In some ways, background investigation is an inquiry into personal privacy, which easily makes candidates feel disgusted and uncooperative, and also questions the integrity of candidates, and at the same time puts HR and employees in an awkward position in the workplace. If the operation is improper, it may harm the interests of the applicant and affect the image of the company.
Therefore, HR should pay attention to the following points when doing background investigation:
1. Inform the candidate in advance and get permission and understanding
Background investigation may violate the privacy of the candidate to a certain extent. In order to get to know each other more comprehensively and get opportunities for mutual cooperation, it should be carried out with the permission and understanding of the candidate.
Before doing the background investigation, a "background investigation authorization" will be signed with the respondents in advance, which not only ensures the respect for the respondents, but also serves as a powerful authorization certificate for the respondents to accept the inquiry.
after submitting the power of attorney, you can ask the candidate to provide the contact information that can be used as a reference. Design a column of background investigation in the Candidate Registration Form, so that candidates can provide the names of the units of the last two jobs, as well as references and contact information. This form needs the signature of the candidates and declares that the information filled in is true.
This is equivalent to telling the candidate that we may carry out the backward work in the future, so the candidate will fill in the information carefully. Candidates can also understand the cautious recruitment behavior of enterprises, so as not to cause candidates to dislike background checks or even complain about the company.
2. The company where the candidate has not resigned will not be investigated
If the candidate is still in the job, it may bring inconvenience to the candidate. Therefore, don't talk back to the company that is still working, you should get the candidate's consent first, so as not to cause trouble to the candidate's current job, or get relevant information through other means.
3. Determine the focus of background investigation during the interview
A lot of information of the applicant was collected during the interview through HR. Through judgment, the doubtful points provided by the applicant in the interview need further verification. For example, working hours, jobs, job responsibilities, etc., the doubts in these places need to be recorded during the interview as the focus of background investigation.
during the background investigation, the last two jobs are generally verified. If the last two working hours are not very long, and there are many companies where you have worked, you can focus on 3-5 years of work experience, because the recent work experience can better reflect your current work ability. Applicants who frequently change jobs need to know more about their reasons for leaving.
4. The background must be comprehensive and thorough
The background investigation must be thorough and must not be done hastily. First of all, there must be a plan for the investigation, and then determine the contents and methods of the investigation, and conduct the investigation through formal channels. The investigation must be systematic and comprehensive.
For candidates, limit the scope of the questions to be investigated, mainly on the work of job seekers, and resolutely avoid irrelevant personal privacy issues. Priority should be given to the former boss and colleagues of the candidate for investigation. These people have the most work contact with the candidate and are very familiar with the candidate's work ability, conduct and attitude.
5. Do the back tone before you decide to hire at the latest
Judging from the content of background investigation, the workload of being a person's back tone is not small. Therefore, it is best to arrange the background check after the second interview and before the employment. At this point, most unsuitable candidates have been eliminated, so the workload is much smaller.
It must be done before the offer is made. If the candidate has been employed and is later found unsuitable due to back adjustment, the candidate will be asked to leave during the probation period, which will not only hurt the interests of the candidate, but also increase the recruitment cost of the company.
6. Grasp the key points in the telephone survey and ask questions politely and effectively
Investigators should simply introduce themselves, be polite and speak appropriately when doing background surveys. At the same time, you need to choose a reasonable contact time. Usually, the second half of the week is a good choice, and it will be better to do it around 4 pm in a day. When communicating, we should be clear about the problems that need to be understood in this communication, grasp the order of the problems flexibly and step by step. 7. Be cautious about the value of letters of recommendation
The results obtained by using letters of recommendation have a poor effect on the future job performance of job seekers. Most of the letters of recommendation or supporting materials are positive, so it is difficult to objectively evaluate job seekers by using them, so we should be cautious about the value of letters of recommendation.
8. Carefully investigate the bad records of job seekers
The "criminal record" is held by the public security department and is an important material for internal control of people with criminal records. The "criminal record" belongs to personal privacy, and the public security department is responsible for keeping secrets for the parties concerned. Generally speaking, it cannot be made public casually. It can be conducted through a third-party background investigation agency, such as panorama seeking. They have professional and formal investigation channels, and the results obtained are objective and true.
9. Use the survey results with caution
Through the background survey, we can get all kinds of information about the candidates, which are both objective and subjective, such as the candidate's personality. Therefore, when deciding whether to hire or not, we should use these survey results carefully and use facts as much as possible to make decisions. If the candidate has a dispute in the original work unit, or has a bad relationship with the reference, the other party may provide information against the candidate out of revenge. At this time, enterprises need to give candidates the opportunity to identify the authenticity of information through other channels.
o background checks are only conducted by enterprises to verify the authenticity of candidates' resumes, but all background checks are based on the consent of job seekers. The original intention of carrying out back tone is to reduce the risk of employment and avoid legal responsibility. If the back tone infringes on the privacy of candidates and violates the law, it will not be worth the candle.
who must have a background check?
1. People who often deal with customers (such as customer service, business personnel, etc.)
It can be said that customers are the foundation of every enterprise's survival. If there are people in the business department who sell company secrets and have corrupt professional ethics, it will cause huge losses to the company. In addition, these people represent the image and level of the company, which directly determines the customers' views on the company. Therefore, people involved in these positions, regardless of their level, need to conduct background checks.
2. People who deal with money (such as accountants, auditors, warehouse managers, etc.)
These people are in charge of the company's money and goods. If they do something in it or are spies sent by competitors, it will be a fatal blow to the company, especially in the era when information has become a productive force. These people are playing an increasingly important role, and if they are not properly employed, they will bring irreparable losses to the company.
3. People who deal with core technologies (such as R&D personnel, etc.)
The R&D personnel of the company are all exposed to the core technologies of the company. If managers and HR do not reverse this position, in the future work, once the information of the personnel in this position is leaked, it will bring immeasurable losses to the company, so it is necessary to strictly reverse this position.
4. Middle and senior management personnel
The middle and senior management personnel of the company should not only deal with the daily management work, but also do a good job of uploading and distributing it, which is not only related to the development of the company, but also closely related to the future of the company. Therefore, in the recruitment process, it is necessary to reverse the interviewer. Only in this way can the relevant personnel be hired to prevent damage to the company.