What is a background check?

Background investigation refers to the process in which a company investigates and verifies the applicant's qualifications and resume information while interviewing the applicant.

For enterprises, when recruiting a new employee, they may encounter risks such as competency risk, legal risk, professional ethics risk, cost risk, etc. A complete employee background check report can save enterprises unnecessary expenses, reduce recruitment and training costs, and avoid employment risks.

More importantly, background checks can verify the background information provided by employees from many aspects and help companies select reliable candidates. The facts presented not only relate to the accuracy of the job seeker's personal information, but also help companies establish a basis for judgment on the job seeker's personal ethics, integrity and integrity.

For HR who is responsible for company recruitment, HR can only do background checks. If there is enough budget, you can entrust a third-party background check agency to conduct background checks. For example: Panoramic Qiushi’s research cycle is relatively short; it provides many research projects; single product prices are relatively cheap; its research projects are complete; most of the information comes from official channels, and Panoramic Qiushi has clear surveys when investigating workplace performance The methods and specific survey dimensions are also highly standardized.

What are the background check methods?

1. Telephone survey

The advantage of telephone search is to grasp the basic situation of job seekers in a short time, which is fast and convenient; the disadvantage is that due to time constraints, the amount of information obtained will be relatively small. few.

2. Questionnaire survey

The advantage of questionnaire survey is comprehensive information and high accuracy; the disadvantage is that it takes a long time. Some certifiers are worried about causing unnecessary disputes and are unwilling to evaluate job applicants in writing, while other certifiers only provide feedback on part of the information in the questionnaire.

3. Online survey

Nowadays, more and more HR will use blogs, Weibo and other websites to obtain relevant information about interviewees as a reference for employment decisions. However, the applicable population is relatively limited, because not everyone will have online records, and the authenticity also needs to be evaluated.

4. Entrust a third-party investigation agency

When companies conduct background checks on employees, it is often time-consuming and laborious to operate, and because many employees come from competitors, it is difficult to conduct background checks on employees. During the investigation, we were unable to obtain cooperation and support from its human resources department. In addition, the company's HR is unable to ensure the authenticity and validity of the survey results due to its relatively single survey method and lack of professional skills.

Therefore, for some core or key positions, many companies will entrust professional third-party background investigation agencies to conduct background checks on the employees. The investigation agencies use professional tools and databases to quickly investigate and clearly investigate the employees. The information of the interviewer can ensure the objectivity and authenticity of the survey application.