The focus of the survey is the past identity information, work experience, education and other relevant certificates, especially the basic work information (that is, the time you mentioned), which can be directly verified by the human resources department of the unit. This is the simplest information.
There are generally two kinds. One is to hire a professional back-tuning company. If you are given a very high position, there may be such an investigation, which will be very detailed, but will not go deep into it. Probably quadrant data, the reliability is about 90%, but the employer has to pay a part of the commission, so it is rare for foreign companies in China.
Another way is that after the talk, you will take the initiative to ask for some telephone contact information and give it to you, and then call your former colleagues and superiors quickly. I don't think they will be too rude.
Background check is also called "verification of proof materials". The method of checking the background information of the candidate and proving the authenticity and validity of the materials by consulting the applicant's former boss, people who have recently had the opportunity to observe him, educational institutions, referees, etc.
It has the function of supplementing the lack of information in the selection process and helping to confirm or obtain candidate information. It is an effective method to directly confirm the factual information of candidates.
Extended data:
The background investigation of foreign companies is as follows:
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
1. Do you want to activate this candidate again?
2. Why did the job seeker leave your company?
3. How long has the job seeker worked in your company?
4. What is the absence record of the job seeker?
5. Can job seekers cooperate with colleagues?
6. Is the job seeker's responsibility in your company important?
7. What are the main advantages, outstanding achievements and major mistakes of job seekers in their work activities?
8. How do you evaluate this job seeker compared with other people with similar responsibilities?
9. How do you evaluate job seekers' achievements in training, developing and motivating subordinates?
10. What do you think job seekers need to do in their career growth and development?
1 1. Did the job seeker have any traffic accidents or industrial accidents during his employment?
12, do you know any information that can prove that the job seeker is not suitable for XX position or poses a danger to his career?
Baidu Encyclopedia-Background Investigation