◐ 1. Event overview

Recently, the Olympic Federation electronic announcement, the company on February 7, the company received the China Securities Regulatory Commission issued the "Notice of administrative punishment in advance" (penalty word [2024] No. 8), the CSRC intends to order the Olympic Federation electronic correction, give a warning, and impose a fine of 3 million yuan;

The chairman Chen Guangshui, the secretary of the board of directors Xue Juanhua, the general manager Fu Zongchao, the deputy general manager and acting general manager of Jiang Biao, and the general manager of Aolian Solar that perovskite "expert" Xu Mingjun six people were warned, and were fined 1.5 million, 1 million, 600,000, 600,000, 800,000 yuan, a total of 7.5 million yuan.

◐ 2. The cause of the incident

The main cause of this incident is that Xu Mingjun, the general manager of Aolian Solar Energy at the time, known as the perovskite "expert", has false information in his personal work history, over-exaggerating his influence in the industry, which not only violates the principle of open and transparent capital market information, but also seriously misleads investors to evaluate the technical strength and development prospects of the enterprise.

Exaggerated performance of experts

Experts falsified their job records

◐ 3, how to spot "CV fraud"?

Once the incident was disclosed, it quickly aroused hot discussion in the society and high attention from all walks of life. In fact, nowadays in the workplace, the phenomenon of CV fraud occurs from time to time, it is not rare, and some job seekers also think that it is a matter of course.

It is precisely because of the existence of such adulterated personnel that in recent years, more and more domestic employers pay more attention to employee induction and back transfer, and control employment risks from the source.

On-boarding refers to the process in which the employer checks and compares the background information submitted by the candidate through legal ways and methods to verify the authenticity of the candidate's past experience, and it is also a means to effectively verify the integrity of job seekers.

Through the on-boarding transfer, we can timely detect the phenomenon of CV fraud of candidates, effectively avoid common employment risks, such as fraud risk, commercial espionage, non-competition agreement, bad record and other risks, reduce recruitment costs, time costs, opportunity costs, probation costs, dismissal costs, re-recruitment costs, etc., and confirm the past competence of candidates. Select the most suitable candidates for the position, ensure the quality of recruitment, and improve the overall quality of the staff team.

◐ 4, What information can be verified by the back transfer?

The scope and depth of background investigation depends on the nature, level and enterprise needs of the job, and the content of different job investigation will be different, mainly divided into the following four categories:

01| grass-roots staff induction back transfer

Basic information verification, education information verification, existing business interests verification, credit information verification;

02| Middle management transfer

Basic information verification, education information verification, existing business interests verification, credit information verification, reasons for resignation verification, work history verification, unit evaluation interview;

03| executive recruitment due diligence

Behavioral risk early warning, in-depth ability exploration, unit evaluation interview, work ability verification, reason for resignation verification, work history verification, credit information verification, existing business interests verification, education information verification, basic information verification;

04| In-service staff compliance back

Existing business interest verification, work ability performance, behavioral risk warning, bad record verification, credit information verification;

If an enterprise entrusts a third-party back adjustment company to carry out back adjustment, it will generally investigate more widely and deeply. Professional third-party backtracking companies (such as Aosin) have experienced teams to independently find multiple valid references (HR, direct supervisors, colleagues in the department, colleagues in other departments, suppliers, customers, other business partners, social organization personnel, students, partners, etc.) for cross-verification, and the investigation content can be detailed to include the following items:

◐ 5, deep back adjustment -- all-round control and prevention of employment risks

The more core key positions, the more should be multidimensional, multi-role, multi-scenario verification according to the characteristics of the industry.

As the leader of in-depth background investigation, Aosin breaks the traditional backtracking mode and adopts the due diligence mode to carry out employee backtracking, providing safe, deep, efficient, reliable and professional backtracking products and services for employment enterprises, helping enterprises to identify "real" talents in the recruitment process, improve the quality of talent recruitment, so that employment decisions can be based on evidence, and effectively prevent and control employment risks.

In order to meet the demand for different positions in different industries, Aoxin has made different solutions for grass-roots positions, middle and high-level positions, and key core positions to meet the needs of recruitment in different scenarios. The service fields cover finance, Internet, new energy, manufacturing, medical services, wholesale and retail and other fields. The combination of 4 major employment risk solutions, 30 survey items, and 200 interview indicators covers various job types in the enterprise.

At the same time, Aoxin company can make customized recruitment risk back adjustment plan according to the needs of enterprises, focusing on helping enterprises to more comprehensively screen and screen job seekers, helping enterprises to reduce recruitment costs, avoid employment risks, improve recruitment efficiency and quality, help to build a healthy and sound career credit system, multidimensional enabling enterprises to employ safety, escort enterprise talent recruitment, Finally realize the long-term goal of sustainable and high-quality development of the enterprise.