The investigation in Beijing can be entrusted to an intermediary agency. Choose a consulting company with good reputation, and put forward the items to be investigated and the time limit requirements. If the workload is small, it can also be operated by the human resources department. It is suggested that the target departments should be divided into three categories according to the survey content.

(1) Student Status Management Department. The most authentic and reliable information can be obtained by looking up the applicant's academic qualifications in this department. "True and false Li Kui jy" can be distinguished, and the holder of a fake diploma will be exposed at this time.

(2) companies that have worked. In principle, we can learn about the job performance, performance and ability of the applicant from the employer, but whether the evaluation by the employer is objective or not needs to be recognized. In order to prevent excellent employees from being poached, some employers deliberately examine their subordinates in a low-key way to discourage competitors from poaching.

(3) Archives management department. Generally speaking, more systematic and original data can be obtained from the original files. At present, the custody department of archives is the human resources department and talent exchange center of state-owned units. According to the regulations, they have a set of strict confidentiality procedures for the transmission of files. Therefore, the authenticity of files is relatively reliable, and the reference value of files brought by employees will be greatly reduced. However, at present, the files stored in talent exchange centers generally have the defect that the data is not updated in time, and the data during the employee flow period is often not supplemented and the integrity is poor. Comparatively speaking, it is better for human resources departments of state-owned enterprises to supplement employee information, and the annual evaluation results will be archived. However, because the applicants of state-owned enterprises are often unwilling to let the units know their motives for job-hopping, they are unwilling to show their cards to the original units before the new units decide to hire them, which has many practical concerns. Therefore, the background investigation must consider the psychological pressure of candidates, and how to contact with their human resources departments also requires certain skills.

The methods of background investigation include telephone, interview and asking for letters of recommendation. Background investigation and verification can also be carried out by an employment investigation agency, which collects information through written or oral communication with past employers, neighbors, relatives and referees of job seekers.