First, there are three main ways for enterprises to do employee background checks:

1, enterprise HR independent back;

2. Entrust a headhunting company to carry out back adjustment;

3. Entrust a third-party back tone company to carry out back tone;

Third-party backtracking companies usually have dedicated teams and resources to conduct comprehensive backtracking, backtracking agencies have more officially authorized compliance data source channels, backtracking agencies can conduct deeper and more extensive investigations, and stable large companies usually find third-party backtracking companies to do background checks.

Second, HR should pay attention to the following points when doing employee background investigation:

1. The backtone of personal basic information must be approved and authorized by the candidate;

2, before the back tone, first understand the candidate's resume information analysis, clear the purpose of the back tone;

3. When reciting, pay attention to the interviewer's intonation, pauses, hints, questions that are not explained or avoided;

4. Preferentially select the superior or colleague of the candidate to carry out back adjustment;

5. Guide the candidate to talk about his strengths and weaknesses, and make a comparative analysis with the back tone information;

6. Pay attention to the details of the candidate's tone and expression, and analyze possible problems and contradictions;

7, to strictly protect the personal information and privacy security of candidates and referees.

Third, the process of entrusting a third-party back transfer company to do employee background investigation:

1, the enterprise to the third party back company to entrust, clear back demand and objectives;

2. The company informs the candidate of the background check and the items of the investigation that the company will conduct;

3. The candidate fills in the information collection form and completes the authorization;

4, the third-party back transfer company directly communicate with the candidate to understand their relevant information, such as education, work experience, etc.;

5. The third-party backtracking company verifies the candidate's personal information, such as identity information, educational background, professional qualification, bad record, industry blacklist, etc., through legal and compliant official authorized data source channels;

6. A third-party backtracking company calls the references provided by the candidate. Professional third-party backtracking companies (such as Aoxin Backtracking) can also independently search for multiple effective references (HR, direct superiors, colleagues in the department, colleagues in other departments, suppliers, customers, other business partners, social organization personnel, classmates, partners, etc.) for cross-verification. Multi-dimensional verification of the candidate's work history;

7. The third-party backchecking company analyzes and collates the collected information to form an objective and detailed background investigation report for delivery to the enterprise.

Four, the best time to do employee background check:

1, after the interview, before the offer: under normal circumstances, for the candidates who have passed the interview process, the background check should be arranged between the end of the interview and the time before the offer. But for senior management positions, it is best to carry out a back adjustment after passing the initial test. If you find many questions in the back tone, you can do targeted investigation in the process of reexamination. The advantage of this is that once fraud is found, the company can deal with it flexibly, with almost no legal risk. The downside, however, is that candidates may move on to other companies during this period, which could lead to the loss of talented people.

2, the probation period after entry: within the probation period of employees, there is enough time to carry out adequate back transfer, can retain employees as soon as possible, do not worry about losing excellent talents. But the disadvantage is that the enterprise has to take a greater legal risk to dismiss the employee. Moreover, if the employee has problems with professional ethics, it will bring great losses to the enterprise.

Five, make the staff can come in handy as a background investigation platform:

1. Verification of the authenticity of academic qualifications - China Higher Education Student Information Network (Xuexin Network), used to check the graduation certificates of graduates after 2003 and the degree certificates of graduates after 2008.

2, personal case records - according to the candidate's name, ID number in China Judgment documents network can query personal case judgment and other judgment information.

3, work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, whether there are competition restrictions and other back tone projects - aofin back tone, so that enterprises enjoy more in-depth pre-employment background research services, professional recruitment risk control platform for enterprises.

Six, how to do back tone to be more effective?

To make the results of background checks more effective, you need to do the following:

(1) Comprehensive: The wider the scope of the content of the back tone, the more detailed, the more comprehensive the verification of the actual situation of the candidate, the multi-dimensional avoidance of various employment risks, the content of the back tone should include the following:

1, basic information verification: identity information, identity portrait, identity validity, etc.;

2, education information verification: education, degree, certificate, title, etc.;

3, bad record verification: litigation records, contingent liabilities, arrears and taxes, industry blacklist, etc.

4, resume verification: This is the top priority of back transfer, generally the candidate's work experience in the past 10 years or the last 2-3 work units will be investigated, the investigation of the employee's work resume includes the work unit, working hours, job responsibilities, performance, work attitude, reasons for leaving, advantages and disadvantages, work style, whether there is competition restriction;

(2) Depth: When interviewing testimonists for CV verification, they should not only rely on and trust the interview feedback of the referees provided by the candidates, but also independently seek out effective referees of multiple roles (colleagues and superiors in multiple departments + business partners + social relations, etc.) for cross-verification of information, and verify at least 3 paragraphs of CV. In this way, the candidate's work ability evaluation + character recognition evaluation + comprehensive evaluation, the back adjustment results can be more valuable and effective!

(3) Classification: Although the more detailed and comprehensive the better, the scope and depth of the background investigation should also be determined according to the nature and level of the post, otherwise it is likely to waste manpower, time and other costs, so the content of the back adjustment should also make the following differences:

1. Entry-level staff entry transfer: basic information verification, education information verification, business interest verification, credit information verification;

2. Transfer of middle management personnel upon entry: basic information verification, education information verification, business interest 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, business interest verification, education information verification, basic information verification;

4. Compliance backtracking of on-the-job employees: business interest verification, work ability performance, behavioral risk warning, bad record verification, credit information verification;

(4) Objective: When verifying work resumes and interviewing testimonies, it is best to objectively present the survey results in the original statement records to ensure the neutrality of the survey and the referencability of the results.

(5) Timely: the back adjustment time is best arranged after the interview and before the offer, so that once the candidate is found to have fraud, risky behavior or other problems, the company can deal with it in a timely and flexible manner, and there is almost no legal risk.