Regarding the background check, some of the information forms that many people fill out during the interview will be appendix to the consent form. Everyone knows that the company will conduct a background check on the employees. But what about the background check? Many job seekers are not clear. Even some companies are not very clear when they are asked by their superiors to conduct background checks on employees. Therefore, you need to know what to do with background checks and what are the requirements.
1. The background investigation is legally based.
We are all good citizens who abide by the law. We must abide by the laws and regulations of the country in doing anything, and the background investigation is the same. Because the background investigation is to ensure the safety of the employer and reduce the risk of recruitment, it will be adjusted by the staff. It is supported by the law, but the scope of this support is limited to the work, that is, the adjustment of the candidate is limited to the scope of work. Can not involve other candidates' personal privacy information. Therefore, when hr conducts a back-to-back adjustment, it is not allowed to conduct indefinite inquiries and explorations of other candidate-related information in the name of the back-tune.
2. the background investigation should obtain the consent of the job seeker
Strictly speaking, the background investigation is personal privacy. Therefore, the back-to-back should first obtain the consent of the job seeker. Generally, when the interview fills in the job application form, a back-end authorization letter is attached to allow the job seeker to reverse the authorization. Signature, under normal circumstances, the job seeker understands and supports. If you don't understand or don't support it, it means that this person will have more or less problems.
Never blindly start a conversation without the consent of the job seeker, especially if someone else is still in office. There may be a situation in which the true state of the job seeker is not clearly defined, and the company that is working in the company is directly called. In the end, not only does it not cooperate, it infringes on the privacy of others, but also violates the law, which is a bit worthwhile.
3. the background investigation applies to all positions
Under normal circumstances, it is felt that only executives, financial and technical personnel need to make a back tone. However, some positions are also subject to special adjustments, such as babysitters, security guards, and positions that may be related to important people and important things. For example, the Hangzhou nanny arson case, the security of the luxury goods exhibition, etc., have direct contact and influence with the employer, so it is better to back it up, so it is more secure.
4. the sooner the background investigation, the better
Under normal circumstances, the background investigation is done after the job seeker decides to issue the offer, because the background investigation will be done only when the company decides to hire, and the result of the back adjustment should be true and objective. To kill the problem in the cradle, once there is a problem with the result of the back-to-back, you can choose not to hire, avoid finding problems in future work, and then look for new job seekers, so the cost of recruitment is relatively high, not suitable, so A promise of pre-employment background checks is more suitable for business needs.
So what do you do with the back tone? Everyone needs to know that the back tone can be done, but it must be carried out within the scope of the law. If a candidate is transferred to the power of attorney, the candidate can be checked against the background to avoid infringement of the candidate's privacy. At the same time, those positions are suitable for the back tone, the best time for those who are not suitable, and the back tone is, hr needs to understand, in order to maximize the use of the back tone to find the right talent for the company, while reducing the risk of employing.