What does the background check need to include?

What does the background check need to include?

What aspects should a background check include? Now the background check is really getting out of line. On the one hand, there is a shortage of talents in enterprises, and on the other hand, the talent market is mixed. Many people don't know what background investigation needs to do. Let's tell you what the background check should include.

What aspects should a background check include? 1 1. Is the worker's education true?

2. Whether the employee's work experience is true.

3. Whether the employee has signed a non-competition agreement, confidentiality agreement, training agreement and other agreements that may bear the liability for breach of contract with the original unit, and if there is a non-competition agreement, whether it belongs to the employer who is restricted from taking office.

4. Whether the laborer has terminated the labor relationship with the unit.

5. Is there any labor dispute or other economic dispute between the employee and the original unit? Once the employee has a dispute with the original unit, it is likely to have a dispute with us in the future. Therefore, such workers are advised to be carefully employed. Once hired, all necessary procedures, such as rules and regulations, must be completed to prevent litigation risks.

In order to prevent the risk of compensation, the Employer may take the following remedial measures:

1. If it is stipulated in the labor contract that employees still have legal or agreed obligations with other enterprises, they will be regarded as not meeting the employment conditions, and enterprises can terminate the labor relationship on this ground. After the probation period, the labor contract may be terminated on the grounds that the laborer has committed fraud.

2. The employer can reach a written agreement with the employee. If the enterprise is liable for compensation, the employer can claim compensation from the employee.

What aspects should a background check include? 2 misunderstanding 1

I don't know whether to make an offer first or counter first.

Whether it is the first quotation or the first callback, both methods are feasible and have their own advantages and disadvantages.

The practice of most enterprises is to quote first and then start callback. This practice fully considers the experience of the applicant and will make the applicant more confident to join the company. Because the beginning of the back tone will inevitably let the applicant's former company know that the applicant is applying. If the applicant does not receive the offer and eventually loses the employment opportunity, it will put the applicant in a dilemma. In addition, if the candidate does not receive the offer, he will generally not leave the previous company, and the content that HR can reverse is limited. At present, companies with standardized recruitment processes basically make an offer first, and then make a callback.

Of course, preemptive action is risky, so HR will set some conditions in the offer. For example, I understand and agree that if any information I provide is found to be false, incomplete or has any false statements, it will constitute the cancellation of this offer for further consideration, or if it is found in the future, the labor contract will be terminated immediately with me to prevent the information provided by the candidate from being false and flawed, and the company will have to bear additional recruitment expenses.

A few companies start to call back before quoting. The advantage of this method is that the enterprise risk is low, but it is easy to make candidates feel insecure. HR can actively communicate with candidates, try to gain their understanding and reply their questions in time. For example, you can check the basic information and other resumes that have left the company first, and don't investigate the resumes that are joining the company. In some companies, executive candidates need the face of the chairman. HR can confirm that there is nothing wrong with the candidate's information, otherwise it will delay the chairman's time. In this case, we can actively communicate with the candidates, play emotional cards, appease the candidates' emotions and win the candidates' consent and understanding.

Myth 2

It's enough to reverse the senior management, and junior employees are wasting their energy.

More than 80% enterprises in the United States will adopt callback. In China, large Internet, finance, real estate and manufacturing companies will adopt callback, but many small and medium-sized enterprises think callback is useless, and the company has no callback budget, so only a few executives will make callback, and other middle-level and junior employees will directly arrange employment, without callback process.

It is suggested that these positions must be reversed:

Accounting, cashier, finance, investment and other positions related to funds;

Positions involving the company's core secrets, such as Chief Operating Officer, Chief Technology Officer, Chief Financial Officer, Chief Marketing Officer, Vice President, Secretary General, Personnel Director, Sales Director, Operations Director, Risk Control Director, Senior Engineer, Architect, Product Manager, Salary Manager, Legal Manager, etc.

Low rank but important position, boss, driver, secretary, assistant, etc.

At present, more and more enterprises have realized the importance of callback, including the top financial companies in China, which have long started to callback fresh graduates.

Myth 3

Back intonation has little effect on understanding the job ability of candidates.

HR makes a lot of recruitment calls every day, and they all have doubts about life. Therefore, they don't have much time to communicate with the reference of the back tone to get in-depth information, and gradually "the back tone becomes a mere formality" is spread. In addition, many times you will meet the superior colleagues provided by the contact person, and they have already said hello. If you don't prepare the interview outline before the communication, you will get positive comments, get no useful information, or encounter situations in which your superior colleagues are unwilling to say more, which will also make HR feel that the communication is useless.

Ringback tones can focus on understanding these three aspects of information:

Basic data investigation, such as identity information verification, key population information comparison verification, education background verification, court dishonesty record verification, commercial interest conflict verification, etc. ;

Verify work experience, and learn about working hours, position, reasons for leaving, salary and other information;

Job performance interview, fully analyze and compare resume and job requirements, list interview outline and preset possible answers given by referees, so as to ask questions in time.

An applicant's past behavior, skill conditions, personality characteristics and ability to deal with problems can all predict his future behavior, because people's experiences are continuous and will not change greatly suddenly.

For example, the applicant is an engineer of British American Tobacco Company. During the interview, HR thought this person was excellent and passed three rounds of interviews. Finally, in the background investigation, the result was unexpected. The former supervisor of the candidate said that the candidate was eloquent, but his working ability was average and his efficiency was not high. When doing a project, the work he is responsible for is often not delivered on time. Colleagues of the applicant also said in the interview that the applicant's slow work and inadequate plan preparation often lead to temporary changes in the work plan, so if the company culture does not match the characteristics of the applicant, it is definitely not recommended to hire.

Myth 4

The background investigation information is not true.

HR often suggests that candidates provide letters of recommendation. How to prevent them from colluding? Some netizens also posted: "Interviewing a new company passed several rounds of interviews, but in the end, there was something wrong with the background investigation and it was rejected. I don't know why, but I didn't have a conflict with the company when I left. Is there any way to fix it? Not willing to give up this opportunity, it is not easy to find a job these days. "

In fact, there are many ways to ensure the authenticity of ringback tone results. For example, we don't do all ring-back tones according to the information provided by the applicant, nor do we just contact the reference of ring-back tones specified by the applicant. After the applicant provides the information of the direct supervisor, we must independently find other people in the company and cross-compare this information. Because some HR don't have much time to complete a rigorous ring-back tone process, they often contact all the ring-back tone references provided by candidates directly, which will of course make the ring-back tone result information untrue. It is difficult to find a seemingly few candidates, and it will take more time to find colleagues in the applicant's department, so there is no way to compare the objective and true information provided by the referees designated by the candidates.

For the objectivity of the back tone, the background investigation involves its academic qualifications, work experience, work performance, professional ethics and other related contents, and will not delve into personal privacy. Moreover, for the job performance interview, in addition to the referee information provided by the applicant independently, the enterprise can also choose to search for referees independently to understand the job situation of the applicant. In addition, we can also find other references to verify the discrepancies in the interview and see if they are reasonable.