When is the company's back adjustment usually carried out?

Most companies quote first, and then start to call back.

The advantage of this method is that the applicant has a good experience, because starting to reply will inevitably let the applicant's former company know that the applicant is applying. If the candidate does not receive the Offer and eventually loses the opportunity to join the job, it will put the candidate in a dilemma. In addition, if the candidate does not receive the offer, he will generally not leave the previous company, and the content that HR can reverse is limited. At present, companies with standardized recruitment processes basically make an Offer first, and then make a callback.

Of course, there are certain risks in this way, so HR needs to set some conditions in the Offer, such as writing "I understand and agree that if any information I provide is found to be false, incomplete or has any false statement, it will constitute the cancellation of this Offer for further consideration or the immediate termination of my labor contract in the future", so as to prevent the information provided by the candidate from being false and flawed in integrity, and the company needs to bear additional recruitment expenses.

A few companies began to call back before making an offer.

The advantage is that the enterprise risk is low, but it is easy to make candidates feel insecure. In this case, HR can take the initiative to communicate with candidates, strive for their understanding, and reply to their questions in time. For example, you can recite other resumes that you left first, instead of investigating your current resume. There are some high-level candidates who need an interview with the chairman. When HR needs the candidate to confirm that the resume is normal before the interview of the chairman, it can also take the initiative to communicate with the candidate, play emotional cards, calm the mood of the candidate and strive for the consent and understanding of the candidate.

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