How to do a good background check when recruiting

The main purpose of background investigation is not to see whether the information provided by employees in the recruitment process is true or not. The core purpose is to ensure that employees have the entry requirements and competence required by the organization, which is our core and ultimate goal. The second is to find that no candidate can relate to resume and interview, their competence and personal characteristics. Because most interviews are face-to-face or resumes, there must be a lot of information that cannot be reflected in this process. This can be achieved through this background investigation. The third purpose is to ensure the establishment of capacity development files between employees and leaders in the future. For example, during the background check, this employee may have been asked this question in the past. If we invite this employee to join our company, what will our company get? Past employers may mention that this employee is more energetic and innovative and can bring new innovations to the company. This is one aspect. There is also the establishment of his innovative ability in this employee file, as well as the distribution and guidance in this regard. Some employees mentioned that their IT ability is not particularly strong, and he may be an expert in finance. In this case, they may consciously introduce IT training to him in the future training process. In this case, the background investigation will bring some practical significance to your future employment and the development of this employee. Famous headhunters recommend gold collar positions. Interview with well-known listed companies in photoelectric industry by enterprise position manager-general manager120-10.5 million-Shanghai-Zhejiang-Shenzhen-Jiangxi high-end wealth management fund-senior investment manager (equity in securities market) 400,000-500,000-famous online advertising company in Beijing-senior vice president (full case of major customers) 600,000-700,000-assistant general manager in Hangzhou, Zhejiang/ Key Account Director-Power Information Headhunting Position 400 Denitrification and Dust Removal-300,000-800,000 Beijing Jiangsu Ningxia Investment Director-Industrial Fund-Headhunting Position150,000-300,000 Beijing Tianjin Central Enterprise Background PE Investment Company-Deputy General Manager Investment Director 8,000-/KLOC-0,200,000 Beijing's demand for business innovation and business development in the business process. The performance of employees is based on individual ability. In the recruitment process, enterprises need to determine whether the ability of this employee matches the position recruited by our company. Only by confirming this, can we have a good performance in our work and meet the needs of business development and innovation. Here is a data, a survey of the world's top 500 enterprises shows that China's current background investigation is far from reaching the development level of foreign countries. Have the HR managers and directors here used the service of background check? In the United States, 83% of employers often conduct background checks on executives, administrators and professionals, 30% of enterprises also conduct background checks on ordinary employees, and 58% of enterprises communicate with applicants' former employers. The recommendation letter system mentioned just now must be communicated with the previous employer. 48% of enterprises will verify the academic qualifications of candidates, 465,438+0% will verify the employees who can find out the employee's resignation, 40% is due to work habits and 30% is due to personal characteristics. The content contained in the background investigation is also of great concern to everyone. There is a 13 item here. In China, it is the first seven items. Because of the country's own characteristics, criminal record and credit record, comprehensive information may not be found. For example, if you want to recruit an employee from Shanghai to a company in Shanghai, you may not find a credit record of Shanghai in Beijing, so in China, you will generally conduct a background check on the first seven items. There are also some places where employees provide false information in past business operations. Education, work experience, professional achievements, self-employment, and letters of recommendation will all involve some false information. Now, as we all know, just opposite Zhongguancun Renmin University, including Zhongguancun Street, people often sell you fake academic credentials and fake ID cards, which shows that the integrity system of the whole country is not perfect, and the candidates' past background information really needs to be reviewed. There are two kinds of background investigation, one is to check records, and the other is reference investigation. For example, he may provide proof of academic qualifications and previous training during the resume process, which are record verification. The recommendation survey mainly asks the boss and the human resources department to provide letters of recommendation when they left their jobs in recent years, which can be conducted in the new unit. Here, I mainly talk about recommendation survey, because technical verification is relatively simple, such as the verification of graduation certificate. Now you can check on the website of the Ministry of Education through the Internet, and you can also get in touch with the school. The recommendation survey mentioned here, for example, enterprises in Zhongguancun Park should vigorously promote the recommendation system in the future. There are several principles for recommending surveys. First, the enterprise should make clear what kind of position you are recruiting and what kind of ability requirements this position has, so that you can call the original employer according to this ability requirement. For example, this position is a research and development supervisor, and innovation ability is very important, and analytical ability and learning ability are very important. You can communicate with your former employer purposefully in this respect and learn something. And related information. When you go to an interview, you usually want to find his direct boss and functional leader, and you have no direct leadership relationship with him. In fact, you know that information is invalid. There was also a 360-degree talk, and everyone made a 360-degree evaluation and scored opinions. Similarly, there is the human resources department. Every manager of the human resources department present here will receive a phone call in the future to discuss the experience, resume, performance and performance of past employees. The temporality is 7 years in the United States and 5 years to 10 years in China. Authorization Generally speaking, there are regulations in the United States that require written authorization. If I am a job seeker, I will authorize the company I want to apply for to conduct an investigation in my original unit. In China, it has not reached this level. Generally speaking, it is verbal authorization, which can be put forward when interviewing candidates. According to the company's regulations, there are certain requirements for integrity. This sentence can reflect the company culture and may investigate the original unit. Who should I look for to investigate? Here is a background information, investigators and referees. Because they do background checks, they are actually two interactive roles, one is the investigator and the other is the referee. Investigators are generally conducted by human resources managers, directors and heads of employing departments. Professional consulting companies are also being promoted now. Because people will think that if I just call to ask, I can call and every human resource manager can call, but there are many difficulties in actual operation. For example, Company A and Company B are competitors, and the people in Company A are poached by Company B. In fact, the people in Company B may have some resistance to him, whether they are leaders or employees at the same level. At this time, the human resources manager of company A went to company B to check someone's situation. Information may be negative or invalid. At this time, it is even more important to use a professional company, because he knows what key problems and difficulties will be involved in the investigation process, and will help you overcome them. Moreover, he will not disclose the name of the new company, but only conduct the investigation as a third party, which is acceptable for the resigned enterprises. Referees generally have letters of recommendation, which are usually written by superiors or your colleagues, and sometimes involve subordinates. For example, the position of recruitment is a cross-regional director, which may involve different regions reporting to him. At this time, communication and management skills with subordinates are very important. At this time, the employer will investigate the subordinates. There are some steps to implement the recommendation survey. First of all, look for a reference. Generally speaking, the search for references is designated by the applicant himself. We will ask him to verify his past experience according to the principle of company integrity, and he will provide you with some names. The second is to find the referee, contact him and introduce yourself. At this time, you will encounter many practical difficulties, such as the referee is absent, or the referee is unwilling to cooperate with you, or the referee is busy or in a bad mood. In this case, there are corresponding coping principles. The third step is to find this person and be willing to be interviewed. There are several forms of interview, such as face-to-face, telephone, email or fax, and now telephone is more commonly used. The final information of the background investigation has been reported and recorded. This is very important. In the process of operation, when asked whether many enterprises have done background checks, 30% of them said they have, but how many enterprises will keep their background check information for future personnel management? Only 65,438+00% of enterprises answered that we will keep the information of background investigation, which will be used for employees' future career development. This is very important. We must record it. There may be many thorny problems in the process of investigation. I believe many human resources managers will receive calls from headhunting companies. When making a phone call, the first thing they need to deal with is the secretary or the receptionist. How can we find a reference through this checkpoint at this time? Our talent credit system in Zhongguancun may be better, because all the enterprises we join this alliance have this sense of identity. In case of such an investigation, we will actively cooperate. The second is to avoid talking about it. For various reasons, the company has confidentiality or policy restrictions to avoid previous problems. This time, it will also make your investigation very difficult. There are also some employees who are difficult or sensitive in the company. At this time, when investigating these people, it is often very sensitive. Can you get valid information? At this time, I give you a suggestion. You can find his former supervisor or have left his job. You should go to someone from company B and investigate him. In fact, this person may have a bad popularity in the company or a high level. At this time, when it may be difficult to get first-hand information, you can find a former employee who has left company B to check, because he has left this company, and there are probably some topics to talk about. Finally, the thorny problem that may be encountered is that the recommendation letter and the interview content are fundamentally contradictory and different, which also involves a lot of information that needs professional consulting companies to falsify the truth. Here are two ways to communicate with you, how to prevent people from having false information, and how to do a lot of research through the credit information system of the Association of Human Resource Managers in the future. These are all means, and there are other means to communicate with you. Mainly to establish a mechanism of human resources, supported by a whole set of systems. The first is the recruitment channel. At present, many hiring managers and recruiters often use peer recommendation, friend introduction or relatives and friends introduction. For example, our client Cisco has a mechanism. If you can recommend a person to work in the company, there will be a certain reward. This is a very good channel. Through this channel, the credibility of information may be higher because of mutual trust and previous cooperation. Secondly, on the job application form, like when our company is doing recruitment, there is a special job application form, which can filter out some information in design. The third is personal background statement. Every employee must make a statement when applying for a job in the company. If the information he provides is accurate, the company can dismiss him for this reason, so that if the information provided by the employee is wrong in the future, you will have a basis. Another way is an interview. Every HR manager has been interviewed. During the interview, there are many behavioral interview methods. By giving some very specific examples to guide him and asking him, we can find out whether his past performance or management ability level is true and avoid asking some silly questions. We are looking for a very energetic and innovative person. Do you have this ability? When everyone is asked such a question, make good use of background investigation and reference materials.