How does the human resources department do the background investigation of employees?

There are three main ways for enterprises to call back:

1, enterprise HR self-tuning;

2. Entrust the headhunting company to make a callback;

3. Entrust a third party to call back the company for callback;

Third-party companies usually have dedicated teams and resources to conduct comprehensive callbacks. Post-transfer institutions have more officially authorized compliance data sources, and post-transfer institutions can conduct more in-depth and extensive investigations. Large and stable companies usually look for third-party companies to do background checks.

HR should pay attention to the following points when making an echo:

1, regarding the ringback tone of personal basic information, the examinee's consent and authorization must be obtained;

2. Before replying, first understand and analyze the resume information of the applicant, and make clear the purpose of this reply;

3. Pay attention to the interviewer's tone, pause, hint, not explain or avoid answering questions;

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

5. Guide candidates to tell their own advantages and disadvantages, and make a comparative analysis with the back tone information;

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

7. Strictly protect the personal information and privacy of candidates and witnesses.

The best time to do the back tone:

1. After the interview, before the offer is issued: In general, background checks should be conducted on the candidates who have passed the interview process, and the time should be arranged after the interview and before the offer is issued. However, for senior management positions, it is best to make a callback after passing the initial test. If you find a lot of problems with the back tone, you can make a targeted investigation during the second interview. The advantage of this is that once fraud is discovered, 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 to adjust your whole back, and you can keep employees as soon as possible without worrying about the brain drain. But the disadvantage is that enterprises have to bear greater legal risks when dismissing employees. Moreover, if employees have professional ethics problems, it will bring great losses to enterprises.

Platforms available for backward tuning:

1. Academic Certification-China Higher Education Student Information Network (Xue Xin Net) is used to query the graduation certificates of graduates after 2003 and the degree certificates of graduates after 2008.

2. Personal record-According to the candidate's name and ID number, personal referee and other referee materials can be found online in China.

3. Work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, and whether there are non-competition restrictions. -Aoxin allows enterprises to enjoy more in-depth pre-job background research services, specifically to control recruitment risks for enterprises.