1, HR conducts its own investigation. The advantage is that HR is familiar with the background of candidates, so it can better screen the information found, make judgments in time and save costs. The disadvantage is that individualism is strong and the investigation may not be objective and rigorous enough. Because the investigation skills are not professional enough, it is easy to waste recruitment costs and energy.

2. Entrust a third party to send it back to the company for unified handling. For example, all aspects are realistic, and companies like this have fixed channels for investigation information, which are more professional, neutral and objective. In China, the third-party background investigation service has just emerged, and various enterprises are mixed. Therefore, the human resources department must be careful when choosing, otherwise irresponsible perversion will not only lead to brain drain, but also bring legal risks.

3. Let headhunting companies conduct background checks. This practice saves energy and cost, but some headhunters usually do some "technical processing" for candidates because their interests are the same as those of candidates.

At present, most enterprises will outsource the company's post-adjustment work to a third-party post-adjustment company. For them, it is a good choice to choose a third-party callback company, because they have more employees and the budget is just enough. But even so, the human resources department should be familiar with the whole process and related technologies to facilitate the supervision of third-party back-shifting companies. It should be noted that if the third-party post-adjustment company finds negative information, the employer may ask the third-party post-adjustment company to conduct a second investigation.