Yes, the background check not only needs to inform me, but also needs the authorization of the candidate. It is illegal for a third-party background investigation agency to obtain the authorization of the candidate before it can conduct background investigation without authorization.

Authorization methods are mostly signature authorization or face recognition authorization. Electronic signature authorization is also very common now. Only after authorization can the background check be officially started.

If an enterprise wants to transfer its employees back, it needs to inform itself and obtain consent and authorization. It is illegal not to tell me that the back tone is a "dark tone". As HR, if you want to change the tone of the candidate, you must inform the candidate in advance.

Don't worry, there is also a time limit for authorization. After this time, it is illegal to investigate the relevant information of candidates. If the enterprise wants to conduct a background check again, it needs the applicant to provide the background check authorization again.

Background investigation content

The applicant's past experience (including working hours, professional titles, job responsibilities, educational experience, salary level), evaluation by others, etc. The general principle is: the right person asks the right questions, ask more figures and less feelings, ask more examples and less evaluations, and ask closed questions to verify when making judgments. The record should quote the witness's original words, not his own summary