At present, many enterprises do background checks when recruiting employees. How to do this?

For enterprises, the risks that may be encountered in recruiting new employees include ability risk, legal risk, professional ethics risk and cost risk. A complete employee background investigation report can save unnecessary expenses, reduce the cost of recruitment and training, and avoid the risk of employing people.

More importantly, background investigation can verify the background information provided by employees in many ways and help enterprises choose reliable candidates. The facts presented are not only related to the accuracy of job seekers' personal information, but also help enterprises to establish a basis for judging job seekers' personal morality, integrity and honesty.

For HR who is in charge of company recruitment, HR can only do background checks. If there is enough budget, you can entrust a third-party background investigation agency to do background investigation. For example, the panoramic view is realistic and the research period is relatively short; Provide more research projects; The price of a single product is relatively cheap; The research project has been completed; Most of the information comes from official channels. There are clear research methods and specific research dimensions in the panoramic survey of workplace performance, and the survey is highly standardized.

So, what are the methods of background check?

1, telephone survey

The advantage of telephone search is that it is quick and convenient to grasp the basic situation of job seekers in a short time; The disadvantage is that due to time constraints, less information will be obtained.

2, ask the coupon survey

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, while others only give feedback on some information in the questionnaire.

3. Internet survey

Now more and more HR will know the interviewer through blogs, Weibo and other websites as a reference for recruitment. However, the applicable population is limited, because not everyone will have online records, and the authenticity needs to be evaluated.

4. Entrust a third-party investigation agency.

When enterprises conduct background checks on employees, 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 background checks on employees. In addition, because the investigators are relatively single and the technology is not professional enough, the HR of the enterprise can not guarantee the authenticity and validity of the survey results.

Therefore, for some core or key positions, many enterprises will entrust a professional third-party background investigation agency to do the background investigation of the employee. The investigation organ can quickly investigate the information of the transferred person by using professional tools and databases, and can ensure the objectivity and authenticity of the investigation.

The depth of investigation is different at different entry positions.

The specific investigation contents are as follows: