1, whether the basic information is true. Education, work experience, etc. It is the basis for determining a person's ability to work. Generally speaking, the ability to cheat employees can't meet the requirements of employers. Although the employer can terminate the labor contract with the fraudulent employee, the enterprise pays the normal salary of the fraudulent employee before the termination of the contract, but the enterprise has not harvested the corresponding work performance, which is itself a high cost;

2. Whether the body is healthy. Whether the mental and mental state is normal and whether there are potential diseases. In practice, it is often after employees join the job that employers find that employees have potential diseases or even occupational diseases before they join the job. However, if the laborer does not violate the law and discipline, he cannot terminate the labor contract at will;

3. Whether there is an effective labor contract with other employers. The "Labor Contract Law" clearly stipulates that if an employer recruits workers who have not yet terminated their labor relations and causes economic losses to the original employer, the employer shall bear joint and several liability for compensation according to law;

4. Whether there is a non-competition obligation with other orders. For those employees who were in technical positions, management positions and mastered enterprise secret positions in the previous unit, they may have signed a non-competition agreement or clause with the unit. Enterprises should pay attention to examine whether they have signed a non-competition agreement or terms with the original unit when recruiting, and whether they still have the above obligations;

5, whether the age reached sixteen years old or over the statutory retirement age. Check your ID card and check it carefully on the website of the Ministry of Public Security. Those who exceed the statutory retirement age have a labor relationship with the employer, not labor. If you recruit employees under the age of 16, you may face administrative punishment or even criminal responsibility, or sign an invalid labor contract.

Legal basis:

Article 26 of the Employment Promotion Law of People's Republic of China (PRC).

The employing unit shall provide equal employment opportunities and fair employment conditions to the workers when employing personnel and professional intermediary agencies to engage in professional intermediary activities, and there shall be no employment discrimination.