Do you want to check your family background? Usually, the background check we are talking about is a general pre-job callback. Before entering this company, applicants should verify some information mentioned in their resumes and materials, such as identity background, academic background, social background, employment background, etc. This is also an effective way to directly verify candidates' information.
As for the kind of investigation that turns the "family property" upside down, we can call it political review, which involves the occupation of state organs and will be strictly examined before joining the job. Generally, grass-roots party organizations are responsible for this. Therefore, the background check is not enough to open all your "details".
Does the back tone investigation look like a detective? This involves personal privacy. After understanding the needs of the enterprise, the callback operation will be started only after being entrusted by the enterprise and authorized by the candidate. Generally, when authorizing, the company will ask the applicant to provide the contact information of his former boss or colleague for verification. However, sometimes there will be some cases where the information cannot be contacted or verified to be moisture.
Therefore, in view of this situation, it is generally advocated to find job references independently, refuse to "confess" the situation, and feedback information to enterprises more objectively and truly. Does enterprise HR make its own retrospective adjustment? Generally speaking, background checks are made by the following three types of people: corporate HR, headhunting companies and third-party agencies.
Operating by enterprise HR itself will save money, but its own workload will increase greatly, and it will also consume a lot of time in background investigation; It will save a lot of time and feedback quickly through the assistance of third-party agencies and headhunting companies. In information verification, it is guaranteed. With the continuous development of the national credit system, the service of background investigation has become the configuration relationship of many enterprises, and the atmosphere of workplace integrity has gradually formed in society.
In fact, many candidates will feel dissatisfied or flustered when they hear that a background check will be conducted. In fact, think about it from another angle: in addition to ability, integrity is also one of the key assessments of enterprise employment. If you inject too much water at first, what will your resume show after it is dry? Therefore, it is the basic quality of a "migrant worker" in the workplace not to falsify his resume.
Quote first or later? If you choose to start the callback first and then send the offer, the advantage is that the risk of the enterprise is low, but it is easy for the applicant to feel insecure. Generally speaking, candidates who are still working are reluctant to authorize the other party to reply before receiving the offer, because once they enter the background check, the news that the candidate is ready to leave will spread throughout the original company where the candidate is located.
It's not terrible to make the news public. What is terrible is that if the new company can't make an offer to the candidate after background investigation for various reasons, it will undoubtedly seriously harm the interests of the candidate. Therefore, most companies will basically choose to quote first and then start the callback.
The correct order should be roughly:
1, get the official quotation first.
2. The candidate resigned.
3. Sign in writing/online to authorize the transfer and provide personal information.
4. Open the background check.
5. Join a new company.
Of course, offering first is risky. Therefore, the enterprise will set some conditions in the offer, such as "I understand and agree that if any information provided by me is found to be false, incomplete or has any false statement, it will constitute the cancellation of this offer for further consideration, or immediately terminate the labor contract with me once found".
In order to prevent the information provided by the candidates from being tampered with and the integrity from being flawed, the company needs to bear additional recruitment expenses.
Just talk to the executives? Grass-roots units should also make a callback, because some positions are not risky. In most cases, some sensitive positions and middle and high-level positions are indeed more suitable for background investigation, but this does not mean that middle-level and grass-roots employees do not need to investigate. As far as the current situation is concerned, each post should set up a different background investigation process.
For example, for positions related to funds, such as accounting, cashier, finance, investment, etc., establish corresponding callback processes; Posts involving the company's core secrets, such as chief operating officer, CTO, CFO, secretary-general, director, engineer, manager, supervisor, etc. , establish the corresponding retrospective adjustment process; Establish a corresponding callback process for low-ranking but important positions, such as drivers, secretaries, assistants, and some special commissioners; Even if the other party is a fresh student, it is the general trend to set up the corresponding back tone process.
The most important thing in background check is not to find out the candidate's resume, but to check the candidate's integrity. Background check has become a "standard" in the recruitment market in China, and professional pre-job background check service can reduce the recruitment risk of enterprises.
Can't understand the job ability of the applicant? In view of many HR's busy work or unclear responsibilities, turning work has gradually become a "process" thing. In order to improve the effectiveness of ringback tone, this paper summarizes the ideas that HR needs to sort out before ringback tone, and emphatically introduces these three aspects of information of candidates:
1. Basic information: such as identity information, education background, civil litigation records, whether there is a commercial conflict of interest, etc. , which needs to be verified by database comparison.
2. Work experience: through off-line telephone communication, quick question and answer, get information about the candidate's entry and exit time, job title, reason for leaving, salary range and so on.
3. Job performance: Through off-line telephone communication, fully analyze and compare the candidate's resume and job requirements, list the interview outline, and preset the answers that the recommender may give so as to ask questions in time. A candidate's past behavior, skill conditions, personality characteristics and ability to deal with problems can predict his future behavior, because people's experiences are continuous and will not suddenly change greatly.