In the recruitment process, how to get more information through background investigation?

Generally speaking, there are two kinds: one is informal and the other is formal. Both of them will not involve companies whose employees have not left their jobs, but start with companies that have recently left their jobs, or start with companies whose resumes are the most recent and interesting, such as companies with similar positions or work scopes recruited within the bottom three.

Informal background checks often do not require the other party to produce specific documents, and are generally applicable to employees with low levels and positions. This kind of investigation is generally to contact the HR personnel of the other company first, because the most critical investigation point is whether the employees have bad records (records and penalties) or whether the rewards during their employment are true;

Then it will also involve some evaluation of employees from the perspective of HR, because this evaluation is often unrelated to the major, but it involves the most critical personality characteristics and work style of employees in the workplace development. Then, depending on the situation, you can contact the department manager. The evaluation here is the professional level and teamwork ability supported by details. Some business details appearing in the resume, such as the applicant claiming to have completed a difficult task independently, also need to be verified with the department manager.

Formal background checks require respondents to produce relevant documents, which usually applies to candidates for high-level positions. Candidates are often asked to provide the email address of the background investigator so that HR can send the background questionnaire to the background investigator. However, this does not mean that a candidate can appoint a background investigator, because the person who can provide such a background investigation (that is, credit endorsement) can only be the immediate superior.

According to the law that more than 70% of resignations are related to direct superiors, this is the most likely way to get the real situation of candidates. Because even if the direct supervisor and the candidate have a harmonious relationship, considering their position and reputation in the circle, most people will be objective and rational and tell the truth.

A flattering background investigation letter will not only make the candidate look suspicious, but also make the background investigator bear the notoriety of "not objective and irrational, human feelings are greater than heaven, unprofessional". If one day background investigators go everywhere to apply for this company, the first impression will be greatly reduced.

There is usually more than one background check, but two or three times. The ideal background survey result is that the survey results of several companies are basically the same, which will leave a good impression on the employer. On the one hand, it shows that the candidate's performance is stable and will not be ups and downs (which often shows that the candidate has a fatal weakness); On the other hand, it shows that the candidate is aboveboard and does not have too many human contacts with background investigators.