How to do a good job in background investigation

1. There are three main ways for an enterprise to conduct employee background investigation:

1. Enterprise HR is self-regulated;

2. Entrust the headhunting company to carry out the back adjustment;

3. Entrust a third-party back adjustment company to carry out back adjustment;

Third-party companies usually have special teams and resources to carry out comprehensive back-adjustment. Back-adjustment agencies have more officially authorized compliance data sources, and back-adjustment agencies can conduct more in-depth and extensive investigations. Stable large companies usually look for third-party companies to do background checks. Second, HR should pay attention to the following points when doing employee background investigation:

1. Regarding the back tone of personal basic information, the consent and authorization of the candidate must be obtained;

2. Before the back tone, first understand and analyze the resume information of the candidate, and make clear the purpose of this back tone;

3. When backing up, you need to pay attention to the interviewer's intonation, pause, hint, questions that are not explained or avoided answering;

4. Give priority to the candidate's superiors or colleagues for back tone;

5. Guide the candidates to talk about their own strengths and weaknesses, and make a comparative analysis with the back tone information;

6. Pay attention to the tone and expression of the candidate and analyze the possible problems and contradictions;

7. Personal information and privacy of candidates and references should be strictly guaranteed. Third, the process of entrusting a third-party company to conduct employee background investigation:

1. The enterprise entrusts a third-party company to clarify the needs and objectives of the company;

2. The enterprise informs the candidate of the background investigation and the items to be investigated by the company;

3. The candidate fills in the information collection form and completes the authorization;

4. The third-party company communicates directly with the candidate to get relevant information, such as education background and work experience;

5. The third-party back-transfer company verifies the personal information of the candidate through legal and compliant official authorized data sources, such as identity information, academic qualifications, professional qualifications, bad records, industry blacklists, etc.

6. The third-party back-dispatching company calls the references provided by the candidates, and the professional third-party back-dispatching company (such as Aoxin) can also independently visit multiple valid references (HR, direct supervisor, department colleagues, colleagues in other departments, suppliers, customers, other business partners, social organization personnel, classmates, partners, etc.) for cross-verification and multi-dimensional verification of the candidates' work experience;

7. The third-party back-dispatching company analyzes and sorts out the collected information, forms an objective and detailed background investigation report and delivers it to the enterprise. Iv. the best time to do employee background check:

1. after the interview, before the offer is made: in general, the background check should be made for the candidates who have passed the interview process, and the time should be arranged between the end of the interview and the offer. However, for senior management positions, it is best to carry out back adjustment after passing the initial test. If you find many questions in the back tone, you can make a targeted investigation during the second interview. The advantage of this is that once fraud is found, enterprises can handle it flexibly and there is almost no legal risk. But the disadvantage is that candidates may turn to other companies during this period, which may lead to the loss of outstanding talents.

2. Post-employment probation period: during the probation period of employees, you can have enough time for full back adjustment, and you can retain employees as soon as possible without worrying about losing outstanding talents. But the disadvantage is that enterprises have to take greater legal risks when dismissing the employee. Moreover, if the employee has professional ethics problems, it will bring great losses to the enterprise. 5. The platform that can be used for employee background investigation:

1. Verification of academic qualifications-China Higher Education Student Information Network (Xuexin Network) is used to check the graduation certificates of graduates after 23 and the degree certificates of graduates after 28.

2. Personal involvement record —— According to the candidate's name and ID number, you can check the personal involvement judgment and other judgment materials on China Judgment Document Network.

3. The company, working hours, job responsibilities, performance, work attitude, reasons for leaving the company, advantages and disadvantages, work style, and whether there are any non-competition restrictions-Aoxin, which allows enterprises to enjoy more in-depth pre-employment background research services and is a platform for enterprises to control recruitment risks. Sixth, how to do the back tone to be more effective?

In order to make the results of background investigation more effective, we need to do the following:

(1) Comprehensive: the broader and more detailed the content of back tone, the more comprehensive it can verify the actual situation of candidates and avoid various employment risks in multiple dimensions. The content of back tone should include the following contents:

1. Verification of basic information: identity information, identity portrait, identity validity, etc.

2. Verification of educational information: academic qualifications, degrees, certificates, professional titles, etc.

3. Check bad records: litigation records, contingent liabilities, tax arrears, industry blacklists, etc.

4. Verification of work experience: this is the most important thing in the back adjustment. Generally, the work experience of candidates in the last 1 years or the last three work units will be investigated. The investigation of employees' work experience includes work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, whether there are any non-competition restrictions, etc.

(2) Depth: When verifying the interview references with work experience, we should not only rely on and win the trust from the interview feedback of the references provided by the candidates, but also independently seek effective references with multiple roles (colleagues and bosses from multiple departments+business partners+social relations, etc.) for cross-verification of information, and verify at least three pieces of work experience, so as to evaluate the candidates' work ability+character recognition+comprehensive evaluation, and then recite the results.

(3) Grading: Although the more detailed and comprehensive the back adjustment, the better, the scope and depth of background investigation should be determined according to the nature and level of the post, otherwise it is likely to waste manpower, time and other costs, so the back adjustment content should also be differentiated as follows:

1. Basic information verification, education information verification, business interest verification and credit information verification for grass-roots employees;

2. Middle-level managers' post-entry adjustment: basic information verification, academic information verification, business interests verification, credit information verification, reasons for leaving, work experience verification and unit evaluation interview;

3. Enterprise executives should do their best when they join the company: behavioral risk warning, in-depth ability exploration, unit evaluation interview, work ability verification, resignation reason verification, work experience verification, credit information verification, business interest verification, academic information verification and basic information verification;

4. On-the-job employees' compliance: business interests verification, work ability performance, behavioral risk early warning, bad record verification and credit information verification;

(4) Objectivity: When verifying the interview references of work experience, it is best to present the survey results objectively in the original words to ensure the neutrality of the survey and the reference of the results.

(5) Timely: It is best to arrange the back adjustment time after the interview and before the offer, so that once the candidate is found to have fraud, risky behavior or other problems, the enterprise can deal with them flexibly in time, with almost no legal risk.