Does HR really do background checking? Can I fill in the background information casually?

I cannot fill it out casually. Generally, if HR tells you that you need a background check, it will really be checked and verified. However, before the background investigation, the candidate will be asked to sign the authorization letter and inform the content of the background investigation before the background investigation, so the information collection of the background investigation must be filled in truthfully, otherwise it will be easily verified by a third-party background investigation company.

Generally speaking,After interviewing an employee, if it is deemed that the applicant meets the company's requirements for employment, HR will indeed conduct a background check on the candidate. However, unless there are special circumstances, this background check is usually not too rigorous. However, this does not mean that job seekers can fill in the background information casually, after all, once HR finds that the job seeker's background is scribbled, it is likely to give up hiring the job seeker directly

It can be said that it is best for job seekers to fill in the background information truthfully, if the job seeker fails to find a job because of this reason, it is a very unworthwhile thing for the job seeker.

1. Generally speaking, the back adjustment will be done, but unless it is a special case, the back adjustment will not be too strict

It is important to know that conducting background checks on job seekers is within the scope of HR's career, so they will naturally conduct background checks on job seekers who are suitable for hiringThen the information of the job seeker will be submitted to the leader for review, and the leader will decide whether to hire the job seekerHowever, in most cases, this kind of background check will not be very strict, after all, professional background check needs to cost the company a lot of money, so HR will only conduct detailed background check on some job seekers who apply for special positions, such as some positions that are more important to the company, or some positions that can have access to company secrets.

Second, the background information can not be filled in casually

Although in most cases, HR does not conduct background research too strictly, but this does not mean that job seekers can fill out the background information casually. This is because in many cases, HR will conduct background checks on job seekers through background information, so as long as HR finds that the background information of job seekers is incorrect, then they will think that the resume of job seekers may be fake. In such a situation, even if the candidate's ability does meet the company's hiring requirements, they are less likely to choose to hire the candidate.

It can be seen that filling in the background information indiscriminately is not beneficial for job seekers.

To sum up, HR will really do a background check, but in most cases this background check will not be too strict, but job seekers should not fill in the background information indiscriminately because of this.

Generally speaking, the HR of ordinary companies cannot do real background checks, they do not have that authority, and they do not have the channels to obtain anything other than academic certificates, resignation certificates, and social security payment records. The real background check is done by a company that spends a lot of money and asks a professional and qualified background investigation company to do it, such as the candidate's entry date in the previous company, the date of departure, who the boss is, how many subordinates, whether there are legal disputes with the previous company, etc. However, this kind of survey is generally used when recruiting high-level positions such as CEOs and general managers, and is not used to recruit ordinary employees.

Of course, the background information cannot be filled in casually, it can be brief, but it must be truthful.

Not necessarily, generally large companies will do background checks carefully, and small companies will just go through the process. It is best not to write casually, if the company does do the survey, it will be exposed, leave a bad impression on the company and affect the job search.

Absolutely. However, most HR people don't fill it out casually. After all, they don't actually do these things, so they write about inconsequential material.

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.

Regarding the content of the survey, Panorama mainly provides the following survey services:

First, objective data, including identity information, academic qualifications, bad records, financial violations, litigation records, and commercial conflicts of interest;

The second is subjective information, which is divided into work history and work performance. Objective data is checked for employees at all levels, and subjective information varies slightly depending on the rank.

Generally, you do a background check before making an offer, if you have made an offer, what if the background check finds a problem, this is not a slap in the face.

There's nothing to hide when doing a background interview, just tell the candidate before the interview or background interview.

It can only be said that most companies will conduct background checks on new employees.

It's just that the entry position is different, and the depth of investigation is different.

In these large enterprises, the human resources department will do some research in this area. In small enterprises, the implementation may not be particularly strict, and it depends on the culture of the enterprise and so on.

Yes. But it's usually at the level of senior managers of the enterprise, and the value of other people's surveys is not very high.

Not necessarily, this depends on the size of the company, if it is a larger company that values academic qualifications, it will do a background investigation.

Legal Analysis: We will communicate with me. Background investigation is conducted in order to have a more real and comprehensive understanding of the employer and avoid the risk of employment.

When conducting employee background investigations, enterprises must obtain the relevant information of the background information of the investigated employees through various normal methods and channels that comply with laws and regulations, and compare the obtained information with the workplace resume information provided by the respondents, so as to become the reference basis for the employment of employees by the human resources managers of the enterprise, so as to reduce the employment risk of the enterprise.

Legal basis: Article 88 of the Labor Law of the People's Republic of China Trade unions at all levels shall safeguard the legitimate rights and interests of workers in accordance with the law and supervise the employers' compliance with labor laws and regulations. Any organization or individual has the right to report and accuse for violations of labor laws and regulations.