What are the contents and methods of background investigation for candidates?

Identity household registration: After the candidate is authorized, the identity card, household registration book, passport and other contents are compared with official data to verify the authenticity of the provided identity information.

Bad records: After the candidate is authorized, the bad records of the candidate are checked and compared legally through the official database to understand the potential behavioral risks of the candidate.

Drug-related: through the global data platform, query whether candidates have drug-related records.

Blacklist of online loans: by docking the data of financial institutions, check whether candidates have illegal online loans and punishment records, and find out the potential credit risks of candidates in time.

Litigation records: Docking the global database, and inquiring about crimes and litigation records related to candidates through cases; Fully understand the potential moral hazard of candidates.

Academic Degree: Through the Academic Certification Center of the Ministry of Education and the archives of domestic and foreign schools, the academic qualifications of candidates are verified and the best candidates are really selected.

Vocational qualification: compare the professional qualification information of candidates one by one through official systems, license issuing agencies and other channels to verify the authenticity of candidates' professional qualifications.

Conflict of commercial interests: Check whether the candidate is a legal person, shareholder, director or senior manager of other companies through official system inquiry.

Work experience: based on the division of industries and positions, a comprehensive and scientific interview model, reasonable customization of interview reference materials, to help employers screen suitable candidates.

Job performance: Through direct or indirect interviews with former direct leaders, colleagues and HR, a set of standardized evaluation results of a candidate for a position can be obtained to judge whether he is competent or not.

In-depth ability: Evaluate the candidate's in-depth ability and future development through past work, post, decision-making and other qualifications and professional rationalization.

The method of ring back tone is as follows:

What are the methods of background check? Introduction is as follows:

1, HR conducts its own investigation. The advantage is that HR is familiar with the background of candidates, so it can better screen the information found, make judgments in time and save costs. The disadvantage is that individualism is strong and the investigation may not be objective and rigorous enough. Because the investigation skills are not professional enough, it is easy to waste recruitment costs and energy.

2. Entrust a third party to send it back to the company for unified handling. For example, all aspects are realistic, and companies like this have fixed channels for investigation information, which are more professional, neutral and objective. In China, the third-party background investigation service has just emerged, and various enterprises are mixed. Therefore, the human resources department must be careful when choosing, otherwise irresponsible perversion will not only lead to brain drain, but also bring legal risks.

3. Let headhunting companies conduct background checks. This practice saves energy and cost, but some headhunters usually do some "technical processing" for candidates because their interests are the same as those of candidates.