Therefore, HR should pay attention to the following points when doing background checks:
1. Inform the applicant in advance to get permission and understanding.
Background checks may infringe on the privacy of candidates to some extent. In order to get to know each other more comprehensively and get opportunities for mutual cooperation, it should be done with the permission and understanding of the candidates.
Before the background investigation, a "background investigation authorization" will be signed with the respondent in advance, which not only ensures the respect for the respondent, but also serves as a powerful authorization for the respondent to accept the inquiry.
After submitting the power of attorney, you can ask the candidate to provide contact information that can be used as a reference. Design a column of background investigation in the candidate registration form, so that candidates can provide the names of the units they have worked in the last two times, as well as references and contact information. This form requires the examinee's signature and declares that the information filled in is true.
This is equivalent to telling candidates that we may do backward work in the future, so candidates will fill in the information carefully. Candidates can also understand the cautious recruitment behavior of enterprises, so as not to cause candidates to dislike background checks or even complain about the company.
2. No investigation will be conducted on companies where candidates have not left their jobs.
If the candidate is still employed, it may be inconvenient for the candidate to reply. Therefore, don't talk back to the company that is still working. You should get the consent of the applicant first, so as not to bring trouble to the applicant's current job, or get relevant information through other channels.
3. Determine the focus of background investigation during the interview.
HR collected a lot of information about the applicant during the interview. Through judgment, the doubts provided by the candidate in the interview need to be further verified. Such as working hours, jobs, job responsibilities, etc. Doubts in these places need to be recorded during the interview as the focus of background investigation.
When conducting background checks, the latter two tasks are generally verified. If the last two working hours are not very long, and there are many companies where you have worked, you can focus on 3-5 years of work experience, because the recent work experience can better reflect your current work ability. Applicants who frequently change jobs need to know more about their reasons for leaving.
4. The background must be comprehensive and thorough.
The background check must be thorough and cannot be rushed. First, there must be a plan for the investigation, and then determine the content and methods of the investigation, and conduct the investigation through formal channels. The investigation must be systematic and comprehensive.
For candidates, limit the scope of questions to be investigated, focus on job seekers' work, and resolutely avoid irrelevant personal privacy issues. Priority should be given to the former boss and colleagues of the candidate for investigation. These people have the most contact with the candidates' work and are very familiar with the candidates' work ability, conduct and attitude.
5. Make a callback before deciding to hire at the latest.
Judging from the content of background investigation, it is not a small workload to be a person. Therefore, it is best to arrange the background check after the second interview and before employment. At this point, most unsuitable candidates have been eliminated, so the workload is much smaller.
Must be completed before the offer is made. If the applicant has been hired, and later it is found inappropriate due to callback, letting the applicant leave during the probation period will not only hurt the interests of the applicant, but also increase the recruitment cost of the company.
6. Grasp the main points in the telephone survey and ask questions politely and effectively.
When doing background investigation, investigators should introduce themselves briefly, be polite and speak appropriately. At the same time, you need to choose a reasonable contact time. Usually the second half of the week is a good choice, and it is better to do it around 4 pm in a day. When communicating, we should be clear about the problems that need to be understood in this communication, grasp the order of the problems flexibly and step by step. 7. Be cautious about the value of letters of recommendation
The results obtained by using letters of recommendation have a bad influence on job seekers' future job performance. Most of the letters of recommendation or testimonial materials are positive, so it is difficult to objectively evaluate job seekers, so we should be cautious about the value of letters of recommendation.
8. Carefully investigate the bad records of job seekers.
"Criminal record" is mastered by the public security department and is an important material for internal control of people with criminal record. "Criminal record" belongs to personal privacy, and the public security department has the responsibility to keep it confidential for the parties. Generally, it can't be made public casually. It can be done through a third-party background investigation agency, such as panoramic search. They have professional and formal investigation channels, and the results obtained are objective and true.
9. Use the survey results with caution.
Through background investigation, we can get all kinds of information about the candidate, both objective and subjective, such as the candidate's personality. Therefore, when deciding whether to hire or not, we should use these survey results carefully and make decisions with facts as much as possible. If the candidate has a dispute in the original work unit or has a bad relationship with the referee, the other party may provide information that is unfavorable to the candidate out of revenge. At this time, enterprises need to give candidates the opportunity to identify the authenticity of information through other channels.
O Background check is only for enterprises to verify the authenticity of candidates' resumes, but all background checks are based on the consent of job seekers. The original intention of implementing back adjustment is to reduce employment risk and avoid legal responsibility. If the back tone violates the privacy of candidates and the law, it will not be worth the loss.
Who must have a background check?
1, people who often deal with customers (such as customer service and business personnel). )
It can be said that customers are the foundation of every enterprise's survival. If there are people in the business department who betray company secrets and have bad professional ethics, it will cause great losses to the company. In addition, these people represent the image and level of the company and directly determine the customer's view of the company. Therefore, people involved in these positions, regardless of their level, need to conduct background checks.
2. People who deal with money (such as finance, auditing, warehouse management, etc. )
These people are in charge of the wealth and goods of the company. If they engage in internal affairs or are spies sent by competitors, it will be a fatal blow to the company, especially in the era when information has become a productive force. These people are playing an increasingly important role, and if they are not properly employed, they will bring irreparable losses to the company.
3. People who deal with core technologies (such as R&D personnel). )
The company's R&D personnel are exposed to the company's core technology. If the manager and HR do not reverse this position, it will bring immeasurable losses to the company in the future work, so it is necessary to strictly reverse this position.
4. Senior and middle managers
The middle and senior managers of the company should not only handle the daily management work well, but also do the daily upload and release work well, which is not only related to the development of the company, but also closely related to the future of the company. Therefore, in the recruitment process, we must turn the interviewer upside down. Only in this way can we hire relevant personnel to prevent damage to the company.