How to conduct employee background checks objectively and reasonably (1)

In order to make better use of the "sharp tool" of background checks and truly play a role in the company's talent decisions, we have summarized the following suggestions, hoping to ensure the smooth progress of background checks and the verification of background check results. The good use of the system is introduced in detail as follows:

1. Form a complete system management - ensure that the background investigation is implemented in a practical manner.

In order to obtain more comprehensive information about job seekers, verify the authenticity of candidate information, effectively avoid recruitment risks, maximize the accuracy of company recruitment, and reduce employment risks, a special background investigation is established The team will formulate a detailed "background investigation management system". The system includes the purpose of the investigation, the responsibilities of all parties, authorized confidentiality, etc., and makes clear specifications and regulations for investigation records, investigation forms and investigation reports. It is also necessary to link rewards, punishments and performance to matters such as artificial fraud during the investigation to ensure that the background investigation work is highly valued, so that the investigation process and results are authentic and reliable, and do not go through the motions.

2. Establish standardized operating procedures to ensure the effective implementation of back adjustment.

In order to enhance the full understanding of the background of job seekers, ensure the authenticity and reliability of all job seeker information, and avoid fraud and resume fraud, a standardized "employee background investigation process" has been established.

The process includes determining the object of investigation, preparation for the investigation, the authenticity of the investigation content, and the time period for completing different back-examinations, all the way to sorting out the back-examination information, writing the investigation report, and finally submitting the Advice on whether to accept or not.

3. Develop standards based on the company’s situation - ensure that the back adjustment meets the needs.

There are many positions and projects involved in background checks, and each company has its own different practices. We make detailed definitions based on the actual situation of the company to ensure that the background investigation can meet the needs of the position to the greatest extent and can also reduce unnecessary manpower and material resources. In other words, as long as the goal can be achieved, there is no need to cover everything.

We must first determine which positions need to be investigated, and secondly determine the investigation items according to different positions.

The content of the background report is mainly divided into two categories. One is general items, such as the validity of ID cards, graduation certificates, and qualification certificates; the other is the authenticity of work resume information. We will Select from the following investigation items according to the needs of the position:

(1) Identity information (2) Educational background (3) Professional qualifications (4) Litigation records (5) Online loan blacklist (6) Whether there is any crime Record facts (7) Work history (8) Business conflicts

For example: ordinary employees on the production line can verify their ID cards, and candidates with academic qualifications must add graduation on the basis of identity confirmation. It is enough to confirm the authenticity of the certificate; however, for high-level managers, it is necessary to investigate the work history and verify whether there is any commercial conflict of interest, etc.

Because we need to determine different standards for back tone according to different positions. Therefore, the effectiveness of back-calling can be improved on the basis of meeting the company's recruitment needs.

Four. Set up the back tone scientifically - make sure to grasp the key points of the back tone.

Relatively speaking, everyone agrees on the content of background checks in much the same way. So, how to get more accurate and effective information during the background check process? Personally, I think: first, there should be different emphases according to different positions; second, the content of the background investigation should be carefully designed; third, the way of asking questions should be flexible according to the different certifiers.

Usually the main method adopted is telephone inquiry, and other methods such as the above visits and questionnaires are still used relatively rarely. Therefore, the design of the questions in the inquiry and the way they are asked are still relatively important, because it can help us find out the candidates' strengths and weaknesses that are not easily noticed. At the same time, attention must also be paid to ensuring that key contents are investigated, and do not blindly seek more, wider, or complete information.

As for the background investigation issue, I have shared it before in the article "What questions are asked in background checks? What issues should be paid attention to?", so I won't go into details here.

5. Flexibly arrange the investigation time to ensure the efficiency of back adjustment.

Background checks are usually arranged after the interview and before employment. At this time, most of the unsuitable candidates have been eliminated. In this way, not only the workload of the investigation is relatively reduced, but also through several rounds of interviews, the candidate information has been mastered and familiar. At this time, the investigation The more targeted it is, the better the survey results will be.

However, based on the above traditional practice, we changed our concepts and made bold changes based on the actual situation of the company, dividing the background investigation into a single time period, and effectively playing the real role of the background investigation. , improve recruitment efficiency.

1. Pre-interview investigation: In order to further improve the accuracy of candidate recruitment, background investigations can be conducted in advance for some positions with higher requirements, which can maximize the efficiency of recruitment.

If we are recruiting a senior executive, what we pay most attention to in senior managers is their personal qualities. After getting the resume, you can learn more about it through the Internet, industry alliances and other channels.

2. Post-interview survey: Post-interview survey is the most common practice, so I won’t go into too much detail here (it’s been said a lot in previous articles).

3. Probation period investigation: After the candidate joins the job, a background investigation will be conducted on the candidate during the probation period. This approach is generally not recommended.

6. Choose effective channel methods - ensure the accuracy of back-reporting data.

The main methods of background investigation include self-investigation by the company, entrusting a third-party agency to conduct investigation, and of course, alliance investigation in the same industry, etc. Methods include telephone surveys, questionnaire surveys, online information collection, etc. If you need to entrust a third-party background investigation agency, you must sign a "Background Investigation Service Contract". The contract must clearly list various terms, rights and obligations, liability for breach of contract, etc.

If the company conducts its own investigation, mainly using telephone surveys and online information collection, supplemented by other methods, it must reasonably choose channels and investigation methods based on the different candidates, and try to use as many sources as possible. Dimension investigates the candidates to ensure the authenticity, reliability and accuracy of the background information, so that the background information has strong authority.

7. Reasonable analysis and objective evaluation - ensure the reliability of the back adjustment results.

After the background investigation is completed, the investigator must organize the information records into files, and then conduct reasonable analysis, certification and comparison, eliminate falsehoods while retaining the true, make objective evaluations, and write an investigation report by the agency.

The background investigation report needs to record in detail all the information learned during the investigation, including: identity, academic qualifications, professional qualification certificates, work resume, non-compete agreement and other aspects. In particular, pay attention to Provide final comments or conclusions to provide support for recruitment.

What needs to be emphasized is whether the evaluation of the candidate’s employer is objective, which requires us to certify, analyze and identify. This is because some employers, in order to prevent outstanding employees from being poached, deliberately low-key their evaluations of their capable personnel to dissuade competitors from poaching; there are also some certifiers who deliberately exaggerate candidates’ achievements and To show or conceal some inappropriate behaviors or deficiencies, some employers will deliberately "trouble" and belittle or even slander resigned employees. This requires us to not be limited to the information provided by the candidates when investigating.

8. Adhere to principles and respect human rights - ensure that negative remarks do not step on "red lines."

Background checks must be conducted in accordance with the principles of legality, confidentiality, and reliability. Before conducting a back-check, the candidate must be informed, and after obtaining the candidate's authorization, sign a back-check authorization letter to avoid unnecessary disputes. When making background reports, you must: respect and protect the candidate, do not involve the company where the candidate has not left, try not to involve the candidate's personal privacy, and keep the candidate's personal information confidential.

In short, during the entire background investigation process, we must pay attention to the prevention of moral and legal risks. In other words, we must have a "measure" and stop in moderation, and we must not exceed the legal "red line" to avoid using it. The company's good employer brand suffers.

Although background checks can directly prove the status of job applicants, increase recruitment rates, and reject unqualified people, due to the influence of external factors such as environment, people, etc., sometimes it may There will be certain deviations. Therefore, we should not use it as the main basis and can only be used reasonably as an auxiliary means for recruitment.