How to do a background check?
1. Enterprise entrustment: the enterprise interviews suitable candidates, communicates with the candidates' willingness to do inversion, initiates inversion entrustment after the candidates agree, and the third-party inversion company sends inversion links according to the entrustment willingness, or the third-party inversion company scientifically customizes inversion packages for the recruitment enterprises;
2. Ring-back tone candidate authorization: the third-party ring-back tone company sends the ring-back tone candidate authorization link, and the candidate fills in the ring-back tone content, such as ring-back tone certificate, reference information, work resume, work start and end time, etc. And then authorize them after the completion;
3. Verification of objective data: get the callback authorization of candidates and enter the callback link. First, big data matches objective basic data, such as academic information, ID card information, degree information, credit information, etc. The verification of this kind of information depends on the docking of authoritative databases.
4. Work experience verification: professional enough to ensure the accuracy of back tone results. For example, the third-party post-transfer company's employees' job security 1: Conduct systematic and standardized training before taking up their posts, and then formally take up their posts after passing the examination, so as to improve their professional abilities on a regular basis. The training team formulates a strict assessment system to ensure professionalism;
The verification of work experience is very rigorous. First of all, it is the verification of references. It is necessary to ensure the correctness of references, the accuracy and objectivity of the back tone results, and to find references independently. Besides the references provided by candidates, it is also necessary to ensure the correctness of the back tone results. Find the correct reference and verify the comprehensive ability of the transferred personnel such as work experience and work ability.
5. Quality inspection of ring-back tone report: the quality inspection report needs to go through two quality inspections, one is automatic quality inspection of big data system and the other is manual quality inspection. The first professional Internet CRBT quality inspection team in China, with a quality inspection rate of 100%.
6. Delivery of post-adjustment report: After the post-adjustment report is completed, it will enter the quality inspection twice, and be responsible for customer consultation and answering questions, operation guidance, authorized progress tracking and promotion, post-adjustment data review, abnormal situation feedback, problem collection and follow-up treatment, and customer satisfaction improvement.
How to do a background check?
Generally speaking, there are three kinds of background checks:
1, enterprise HR independent investigation
2. Entrust headhunters to do background checks.
3. Entrust a third-party professional background investigation agency.
According to the data of "Investigation on the Awareness of HR Background Investigation in 2020", among 84.8 1% enterprises with awareness of background investigation, more than 70% enterprises adopt the method of "independent investigation", and the proportion of entrusting third-party professional background investigation institutions has surpassed that of entrusting headhunters, making it the first choice for enterprises to entrust background investigation.
Compared with the entrusted investigation, the adoption of independent background investigation can effectively reduce the recruitment cost. However, if the applicant deliberately conceals and beautifies the resume information after joining the company, it will not only cause huge economic losses to the enterprise, but also make HR and personnel departments more likely to be held accountable.
How to do a good background check?
The information verified by background investigation generally includes the candidate's identity, household registration, bad records, drug-related activities, litigation records, academic degrees, professional qualifications, business conflicts of interest, work experience, work performance, etc.
Therefore, the background investigation should be designed according to specific positions, and the background investigation of different positions should also have different emphases:
Grassroots employees and graduates: focus on verifying information such as identity, household registration, bad records, academic degrees and work experience.
Middle and senior management positions: the survey pays more attention to professional qualities, 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 examine their previous responsibilities, work performance, teamwork ability and pressure resistance.
Candidates' identity information can generally be checked for identity household registration, which is less fraudulent. Although academic qualifications and professional titles are easily falsified, academic qualifications can be verified by schools or Xuexin.com. It should be noted that education before 200 1 cannot be found in Xuexin.com. If you have enough budget, you can entrust a third-party back-adjustment agency, such as panoramic search. They can check the academic information of candidates before 200 1 through official channels, and the research cycle is relatively short.
The only thing that is relatively water and difficult to verify is work experience and performance. It is not recommended to directly use the contact information provided by candidates. It is suggested that the telephone number of the applicant's last company should be searched online by self-search, and the position, work experience and labor relations of the employee should be known to the Human Resources Department and recorded. 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.
Whether there is any illegal record, whether financial and social relations may involve the privacy of candidates. If the candidate disagrees, a hasty investigation may be suspected of infringing on personal privacy and causing legal disputes. Therefore, it is suggested that HR should ask candidates to sign in writing to authorize the company to verify their information when conducting background checks, so as to reduce the risk of enterprises.
How to do a background check
If an employee calls back, HR can generally call back by himself or through a third party.
Whether the company HR calls back itself or a third party calls back the company, the scope of the call back probably includes the following points:
Others, such as the candidate's work experience, also need to be verified.
Nowadays, large enterprises are generally full-time callbacks. Because of the heavy workload of back adjustment and the professional problems of HR, it is difficult to get all the real information of the candidates, and most of them can only make a preliminary verification of certificates and academic qualifications, so they will hand over the back adjustment work to a professional third-party back adjustment company.
The specific workflow of the third-party callback team such as I callback is:
(1) Obtain the authorization of the candidate to accept the background check;
(2) Collect information about the candidate and ask the candidate to provide the telephone number of the recommender;
③ Conduct background investigation;
④ Complete the background investigation and form a report;
Finally, the enterprise will judge whether to hire the candidate to work according to this report.
How to conduct a background check?
Briefly introduce how the third-party callback company conducts callback investigation:
(1) Accept the entrustment of the enterprise.
The enterprise estimates the specific needs of the position to be recruited, and then looks for a suitable third-party background investigation agency according to its own needs;
(2) Make a background investigation plan.
When the third-party post-adjustment agency gets the background investigation demand of the enterprise, it will make a background investigation plan according to its demand, including all-round considerations such as content and time period;
(3) authorize background investigation.
The background investigation requires the consent of the candidate, so before the background investigation, the third-party background investigation agency will first obtain the authorization of the candidate;
(4) Collect information related to ring back tone.
After obtaining the authorization of the candidate, the third-party background investigation agency will ask the candidate to fill in the relevant resume information truthfully and provide three or more supporting materials, including contact information, position, relationship with the candidate, etc.
⑤ Review and verify relevant information.
The third-party background investigation agency will verify the relevant information collected through information channels and restore the true face of the candidate under the resume package;
⑥ Quality inspection completion report
After these stages, the third-party background investigation agency can check the accuracy and authenticity of the callback results, and finally form a background investigation report and feed it back to the enterprise.
This is the relevant process of background investigation by a third-party background investigation agency. If enterprises want to do background investigation, they can choose an investigation agency with ranking and reputation in the market to do it.