1, HR's own interpersonal relationship survey
Through HR's personal connections in the industry, get whether some previous work experience of the applicant is true, and contact HR of the company before the applicant to know the truth. This method requires HR to have strong connections in the industry.
2. Telephone survey
Through the contact person filled in by the applicant, contact the people in the original unit by telephone to find out the job performance, work attitude and reasons for leaving the company. This method is very common, but it also has disadvantages. The contact person provided by the candidate may be a familiar colleague, not a direct leader, which is subjective for verification and difficult to judge the authenticity. Or encounter the situation that the contact person does not cooperate.
Time of background check
1, most companies quote first and then reply.
The advantage of this method is that the applicant has a good experience, because starting to reply will inevitably let the applicant's former company know that the applicant is applying. If the candidate does not receive the Offer and eventually loses the opportunity to join the job, it will put the candidate in a dilemma. In addition, if the candidate does not receive the Offer, he will generally not leave the previous company, and the content that HR can reverse is limited. At present, companies with standardized recruitment processes basically make an Offer first, and then make a callback.
2. A few companies began to call back before the quotation.
The advantage is that the enterprise risk is low, but it is easy to make candidates feel insecure. In this case, HR can take the initiative to communicate with candidates, strive for their understanding, and reply to their questions in time. For example, you can recite other resumes that you left first, instead of investigating your current resume. There are some high-level candidates who need an interview with the chairman. When HR needs the candidate to confirm that the resume is normal before the interview of the chairman, it can also take the initiative to communicate with the candidate, play emotional cards, calm the mood of the candidate and strive for the consent and understanding of the candidate.