Five Classic Ways to Do a Workplace Background Check

Workplace HR all know that when general companies recruit middle and senior management personnel, they must conduct a background investigation of the principality company before they can formally join the company. However, when a company's HR Miss Zhang arrived at the new company, she made her own decision and directly asked a senior management applicant for a job. The company where the personnel worked conducted a return visit. The result can be imagined, Zhang Xiaojie obtained the desired investigation content, but this senior manager who wanted to change jobs caused uproar in the original company, and finally resigned without being hired by the company.

Step 1: HR will directly indicate in the resume form what kinds of background investigations "middle and senior personnel" will do;

For example: the form of the phone call, who to call, whether it is a colleague in the department, a company leader or the HR department of the original company; let people have a heart to prepare.

Step 2: Give the candidate a survey time period;

There are many HR unprofessionals who only say that there is a background check, but the time is uncertain, so the applicant is working in the original unit? The leader suddenly took a call to check the background of someone in the company, which made people who wanted to change jobs very embarrassed.

Step 3: During the interview, in addition to the background check shown on the resume, HR should emphasize it again;

This requires high emotional intelligence in HR. You will find that as long as you repeatedly emphasize, when and when we conduct background checks, you don’t mind this, right? If you ask from time to time, you can tell from the face of the candidate whether the resume he filled out is true or not.

Step 4: Hardware information for background check;

What is "hardware information"? Refers to identity information, education information, certificate information, work history information, etc. These objective information can be publicly investigated, but if you are married, have children and other private information, the editor recommends not to conduct background investigations, and ask them face-to-face. is the best way.

Step 5: Software information for background check.

Software information refers to work ability, work performance, work quality, etc. HR can assume the scene and let the applicant answer, observe the expressions and behaviors to judge the same, and it is necessary to be euphemistic when investigating, and try not to respond to the applicant. troubles in work and life.