4 thoughts on “How does HR conduct a background survey of employees? Does anyone know? How do you usually operate!”
Roberta
Employee background survey refers to the process of verifying the authenticity of the personal resume information of the job seeker through various reasonable and legal channels. It is one of the important means to ensure the quality of recruitment. Employee background surveys are imported products and are more popular in European and American countries. In recent years, with the deepening of the Chinese economy and the opening of the outside world, the background survey of employee has gradually become popular in China.
The survey principle edit
1. Only investigating the situation related to work, and recorded in writing to prove that future employment or rejection is based on.
2. Pay attention to the investigation and verification of objective content, and ignore the subjective evaluation content of the candidate's personality.
3. Select "Third Party" carefully. The other party is required to use public records as much as possible to evaluate the work of employees and avoid the impact of prejudice.
4. Estimated the reliability of survey materials. Generally speaking, the evaluation of the direct boss of the candidate is more credible than the evaluation of the personnel of the human resources department.
5. Use structured forms to ensure that important issues will not be missed.
The background survey is mainly based on telephone search, and other channels are assisted channels. Enterprise HR needs to master some techniques to obtain more information in limited time and limited channels. 1. Select a reasonable contact time. The first half of the week is a busy time for everyone, so the second half of the week is a good choice. In addition, you need to consider which time to communicate with the other party. Usually, around 4 pm, it will be better. If you conduct background investigations at this point in time, the cooperation rate will be higher. 2. The content of the survey should be gradual. Men do not touch sensitive topics at the beginning, which will make the other party have a resistance and unwilling to cooperate. When preparing to call, you must clarify the issues that need to be understood in this communication, and grasp the order of the problem flexibly. 3, design the problem of "structured", and make the problem concrete and quantify. The designed factor templates, HR is easy to investigate and inquire about the templates designed by it, conduct targeted investigations, and maximize the effectiveness and accuracy of the investigation and inquiry, so as to help us make objective and fair to candidates evaluation of. 4. We must have the spirit of persistence to the end. In the background investigation, it is inevitable to encounter nails and refuse. During the investigation, it is necessary to flexibly replace the investigation object. The direct supervisor or colleague of the candidate is a good choice. As long as the attitude is enough, the attitude is enough. Sincere, most people will be willing to cooperate with your work, and this information can also reflect the real situation of the candidate from one aspect.
All -person network is a very professional third -party back transfer company! The "China Employee Background Survey and Filter System" of the All -person Network can maximize the cost and risk of employment for your business.
What is background investigation? Don't be scared by HR, your salary may not be standard enough
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Employee background survey refers to the process of verifying the authenticity of the personal resume information of the job seeker through various reasonable and legal channels. It is one of the important means to ensure the quality of recruitment. Employee background surveys are imported products and are more popular in European and American countries. In recent years, with the deepening of the Chinese economy and the opening of the outside world, the background survey of employee has gradually become popular in China.
The survey principle edit
1. Only investigating the situation related to work, and recorded in writing to prove that future employment or rejection is based on.
2. Pay attention to the investigation and verification of objective content, and ignore the subjective evaluation content of the candidate's personality.
3. Select "Third Party" carefully. The other party is required to use public records as much as possible to evaluate the work of employees and avoid the impact of prejudice.
4. Estimated the reliability of survey materials. Generally speaking, the evaluation of the direct boss of the candidate is more credible than the evaluation of the personnel of the human resources department.
5. Use structured forms to ensure that important issues will not be missed.
In survey method editing
1, telephone survey
2, commissioned investigation agency survey
3, use the industry HR alliance
The background survey is mainly based on telephone search, and other channels are assisted channels. Enterprise HR needs to master some techniques to obtain more information in limited time and limited channels.
1. Select a reasonable contact time.
The first half of the week is a busy time for everyone, so the second half of the week is a good choice. In addition, you need to consider which time to communicate with the other party. Usually, around 4 pm, it will be better. If you conduct background investigations at this point in time, the cooperation rate will be higher.
2. The content of the survey should be gradual.
Men do not touch sensitive topics at the beginning, which will make the other party have a resistance and unwilling to cooperate. When preparing to call, you must clarify the issues that need to be understood in this communication, and grasp the order of the problem flexibly.
3, design the problem of "structured", and make the problem concrete and quantify.
The designed factor templates, HR is easy to investigate and inquire about the templates designed by it, conduct targeted investigations, and maximize the effectiveness and accuracy of the investigation and inquiry, so as to help us make objective and fair to candidates evaluation of.
4. We must have the spirit of persistence to the end.
In the background investigation, it is inevitable to encounter nails and refuse. During the investigation, it is necessary to flexibly replace the investigation object. The direct supervisor or colleague of the candidate is a good choice. As long as the attitude is enough, the attitude is enough. Sincere, most people will be willing to cooperate with your work, and this information can also reflect the real situation of the candidate from one aspect.
All -person network is a very professional third -party back transfer company! The "China Employee Background Survey and Filter System" of the All -person Network can maximize the cost and risk of employment for your business.
What is background investigation? Don't be scared by HR, your salary may not be standard enough
n00:00 / 02: 2170% shortcut keys to describe space: Play / suspend ESC: exit full screen ↑: increase volume 10% ↓: reduced volume decrease by 10% →: single fast forward 5 seconds ←: single fast retreat 5 seconds Press hold up and hold it up. Here you can drag no longer appear in the player settings to reopen the small window shortcut key description