Employee on-boarding is an important part of the recruitment process, which aims to verify the authenticity of the information provided by the candidate, assess his professional background, ability and quality, and ensure the accuracy of the recruitment decision. The following are a few aspects that HR should pay attention to when carrying out the back tone:

1. Obtain written authorization from the candidate

Before reciting the personal information of the candidate, it is necessary to obtain the consent of the candidate and obtain the written authorization document of the candidate. This is both out of respect for the candidate and to avoid legal disputes arising from the violation of the candidate's right to privacy.

2. Develop a back tone plan

Make clear the purpose, content and method of back tone, and make a detailed back tone plan. This helps to ensure that the back modulation process is carried out in an orderly manner and improves the efficiency of back modulation.

3. Choose the right time to back

Try to carry out recitation before the candidate has passed the interview and is about to enter the job. In this way, problems can be found and solved in time before entry to avoid unnecessary losses to the company.

4. Verify the information provided by the candidate

Verify the information provided by the candidate, such as resume, education, work history, etc. Verification can be done by checking the relevant website, contacting the school or company, etc.

5. Handle sensitive information carefully

In the process of backtracking, the personal privacy and sensitive information of the candidate may be involved. HR needs to handle this information carefully to ensure that it is not disclosed to unrelated people.

6. Adopt a variety of investigation methods

In order to get a more comprehensive understanding of the candidate's situation, HR can use a variety of survey methods, such as telephone survey, email survey, interview and so on. At the same time, cross-research can also be used to understand the candidate's situation from different perspectives.

7. Abide by laws and regulations

HR should follow relevant laws, regulations and policies to ensure that the back adjustment process is legal and compliant. For example, when investigating personal privacy information, it is necessary to pay attention to issues such as information protection and privacy protection.

8. Carefully evaluate the back tone results

There may be errors or biases in the back tone results. HR needs to carefully evaluate the back tone results and make a comprehensive judgment based on other interview and evaluation results. At the same time, it is also necessary to respect the rights and interests of the candidates and keep the results confidential.

In short, HR needs to maintain a cautious, objective and professional attitude when carrying out the back adjustment, to ensure that the back adjustment process is legal, compliant, real and reliable. At the same time, it is also necessary to respect the rights and privacy of the candidates to ensure the fairness and accuracy of the results.

If HR does not understand the back tone, worried that they will have problems in the process of back tone, it is recommended to directly entrust a professional third-party back tone company (such as Aegis) to carry out back tone, do not worry about stepping on the thunder.