What Does a Background Investigator Do?

Background checks are also called "verification of verification materials." A method to check the authenticity and validity of candidate background information and proof materials by consulting the applicant's previous supervisors, those who have recently had the opportunity to observe them, the educational institution, and the recommender. It has functions to supplement the insufficient information in the selection process and help confirm or obtain information about candidates. It is an effective method to directly verify the factual information of the candidate. ^[1]

background check

The background check is an independent professional institution relying on authoritative data sources to check and compare the personal background information submitted by the respondent through legal channels and methods and form a background check report to assist the investigator to verify its authenticity.

At present, some relatively large and regular companies will require this part of the recruitment module and conduct background checks on some new employees.

The candidate's past experience (including working hours, job title, job responsibilities, education experience, salary level), evaluation of others, etc.

The general rules are: ask the right questions to the right people, ask more about numbers and less about feelings, ask more about examples and less about evaluation, and use closed-ended questions to verify when making judgments. Records should quote the verifier's own words, not his own summary.

1. Would you like to enable this job candidate again?

2. Why do job seekers leave your company?

3. How long have job seekers worked in your company?

4. What is the absence record of job seekers?

5. Can job seekers work with colleagues?

6. Is the role of job seekers important in your company?

7. What are the main strengths, outstanding performance and major mistakes of job seekers in work activities?

8. How do you evaluate this job candidate compared to others with similar responsibilities?

9. How do you evaluate the job applicants' achievements in training, developing and motivating their subordinates?

10. In terms of career growth and development, what do you think job seekers need to do?

11. Have traffic accidents or work accidents occurred during the employment period of the required employees?

12. Do you know any information that can prove that the candidate is not suitable for the XX position or poses a danger to the profession?

Assess the integrity of employees and the authenticity of information. right now

Respondents are authorized to conduct background checks to inform them.
Does not involve companies whose transferees have not left
Does not involve the privacy of the person being transferred
The third party only records the objective situation and does not evaluate whether the transferee is competent
Give the respondent the right to defend
Respondent information confidential

The value of background checks to businesses:

1.Help companies HR screen candidates with false information

2. Comprehensive understanding of the qualities and abilities of job seekers

3. Help enterprises save costs and avoid employment risks

Enterprise recruitment process:

For the recruitment summary of the company, the recruitment process is as follows

Determine recruitment plan (job vacancy)
Develop recruitment plan (whether to choose external recruitment or internal recruitment, whether to choose on-site recruitment or online recruitment or headhunting)
Implement recruitment programs and conduct interviews (post recruitment informationcollect and select resumesfirst test (written test) retestbackground check (qualification review) hiring and employment)
Recruitment Effectiveness Evaluation (Attendance Rate, Employment Rate, Recruitment Unit Cost)

What are the risks of recruitment:

Up-front cost

Advertising fees, job fair fees, headhunting fees / intermediary fees;

Employee referral bonus, campus recruitment fee, media promotion fee.

Operating cost

Time cost of HR specialists and managers responsible for recruitment / interview;

Salaries, travel expenses, and other administrative expenses paid by companies to HR.

Trial period cost

Grinding costs with other departments;

New employee trial period

Snowball Principles of Human Resources

recruitment