What is the authorization of CRBT SMS?

Ringback tone SMS authorization is a process that HR needs candidates to pay attention to and agree with ringback tones when inquiring about ringback tone people.

Expand:

Backtone is a kind of background investigation, which comprehensively evaluates the job competence of candidates through a compliant way and a professional method, and obtains more dimensional information, so as to increase the symmetry of employers' grasp of job seekers' personal information, reduce the matching risk, and provide reference for enterprises in hiring decision. From the perspective of enterprise development, background investigation has two basic purposes:

1, to verify the authenticity of the information of job seekers.

2. Reasonably and effectively evaluate and locate job seekers in specific positions.

Five points for attention in the value of background investigation:

1, to prevent cost risks

Recruitment cost, probation cost, opportunity cost, re-recruitment cost, etc.

2. Prevent legal risks

Legal disputes caused by personal incompetence or moral problems: involving non-competition and simultaneous employment, involving criminal cases such as criminal record and criminal record;

Legal disputes in human resource dispatch: the legal risk of employees infringing on the legitimate rights and interests of actual employers, and the legal risk caused by confusion between the main bodies of labor relations (dispatching service agencies and dispatching employees).

3. Prevent ability risks.

Employees' behavior in the dimensions of "morality", "ability", "diligence" and "achievement" is insufficient, which leads to their inability to meet the job requirements.

4. Prevent professional moral hazard.

Due to personal professional ethics problems of employees, such as the theft of business secrets, the brand reputation is damaged; Due to the moral quality of employees: fraud, dereliction of duty, abuse of power for personal gain, bureaucracy, etc.

5, guard against the risk of talent advantage.

The adverse selection in human resource management leads to the disadvantage of high-quality talents in the talent market competition, and they are "expelled" from the internal and external talent markets of enterprises, leading to the gradual loss of talent advantages.