The scope and depth of background investigation depends on the nature, level and enterprise needs of the job, and the content of different job investigation will be different, mainly divided into the following four categories:

1. Transfer of entry-level employees: basic information verification, education information verification, existing business interests verification, credit information verification;

2. Transfer of middle management personnel upon entry: basic information verification, education information verification, existing business interests verification, credit information verification, reason for departure verification, work history verification, unit evaluation interview;

3. Due diligence of senior executives: behavioral risk early warning, in-depth ability exploration, unit evaluation interview, work ability verification, reason for departure verification, work history verification, credit information verification, existing business interests verification, education information verification, basic information verification;

4. Compliance backtracking of in-service employees: verification of existing business interests, performance of work ability, early warning of behavioral risks, verification of bad records and verification of credit information;

If an enterprise entrusts a third-party back adjustment company to carry out back adjustment, it will generally investigate more widely and deeply. Professional third-party backtracking companies (such as Aoxin Backtracking) have experienced teams to independently find multiple effective references (HR, direct superiors, colleagues in the department, colleagues in other departments, suppliers, customers, other business partners, social organization personnel, students, partners, etc.) for cross-verification, and the investigation content can be detailed to include the following items: