The second category is the authenticity of the resume, which is verified by the former human resources personnel of the company, including the company, entry time, position held, labor dispute, non-competition agreement, reason for leaving, salary before leaving, and the authenticity of references.
The third category is job performance information, which is the most critical and is the evaluation information of direct superiors and colleagues. Through the contact with the direct supervisor and colleagues before the candidate, we can deeply understand the candidate's entry time, team structure, job responsibilities, ability and quality, performance appraisal, performance, areas that need to be improved and improved, serious dereliction of duty, job matching analysis, reasons for leaving, etc.
The way of background check
1. The human resources department is responsible.
The main advantages of HR's own callback are first-hand real information, targeted investigation and low cost. The human resources department should not be subjective when conducting its own investigation. It is important to avoid poaching people from competitors.
If the candidate is "poached" from a competitor, the former employer will inevitably have resistance to the investigation, and HR will inevitably form an embarrassing situation when contacting the candidate to go to a company.
2, professional back to the company survey method
Entrusted to a professional third-party company for unified handling. Such companies have fixed information investigation channels, are professional and neutral, and can be objective and accurate. At the same time, the survey information is comprehensive and credible, and it can also be investigated according to the special requirements of enterprises.
3. The headhunting company conducts background investigation.
This practice saves energy and cost, but some headhunters usually do some "technical processing" for the candidates, because they have the same interests as the candidates, and their purpose of carefully packaging the candidates is nothing more than to be hired as soon as possible. Therefore, enterprises should pay attention to this risk when cooperating with headhunters, and standardize the responsibility of false investigation in the cooperation agreement.