At present, the workplace in China is prone to the following integrity problems:
1. Concealing the arbitration of labor disputes with enterprises, especially taking advantage of loopholes and imperfect implementation of the Labor Contract Law to claim compensation from enterprises.
2. concealing serious violations of discipline and discipline during his tenure, which is likely to cause great losses and influence to the enterprise.
3. Conceal the identity of its legal person, director, supervisor or shareholder in other companies. Such employees are prone to risks such as stealing trade secrets and transferring customer resources.
4. Concealing the case involved and being busy with various lawsuits every day after joining the company will lead to his inability to work with peace of mind and low efficiency.
5. Conceal personal risk information, including serious illegal and criminal acts, overdue credit, high-limit list, etc. If these risks exist, the probability of negative situations will be higher in the future.
6. Conceal one's true academic qualifications, improve one's academic qualifications through false academic qualifications, thus defrauding the recruitment access of enterprises.
7. Concealing the true professional level, forging professional qualification certificates, gilding yourself and defrauding professional access.
8. Concealing your previous real work usually means promoting your position, expanding your responsibilities or increasing the number of your subordinates.
9. Conceal your true achievements and brag about your abilities, so as to improve your social status.
etc
If enterprises can't effectively identify these risks, they will entrust such employees with heavy responsibilities, ranging from incompetence to heavy losses and reputation.
Therefore, under normal circumstances, it is recommended that employees recruited by enterprises should make callbacks. If the cost is limited, they can make different callbacks according to their positions, conduct a comprehensive investigation on important positions (objective callbacks and subjective callbacks), and make simple callbacks on general positions with low risk factors (objective callbacks) to understand employees' past credit records, such as verifying objective facts such as identity information, dishonesty, and blacklist in the workplace. In addition, objective callbacks can rely on big data.