Why do companies do background checks on new employees?

Background investigation is an efficient way for enterprises to select candidates, through the background investigation, you can have a comprehensive understanding of the candidates in advance, and you can also accurately evaluate the candidate's work ability, especially the background investigation report of high-level talents, which is still a reference for enterprise HR.

Background investigation information includes identity information, educational information, work history, work performance, negative social information, information on court litigation and untrustworthiness, etc. According to the needs of the company and the position, there may be additional investigation items, such as financial lending information, business conflicts of interest, etc.

During the recruitment process, it is unfair to other job seekers if they obtain a job offer through fraud. The background check can eliminate the unfair influence of some unscrupulous competitors, so it is still necessary to conduct a background check.

Because the background check can find out what stains the new employee has, what bad work habits he has, whether he is in line with the current position, and whether he can bring benefits to the company.

Background investigation is to verify the authenticity of the materials and information provided by the applicant through the employer, the institution where the applicant has been employed, the institution that receives the education, the colleagues who cooperate and other objects in the process of recruitment, which can effectively identify and control the applicant's deliberate deception, fabrication and other dishonest behaviors in the interview process, and reduce the employment risk of the enterprise.

Generally speaking, background investigation is based on the premise of employment relationship, through legal investigation channels and investigation methods, to understand the personal basic information, educational background, past work background, ability and work performance of the personnel to be recruited and incumbents, and to form a comprehensive evaluation of the personnel under investigation, which is an indispensable process in the employment process.

1. It can save the recruitment cost of the enterprise and reduce the waste of recruitment, training, probationary wages and other costs caused by recruitment errors;

2. It can avoid the risk of employing people, and prevent the competency risk, legal risk, and integrity risk caused by the wrong person and the wrong person.

It is also normal to do background checks, and it is necessary to have an in-depth understanding of employees in order to better entrust them with important tasks! Therefore, most companies will do background checks on employees.

The character and loyalty of new employees need to be tested from a historical perspective, which is why people should ensure honesty and trustworthiness.

In order to avoid recruitment risks, our company cooperates with Talent Selection Cat.

Grasp the work history and situation of employees, understand the integrity of employees, and reduce the potential risks of the company in terms of funds, technical secrets, personnel flow, etc. In the recruitment process, there is information asymmetry between recruiters and applicants, and there is not enough understanding of the applicant's situation.

In 2006, a U.S. court convicted the company of stealing trade secrets.

Improve the success rate of enterprises in hiring for recruitment needs and save the company's human resource costs Enterprises often use the probation in the labor contract law.

Provide data support for other work of the company's human resources in terms of talent security through employee background checks.

Recruitment is a complex and rigorous process, and risks in the recruitment process are sometimes unavoidable. As a result, these problems such as identity fraud, academic degree fraud, job history fraud, and workplace blacklist will appear in job seekers, which our HR cannot detect through simple inquiries during the interview process. If a company fails to detect it in time and accidentally recruits a job applicant who deliberately fabricates false information, it will not be able to complete the job task at least and will suffer significant economic and credibility losses to the company.

In order to reduce recruitment risks and improve recruitment efficiency, it is necessary to conduct background checks on all employees. Through background checks, we can not only verify whether the personal information of job seekers in interviews and resumes is fraudulent, but also have a comprehensive and in-depth understanding of the candidate's work ability and interpersonal skills, helping the company to develop steadily.

Knowing your family situation can give you an idea of your character to some extent, and you can also avoid offending unnecessary people.

Well, this is the company's order to understand some of the situation of new employees, for example, some employees may have such things as stealing or fighting, and the company may not want such employees.

Nowadays, many job seekers will exaggerate their ability to fulfill their resumes, leading the company's human resources to determine whether the interviewer meets the company's job requirements after the interview, so many people will choose to see the job search. Personal background check assists human resources to screen job seekers more effectively to meet the company's recruitment requirements.

Will the company still do a background check if you have been working?

After the interview, many job seekers will go through a background check after HR, and after filling out the resume, a notice will be provided to the interview, asking the candidate to fill in detailed and actual information for the subordinates in the follow-up background check, but until they come to work, I don't find a shadow of a background check, and I also think that the bottom is not in the background check. In fact, professional third-party background check companies are mainly based on background checks, based on public information**, such as studying you can inquire about degree information. You can inquire about past social security information, work experience of job applicants, etc., and rely on this information to complete the back-end check, the third party needs my authorization, but small companies may need the possibility of HR background checks mainly to do pretending in your resume.

These are basically done before entering, and after entering the job, there is a small probability that a background check will be conducted. After all, they train new employees. After doing a background investigation after entering the job, I would find that the new employee was not suitable for the post.

It will also lead to certain losses for the company. However, after entering the job, there is a background check, which is when the job seeker is at work, and the third-party background check company will work for your last company after you enter the job. Survey, most companies will reduce the company's losses before the employees and better find the right talent for the company.

Regular units will do it, our company did it back then, and it is to ask every company before you, so don't lie, don't talk nonsense, what is what, don't let people back up, if there is a problem, it will be too late for you to regret it.

After a successful interview in a large company, a background check will be conducted, which is more conducive to the company's selection and training of talents. Some small companies do not conduct employee background checks.

After joining the company, the company will generally conduct a background check on the employee, and the person who is responsible for the company is responsible for it, after all, it is an employee who needs to keep many things confidential from the company.

Background checks will be conducted.

Most companies choose the time before the employee joins the company, and the pre-employment background check can save the company a lot of trouble. Once there is a problem with the background adjustment after entry, then the company's previous recruitment investment cost and time will be wasted. However, there will also be some special circumstances that make enterprises choose to make background adjustments after employees join the company, such as job shortages or employees who have not left the previous company.

Background check. Generally, it is before the employee joins the company, but there are also cases where the background check is conducted on the employee after the employee is hired. For example, some emergency positions will be supplemented with background checks after employees are hired. Therefore, it is normal to have a sudden background check after joining the company.

Employee Authorization:

If a company wants to conduct a background check on an employee after they have joined the company, it will generally explain this before the employee joins the company. Before the background investigation, we will also confirm the time with the employee again, seek the support and understanding of the employee, obtain the employee's background check authorization, and obtain the authorization letter.

Formal background checks are only done after that.

It is rare for the company to suddenly put forward the need for a background check after joining the company, and employees can communicate with the company to understand the reasons for the company's sudden background investigation and actively cooperate.

Employees of large companies undergo background checks before they are hired. The vast majority of businesses conduct background checks on employees. Moreover, when most companies do background checks, HR or a third-party professional background investigation company verifies the information.

The contents of the survey include: certificate information (identity documents, academic certificates, qualification certificates, etc.), workplace performance (work history, work ability, work performance, reasons for resignation, etc.), personal credit (credit history, bad records, business interest conflicts).

Notes:Background check is an effective way to verify a job applicant's personal information by collecting information from references provided by external job seekers or previous employers. Background checks can be conducted either before or after an in-depth interview.

It will take some time and money, but it's generally worth it.

It can be done before or after employment. The introduction is as follows:

1. Before the entry of the state god.

Background checks are generally conducted on candidates who have already passed the interview process.

The time is scheduled between the end of the interview and the start of the job, so the workload is relatively small. However, for high-level management positions, it is best to conduct a background adjustment after passing the initial examination. If you find a lot of questions in the background investigation, you can do a targeted investigation in the retest.

Advantages: Once fraud is discovered, the employer can deal with it flexibly and reduce the risk.

Disadvantages: Time is tight, the investigation may not be sufficient, and the candidate may also join other companies because of the long waiting time, resulting in the loss of excellent talent by the employer.

Second, after employment.

The probationary period of the enterprise is generally 1-6 months, during which the sail can be fully back-adjusted, and there is no need to worry about losing excellent employees.

Advantages: Ability to attract excellent talent as quickly as possible.

Disadvantages: There is a lot of legal risk involved in dismissing an employee, and if the employee has a professional ethic.

problems, which will bring great losses to the enterprise.

The best practice in the industry is that most ordinary positions can take a background check before employment, and for key positions that are urgently recruited, a background check can be carried out after entry, and corresponding prevention plans need to be made in accordance with the law.

Before joining the company, we mainly investigate whether the employee's previous experience and work history are fraudulent and whether they are in line with the basic principles of enterprise employment.

A new employee's pre-employment background check can be conducted in the following ways:

1. Employee resumes and various certificates are investigated, which depends on the certificate information.

2. What is your school experience? This can be investigated from his graduation certificate, degree certificate or the file of the academic information network.

3. What is your work experience? How long did you stay at your original company? Why would you want to quit? From these, it can be seen whether his work attitude is serious and whether he has rich experience. If necessary, you can contact the original company for verification.

There are several types of positions:

Background checks are generally conducted. For example, for professional positions related to the security of funds and positions with access to core technologies, the company will conduct background checks on the personnel in these positions to understand the work ability, criminal record and integrity status of these prospective employees.

The company selects candidates to form a comprehensive evaluation of the respondents by investigating the basic information, past work background, ability and work performance of the job seekers, so as to provide an effective basis for judging the degree of job matching.

Generally, it takes half a month to a month for professional background adjustment, and it only takes two or three days to complete the HR background investigation. It is certain that the background investigation will only be carried out after the interview is passed, and after receiving a written or verbal offer, whether it is a pre-employment or post-employment probationary period, this needs to depend on the company, and the company is different.

There are three types of background checks:

1. The HR of the company will do a background check on you;

2. The headhunter has a back on you;

3. A third-party professional consulting company will conduct a background investigation on you.

In either case, it stands to reason that HR will ask for your consent beforehand. But in practice, the first situation is that HR conducts a background check by itself, which is generally to verify your academic qualifications or if conditions permit, it is to simply ask about your professional background, which is generally not very detailed, and in the latter two cases, because they are third parties, the third party will ask you to authorize them, and then conduct an investigation, which is carried out under the circumstances you know.

Most companies make offers first and then start background research.

The benefit of this approach is that the candidate experience is great, as initiating a background check will inevitably let the candidate's former company know that the candidate is looking for a job, which will put the candidate in a dilemma if the candidate does not receive an offer and ends up losing the onboarding opportunity as well. In addition, if the candidate does not receive an offer, he or she will generally not resign from the previous company, and the content of the background investigation that HR can do is limited. At present, companies with standardized recruitment processes basically issue offers first and then conduct background investigations.

Of course, this method also has certain risks, so HR needs to set some conditions in the offer, such as writing such words"I understand and agree that any information I provide that is found to be false, incomplete or in any way misrepresents may constitute further consideration for the cancellation of this offer or to terminate my employment contract immediately upon discovery in the future"In order to prevent the occurrence of false information provided by candidates and defects of integrity, the company needs to bear additional recruitment costs.

A small number of companies start the background investigation first and then issue offers.

The advantage is that the business is low-risk, but it is easy to make candidates feel insecure. In this case, HR can actively communicate with the candidate, strive for the candidate's understanding, and respond to the candidate's questions in a timely manner. For example, you can first transfer the resumes of other people who have left the company, and the resumes of the current employees will not be investigated.

Some high-level candidates need a final interview with the chairman, and HR needs candidates to actively communicate with candidates when they confirm that their resumes are okay before the chairman interview, play the emotional card, appease the candidates' emotions, and strive for the candidates' consent and understanding.