Investigate company recruitment

When it comes to background investigation, it is still relatively unfamiliar to most enterprises. In view of the relationship between HR's own level and ability, sometimes the background investigation work is not placed in the human resources department, or only large state-owned enterprises and foreign companies will do this work, which is still strange and complicated for grassroots HR.

1. Do you think background check is really dispensable?

In fact, background checks are not optional. In this era of recruitment, job seekers with increasingly strong anti-background investigation ability must do background investigation in a down-to-earth manner, rather than not doing it or becoming a mere formality. Background check is the last firewall for enterprises to avoid risks. If the firewall is a bean curd residue project, in case the enterprise is poisoned or even "hostile elements" are buried inside the enterprise, then our responsibility will be great.

2. What methods do you usually use to conduct background checks on job seekers?

Background check is very technical in the recruitment process. Some people may say, "isn't a background check just a phone call to the applicant's original unit?" Is this really the case? " What I want to say is that the background check is not like this, and it is by no means as simple as making a phone call. When doing background investigation, HR should imagine itself as a detective role entrusted by the enterprise and know the details of job seekers in all directions. Let's talk about some methods of background check first.

(1) phone search. (Many HR will adopt this method. )

Survey content: many job seekers' entry and exit time, jobs, job performance, salary and reasons for leaving, etc. Advantages: convenient, less time, direct access to basic information. Disadvantages: Some job seekers will provide their friends' contact information instead of the company's phone number to help them speak, so the basic information is less. Note: In order to prevent job seekers from faking, they generally do not use the telephone provided by job seekers, but directly call the front desk of their last company and transfer to the HR or direct supervisor of the company.

(2) Network survey. Now the network information is relatively developed, and a keyword can search for n related information. HR can make proper use of the Internet and major search engines. For example, put the candidate's name "Li Si" on Baidu or Google to see if there is any information about the candidate. Survey content: Generally speaking, you can indirectly check the institution where the graduates are located (published on the website of the award-winning institution), what awards they have won in the industry (if they have won more formal awards, the information will be published online), relevant rewards and punishments, relevant news reports and so on. Advantages: saving time and effort. Although there are many false elements in the network, as far as ringtones are concerned, I personally think that the information on the network is relatively objective. Disadvantages: the search content is limited and can only be used as an auxiliary tool. Note: Online investigation needs to learn to use online search engines, so I won't go into details here.

(3) Entrust a third party to investigate and seek the help of professional backup institutions. Sometimes high-level talents need to use some callback companies. This method is very mature in foreign countries, and so are foreign callback institutions. At present, there are still some shortcomings in China, but it is still possible to seek the truth from the panorama. All employees in our company are trained by looking for the truth from the panorama. Investigation content: If the background investigation is conducted by the transfer institution, it will be more professional. If other professional organizations go out, they can at least give enterprises a satisfactory report. Advantages: labor-saving, professional, comprehensive, objective and high credibility. Disadvantages: high cost (different dimensions, different costs).

Note: It is important to choose the background organization. You need to know about the back-office company first and make a consideration. Many American-funded companies have operations in China, but they are not suitable for China enterprises, only for some foreign businessmen. After all, China's credit system is very different from that of the United States, and the adjusted environment is not as good as that of the United States, so the adjusted institutions in China are more suitable.

3. The significance of background investigation

Background investigation has gradually become a social phenomenon, even a trend in the workplace. The significance of backtracking is to examine whether the job seeker meets the competency model of the recruitment position, help enterprises avoid risks, and check the resume of the job seeker and the information provided during the interview. The depth of post adjustment is related to the importance of the post. Key positions such as accounting, technical backbone, sales elite, etc. involve company funds, technical secrets, customer resources, etc., and it is necessary to ensure the professionalism and integrity of personnel, while middle and high-level management positions such as managers and directors are related to the development strategy of the company and should be controlled well. In addition, intonation is also very meaningful to solve the doubts left by job seekers in resumes or interviews.