What does hr usually ask when answering?

A background check, literally, is an examination of the past qualifications of job seekers.

Generally speaking, HR will only do such a background check when it wants to be hired.

So, what are the main forms of background investigation?

1, ring back tone

In practice, the vast majority of HR is carried out by telephone verification, because it is the most economical and efficient, and the disadvantage is that it is easy to grasp incomplete information. The object of telephone inquiry includes the human resources department, department head or senior management of the candidate's original unit.

2. Entrust a professional company for callback.

If the company gives human resources budget support, it can also entrust a professional company to make a callback. The advantage of a professional company is professionalism, and it has a fixed process to do it, which saves HR a lot of energy. The disadvantage is that it costs money.

3. Back adjustment on site

When I was working as HR in my old employer, I met an HR department of an enterprise who came to our company to talk to some people related to employees' original jobs, ask for details and verify the accuracy of the information provided by employees during the interview.

Second, why do you want to do a background check?

In the process of job interview, it is normal for candidates to package themselves, especially in terms of salary and performance. Some people even exaggerate 30% or more than the actual situation. HR will verify the applicant's information before signing the labor contract formally.

The significance and value of background investigation;

1, for the company

First, save enterprise costs and reduce the waste of recruitment, training, probation wages and other costs caused by recruitment mistakes;

The second is to avoid the risk of employing people and prevent the competency risk and legal risk brought by recruiting the wrong person.

2. for HR,

First, ensure the effectiveness and reliability of recruitment: eliminate the false and keep the true, and help screen out candidates with false documents, fictional work experience and exaggerated work performance; Know people and be good at their duties, fully understand the previous work information of candidates, and provide basis for their future training and career development;

The second is to improve the professional skills of HR and improve the job satisfaction of HR (department) by the employing department.

3. For society.

First, create an equal, open and fair competition platform for job hunting and employment;

The second is to enhance job seekers' integrity awareness and integrity behavior, and promote the development of social integrity system.

So what kind of position will the employer do?

1, management position above middle level

I believe that such management positions are the core backbone in any enterprise, and recruitment may also belong to the nature of talent introduction, which basically needs to be reversed.

2, key technology core positions

For a company, technology is its core competitive advantage, so the introduction of technology core positions, HR department will also make a callback.

3, legal, financial, human and other important functions.

Because in the specific work of these positions, confidential information of the company will be leaked more or less, so the job fair is more cautious.

4. Other companies consider it necessary to return to their posts.

Therefore, for candidates, if the process of the company you are applying for is more formal, there will definitely be backward links.

3. What are the contents of the background investigation?

There are two kinds of work experience and no work experience (fresh graduates).

1, first of all, what problems will HR with work experience pay attention to in background investigation:

Check on-the-job time (mainly with the human resources department of the original unit)

Verify the post/rank (mainly with the human resources department of the original unit)

Verify the job content (mainly to confirm whether you really have experience related to the position you are applying for)

Verify the reason for leaving (mainly with the human resources department of the original unit)

Verify the authenticity of salary (the original company may be required to provide salary flow)

Verify interpersonal relationships (superiors, subordinates, departments, etc.). )

Verify the level of work (mainly ask your former unit leader)

2. For fresh graduates, HR will pay attention to the following questions:

Authenticity of graduation certificate (available on the website of education system)

Authenticity of the award-winning certificate (check with the school teacher)

Teacher's evaluation (including your moral character, ability, advantages and disadvantages, etc. ).

Comprehensive ability (others' evaluation)