The employment department is directly responsible for the management of personnel, which has a crucial impact on the selection and employment of talents. The human resources department is directly responsible for recruitment, and background investigation service is an indispensable part of the recruitment process for hr.

Through the background investigation service, the employment department and hr can have a more comprehensive understanding of the ability and quality of the applicant, so as to better judge whether it meets the needs of the job.

This helps to reduce the adaptation period and run-in period of new employees after entry, and improve work efficiency and team cooperation. At the same time, the background investigation service can also help the hiring department and hr to better understand the market situation, and provide a strong reference for the recruitment strategy of enterprises.

At the same time, because the background investigation data is more objective, it can reflect the real situation of candidates in a more comprehensive way, and the probability of problems after the selection of candidates through back adjustment is relatively small, which can greatly reduce the cost of re-recruitment.

Therefore, the entry background check is very important for the employer department and hr. To do a good job of background investigation service, we need to pay attention to the following aspects:

01- Build back tone process system

The primary task of background investigation service is to build a perfect backtracking process system. According to the company's needs and actual situation, design and formulate scientific and reasonable back tone process, back tone range, back tone content, back tone rules and regulations. When building the back adjustment process system, it is necessary to take into account the characteristics and needs of different posts to ensure that the back adjustment process can fully cover the needs of each post, highlight the key points, and improve efficiency, so as to ensure the smooth progress of employees' on-boarding back adjustment work.

02- Formulate post back adjustment standards

Discuss and make decisions with the heads of multiple departments, and formulate corresponding back tone standards for different positions and different levels. This includes the background information required for different positions, the content of the investigation, the depth of the investigation and so on. By drawing up the standard of post back adjustment, the pertinence and accuracy of back adjustment can be ensured, and the situation of redundant information or insufficient investigation can be avoided.

03- Classification of risk determination levels

In the process of background investigation, it is necessary to determine the risk of different background information. In order to improve efficiency and management effect, the employing department and hr can judge background information into four risk levels: green, blue, yellow and red according to the different risk levels. For different levels of risk information, employers and hr can take different measures, such as in-depth investigation, verification or neglect.

04- Definition of special scenarios

During the background check process, some special scenarios may be encountered, such as negative information about the candidate, interrupted work history, etc. In order to cope with these special scenarios, hr and employing departments need to clarify the corresponding handling measures and criteria. For example, in the case of negative information, hr and the hiring department can decide whether to accept the candidate based on the nature and impact of the information; hr may ask the candidate to provide a reasonable explanation or proof for the interruption of work experience.

05- Review process and mechanism

In order to ensure the accuracy and fairness of the result, hr and the employing department need to establish a corresponding review process and mechanism. When candidates disagree with the results, they can appeal through the reconsideration process. hr needs to formulate detailed reconsideration procedures and time requirements to ensure that the rights and interests of candidates are protected. In addition, hr also needs to establish a corresponding mechanism to deal with emergencies or disputes during the reconsideration process to ensure the smooth progress of the entire back transfer and recruitment process.