2. Entrust the headhunting company to make a callback;
3. Entrust a third party to call back the company for callback;
Third-party companies usually have dedicated teams and resources to conduct comprehensive callbacks. Post-transfer institutions have more officially authorized compliance data sources, and post-transfer institutions can conduct more in-depth and extensive investigations. Large and stable companies usually look for third-party companies to do background checks.
Second, HR should pay attention to the following points when doing employee background investigation: 1. The callback of personal basic information must obtain the consent and authorization of the candidates;
2. Before replying, first understand and analyze the resume information of the applicant, and make clear the purpose of this reply;
3. Pay attention to the interviewer's tone, pause, hint, not explain or avoid answering questions;
4. Give priority to the candidate's superiors or colleagues for callback;
5. Guide candidates to tell their own advantages and disadvantages, and make a comparative analysis with the back tone information;
6. Pay attention to the details of the candidate's tone and expression, and analyze possible problems and contradictions;
7. Strictly protect the personal information and privacy of candidates and witnesses.
Iii. The process of entrusting a third party to call back the company to conduct employee background investigation: 1. The enterprise entrusts a third party to call back the company, and defines the demand and goal of the call back;
2. The enterprise informs the candidate of the background investigation and investigation items that the company will carry out;
3. Candidates fill in the information collection form and complete the authorization;
4. The third-party rotary company communicates directly with the applicant to get relevant information, such as education and work experience;
5. The third-party return company verifies the personal information of the applicant through legal and compliant official authorized data source channels, such as identity information, education, professional qualifications, bad records, industry blacklists, etc.
6. Third-party dispatching companies call referees provided by candidates, and professional third-party dispatching companies (such as Aoxin) can also independently find multiple effective referees (HR, direct supervisor, colleagues in other departments, suppliers, customers, other business partners, social organization personnel, classmates, partners, etc.). Cross-validation and multi-dimensional validation of the applicant's work experience;
7. The third-party late-developing company analyzes and sorts out the collected information, forms an objective and detailed background investigation report, and delivers it to the enterprise.
Fourth, the best time to do employee background investigation: 1. After the interview, before the offer is issued: In general, the background investigation is conducted on the applicants who have passed the interview process, and the time is arranged between the end of the interview and the offer. However, for senior management positions, it is best to make a callback after passing the initial test. If you find a lot of problems with the back tone, you can make a targeted investigation during the second interview. The advantage of this is that once fraud is discovered, enterprises can handle it flexibly and there is almost no legal risk. But the disadvantage is that candidates may turn to other companies during this period, which may lead to the loss of outstanding talents.
2. Post-employment probation period: During the probation period of employees, you can have enough time to adjust your whole back, and you can keep employees as soon as possible without worrying about the brain drain. But the disadvantage is that enterprises have to bear greater legal risks when dismissing employees. Moreover, if employees have professional ethics problems, it will bring great losses to enterprises.
5. Platform for employee background investigation: 1. Academic Certification-China Higher Education Student Information Network (Xuexin.com) is used to query the graduation certificates of graduates after 2003 and the degree certificates of graduates after 2008.
2. Personal record-According to the candidate's name and ID number, personal referee and other referee materials can be found online in China.
3. Work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, and whether there are non-competition restrictions. -Aoxin allows enterprises to enjoy more in-depth pre-job background research services, specifically to control recruitment risks for enterprises.
Sixth, how to make the back sound more effective? If you want the results of the background check to be more effective, you need to do the following:
(1) comprehensive: the broader and more detailed the back tone, the more comprehensive the actual situation of the applicant can be, and the various employment risks can be avoided in multiple dimensions. Ring back tone shall include the following contents:
1. Verification of basic information: identity information, identity portrait, identity validity, etc.
2. Verification of education information: education, degree, certificate, professional title, etc.
3. Verification of bad records: litigation records, contingent liabilities, tax arrears, industry blacklists, etc. ;
4. Verification of work experience: This is the most important thing for post-adjustment. Generally, the work experience of the applicant in the last 10 year or the last three work units will be investigated. The survey of employees' work experience includes work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, and non-competition restrictions.
(2) Depth: When verifying interview referees with work experience, we should not only rely on the interview feedback provided by the candidates, but also independently find effective referees with multiple roles (multi-department colleagues and bosses+business partners+social relations, etc.). ) cross-validation, and at least three work experiences, so as to evaluate the candidate's work ability+personality cognition+comprehensive evaluation, and the results can be more valuable and comprehensive.
(3) Classification: Although the more detailed and comprehensive the back tone, the better, but the scope and depth of background investigation should be determined according to the nature and level of the post, otherwise it is likely to waste manpower, time and other costs, so the back tone content should also be distinguished as follows:
1. Post-employment adjustment of grass-roots employees: verification of basic information, education information, business interests and credit information;
2. Adjustment of middle-level managers after joining the company: verification of basic information, education information, business interest, credit information, reasons for leaving the company, work experience and unit evaluation interview;
3. When the enterprise executives join the company, they should do the following things: behavioral risk warning, ability in-depth exploration, unit evaluation interview, work ability verification, reasons for leaving the company, work experience verification, credit information verification, business interest verification, academic information verification and basic information verification;
4. On-the-job employee compliance: business interest verification, work ability performance, behavioral risk early warning, bad record verification, and credit verification;
(4) Objectivity: When verifying the interview reference materials of work experience, it is best to record the original words and present the survey results objectively to ensure the neutrality of the survey and the reference of the results.
(5) Timely: It is best to arrange the callback time after the interview and before the offer, so that once the applicant is found to have fraud, risky behavior or other problems, the enterprise can deal with them flexibly in time, and there is almost no legal risk.