How does HR do background checks?

Preliminary preparation for background investigation

When companies conduct background investigations on candidates, they need to collect and prepare the resources required for the investigation. This stage is the most critical basic preparation work, including candidate Basic information about the person, certifiers, job characteristics, etc. When obtaining information, it is necessary to design a special process and template for collecting information, and comprehensively collect the candidate's information to ensure the smooth progress of the background investigation. The analysis of job characteristics helps to better design report questions, design different questions for different positions, and better examine some information that cannot be verified during the interview. Specifically, when candidates fill out the "Application Registration Form", they are required to fill in the complete name and contact information of the certifier who has a working relationship with them. To respect the candidate, be sure to inform them before doing a background check. In order to avoid legal risks and ensure the authenticity of their work experience, it is necessary for companies to conduct background checks on onboarding employees.

Background investigation techniques

Background investigation is mainly based on telephone interviews, with other channels as auxiliary channels. Enterprise HR needs to master some skills to obtain as much information as possible within limited time and limited channels.

1. Choose a reasonable contact time.

The first half of the week is a busy time for everyone, so the second half of the week is a good choice. In addition, you also need to consider when to communicate with the other party. Under normal circumstances, it will be better around 4 p.m. If the background check is conducted at this time, the cooperation rate will be higher.

2. The content of the investigation should be carried out step by step.

Be sure not to touch sensitive topics at the beginning. This will make the other party feel defensive and unwilling to cooperate. When preparing to make a phone call, you must clarify the issues that need to be understood for this communication, be flexible in the order of the questions, proceed step by step, and do not go straight to the topic.

3. Design "structured" questions to make them specific and quantitative.

After designing the element template, HR can easily investigate and inquire based on the designed template, carry out targeted investigations, and ensure the effectiveness and accuracy of the investigation and inquiry to the greatest extent, thus helping us to do a good job on the candidates. Provide an objective and fair evaluation.

4. You must have the spirit of perseverance.

When conducting background checks, it is inevitable to encounter obstacles and rejections. During the investigation process, it is necessary to flexibly change the subject of the investigation. The candidate's direct supervisor or colleague is a good choice. As long as your attitude is sincere enough, most people will be willing to cooperate with your work. This information can also reflect the true situation of the applicant from one aspect.

If it is a competitor company, it is recommended to choose employees who have resigned from the other company for investigation, because employees who have resigned are no longer involved in the interests of the other company and are more willing to tell the truth. In addition, when consulting the certifier, you should control the time well, so that you can get the desired results without taking up too much time and causing inconvenience to the certifier.