With the emphasis of enterprises on human resource management and the improvement of recruitment process, the demand of the back transfer market is also expanding. Nowadays, employee induction transfer has become an indispensable part of the recruitment process.

When backtones are widely used in the workplace, they give rise to two distinct voices. For the back tone, on the one hand, some people support that it is an effective screening means, on the other hand, there are also people against the back tone, that it is a violation of personal privacy.

Enterprises choose to do back tone, is afraid of:

• Job candidates falsify their academic credentials

• The entry candidate's qualification certificate was falsified

• The entry candidate lied about his work experience

• The job ability of the entry candidate is exaggerated

• The entry candidate made false reasons for leaving

• The candidate for the job is a serial fraudster

• Candidates have signed non-compete agreements

• Job candidates are blacklisted in the industry

• Candidates for employment are those who have been executed for breach of trust

• The candidate has a business conflict of interest with the company

• ...

Employees resist doing back tones because they are afraid of:

• Excessive investigation, prying eyes, invasion of privacy

• Being maliciously and negatively evaluated by former leaders, HR and colleagues

• I don't even know where I left my job

• Back to personal information leakage

• ...

As for backtones, whether for or against, backtones are still a controversial topic in the workplace.

In order to solve these concerns, entrusting a third-party company to carry out back tuning has become an effective method.

The emergence of third-party backtracking agencies provides employers with more professional, compliant and in-depth backtracking services.

1, deep back adjustment, comprehensive prevention and control of employment risks

The third party has a wealth of data and information channels, and can carry out multi-channel, multi-dimensional, multi-role, multi-scenario and multi-project backreference on more than a dozen items of information such as the candidate's educational background, existing business interests, credit information, bad record and work history.

Through deep back adjustment, enterprises can have a more comprehensive understanding of the candidates' real career background information, accurately assess the candidates' work ability, and clarify the employment risks, so as to effectively prevent and control and screen the most suitable talents.

Some professional third parties (such as Aegis) can also independently carry out employee back adjustment in the "due due adjustment mode", carry out deeper and customized back adjustment for core positions such as CEO, general manager, and partner, and effectively avoid unnecessary business and policy risks in 360 degrees.

2, compliance back, legally protect the rights and interests of all parties

The third party obtains industry-related licenses and safety certifications to ensure that the entire backtune process is legal and compliant, adheres to the bottom line of backtune, does not pry around, and does not excessively infringe on the personal privacy of candidates.

The data source of the backtracking system is directly connected to the official or official authorized agencies, and has a rigorous candidate authorization mechanism. Before backtracking the personal information of the candidate, it will first obtain the consent and authorization of the candidate himself to ensure the legal acquisition of information. At the same time, the back transfer project will be clearly stated in the authorization to protect the candidate's right to know.

The backcheck system does not backup the information of candidates and referees, and establishes a rigorous personal information protection system to eliminate the possibility of secondary transactions and maximize the security of personal information and privacy of employers, candidates and referees.

3, professional back, to ensure that the report objective and true

The third party has an experienced professional team, understand the correct back adjustment process, skilled back adjustment skills, not only to ensure the efficiency and quality of back adjustment, but also to flexibly deal with the time and order of back adjustment, while protecting the rights and interests of employers, candidates and referees, to achieve win-win cooperation.

The third party has no conflict of interest with the candidate, no sensitive identity, no preconceived initial stereotype, and ensures that the candidate's information can be verified in an objective, fair and impartial manner.

The third party can independently search for multiple valid references for cross-verification, beware of candidates providing false references and colluding with witnesses, and can present objective and true investigation results in the original words record.