When you first enter the workplace, what does the leader mean by the background?

In and out of the workplace, some novices do not know some words spoken by the leader, such as including the back investigation, which refers to the process of verifying the authenticity of the employee's background information by understanding the employee's former company, graduate school and former company colleagues. This investigation process is mainly to investigate some members of the society. Among them, many large companies will conduct a verification and investigation of employees in the process of recruitment, which is also to determine whether the employee's information is true and reliable, so they will verify the employee's written proof and job description through some means.

And this process is not particularly troublesome, mainly for the employee's work experience.

Ability to work, and whether there are some problems.

Does everyone who is new to the workplace do a background check?

Not every person in the workplace will necessarily face the situation of background investigation, because not all companies have such a detailed HR department that can carry out background investigation of the corresponding situation of employees, and it does not mean that every employee needs detailed background investigation. Mainly some large companies may need to compare or some confidential companies need to have an understanding of the corresponding situation of employees, especially some of the higher positions, the information that needs to be understood needs to be more detailed. It is also a move made to avoid too much harm and risk to the company.

Some jobs may face backtracking, such as accounting, cashier, HR director, legal manager, etc.

How to do a back tune.

If the company wants to carry out background investigation, it is generally implemented in several ways, one is to conduct an independent investigation, and the personnel department will make a check on the recruiter's job information through personal channels, and some will call ** to the company's personnel or corresponding departments to understand. There are also some that will be investigated through the corresponding third-party agency, and the last one is by entrusting a headhunter.

to investigate.

Finally, the situation of background investigation is not particularly scary, as long as the job seeker in the process of applying, tell his details truthfully, there will be no problems. If there is some information that is wrong, it is easy to lose the job opportunity that you are about to make.

The background survey is generally checked from the following three aspects:

The second is to verify the work history to understand the information such as work entry and resignation, position, reason for resignation, whether there are non-compete restrictions, and whether there are violations of discipline and regulations;

The third is the job performance interview, through HR, superiors and colleagues to understand the candidate's skills, personality traits, ability to deal with problems, strengths and weaknesses in the past work, and then compare the background investigation with the interview situation to make a more objective evaluation.

Background check. Leaders will generally have a comprehensive understanding of the basic information of all newcomers when they join the company.

What the leader means should be to investigate the background, that is, to investigate your creditworthiness and other reasons, and other factors to investigate whether you are honest and capable of working.

The leader said this sentence to mean that he is a little out of place with everyone's performance, and seems to be a little too out-of-the-envelope, and his spirit should be a little low-key and learn more from others.

Background investigation is to comprehensively evaluate the candidate's job competency through the acquisition of more dimensional information in a compliant and professional way, so as to increase the symmetry of the employer's grasp of the candidate's personal information, reduce the risk of matching, and provide reference for the company's recruitment decision.

From a business development perspective, background checks serve two basic purposes:

1. Verify the authenticity of job seekers' information.

2. Reasonably and effectively evaluate and locate job seekers for specific positions.

Background check value "five preventions":

1. Prevent cost risks

Recruitment costs, probationary costs, opportunity costs, re-recruitment costs, etc.

2. Prevent legal risks

Legal disputes arising from personal incompetence or moral issues: cases involving non-competition, simultaneous employment, criminal offenses such as criminal records and criminal records, etc.;

Legal disputes in human resources dispatch: legal risks caused by employees infringing on the legitimate rights and interests of the actual employer, and legal risks caused by the confusion of the main body of labor relations (dispatch service providers and dispatched employees), etc.

3. Prevent competency risks

Employees are unable to meet the job requirements due to their insufficient performance in the dimensions of "morality", "ability", "diligence" and "performance".

4. Prevent professional ethics risks

Caused by employees' personal professional ethics problems: theft of corporate trade secrets, loss of brand reputation, etc.; Caused by the moral character of the employees themselves: fraud, dereliction of duty, abuse of power for personal gain, bureaucracy, etc.

5. Prevent the risk of talent advantage

The problem of adverse selection in human resource management leads to the disadvantage of high-quality talents in the competition in the talent market, and they are "expelled" by the internal and external talent markets of the enterprise, resulting in the gradual loss of talent advantages.

Background investigation is conducted by an independent professional body, relying on authoritative data sources, through legal channels and methods, to verify and compare the personal background information submitted by the respondent, and form a background investigation report to assist the commissioned investigator in verifying its authenticity.

What is the value of a background survey?

For enterprise recruitment, there are generally many risks, such as: professional ethics risk, legal risk, job competency risk and so on. Through professional employee background investigation services, it can reduce the labor cost and recruitment risk of the enterprise, and enhance the core competitiveness of the enterprise, so many enterprises will now choose high-quality third-party background investigation companies for cooperation, such as i background investigation, which is the preferred background investigation business of many enterprises.

How should companies conduct background checks? What does a background check report contain?

After the authorization collection is completed, it will enter the formal background investigation link, a detailed background investigation report will generally contain 2 parts of information, one part is the candidate's basic information, including academic qualifications, degrees, personal business information, court litigation dishonesty, financial risks, etc., the other part is the candidate's past work experience related information, such as work history and work performance, the work history will include: company name, working time, position, responsibilities, reporting relationship, reason for resignation, whether there are violations of discipline and regulations, Whether or not to sign a non-compete agreement, etc., the work performance will basically cover: work performance, advantages and disadvantages, teamwork, ability to work under pressure, etc.

A professional third-party background investigation company will also provide more than 30 different dimensions for combination according to the industry and job level, and generate a highly professional report to the enterprise.

We often say that professional people do professional things, which is also applicable in the background investigation industry, so the third-party background investigation agency has been the first choice for many enterprises, so that the enterprise HR can invest more energy and time in the company's core business areas, create more value, and also improve personal professionalism.

Background investigation is the process by which companies investigate and verify the applicant's qualifications when interviewing the candidate. Able to verify the background information provided by employees from various aspects to help companies select candidates for recruitment requirements. The facts it presents are not only related to the accuracy of the candidate's personal information, but also can help the company to provide a basis for establishing judgments about the ethics and integrity of the candidate.

Background investigation is a part of recruitment, which will be carried out after the candidate's authorization, and HR will have a deeper understanding of the candidate's background information, integrity, competency, etc., so as to better evaluate the candidate and make a more appropriate career plan for the candidate.

Background check is the process of verifying the authenticity of the personal resume information of the incoming candidate through reasonable and legal channels. It is one of the important means to ensure the quality of recruitment. Background verification, which includes verification of the candidate's background, educational background, bad record, work history, work performance, etc.

Through background verification, we can "remove the false and retain the true", screen out excellent and real candidates, and assist enterprises to improve the effective talent recruitment rate and reduce the employment risk of enterprises.

It is a background check on someone, which is generally used in the context of political censorship.

Background investigation refers to the detailed investigation, verification, and confirmation of the background and history of a person or organization.

1. Part of speech. Back tone is a noun.

2. Synonyms.

1. Background check: Investigate a person's or organization's past records in order to assess its reliability.

2. Audit Investigation: A detailed investigation that aims to review an organization's or an individual's financial records and internal controls.

3. Review: Carefully review and study the past records of an organization or individual in order to assess its credibility and reliability.

4. Investigation: A process of systematically collecting, analyzing, and interpreting information to solve a problem or solve a problem.

5. Appraisal: Evaluate and confirm the identity, qualifications, property or other attributes of a person or organization.

6. Supervision: By monitoring the behavior of organizations or individuals to ensure that they comply with laws, regulations and industry standards.

7. Review: Conduct a detailed review of an organization's or individual's behavior, records, or policies to determine whether they meet the requirements of laws and regulations.

8. Inspection: Confirm the authenticity, accuracy or legitimacy of items, records or personnel by inspecting them.

9. Comparison: Compare the information of an organization or individual to determine the authenticity and accuracy of its identity, history, background and records.

10. Research: Gather information, data, and insights to explore the behavior, history, and trends of a person or organization.

Sentence in the back tone:

1. As a senior executive of a well-known company, Xiaoxiao has experienced many strict background investigations, which have made him realize his responsibility and mission as a corporate leader, and strengthened his loyalty and commitment to the company. In the past, Xiaoxiao has been able to pass various tests and won the trust and respect of many people.

2. In the face of today's strict background adjustment procedures, everyone should take their life and work seriously and maintain a truthful, honest and focused attitude. Because the background survey is not only for the test in the recruitment process, but also to verify a person's behavior and morality, it can allow the company to have a more comprehensive understanding of a person's past and future, so as to more accurately ** performance and development in the company.

3. Background investigation is a necessary procedure implemented by enterprises in order to ensure the quality of talent recruitment, but in this process, it is also necessary for the enterprise to have a certain degree of integrity and fairness in order to establish a truly credible recruitment mechanism. Enterprises should uphold the principle of "fairness, fairness and openness", and formulate transparent, strict and scientific recruitment procedures to ensure that every candidate has a fair chance to compete.

Background investigation refers to the submission of the candidate by the employer through legal channels and methodsPersonal identity information, educational background, qualification information, and work history are verified and comparedThe process of verifying the authenticity of a candidate's past experience is also an effective means of verifying the integrity of a job seeker.

There are usually three ways for enterprises to do background investigation:

1. Enterprise HR independent background adjustment;

2. Entrust a headhunting company to conduct a background investigation;

3. Entrust a third-party background investigation company to conduct background investigation;

In addition to verifying the candidate's personal identity information, educational background information, and work history, a professional third-party background investigation company can also verify the candidate's personal identity information, educational background, and work historyCandidate AuthorizationIn the case of candidates through legal and compliant official data source channelsBad records, existing business interest records, litigation records, industry blacklistsand other information for verification. In addition, it canSelf-search for multi-role references for cross-verification verificationThe candidate's work history does not rely on the interview feedback of the referee provided by the candidate, digs deep into the value and risk of the candidate, ensures the neutrality of the research report, avoids employment risks to a greater extent, and ensures the quality of recruitment.

Generally speaking, the background survey of the previous company's superiors and HR probably asks the following aspects:

1. The authenticity of past work history.

Through interviews with superiors and subordinates and other colleagues, verify the candidate's work unit, start and end time, work report object, position, reason for resignation, whether there are major violations of discipline and regulations, and labor arbitration.

Records and whether a non-compete agreement has been signed.

Wait. 2. Appraisal of past work performance.

Through interviews with direct supervisors and other colleagues, the candidates' professional ability, strengths or performance, areas for improvement, teamwork, ability to work under pressure and other dimensions are identified and cross-verified.

Through these dimensions and questions, it is possible to roughly judge the real work status of the candidate.

Background check, also known as background check, is an investigation operation conducted by a company or organization before actual actions such as recruiting employees, renting a house, marriage, etc., to verify the authenticity, accuracy and reliability of relevant information. The background survey mainly focuses on the applicant's past work experience, academic qualifications, criminal record, credit history, personal background and social relationships, etc., and aims to evaluate the applicant's quality, ability and reliability from multiple perspectives. Usually, the background check is carried out by a professional research firm or the employer's own human resources department.

Background investigation can also help employers find out the bad work records, integrity problems, etc., so as to better reduce the risk of the enterprise and improve the quality of the enterprise's employment.