What behaviors are easily blacklisted by HR?

There must be such a thing as a blacklist, but there are different forms of expression in different companies and industries.

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Before the interview, you can learn about the company's basic situation, salary range or welfare benefits online, and share the interview summary, overall impression of the company and HR's professional ability and other related information online after the interview. According to the principle of relativity, our personal interview behavior and performance before and after employment are also observed and recorded. If one day, you refuse the offer of a group company for improper reasons, and three months later, you are rejected when you apply for an interview opportunity of its subsidiary. Congratulations, you may be blacklisted by HR.

The above is just an example. In fact, there are many cases in which HR is blacklisted. From the time distribution, there are three stages: entry, entry and resignation, and there are more blacklists in the entry and resignation stages. This paper focuses on the possible behaviors that make the always kind HRMM angry, make the professional HRD collapse and finally be blacklisted during the period before and after joining the company.

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During the interview, the following behaviors are particularly easy to cause HR's anger and may be blacked out. We divide the anger of HR into four levels:

First-degree anger-no performance:

With the increasing pursuit of self and personality, it is common for HR to stand up for an interview, and the reasons for standing up are also strange: "I got up late today", "The weather is not good today, I am unhappy", "It's raining outside", "I feel late and don't want to go", "I just don't want to go for no reason" and so on. Although professional HR hates no show, it will try to improve the invitation method and candidate screening method. If you interview for the following positions, not showing up without justifiable reasons may lead to your blacklisting within the enterprise. These positions themselves require you to have certain self-control and management skills:

Reserve cadres and reserve management positions;

The position of supervisor or above has certain management responsibilities;

Enterprise executives and important responsible persons;

Second-level anger-appointment interview (or video interview), cell phone turned off:

When interviews or videos can only be arranged due to different places or other reasons, HR will make an appointment with the interviewer in advance to coordinate the communication with the interviewer (the interviewer may be HRD or the immediate supervisor after joining the company).

In extreme cases, the interview was arranged at 3 pm, and the interviewer called on time at 3 pm, only to find that the candidate was turned off; I didn't receive any explanation and feedback until I got off work that day; The next day, HRMM called to ask about the situation, and the applicant said innocently, "Oh, I forgot!" I believe that if you can get through the phone line, HRMM really wants to slap the candidate.

Make an appointment for an interview If the interview is conducted by a department other than HR, HR has already coordinated in advance. Other interviewers also make work arrangements and adjustments and conduct formal interview communication. In this process, the enterprise pays a certain time cost and communication cost, and also hopes to get the attention of the applicants. If it is not done for inappropriate reasons, HR's anger can be imagined.

The third level of anger-inappropriate rejection of the proposal:

Rejecting a proposal is different, and there is no way to deal with it:

Reasonable rejection of an offer:

After receiving the offer, after careful consideration, I thought the job was not suitable for me, so I called HR without any problems. It was normal work communication. Or, although I accepted the offer and planned to join the company one month later, I found another job or had a new career direction after half a month, so I called HR, which was generally acceptable to HR;

2. Give up the proposal inappropriately:

For example, next Monday, a new employee will join the company, and on Friday, HRMM will confirm by phone:

"Hello, Li Cheng, next Monday is the official registration time. I have sent the detailed information such as registration time and place to your email again. Please check it. "

Li Cheng replied: "OK, I received it."

At nine o'clock on Monday morning, the newcomer hasn't signed in yet. HRMM called to ask, and Li Cheng replied, "Oh, I've thought about it, and I don't think it's appropriate. I'm not going. "

Do you think this is unlikely to happen? Unfortunately, this is one of the real examples, especially those who just graduated. We will also receive ways to say "I gave up the discount", such as turning off the phone directly and not answering the phone. Can you imagine how naive and irresponsible this behavior is? You may think that it doesn't matter if a person doesn't join the job, but you didn't think how much preparation and efforts HR and the employing department had made at least before a new person joined the job:

1) Call in advance to confirm the employment status;

2) Prepare new personnel files, contracts and other spare materials;

3) Arrange a special person to handle the entry work;

4) Inform the employing department to prepare for the reception of newcomers;

5) The employing department prepares for induction training;

6) The employing department shall set up an induction tutor.

So, when you don't plan to choose a company, please make a phone call, send a text message or send an email to make sure that you can't report on time for some reason, so that the enterprise can get ready. If you are like this example, you have been firmly blacklisted by HR.

Level 4 Anger-Having a head and no tail, leaving without saying goodbye:

This is also a real case encountered in practical work, which makes me feel funny every time I think about it: Director Cheng said that he would accept the company's offer and start work within one month, with a salary of about 25k/ month. The position is the technical director of the technical center. Half a month before joining the company, the director communicated with the company. My mother was ill and needed to go back to take care of her. I hope to postpone joining the company for half a month. Out of respect for talents, the company agreed to postpone the entry time for half a month and submit a simple certificate when entering the job. On the morning of the third day of employment, due to work matters, colleagues in the department could not find him anywhere. The front desk said that I saw Mr. Cheng coming to work this morning. A colleague found that his computer was not at his desk, so he called him and didn't answer. Until three o'clock in the afternoon, HRMM called and he said:

"Sorry, I decided to go to another company."

So you just left quietly? Do you think the company is run by your family or a vegetable market? It's not difficult to send a text message, is it?

In an enterprise, you are at least a middle and senior manager. How did you manage the team in the past? Which company dares to hand over the team to you in the future?

Such irresponsible people and behaviors without integrity and basic respect will definitely be blacklisted;

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So, what is the blacklist of HR and how is it carried out?

The first is the company circle: very simply, if the company is hacked, the company, affiliated company or subsidiary parent company will not hire the candidate again in the future. Of course, it doesn't matter to you that the interview company is small.

Followed by the circle of friends: posted in HR's personal circle of friends and friends' circle of friends, extreme HR will even directly expose and exchange screenshots in the circle of friends; Don't talk about privacy, which is beyond the scope of this article;

Thirdly, the same industry circle: Personally, I think this is harsh, especially for a few companies in the industry. As more and more companies pay attention to background checks, basically, candidates can only change industries.

Finally, the human resources circle: for example, related human resources forums and various human resources groups. Some forums even encourage HR to publish the names and resumes of relevant personnel. For example, since 20 1 1, many human resources companies in Wuhan have been regularly publishing the best behaviors of individual candidates or former employees in a forum, and reminding their peers to pay attention to them during interviews and employment.

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The blacklist of HR will not completely block your personal path, but with the gradual establishment of credit system and opinions, background investigation and recommendation have become an important part of the interview process.

You are your personal brand;

You are the founder of your personal brand;

Don't let yourself be the destroyer of your personal brand!