reference check

Main process of back adjustment:

1. When submitting resumes, candidates should fill in the registration form with back transfer authorization (which can be downloaded from Wukong back transfer website) or fill in a special back transfer authorization (which can be downloaded from Wukong back transfer website).

2. During the interview, fully understand the candidate's resume information and behavior performance, and input important information into the back tone link for verification.

3. After the employment is confirmed and before the formal employment notice is issued, the back transfer shall be carried out. The candidates who only need to verify their personal information can be queried directly on the back transfer platform cooperated by the company, and there is no need for the back transfer candidates to fill in the back transfer candidate registration form, Candidates who need to carry out other back transfer projects shall fill in the back transfer candidate registration form (see Annex 2 back transfer candidate registration form for details). Back transfer candidates shall provide back transfer references and contact information. Generally, it is required to provide at least one certifier from the candidate's superior or the same or lower level.

4. The company or a third-party back transfer cooperation organization shall conduct telephone back transfer according to the contact information provided by the candidate and the contact channel they are looking for, pay attention to the authenticity of the screening, and seek verification through multiple channels until there is definite evidence that the candidate's past resume is true or untrue.

5. The company or a third-party back adjustment cooperation organization shall issue a back adjustment report, and issue a formal employment notice for candidates whose back adjustment results basically meet the interview evaluation.

6. If it is not suitable under special circumstances or it is inconvenient for the candidate to back tune before employment, the candidate can back tune after employment.

What is the background check mainly about

1. The background investigation mainly investigates the basic information, work history and performance. The work history investigation mainly verifies whether the unit, address and time you work are true, the reason for resignation, whether the labor relationship is terminated, whether there are labor disputes, whether a non competition agreement is signed, and whether there are major violations of discipline.

2. Investigation on performance of Duty: the evaluation of the respondent's previous superiors, peers or subordinates, main job responsibilities and completion, strengths and weaknesses of work ability, leadership, work attitude, professional ethics or moral quality, real reasons for resignation, time management and interpersonal relations, etc.

3. Investigation of basic information: identity verification, inquiry of the person subjected to execution, inquiry of the person subjected to execution in breach of trust, blacklist of the workplace (breaking the appointment during the interview, leaving without saying goodbye, non-compliance with competition, false resume, disclosure of secrets, theft of property, private work, non repayment of borrowed money, etc.), education inquiry, professional qualification inquiry, personal social bad information (Crime / fugitive / drug abuse, etc.), personal labor arbitration information Information on business discipline violation, personal court litigation, personal business interests and personal comprehensive risk (including serious violation of law, overdue credit, court litigation, potential risk and long loan information).

What is a background check?

Background investigation is based on the employment relationship, through legal investigation channels and methods, to understand the basic personal information, past work background, ability and work performance of the personnel to be employed and the on-the-job personnel, and form a comprehensive evaluation of the investigated personnel. It is an essential recruitment process in the employment process of the enterprise. When recruiting a new employee, the risks that the enterprise may encounter include competency risk, legal risk, professional ethics risk and cost risk. A perfect employee background investigation report can save unnecessary expenses for enterprises, reduce recruitment and training costs, and avoid employment risks. What are the background checks? The first category is basic information verification, including identity information, educational background, bad records, litigation records, hidden liabilities, commercial conflicts of interest, professional qualifications, etc. The second category is the authenticity of the work resume. The authenticity of the resume is verified by the personnel of the human resources department of the former company, including the company, time of employment, position, labor disputes, non competition agreement, reasons for resignation, salary before resignation and the authenticity of the certifier. The third category is job performance information, which is the most critical, and is the evaluation information of direct superiors and colleagues. By contacting the candidate's former direct supervisor and colleagues, we can deeply understand the candidate's on-the-job time, team structure, job responsibilities, ability and quality, performance appraisal, performance performance, aspects to be improved and improved, serious dereliction of duty, career matching analysis and resignation reasons.

How to conduct background checks?

To complete a background investigation, the enterprise has three options: one is to conduct the investigation independently, and HR will verify the job information of the applicant by virtue of personal channels and networks;

The other is to entrust headhunting companies to investigate; In addition, there is another way to cooperate with the professional third party pre employment investigation agency, and employ professional investigation teams to conduct job placement.

The behavior of independent investigation by enterprise HR is common in small and medium-sized enterprises. The reason is that such enterprises are cautious about offer, but they are unwilling to entrust professional institutions to conduct investigation due to cost reasons. HR is more willing to use its own network resources in the Internet field to piece together the candidate's past work track through telephone, e-mail and public information. It is also a common way to choose headhunters to conduct investigation. Headhunters can provide professional job search or recruitment suggestions for employers, but background investigation is not their main business. Therefore, the effect of backtracking is directly related to the experience and ability of headhunters. At the same time, some Headhunters may not be so objective in back tone in order to clinch a deal as soon as possible, so many enterprises will let back tone companies do it again even if they let headhunters provide back tone reports.

According to the statistics of back tone, the proportion of fake resumes provided by headhunters is the highest, followed by major recruitment websites. Generally speaking, large enterprises and foreign-funded enterprises will choose fixed third-party cooperative institutions to cooperate to complete the background investigation. For bat level Internet giants, there may even be more than one third-party partner.

The background investigation report issued by a third party organization is undoubtedly more professional than the headhunter or the enterprise itself. Suppose a third-party organization is entrusted to conduct background investigation on a job seeker. First of all, the company will contact job seekers by phone and clearly inform them that they will investigate their work resume. After the call, the job seeker will receive an email with the following information:

1) Power of attorney for back adjustment;

2) Resume information form, including company and reference information of past experience;

3) Diploma or other documents, such as salary flow. After getting the information of the applicant, the company will call the company HR on the applicant's resume one by one to verify the resume information. It should be noted that HR is randomly visited by the back transfer company to ensure that HR and job seekers do not cross in advance. The core content focuses on the authenticity of working time information, the authenticity of resignation reasons, salary, whether there is any violation of the company's system, and whether the references provided by job seekers are true. After excluding the impersonation of relatives and friends of non job seekers, the back transfer company will contact the references for interviews, including superiors, colleagues and subordinates, to verify their work performance. The core content focuses on the authenticity of working time information, the authenticity of work content and responsibilities, the evaluation of work performance, interpersonal relationship status, personality evaluation and so on. Two working days later, a background check report on the candidate came out.