During the interview process, some information may not be fully verified due to time, environment or the limitations of the interview itself, and need to be further verified by the induction back transfer. Here are some key pieces of information that need to be backtuned to verify:

1. Identity information:

Verify that the names and ID numbers provided by the candidates are consistent, and that the validity period of the ID documents is accurate.

2. Educational background:

Verify the authenticity and conformity of the candidate's education, degree, graduate school and other education related information, usually including admission time, graduation time, education category, level, school name, academic system, major, learning form, etc.

3. Certificate of Professional skills:

Verify various professional qualification certificates, including professional qualification name, grade, certificate number, operation score, written test score, certification date, certification body, etc., to confirm the professional and skill level of the candidate in some aspects.

4. Work experience:

Verify the candidate's work experience, including the company name, position, tenure, job responsibilities, performance, work attitude, reasons for leaving, etc., to verify that the work experience stated in the resume is true.

5. Bad records and litigation records:

Verify whether the candidate has a bad record of illegal crimes, published civil or criminal proceedings, breach of trust, execution, restriction of high consumption and restriction of entry and exit.

6. Credit history and financial risk:

Verify the candidate's credit history, including personal credit rating, debt situation, arrears history, etc., and whether there is any financial risk such as long borrowing, overdue online lending or fraud.

7. Personal business information:

Verify whether the candidate has information about a possible business conflict of interest as an executive, shareholder, or legal representative in another company.

8. Previous employer evaluation:

By contacting the candidate's former employers or superiors, understand their performance, ability and work attitude at work, and get a more comprehensive job reference.

9. Individual comprehensive performance:

Through the independent search of the candidates' supervisors, colleagues, HR and other role references, multi-dimensional in-depth research is conducted to understand their individual comprehensive performance.

Through backtracking, enterprises can have a more comprehensive understanding of the real situation of candidates, reduce the recruitment risk caused by inaccurate or false information, and provide fair and equitable selection opportunities for candidates.

Therefore, enterprises in the recruitment process should be based on the development needs of enterprises to make reasonable use of back transfer means to ensure that the recruitment of the right talent.