The main methods of employee background investigation

Main methods of employee background investigation 1. Telephone survey.

Through telephone interview with the relevant personnel of the former company of the job seeker, the company understands his working hours, post, performance and reasons for leaving the company, and obtains some important information of the job seeker in a very limited time, thus providing reference for hiring or not. The advantage of telephone search is that it is fast and convenient, and you can grasp the basic situation of job seekers in a very short time; The disadvantage is that due to time constraints, the amount of information obtained is small.

Second, the questionnaire survey.

Send the designed background questionnaire to the relevant personnel of the applicant's original company by email or fax, asking them to give a reply within a certain period of time. After the questionnaire survey is sent out, telephone tracking should be carried out in time to confirm whether the questionnaire has been received and the feedback time of the questionnaire. The advantages of questionnaire survey are comprehensive information and high accuracy; The disadvantage is that it takes a long time. Some referees are afraid of causing unnecessary disputes and are unwilling to evaluate job seekers in written form, resulting in no reply to the questionnaire, and some only give feedback to some information in the questionnaire.

Third, online survey.

Nowadays, more and more recruiters will get to know job seekers through social networking sites such as blogs, Weibo, QQ Space and Renren, so as to make reference for hiring decision. This information is either interviews, conversations, articles and other contents related to job seekers published in the media, or the job seekers' own cyberspace, and there is no problem of prying into personal privacy. However, the applicable population is limited, because not everyone will have online records, and the authenticity needs to be evaluated.

Fourth, entrust an investigation agency to investigate.

When enterprises conduct employee background checks, it is often time-consuming and laborious to operate, and because many employees come from competitors, they cannot get the cooperation and support of their human resources departments when conducting employee background checks. In addition, the human resources department of the enterprise cannot guarantee the authenticity and validity of the survey results because of the single survey method and unprofessional technology.

Therefore, for some core and important positions, many enterprises will entrust external investigation agencies to do employee background checks. Investigation agencies use their own databases and professional tools to quickly investigate the background information of the respondents and ensure that the employee background investigation report is objective and credible.

Entrusting a survey company to conduct employee background investigation is costly, which brings great labor cost pressure to enterprises, and the scope of application of the respondents is not particularly wide. In short, it is imperative to conduct employee background checks on candidates for core positions. There are many methods of employee background investigation, but when doing employee background investigation, we should pay attention to protecting the privacy of the respondents, respect the respondents, and listen to opinions as much as possible during the investigation to ensure that the investigation results are reasonable, legal, objective and effective.