What is an Employment Background Check?

On-the-job background check refers to the act of verifying the personal information of a job seeker by collecting information from a witness provided by an external job applicant or a previous work unit, and is an effective method to directly prove the situation of the job applicant. Background checks can be conducted before or after an in-depth interview. This will take some time and money, but it is still generally worth doing.

Onboarding check

On-the-job background check refers to the act of verifying the personal information of a job seeker by collecting information from a witness provided by an external job applicant or a previous work unit, and is an effective method to directly prove the situation of the job applicant. Background checks can be conducted before or after an in-depth interview. This will take some time and money, but it is still generally worth doing.

Chinese name

Onboarding check

Foreign name

Survey of entry background

What is an onboarding check?

Onboarding background checks, as the name suggests, are background checks on employees who are about to join. The employment background check originated from European and American countries. In recent years, foreign companies have been introduced into the country, and they have rapidly expanded to state-owned enterprises and foreign-funded enterprises. In addition, the "political review" with Chinese characteristics, which has been used by domestic civil servants and public institutions, has actually played a similar role as background checks. background check

Assess the integrity of employees and the authenticity of information. Now online recruitment is very common. How to verify the information is something we should consider. Then background check can help us.
The risks faced by enterprises in recruitment can be summarized into four categories: competency risk, legal risk, professional conduct risk, and cost risk. If no necessary measures are taken, these risks will be borne directly by the company's human resources department.
The market risk is mainly due to the difference between the quality of the candidates and the requirements of the enterprise. The internal risks are not only the possibility of cost losses and corporate brand image risks caused by employees during the probation period, but also the interests of internal employees, customers and shareholders. These risks ultimately focused on recruitment in the Human Resources Department.
Why do companies conduct background checks? Employers should take the interests of shareholders, customers, and employees as the starting point, and have the responsibility to verify the background and specific circumstances of the employees they plan to hire. A thorough employee background investigation report can save the company unnecessary costs in the future, avoid employment risks, reduce costs related to recruitment and training and retraining, and more importantly, select reliable personnel for the company and avoid The damage caused by the company and the customer promotes the company to generate greater benefits. Taihe Dingxin's service team allows companies to avoid hiring risks at a relatively low cost, improve recruitment quality, speed up the recruitment process, verify the background information of pre-employed employees in multiple ways, and make fully informed hiring decisions. Recruitment cost reference

Up-front cost advertising fee, job fair fee, headhunting fee / intermediary fee;
Employee referral bonus, campus recruitment fee, media promotion fee.
Operating costs Time costs for HR specialists and managers responsible for recruitment / interviews;
Salaries, travel expenses, and other administrative expenses paid by companies to HR.
The cost of the probation period is the same as that of other departments;
Salary benefits, training fees, management fees, and office expenses for new employees during the probation period.
Opportunity cost If recruiting a suitable employee can create huge benefits for the company;
If the employees during the probation period do not match the requirements of the enterprise, it may bring reputation and economic losses to the enterprise.
Re-recruitment costs All the costs required to re-recruit an employee.
What recruitment risks can be blocked by background checks:
The comprehensive services of professional third-party organizations form an effective fire shield between the company and the market, which can help companies shield employment risks, reduce corporate losses, and enhance the strategic management function of the human resources department, thereby improving the corporate personnel selection mechanism and corporate integrity. Culture and core competitiveness. Protect the brand, employees, customers and shareholders of the company. Reduce customer satisfaction risks internally and externally.

Risk analysis chart

Background information can come from different sources:
1. Authoritative data source and legally authorized use.
2. Must have the corresponding authorization of the person being checked.
3. Recommended materials from the school.
4. Introduction materials about the original work.
5. A letter of proof concerning the applicant's financial condition.
6. Records on the mandatory aspects of the applicant.
7. Recommendations from recommenders.
8. Resume of the interviewer.
Which ones are more useful depends on what job the business will offer the applicant. The U.S. federal and states have passed various laws to protect the rights of applicants who may be investigated during pre-employment screening. Of all the laws passed to protect the privacy of individuals, the most important is the 1974 United States Privacy Act (TheFederalPrivacyAct). Therefore, during the background check process, the recruiter may face some problems: if a reasonable background check is conducted, the recruiter may take legal responsibility for neglecting his duties on the issue of recruiting candidates; You may be accused by a job applicant of violating privacy or defamation.

1. Communicate with clients and determine the content of background checks with reference to the quality model of the target position.
2. Determine the objects and scope of the survey.
3. Design corresponding questionnaires or outlines.
4. Try to get the cooperation of the investigators.
5. Use certain methods or techniques to solve more difficult problems.
6. Submit a background investigation report.
7. Applicable to middle and senior management personnel, core and key personnel, and sales personnel (the current background investigation is mainly carried out by telephone, first communicate with employees, and then go to the original company for verification.)
Background check materials Background check materials refer to the information provided by individuals when they are being investigated. In handling administrative cases in public security organs, some areas require the case handling unit to investigate the suspect's background material first when investigating the suspect. This approach also reflects the progress in standardizing and scientificizing the police enforcement process.
Edit this background check-This entry is mentioned in the following entry: Snowball Principles of Human Resources Recruitment Job Description Privacy Management Interview Keyword Background Check

Onboarding background checks include the following:

Identification;

Criminal record investigation;

Educational background check;

Work experience survey;

Five categories of database surveys.

Among them, identification refers to verifying the authenticity of a candidate s ID card; work experience investigation includes investigating whether the work experience is real, that is, time, position, whether or not to leave the company normally, and job performance; database investigation refers to passing various authoritative Information base to find some negative information that the candidate was made public.