With a little observation, it is not difficult to find that there are always several "nail households" in the talent market who insist on recruiting day after day for many years, and the positions recruited each time are actually the same. There are also many such units on the website, and their recruitment announcements have never been removed, and the recruitment information has not changed. People can't help wondering: haven't you recruited it for so many years? The answer is: drunkenness has nothing to do with alcohol. These units are willing to be "nail houses" not for recruitment but for various purposes.

In order to get familiar with each other and promote themselves, some recruiting units have low booth fees in the talent market and are gathering places for their peers. How can such a public relations platform not be used well? In order to support the talent market, some recruiting units can't do without a few booths in the huge talent market. Other units use the name of recruitment to "sell dog meat", or maliciously collect resumes to sell personal information or fill out forms for market research. The information disclosed by job seekers is likely to become a tool for them to make profits. False recruitment is different from illegal recruitment. Playing the legal "edge ball" usually does not deceive job seekers, but it will delay job seekers' opportunities and endanger personal information security.

Coping strategy: when applying for a job online, check the recruitment records of the recruiting unit. If a recruitment notice has been lying for n years without changing a word, or recruiting the same position every once in a while, it can basically be concluded that it is a fake recruitment; Pay attention to the words and deeds of recruiters when applying for jobs on the spot. If they are vague and inconsistent, or ask job seekers to fill in some irrelevant information (for example, ask what brand of shampoo you like so that you can clearly write down your "18th generation ancestors"), job seekers should be vigilant.

Trap 2: Do projects through recruitment.

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

Unscrupulous companies split the project into several examination questions and put them in the examination questions, stealing the labor achievements of job seekers in the name of written examination, and finally none of them were admitted. For example, a software company takes an exam in the name of recruiting programmers, and asks job seekers to write programs in the written test. The six job seekers had different test questions, but six programs just combined into one project, and the test result was that no one was hired. This recruitment trap is quite clever. Job seekers who are not admitted only think that they have failed in the exam, but never realize that they have been cheated from beginning to end. Even if I realize it, it is difficult to defend my rights because I have not left any evidence.

Coping strategy: If you need to do some innovation or R&D questions in this kind of recruitment, remember to keep a copy of your intellectual labor achievements, and ask the recruiting unit to sign for confirmation, and attach a copyright statement to leave evidence for possible rights protection in the future.

Trap 3: Pay before joining the company.

As long as it involves paying money, most people are very sensitive, so many college students think they will not stumble in this respect. But every year, many people fall for it, including people with rich social experience. Sometimes it's not because job seekers are inexperienced and not smart enough, but because liars are too smart. You know, according to Darwin's theory of evolution, deception also keeps pace with the times.

I thought the fraud company only knew how to collect deposits to cheat money. These days, who doesn't know that the labor law stipulates that employers may not charge applicants registration fees and deposits in any name? Liars generally don't cheat college students with higher education by such low-level means. They will magically change the "deposit", which may be "medical examination fee", "training fee", "accommodation fee" and "clothing fee" ... The fraud company will also use the law as a shield. Take the physical examination as an example. You may be told publicly that employers have the right to know the health status of workers. When job seekers think about it, they have no obligation to give us a physical examination for free, so they often take the bait. By the time they react, the liar has long since disappeared without a trace. Moreover, regular companies will not force money and designate medical institutions. According to Article 68 of the Labor Law, another trick commonly used by fraudulent companies is "training fee": the employer should establish a vocational training system, withdraw and use vocational training funds in accordance with state regulations, and carry out vocational training for workers in a planned way according to the actual situation of the unit. Note: The obligation to provide vocational training for workers is the employer, and the training expenses are borne by the employer. However, the employer can sign a training agreement with the employee, for example, the employee must have served for X years, and the training fee must be compensated before the service period expires.

Coping strategies: choose large recruitment websites and talent markets with good reputation to submit resumes; You'd better not pay. If you do this, you must get a receipt.

Trap 4: The probation period is very tricky.

After completing the entry formalities, the laborer was told to enter the probation period of X months, during which the salary was lower, but the employer promised to give preferential treatment once he became a regular employee. Many inexperienced college students think that everything will be fine and they can show their talents. In fact, the next trap is waiting ahead.

There is a company with a large turnover, which constantly replaces employees who will become regular employees with new employees to achieve the purpose of reducing the cost of employing people. This is "the probation period is very difficult". I was fooled by this: I was successfully admitted to a small company through online job hunting in my graduation year. At first, I didn't notice any problems. A few days later, I found that there were new members to join, and the company was not only full, but also surplus. In a few days, the employee who is about to complete the probation period will be dismissed, and the boss's previous affability will be gone. A pair of "don't work hard, don't want to be a regular employee". A newly graduated college student has never seen this posture, and he is bent on becoming a regular employee. Unexpectedly, the probation period is about to expire, but his boss dismissed him for various wonderful reasons.

Coping strategy: communicate with old employees to understand the company history and personnel flow; Real-time attention to company recruitment trends.

Trap 5: high salary and low threshold

A high salary is almost every college student's dream. Some college students have a high vision, self-reliance is unrealistic, low wages are unwilling to go, and they are eager for the high salary on the surface. After actually taking up the post, I found that the actual salary was much smaller than the "shrinkage" in the recruitment advertisement. The company will explain that this is the basic salary of the post. If you want a high salary, you have to rely on performance commission. This involves two concepts: irresponsible basic salary and responsible basic salary. Irresponsible basic salary is the salary that workers can get as long as they take part in their daily work, while responsible basic salary is the salary that workers can get only after completing certain business indicators according to the company's standards. A common means in recruitment scams is to write a high-responsibility basic salary to attract the attention of job seekers. In fact, the non-responsible basic salary is particularly low, and you have to complete a very large amount of work to get the so-called high salary.

Coping strategies: ask about the basic salary of responsibility and the basic salary of irresponsibility and keep written evidence; Establish a correct view of money, and think about whether the pie in the sky is a pie or a trap.