention of job seekers. In fact, the non-responsibility base salary is very low, and a very large workload must be completed to get the so-called high salary.

Coping strategy: Ask about the basic salary with responsibility and the basic salary without responsibility and keep the records; establish a correct view of money, and when a pie falls from the sky, use your brain to think about whether it is a pie or a trap?