HR's main concerns when conducting employee background investigation usually include the following aspects:

1. Authenticity of identity information: Confirm whether the employee's ID card, academic certificate, professional qualification certificate, etc., is real and valid.

2. Verification of work resume: including whether the employer and position of the employee are true, whether the time of employment is consistent, the reason for leaving, and whether there are labor disputes or non-competition agreements.

3. Evaluation of HR and direct leaders of the company: understand the relationship between employees and colleagues, whether there is gross negligence or punishment in the company, as well as the evaluation of employees' work ability, work enthusiasm, work attitude and professional ethics.

4. Authenticity of reasons for resignation: Assess whether employees quit on their own or were fired or persuaded to quit due to major mistakes.

5. Salary level: Understand the salary level of the employee, determine whether there is any misreporting behavior, and may use the previous salary as a reference for the salary of the new position.

6. Business Background checks: For candidates with high-level positions or prior entrepreneurial experience, conduct a business background check to see if there is any serious business fraud or breach of contract.

In addition, HR may be interested in the following specific issues:

1. How did the person under investigation perform during his/her tenure in the company? Did he/she fulfill his/her duties and make additional contributions?

2. Relationship with team members and colleagues: whether they get along well with each other, whether they have the ability to solve problems, whether they can cooperate with different people.

3. Whether you have the skills and qualifications required for the position you are applying for.

4. Work attitude: Whether it is reliable, whether it comes to work on time and completes work on time.

5. Problem solving and decision making skills: ability to cope with stress and emergency situations.

6. Communication and interpersonal skills: ability to maintain good relationships with customers and suppliers.

7. Personality, behavior or behavior problems: Whether there are any personality or behavior problems that need to be understood.

8. Have you ever taken disciplinary or ethical action?

9. Would you be willing to rehire the person under investigation: For former employers, this is a helpful question to ask about the employee's overall performance in the previous job.

These are some of the questions that HR may be concerned about when conducting background checks on employees. Through these questions, HR can gain a comprehensive understanding of an employee's background, abilities, and adaptability to make more accurate hiring decisions.