Background investigation plays a crucial role in talent recruitment, which not only helps to improve the fairness and transparency of recruitment, reduce recruitment risks, but also effectively improves the efficiency of recruitment and enhances the trust of candidates in the whole recruitment process.

Nowadays, background checks have become an indispensable part of the recruitment process. Through detailed verification of candidates' educational background, bad record, work history, skills and qualifications, employers can more comprehensively understand the ability and potential of candidates, so as to more accurately assess their job suitability and select more excellent talents.

In addition, background checks can also help employers find potential problems in candidates, such as poor professional records or fraudulent behavior, so as to avoid hiring unsuitable employees and effectively avoid employment risks.

Therefore, nowadays, more and more corporate employers carry out background checks in the talent recruitment process, which has become an irresistible trend. There are two kinds of background investigation, one is traditional backtracking, and the other is third-party backtracking. For enterprises, which one should be chosen to avoid employment risks more effectively? Follow Aoxin back tone to understand the difference between the two:

Implementation subject

Traditional backtracking: It is mainly carried out independently by HR, through calling the candidate's former employer, making inquiries within the HR circle, inquiring, etc. Although this method is direct, it may be limited by HR's resources and capabilities, resulting in limited depth and breadth of backtracking.

Third-party backtracking: Conducted by professional backtracking agencies that have professional investigation teams and resources to obtain more comprehensive and objective background information about candidates.

Back tone content

Traditional backtracking：It may mainly focus on the verification of basic information such as educational background information and work experience, and it is difficult to accurately verify more complex and in-depth information, such as credit history, industrial and commercial registration, and violation and discipline records.

Third-party backtracking: Customized backtracking schemes can be designed according to the actual needs of enterprises (such as Aoxin backtracking company), including but not limited to industry characteristics customization, post characteristics customization, etc., such as increasing the verification of financial violation records, real estate supervision blacklist verification, food and drug industry compliance verification, etc., to ensure the completeness and accuracy of backtracking.

Back tone mode

Traditional backtone: may rely more on a single channel of information collection such as telephone, mail, this way may have a certain risk of information distortion.

Third-party backtracking: Information verification can be carried out through online and offline channels, combined with information from official channels, to ensure the objectivity of the survey results.

Efficiency and effect of back modulation

Traditional back tone：Due to the time and energy constraints of HR, the efficiency and effect of back tone may not be satisfactory.

Third party back tuning：Due to the professional back tuning process, team, data channels, tools and intelligent systems, it can be more efficient to complete the back tuning work, and because of its professionalism and objectivity, the back tuning results are more valuable for reference.

Privacy protection

Traditional backtone: HR autonomous backtone may have loopholes in privacy protection, increasing the risk of information disclosure.

Third-party backtracking: third-party backtracking agencies usually have strict privacy protection policies and processes, which can effectively protect the personal information and privacy security of employers, candidates, and referees.

Impartiality

Traditional back tone: HR's independent back tone may be due to the good impression or preconception of the candidate during the interview, and may be affected by the internal culture of the company, interpersonal relations and its own recruitment KPI, resulting in the result of back tone is not objective and fair.

Third party backing: As an independent third party, the third party backing agency is neutral, and its backing results are usually more fair and objective, which can avoid subjective bias and conflict of interest.

To sum up, there are obvious differences between the traditional back tone and the third-party back tone in the implementation of the main body, content, methods and effects, and the third-party back tone has more advantages, enterprises should choose the most suitable back tone mode according to their actual needs and resources.