Some intermediaries use "introduction" to sell job guidance courses, internships and retention opportunities
Spend 10,000 yuan to "internally push" into a large company for internship? It's all routines!
Right now is the peak recruitment season for "Golden Nine, Silver and Ten". Many recruitment information that claims to be able to "internally push" resumes into famous companies have spread "viral" in the circle of friends of fresh graduates.
In fact, this is the asymmetry of the job search agency using the recruitment information to start a paid "introduction" business, which is a scam.
"Internet, telecommunications, finance and other companies recruiting schools and agencies to recruit'introduction', direct to the team, one step in place" "Domestic'big factory', all positions are available,'introduction' resume 100% follow-up and reply"...time value" During the recruitment season of "Golden Nine and Silver Ten", some job search agencies put up such "tempting" slogans, claiming to provide internship opportunities for famous companies, internal staff counseling and corporate retention opportunities.
Internal recommendation, also known as employee recommendation, is a recruitment method for companies to encourage existing employees to recommend outstanding talents to the company.
The reporter's investigation found that in recent years, many institutions under the banner of "introduction", in fact, they mainly pay for "introduction", with fees ranging from several thousand yuan to tens of thousands of yuan, laying a trap for graduates to apply for a job.
Create anxiety first, then charge
26-year-old Jiang Yang is a graduate of a college in Shenyang.
In order to find a job, he followed a lot of recruitment WeChat official accounts, and often saw these official accounts post "follow and forward to the circle of friends, can get the internship qualifications recommended by the employees of large enterprises".
In March of this year, after Jiang Yang followed and forwarded the information to five friend groups, Mr. Fan, a back-end staff member of a WeChat official account, contacted Jiang Yang and promised to forward his resume to a large company that matched him.
A week later, Mr. Fan told him that his resume was rejected by many companies because he was not a prestigious student, had less internship experience, and was not beautiful enough.
One month later, Mr. Fan contacted Jiang Yang again, saying that a consulting company had released two remote assistant internship places for three months of internship, and with an internship certificate, only 20,000 yuan of "favorable fees" would be given to internal employees.
At the same time, Mr. Fan also took out the work license and personnel files of the company's employee "Chen Lei".
The reporter noticed that the “introduction” information Jiang Yang received was “viral” spread in the circle of friends of recent graduates, especially graduates of non-key schools.
The reporter searched more than 20 WeChat public accounts that claimed to be "introduced", and found that these organizations often posted articles containing recruitment information of major companies and the emails of intermediary agencies, claiming to provide services such as perfect resumes, career consultation and interview skills for free.
"The usual routine of these intermediaries is to first pull the group for free, and then guide the paid "harvest"." Hao Hongbin, general manager of Liaoning Bailian Talent Management Co., Ltd., told reporters that after the students are "on the hook", the intermediaries often exaggerate the difficulty of job hunting and create anxiety. And put forward a solution, "including providing employment guidance courses, training and'introduction', direct promotion in one step, the fees range from thousands to tens of thousands of yuan."
The reporter learned that there are two main operating routines of the "internal push" intermediary: one is the "empty glove white wolf", which collects resumes, sells training courses, and sends the resumes to the corporate recruitment mailbox in a wide-ranging manner. The recommendation is successful. Service fee, if unsuccessful, earn a course commission; the other is "buy the internal response", the internal employees of the bought-in enterprise provide recruitment information or internship certificate.
The root is the asymmetry of recruitment information
So, is paid "introduction" a shortcut or a trap?
After paying 20,000 yuan, Jiang Yang began his "internship."
Every week, he will receive "internship assignments" from the mailboxes named after the pinyin initials of the company's name.
More than two months later, because the professional information in the internship certificate was incorrect, Jiang Yang contacted the company's personnel department to make corrections, and learned that the company had not received his resume and had no employee named Chen Lei.
When trying to contact Teacher Fan, Jiang Yang discovered that his WeChat had been "blocked" by Teacher Fan.
Paid "introduction" is obviously a trap, why can it be popular?
The reporter interviewed some employees of financial, Internet and consulting companies. They said that many companies are increasingly inclined to "introduction" channels for internships and recruitment.
For companies, "introduction" is more efficient, saves time, effort and cost, and also guarantees interpersonal relationships.
This also allowed some intermediaries to see business opportunities and start trading.
"The root of the breeding of paid internships lies in the asymmetry of recruitment information." Zhang Jun, a personnel manager of a large private company in Shenyang, believes that when companies are used to "internal push" recruitment, job seekers have difficulty obtaining recruitment information, so they are willing to spend. Heavy money to buy "mysterious" "introduction" opportunities.
"Many internship recruitment is self-recruitment by business departments. Generally, internship agreements are not signed or paid, and it is easy to get an internship certificate with a red seal. This way, there is a lot of room for internal operations. The gray of'paid internship' The industrial chain is thus formed."
“In fact, the recruitment work involves multiple departments and multiple levels of personnel. It is not realistic to buy the entire process of recruiting managers. The behavior of selling'introduced' positions has touched the corporate red line. Once discovered, employees may lose their jobs. '. Therefore, the so-called'internal people' of intermediary agencies are mostly routines." Zhang Jun said that even if there is a transfer of benefits, it is a private "not visible" contact with individual employees, and it is difficult to ensure that job applicants can be officially retained.
Suspected fraud in paid "introduction"
After being deceived, Jiang Yang did not say anything. On the one hand, he felt disgraceful and worried that it would affect his subsequent job search; on the other hand, he signed an electronic version of the "introduction contract" with this consulting company, stipulating that the students would recommend channels The content of the internship is kept confidential, and no paid recommendation can be mentioned to anyone, otherwise a fine of 500,000 yuan will be imposed.
"Paying'introduction' behavior is suspected of fraud. This kind of clause has only a threatening effect and does not have legal effect." Meng Yuping, a lawyer at the Shanghai Duan and Duan (Shenyang) Law Firm, believes that job applicants are unwilling to actively defend their rights after being defrauded. The "interpolation" transactions are conducted privately by institutions and internal employees, and it is difficult to obtain evidence of violations, causing frequent occurrence of chaos in paid "interpolation".
"The existence of the trap of paid'introduction' reflects that the current college employment guidance is not yet in place, causing college students to be deceived by intermediaries that are difficult to distinguish between true and false." Hao Hongbin suggested that the government, schools, and enterprises should work together to improve employment services and provide employment. Guide and standardize the behavior of intermediaries in the labor market, reduce graduates’ job-hunting costs, and improve graduates’ job-seeking literacy and their ability to identify bad intermediaries.
At the same time, companies should also actively take the initiative to expose those intermediaries that cheat under their own banner, and seriously deal with the behavior of collecting money for internal recommendation.
The Ministry of Human Resources and Social Security mentioned in the open letter to the 2021 graduates that graduates should keep their eyes open, be vigilant, and guard against job traps such as false recruitment, arbitrary fees, deduction of certificates, and training loans.
In case of the above situation, please complain to the Human Resources and Social Affairs Department immediately.
Not long ago, after passing the written test and interview, Jiang Yang successfully entered a software company to work as a marketing manager.
Along the way, he found that companies look at "capacity" better than "resume."
"Being down-to-earth, finding a job is not as difficult as you think." He said.
(Jiang Yang is a pseudonym)
Reporter Liu Xu, our newspaper interns warm