how to do the inversion?

1. The content of the survey affects the effectiveness of the background investigation

The information verified by the background investigation generally includes the candidate's identity and household registration, bad records, drug-related activities, litigation records, academic degrees, professional qualifications, business conflicts of interest, work experience, work performance and so on.

Therefore, the background investigation should be designed according to the specific post. For different posts, the background investigation should also have different focuses:

Grassroots employees and graduates: focus on verifying information such as household registration, bad records, academic degrees and work experience.

middle and senior management positions: pay more attention to professional quality in the survey, such as professional ability, management ability, upward or downward management ability and so on. Because the middle and senior management positions will involve the key information and core technology of the enterprise, it is also possible to investigate their previous responsibilities, work performance, teamwork ability and pressure resistance.

Second, the investigation method affects the reliability of background investigation

Generally, the identity information of candidates can be checked by identity household registration, which is less fraudulent. Although academic qualifications and professional titles are easy to be falsified, academic qualifications can be verified by schools or Xuexin.com. It should be noted that academic qualifications before 21 can't be found by Xuexin.com. If there is enough budget, it can be entrusted to a third-party back-adjustment agency, such as panoramic seeking. They can use official channels to inquire about candidates' academic qualifications before 21, and the research cycle is relatively short.

the only things that are relatively watery and difficult to verify are work experience and performance. It is not recommended to directly use the contact information provided by the candidate. It is suggested to search the phone number of the candidate's last company on the Internet through self-search, and learn about the employee's position, work experience, labor relations and other conditions from the human resources department and record them. If you are still not at ease, you can ask the human resources department to provide the contact information of the candidate's immediate leader for further verification and compare the information provided by the two.

Third, authorization is required when doing background investigation

Information such as illegal records, financial and social relations may involve the privacy of the candidate. If the candidate does not agree, a hasty investigation may be suspected of infringing on personal privacy and causing legal disputes. Therefore, it is suggested that HR should ask the candidate to sign in writing to authorize the company to verify his information when conducting background investigation, so as to reduce the risk of the enterprise.