How do HR do a background investigation? What are the issues to pay attention to at first and which positions need to do background investigations?

From some perspectives, the background survey is an inquiry about personal privacy, which is easy to cause rejection and inadequate to the candidates. It is also the questioning of the embarrassment of HR and employees in the workplace. If the operation is improper, it may harm the interests of the candidate, and it will also affect the company's image.
So when HR is doing a background survey, you need to pay attention to the following points:
1. Inform the candidate in advance, obtaining permission and understanding n For more comprehensive understanding of mutual understanding and opportunities for mutual cooperation, it is necessary to carry out the permission and understanding of the candidates.
Prepromus before the background survey, the "background investigation authorization letter" will be signed in advance with the survey.
Is After submitting the authorization letter, candidates can be required to provide contact information that can be used as the proofer. In the "Applicant Registration Form", the design background investigation column allows candidates to provide the name of the units of the last two jobs, as well as the proofer and contact information. This table needs to sign the candidate and declare that the information filled in is real.
This is equivalent to telling candidates that we may have back -up work in the future, so candidates will fill in the information carefully. Candidates can also understand the behavior of the company's cautious hiring talents, which will not cause candidates to dislike background investigation and even complain to the company.
2. A company that will not be resigned to the candidate to investigate
If candidates, if the candidate is still on -the -job, the back tone may cause inconvenience to the candidate. Therefore, do not rashly carry out the company that is still on -the -job company. You should first get the consent of the candidate, so as not to cause trouble to the candidate's current work, or understand the relevant information through other ways.
3. The key point of determining the background survey during the interview
The applicants for many information through HR during the interview and collected. Through judgment, the doubtful points provided by the candidates in the interview need to be further further needed to further further need to be further provided. Verify. For example, working hours, work, post responsibilities, etc. The doubts of these places need to be recorded during the interview as the focus of the background survey.
During the background survey, the latest two jobs are generally verified. If the last two working hours are not very long, and there are more companies who have worked, you can focus on investigating 3-5 years of work experience, because the recent work experience can better reflect the current work ability. For candidates who often change jobs, they need to learn more about their resignation.
4. The background must be comprehensive and thorough
The background survey must be thorough, and you must not be hastily. First of all, there must be a plan for the survey, and then determine the content of the investigation and the method of investigation. Investigate through formal channels, and the survey must be comprehensive.
For candidates, the scope of the problem to investigate is mainly to investigate the work of job seekers. For unrelated personal privacy issues, it is resolutely avoided. Priority should be given to the candidate's former boss and colleagues to investigate. These people have the most contact with the candidates, and they are well understood by the candidate's working ability, conduct, and attitude.
5. At the latest, you must do back tuning before deciding. From the content of the background investigation, it is also not small to do a person's back adjustment work. Therefore, the background survey is best arranged after the re -examination, and it is carried out before the employment. At this time, most of the inappropriate candidates have been eliminated, so that the workload is much smaller.
It must be performed before the offer is issued. If the candidate has been on the job, it is not appropriate to find it due to the back tone, so that the candidates will leave the job during the probation period. cost.
6. Grasp the key points during telephone surveys, polite and effective questions
Ist investigators should simply introduce themselves when doing background surveys, and they must be polite and decent. At the same time, you need to choose a reasonable contact time. Usually, the second half of the week is a good choice. It will be better in the day and about 4 pm. When communicating, it is necessary to clarify the issues that need to be understood in this communication, grasp the order of the problem flexibly, and step by step. 7. Careful look at the value of the recommendation letter
It the results obtained by using the recommendation letter are very effective in the future work performance of the job seeker. Most recommend letters or certification materials are positive. Objective evaluations, so be careful to look at the value of the recommendation letter.
8. Carefully investigate the bad records of the job seekers
"Criminal Records" by the public security department, it is an important information for the internal control of criminal personnel. "Criminal Record" is a personal privacy. The public security department is responsible for keeping confidentiality for the parties. Generally, it cannot be disclosed casually. It can be carried out through a third -party background investigation agency. For example reality.
9. The results of the survey should be used with caution
In background surveys to obtain various situations about candidates. In these situations, there are both objective conditions and as well as subjectivity of candidates. content. Therefore, when deciding whether to recruit, you must use these investigations and use the facts as much as possible to make decisions. If the candidate has disputes in the original work unit or the evil with the proof of the person, the other party may provide information that is not conducive to the candidate for revenge. At this time, companies need to give candidates opportunities to identify the authenticity of information through other channels.
O companies carrying background investigations are only to verify the authenticity of candidate resumes, but when doing background surveys, they are based on the consent of the job seekers. The original intention of carrying out the tone was to reduce the risk of employment and avoid legal responsibilities. If it violates the privacy of the candidate because of the back adjustment and violates the law, it will lose money.
Who must conduct background investigation?
1. People who often deal with customers (such as customer service, business personnel, etc.)
can be said that customers are the basis for each enterprise to survive. People will cause huge losses to the company. In addition, these people represent the company's image and level, which directly determines the customer's view of the company. Therefore, people who involve these positions need background investigations regardless of the level of level.
2. People who deal with money (such as finance, auditors, warehouse management, etc.)
This people are in charge of the company's wealth and things. If they do some hands and feet or competitors, they Spy, this is a fatal blow to the company, especially in the era of productivity. These people have become more and more role. If they are improperly employed, they will bring unsuccessful losses to the company.
3, people who deal with core technology (such as R