Generally speaking, headhunters will conduct a comprehensive background survey of the recommended candidates after the interview. Objective and accurate grasp of talent background, in order to minimize the risk of employment, reduce the loss of enterprises, and effectively protect the interests of corporate brand, employees, customers and shareholders.
　　結(jié)合近十年上賢達(dá)獵頭公司的案例，主要涉及以下內(nèi)容:
　　Combined with the case of Xianda headhunting company in the past ten years, it mainly involves the following contents:
　　1. 身份及戶籍信息:在候選人授權(quán)后，將身份證、戶籍、護(hù)照等內(nèi)容與數(shù)據(jù)進(jìn)行比對(duì)，驗(yàn)證提供的身份信息的真實(shí)性。
　　1. Identity and household registration information: after the candidate authorizes, the identity card, household registration, passport and other contents shall be compared with the official data to verify the authenticity of the identity information provided.
　　2. 學(xué)位:通過教育部學(xué)位認(rèn)證中心和國內(nèi)外學(xué)校檔案，對(duì)考生提供的學(xué)歷背景進(jìn)行核實(shí)，以核實(shí)學(xué)位的真實(shí)性。
　　2. Degree: verify the academic background provided by candidates through the degree certification center of the Ministry of education and school files at home and abroad to verify the authenticity of the degree.
　　3.職業(yè)資格:通過系統(tǒng)、發(fā)證機(jī)構(gòu)等渠道對(duì)候選人的職業(yè)資格信息進(jìn)行逐一比對(duì)，驗(yàn)證候選人職業(yè)資格的真實(shí)性。
　　3. Professional qualification: compare the candidates' professional qualification information one by one through official system, license issuing agency and other channels to verify the authenticity of candidates' professional qualifications.
　　4. 工作經(jīng)驗(yàn):通過相關(guān)渠道，對(duì)所提供的工作單位逐一進(jìn)行面試，通過直接或間接的與原直屬領(lǐng)導(dǎo)、同事、HR進(jìn)行直接或間接的面試，了解候選人的服務(wù)時(shí)間、崗位、績(jī)效、薪酬、工作能力和績(jī)效。根據(jù)評(píng)估結(jié)果，判斷他們是否勝任，并對(duì)未來的發(fā)展方向進(jìn)行評(píng)估。
　　4. Work experience: interview the work units provided one by one through relevant channels, and directly or indirectly interview with the original direct leaders, colleagues and HR to understand the service time, position, performance, salary, work ability and performance of candidates. According to the evaluation results, judge whether they are competent, and evaluate the future development direction.
　　5. 商業(yè)利益沖突:通過正式制度查詢，核實(shí)候選人是否是其他公司的法人、股東、董事、高管、競(jìng)業(yè)禁止等。
　　5. Commercial conflict of interest: verify whether the candidates are legal persons, shareholders, directors, senior executives and non competition of other companies through formal system inquiry.
　　6. 不良記錄:在候選人授權(quán)后，通過數(shù)據(jù)庫合法合規(guī)的對(duì)候選人不良記錄進(jìn)行核對(duì)和比較，了解候選人潛在的行為、道德、信用等風(fēng)險(xiǎn)。如吸毒、吸毒、網(wǎng)絡(luò)商品黑名單等。
　　6. Bad records: after the candidate is authorized, check and compare the bad records of the candidate through the official database legally and in compliance to understand the potential behavior, moral, credit and other risks of the candidate. Such as drug abuse, drug abuse, Internet commodity blacklist, etc.
　　7. 訴訟記錄:與相關(guān)數(shù)據(jù)庫對(duì)接，通過案件查詢候選人的犯罪和訴訟記錄;充分了解候選人的潛在法律風(fēng)險(xiǎn)。
　　7. Litigation records: connect with relevant databases, query the criminal and litigation records of candidates through cases; fully understand the potential legal risks of candidates.
　　獵頭對(duì)候選人的背景調(diào)查不限于以上內(nèi)容。在實(shí)踐中，他們可以根據(jù)用人單位的要求對(duì)候選人進(jìn)行背景調(diào)查，從而節(jié)約成本，提高招聘質(zhì)量。
　　Headhunters' background investigation of candidates is not limited to the above. In practice, they can carry out background investigation on candidates according to the requirements of employers, so as to save costs and improve the quality of recruitment.
　　以上就是濟(jì)南獵頭公司對(duì)應(yīng)聘者的背景調(diào)查主要內(nèi)容的詳細(xì)介紹，想要了解更多請(qǐng)點(diǎn)擊官網(wǎng)http://m.szsjdq.com.cn
　　The above is a detailed introduction of the main contents of the background investigation of the candidates by Jinan headhunting company. To learn more, please click http://m.szsjdq.com.cn