5 thoughts on “How does HR do a background survey? What are the investigation”
Sheldon
The background survey is mainly based on telephone search, and other channels are assisted channels. Enterprise HR needs to master some techniques to obtain more information in limited time and limited channels. 1. Select a reasonable contact time. The first half of the week is a busy time for everyone, so the second half of the week is a good choice. In addition, you need to consider which time to communicate with the other party. Usually, around 4 pm, it will be better. If you conduct background investigations at this point in time, the cooperation rate will be higher. 2. The content of the survey should be gradual. Men do not touch sensitive topics at the beginning, which will make the other party have a resistance and unwilling to cooperate. When preparing to call, you must clarify the issues that need to be understood in this communication, and grasp the order of the problem flexibly. 3, design the problem of "structured", and make the problem concrete and quantify. The designed factor templates, HR is easy to investigate and inquire about the templates designed by it, conduct targeted investigations, and maximize the effectiveness and accuracy of the investigation and inquiry, so as to help us make objective and fair to candidates evaluation of. 4. We must have the spirit of persistence to the end. In the background investigation, it is inevitable to encounter nails and refuse. During the investigation, it is necessary to flexibly replace the investigation object. The direct supervisor or colleague of the candidate is a good choice. As long as the attitude is enough Sincere, most people will be willing to cooperate with your work, and this information can also reflect the real situation of the candidate from one aspect.
Background survey refers to the verification and verification of the resume information of the candidate. The corporate HR has its own recruitment indicators. Sometimes, in order to complete the task, you know that there is a problem with the candidate background, and it will be recommended. This method is not desirable. It is recommended to use a professional third -party recreation company. The third -party back transfer company has no benefit to the candidate, which should be the most fair. If the budget is not enough, you can do it yourself. We are a financial company, all of which are invited by a company named Kellaide, which is very professional. Back adjustment is generally verifying the certificate information of the job seeker, such as identity information, education certificate, and qualification certificate. For example, working hours, work performance, work ability, reasons for resignation, etc., need to provide them with proofers of work information, and then pass phone communication for verification. They can also find the proofer by themselves, but this is a bit difficult. In fact, the purpose of verifying the background is to verify the authenticity of the resume information of the job seekers. In order to verify whether the job seekers are honest and honest, this should be the basis for enterprise recruitment. On the other hand, it is also to help HR to avoid recruitment risks. It is not completed without reaching the KPI assessment. If the wrong person is recruited, that is, the job is negligent.
Employee background survey refers to the process of verifying the authenticity of the personal resume information of the job seeker through various reasonable and legal channels. It is one of the important means to ensure the quality of recruitment. First, choose the appropriate employee background survey method. The general survey methods are as follows 1, online survey In information on the employee's education, professional and technical qualifications, professional title and other information through professional websites. Social platform understands other relevant information of employees 2, telephone survey The most commonly used survey methods can master the basic situation of job applicants in a short period of time 3, questionnaire survey questionnaire survey information is comprehensive and high accuracy; sometimes it proves that people do not get effective response because they are worried about such problems. Entrusted an external survey agency for employee background survey . Before doing the background survey, make full preparations 1. Need to collect and prepare the resources required for the investigation, such as the original basic information provided by the candidate provided by the candidate , Prove that the content of the person's establishment, the investigation content, steps and executable analysis 2, the design of the special information collection process and templates, comprehensively collect the candidate information of the candidate to ensure the smooth implementation of the background survey. 3. In order to respect the candidate, when recruiting the form, the candidate will do a background survey 3. The matters and skills of the background survey operation 1. Select a reasonable connection Time, for example, the second half of the week, every day from 4 pm to 5 pm 2, clear issues that need to be understood, according to the difficulty to difficult to sort. Remember not to touch sensitive topics at the beginning 3, master the talk skills Step by step, from shallow to deep; by questioning, try to achieve the specificization and quantification of the problem as much as possible 4. Grasp the key points, polite and effective questions
The main survey method of HR for the background survey is to check the academic qualifications and degree information through Xuexin.com, and contact the candidate's superior and HR through the telephone number through the phone, and obtain other other contacts to obtain other people's connections to obtain other other contacts. Contact information, authenticity of the side verification work experience, etc. In addition, there is also a back -tune method to entrust a professional third -party back adjustment company for back adjustment.
The content of the back tone mainly includes the following aspects: The degree verification verification, non -mainland education background verification, court civil lawsuit and dishonesty inquiries, negative social security records, financial industry violation records, records of violations of regulations, and regulations, Individual industrial and commercial information, professional qualification certificates inquiry, past work resume verification work appraisal, etc. of course, these are not all back tones, and you need to choose according to different positions and properties.
At present, the background survey of domestic enterprises is mainly divided into three ways: 1. Enterprise HR autonomous survey 2, entrusting head hunt for background survey 3, entrusting third -party professional background survey agency n n n n n n n n n n n n n R n Compared with the commissioned investigation, enterprises adopt an autonomous background survey method to effectively reduce recruitment costs. However, if the candidate occurs after the employment, the employment risk of deliberately concealed and beautified the resume information will not only cause huge economic losses to the enterprise, but the HR and the personnel department are more likely to become the subject of accountability. as to choose background survey outsourcing are mainly based on the following factors: background investigation identity and position, investigation channels, interest relationships, in -depth investigation capabilities, investigation accuracy, and risk prevention capabilities.
What are the background investigation?
According to this standard, we can be divided into grassroots, middle, and high -level, and the survey content at all levels is different.
· Candidates at the grassroots level Id the background survey of grass -roots employees, you need to verify some basic data items, such as: identity information, educational background, bad records, etc. Of course, according to the characteristics of the industry, you should also distinguish it, such as: the financial industry, check the financial violation records; the real estate industry, check the blacklist of real estate supervision, etc. The basis for decision -making.
· mid/high -level candidate It background investigations of middle and senior managers, in addition to the verification of basic information, interviewers should also be conducted for candidates' posts. Through the design of rigorous and scientific interviews, logical verification and comparison are conducted for the content of the proof of the proof of the proof. rnrnrn· 核心敏感岗位候选人rn对于会计、出纳、投资等，架构师、法务、高级工程师等，这些岗位会涉及到企业核心机密，招聘此Talents need to be very cautious; in addition, although drivers, secretaries, assistants, bodyguards and other positions are not high, they can also be exposed to a large amount of sensitive information. When conducting background investigation information verification, they should be carried out comprehensive and in -depth.
The background survey is mainly based on telephone search, and other channels are assisted channels. Enterprise HR needs to master some techniques to obtain more information in limited time and limited channels.
1. Select a reasonable contact time.
The first half of the week is a busy time for everyone, so the second half of the week is a good choice. In addition, you need to consider which time to communicate with the other party. Usually, around 4 pm, it will be better. If you conduct background investigations at this point in time, the cooperation rate will be higher.
2. The content of the survey should be gradual.
Men do not touch sensitive topics at the beginning, which will make the other party have a resistance and unwilling to cooperate. When preparing to call, you must clarify the issues that need to be understood in this communication, and grasp the order of the problem flexibly.
3, design the problem of "structured", and make the problem concrete and quantify.
The designed factor templates, HR is easy to investigate and inquire about the templates designed by it, conduct targeted investigations, and maximize the effectiveness and accuracy of the investigation and inquiry, so as to help us make objective and fair to candidates evaluation of.
4. We must have the spirit of persistence to the end.
In the background investigation, it is inevitable to encounter nails and refuse. During the investigation, it is necessary to flexibly replace the investigation object. The direct supervisor or colleague of the candidate is a good choice. As long as the attitude is enough Sincere, most people will be willing to cooperate with your work, and this information can also reflect the real situation of the candidate from one aspect.
Background survey refers to the verification and verification of the resume information of the candidate. The corporate HR has its own recruitment indicators. Sometimes, in order to complete the task, you know that there is a problem with the candidate background, and it will be recommended. This method is not desirable. It is recommended to use a professional third -party recreation company. The third -party back transfer company has no benefit to the candidate, which should be the most fair. If the budget is not enough, you can do it yourself. We are a financial company, all of which are invited by a company named Kellaide, which is very professional. Back adjustment is generally verifying the certificate information of the job seeker, such as identity information, education certificate, and qualification certificate. For example, working hours, work performance, work ability, reasons for resignation, etc., need to provide them with proofers of work information, and then pass phone communication for verification. They can also find the proofer by themselves, but this is a bit difficult. In fact, the purpose of verifying the background is to verify the authenticity of the resume information of the job seekers. In order to verify whether the job seekers are honest and honest, this should be the basis for enterprise recruitment. On the other hand, it is also to help HR to avoid recruitment risks. It is not completed without reaching the KPI assessment. If the wrong person is recruited, that is, the job is negligent.
Employee background survey refers to the process of verifying the authenticity of the personal resume information of the job seeker through various reasonable and legal channels. It is one of the important means to ensure the quality of recruitment.
First, choose the appropriate employee background survey method. The general survey methods are as follows
1, online survey
In information on the employee's education, professional and technical qualifications, professional title and other information through professional websites. Social platform understands other relevant information of employees
2, telephone survey
The most commonly used survey methods can master the basic situation of job applicants in a short period of time
3, questionnaire survey
questionnaire survey information is comprehensive and high accuracy; sometimes it proves that people do not get effective response because they are worried about such problems. Entrusted an external survey agency for employee background survey
. Before doing the background survey, make full preparations
1. Need to collect and prepare the resources required for the investigation, such as the original basic information provided by the candidate provided by the candidate , Prove that the content of the person's establishment, the investigation content, steps and executable analysis
2, the design of the special information collection process and templates, comprehensively collect the candidate information of the candidate to ensure the smooth implementation of the background survey.
3. In order to respect the candidate, when recruiting the form, the candidate will do a background survey
3. The matters and skills of the background survey operation
1. Select a reasonable connection Time, for example, the second half of the week, every day from 4 pm to 5 pm
2, clear issues that need to be understood, according to the difficulty to difficult to sort. Remember not to touch sensitive topics at the beginning
3, master the talk skills Step by step, from shallow to deep; by questioning, try to achieve the specificization and quantification of the problem as much as possible
4. Grasp the key points, polite and effective questions
The main survey method of HR for the background survey is to check the academic qualifications and degree information through Xuexin.com, and contact the candidate's superior and HR through the telephone number through the phone, and obtain other other contacts to obtain other people's connections to obtain other other contacts. Contact information, authenticity of the side verification work experience, etc. In addition, there is also a back -tune method to entrust a professional third -party back adjustment company for back adjustment.
The content of the back tone mainly includes the following aspects:
The degree verification verification, non -mainland education background verification, court civil lawsuit and dishonesty inquiries, negative social security records, financial industry violation records, records of violations of regulations, and regulations, Individual industrial and commercial information, professional qualification certificates inquiry, past work resume verification work appraisal, etc.
of course, these are not all back tones, and you need to choose according to different positions and properties.
At present, the background survey of domestic enterprises is mainly divided into three ways:
1. Enterprise HR autonomous survey
2, entrusting head hunt for background survey
3, entrusting third -party professional background survey agency
n n n n n n n n n n n n n R n
Compared with the commissioned investigation, enterprises adopt an autonomous background survey method to effectively reduce recruitment costs. However, if the candidate occurs after the employment, the employment risk of deliberately concealed and beautified the resume information will not only cause huge economic losses to the enterprise, but the HR and the personnel department are more likely to become the subject of accountability.
as to choose background survey outsourcing are mainly based on the following factors: background investigation identity and position, investigation channels, interest relationships, in -depth investigation capabilities, investigation accuracy, and risk prevention capabilities.
What are the background investigation?
According to this standard, we can be divided into grassroots, middle, and high -level, and the survey content at all levels is different.
· Candidates at the grassroots level
Id the background survey of grass -roots employees, you need to verify some basic data items, such as: identity information, educational background, bad records, etc. Of course, according to the characteristics of the industry, you should also distinguish it, such as: the financial industry, check the financial violation records; the real estate industry, check the blacklist of real estate supervision, etc. The basis for decision -making.
· mid/high -level candidate
It background investigations of middle and senior managers, in addition to the verification of basic information, interviewers should also be conducted for candidates' posts. Through the design of rigorous and scientific interviews, logical verification and comparison are conducted for the content of the proof of the proof of the proof. rnrnrn· 核心敏感岗位候选人rn对于会计、出纳、投资等，架构师、法务、高级工程师等，这些岗位会涉及到企业核心机密，招聘此Talents need to be very cautious; in addition, although drivers, secretaries, assistants, bodyguards and other positions are not high, they can also be exposed to a large amount of sensitive information. When conducting background investigation information verification, they should be carried out comprehensive and in -depth.