Background Investigation Into The "Stumbling Block" Of Entry? Workers Can Explain The Doubtful Part.

Enterprises should prepare well before the background investigation. On the one hand, they should get the understanding and support of the candidates or employees, and explain the purpose of the investigation, the contents of the investigation and the scope of the investigators to the respondents. It is best to inform the candidates in the interview so that they can be mentally prepared, so that subsequent investigations can also get their cooperation and support.

On the other hand, candidates are required to fill out the background survey information form.

In this form, besides requiring the candidate to provide all kinds of information needed for investigation, it should also include the authorization and declaration signed by the candidate himself.

The general content of the power of attorney is to authorize the employer and its third party representatives to investigate all the information in the form and to remove all the responsibilities arising from it. The sample of the declaration is as follows: I declare that the information contained in the survey information is true and correct, and I know that if there is any false or omission information, it can be disposed of according to the company's employment, disciplinary and dismissal provisions, which may lead to disciplinary actions, including refusing to employ and dissolve labor relations.

Although 59.1% of enterprises think the background investigation is right.

The work has "great help", but at the same time, 38.9% of enterprises believe that the background investigation has some help to the enterprise, but little help.

The main reason for this is that although the company has conducted background checks on the candidates, the effective information obtained from the survey is limited, so it is difficult for enterprises to reach the purpose of selecting candidates.

It is understood that the background survey of employees mainly includes five categories: identification, criminal record investigation, education background investigation, work experience investigation and database investigation.

Among them, identification refers to verify the authenticity of the identity card; work experience survey includes the authenticity of the investigation work experience, that is, time, position, whether the normal separation and other information, and the specific performance of the two; database survey means that through a variety of authoritative information base to find some negative information that candidates are exposed.

However, such as identity information,

Most of the information can be verified through investigation, but can the applicant's personal character and attitude be restored in the survey results? Not long ago, Mr. Li received a background call from a headhunting company and asked him about his views on a departing colleague.

As the former colleague greeted Mr. Li ahead of time, and asked him to say something nice, and his usual relationship was good, Mr. Li gave the employee a high opinion in the background investigation.

In such a situation, how should a new company make a real judgement?

This raises another question, which concerns many workers: should employees be empowered to carry out background checks?

Xiao Wu, a consulting worker, feels a bit contradictory: "I have to admit that some background surveys are now in a more formal way, so we can choose one from the job seekers to make a simple call to ask questions.

But then, if I don't let me know, I will investigate my past situation. On the one hand, it seems that the enterprises do not respect their employees. On the other hand, if they find someone who has a private holiday, they will not be taken advantage of "black".

According to Ms. Guo, who has been engaged in headhunting for a long time, the performance of some candidates who are engaged in sales and marketing positions can easily be verified through real sales data. The most difficult to verify is the character and attitude of the people. The 360 degree background survey conducted by the investigation organization is to communicate with the direct leader of the employee, the former level colleague and the former HR Director. Even if some candidates score highly, headhunters will solve the candidate's real situation by asking some very detailed questions, such as the reasons for leaving and the work done with other staff.

What many workers are concerned about is that these details will inevitably involve some personal privacy, which is difficult to distinguish from personal conduct and work attitude in the background investigation.

In the process of background investigation, we must maintain a rigorous and objective attitude and properly handle negative results of background surveys.

For suspected negative information, we must exclude various special situations, and prove it by multiple channels. We should not easily draw conclusions. We must believe that most of the staff are honest, and that they are five candidates who will be cut off by six.

However, once these negative information is identified, it is necessary to take corresponding measures. If the circumstances are lighter, such as training and job adjustment, it is imperative to refuse to employ or dissolve the labor relationship seriously.