How to make back tone?!

How to conduct a background investigation?

1. The content of the investigation affects the effectiveness of the background investigation

The information verified by the background investigation generally includes the candidate’s identity, household registration, bad habits, Records, drug use, litigation records, academic degrees, professional qualifications, business conflicts of interest, work history, work performance, etc.

Therefore, the background investigation should design the investigation content according to the specific position. For different positions, the background investigation should also have different focuses:

Grass-level employees and graduates: key verification Information such as identity and household registration, bad records, academic degrees, work history, etc.

Middle and senior management positions: In the survey, more emphasis is placed on professional qualities, such as professional abilities, management abilities, upward or downward management abilities, etc. Since middle and senior management positions will involve the company's key information and core technologies, their previous scope of responsibilities, work performance, teamwork ability, and stress resistance may also be investigated.

2. The investigation method affects the reliability of the background investigation

The candidate’s identity information can generally be checked on the household registration, and this kind of fraud is rare. Although it is easy to fake academic qualifications and professional titles, academic qualifications can be verified through the school or Xuexin.com. It should be noted that Xuexin.com cannot find academic qualifications before 2001. If you have enough budget, you can entrust a third party to verify them. It is conducted by a research agency, such as Panorama Qiuzhi, which can use official channels to check candidates’ academic information before 2001, and the research cycle is relatively short.

The only thing that is relatively watery and difficult to verify is work experience and performance. It is not recommended to directly use the contact information provided by the candidate. It is recommended to search the phone number of the candidate's previous employer online through self-service search, learn about the employee's position, work experience, labor relations, etc. from the human resources department and make a recording. If you are still unsure, you can ask the human resources department to provide the contact information of the candidate's direct leader for further verification and compare the information provided by the two.

3. Authorization is required when conducting background checks

Information such as whether there are illegal records, finances, social relationships, etc. may involve the privacy of the candidate. Without the consent of the candidate, A hasty investigation may lead to infringement of personal privacy and legal disputes. Therefore, it is recommended that HR, when conducting background checks, ask candidates to sign in writing to authorize the unit to verify their information to reduce the company's risks.