Background investigation refers to the employment relationship as the premise, through legal investigation channels and methods, to understand the candidate's personal basic information, past work background, ability and work performance, and form a comprehensive evaluation of the investigated personnel. It is an indispensable recruitment process in the employment process of enterprises.

一个候选人即将入职，猎头就需要去做候选人的背景调查。这项工作会花费猎头一定的时间和精力，但是仍然值得去做。如果企业录取到背景不真实的人，有时付出的代价是巨大的。所以现今越来越多的企业，要求对入职者做背调,背调已经成为猎头行业的基本规则之一。

When a candidate is about to be employed, headhunters need to do background checks on the candidates. This job will take a certain amount of time and energy, but it is still worth doing. If an enterprise enrolls people with untrue background, sometimes it will pay a huge price. Therefore, nowadays more and more enterprises require the recruiters to be back tuned, which has become one of the basic rules of headhunting industry.

1.候选人的学历

1. The candidate's educational background

现在学历都可以在学信网上查清楚，还有候选人的证书等信息在网的网站上一查就有显示。理论上候选人是不会在学历上造假，但现实情况是还有很多候选人冒着风险在学历上造假，淡然查询这些对于猎头来说这些都是举手之劳，也是对受聘企业的负责。

Now academic qualifications can be found on xuexin.com, and the candidate's certificate and other information can be found on the website of professional network. Theoretically, candidates will not fake their academic qualifications, but the reality is that there are still many candidates who take risks to fake their academic qualifications and calmly inquire about them. For headhunters, these are all hands lifting, and they are also responsible for the employed enterprises.

2.工作经历的调查

2. Investigation of work experience

一般候选人很容易在工作经历的述说上存有很大的水分，这就需要猎头通过电话，电子邮件甚是上门拜访方式，通过候选人之前的领导、同事、合作伙伴来了解候选人工作经验的真实性，不仅仅了解候选人任职时间、工作内容，还包括其工作的职位(头衔)。比如有的候选人为了跳槽很高的职位，会为自己的工作职位加上一个新“乌纱帽”，曾任职经理偏偏要说总监，在小公司任职，却偏偏说在世界500强任职，以此来提高自己的含金量。

It's easy for general candidates to have a lot of moisture in their work experience, which requires headhunters to understand the authenticity of the candidate's work experience through telephone, e-mail or even door-to-door visits, and through the previous leaders, colleagues and partners of the candidate, not only about the candidate's working time, work content, but also the position (title) of his work. For example, some candidates will add a new "black hat" to their positions in order to change jobs. They once worked as a manager, but they would say that they were a director in a small company, but they would say that they were in the world's top 500, so as to improve their gold content.

3.人际关系

3. Interpersonal relationship

与同事相处怎么样，在公司很受人欢迎还是常常被人私底下讨论，做事方式会顾及到他人感受吗？团队精神怎么样，是个喜欢以自我为中 心的人吗？社交能力怎么样，一个大企业需要接触不同的客户，是不会接受不会与他人打交道的一个候选人。

How do you get along with your colleagues? Are you very popular in the company or are you often discussed in private? Do you take other people's feelings into account in your way of doing things? How about team spirit? Do you like to be self-centered? How about social skills? A large enterprise needs to contact different customers. It will not accept a candidate who will not deal with others.
                  

4.离职原因

4. Reasons for leaving

这是个常常被候选人掩饰的问题，其实猎头去背调是不难发现其真实原因。有的是在原公司看不到升职空间，上升道路被空降兵围堵。有的是与原公司的直接领导有一定的矛盾，常被穿小鞋.还有的就是原公司的发展方向与自身的职业规划不符.但是我们了解离职原因的主要目的是看候选人离职是否是非正常状态，如被企业开除、因为自己的利益和企业产生不良的纠纷，如果有这样的情况，企业则不会录用此候选人。

This is a problem that is often covered up by candidates. In fact, it is not difficult for headhunters to find out the real reason. In some cases, there is no room for promotion in the original company, and the rising road is blocked by airborne troops. Some of them are in conflict with the direct leaders of the original company and often wear small shoes. Others are that the development direction of the original company is not in line with its own career planning. However, the main purpose of our understanding of the reasons for resignation is to see whether the candidate's resignation is abnormal, such as being expelled from the enterprise or having bad disputes with the enterprise because of his own interests, Enterprises will not employ this candidate.

5.个人品质

5. Personal quality

候选人的个人品格是背景调查的一个重 点，如果发现候选人工作经验等信息有虚假情况、个人能力或者部门同事关系不和而被开除等，客户企业一般则不予录用，但是如果遇到恶意损害公司利益、盗取公司信息、财物等恶劣行为，企业就不仅仅是不录用，还会把候选人加入黑名单，不会录取。

The personal character of a candidate is a key point of background investigation. If a candidate is dismissed due to false information such as work experience, personal ability or discordant relationship with colleagues in the Department, the client enterprise will not employ him. However, if the company maliciously damages the company's interests, steals company information and property, the enterprise will not employ him, Candidates will also be blacklisted and will not be accepted.

在这个信息化时代，信息的传递已经非常迅速、透明，大家都生活在一个“地球村”；大家在撰写简历和面试时，可以允许适当的修饰、美化，但不能有虚假、欺骗行为，因为企业HR、猎头通过背调很容易获取你的真实信息。当然，优异的候选人则不惧HR和猎头的背景调查，反而背调后会让他更有价值、更有竞争力，所以说，在职场中靠自己的能力打出天下，才是职场真 正的“道”。

In this information age, the transmission of information has been very fast and transparent, and everyone lives in a "global village"; When you write your resume and interview, you can allow appropriate embellishment and beautification, but you can't have false and deceptive behavior, because it's easy for HR and headhunter to get your true information through back tone. Of course, excellent candidates are not afraid of HR and headhunter's background investigation. On the contrary, they will be more valuable and competitive after being transferred back. Therefore, it is the real "kingcraft" in the workplace to rely on their own ability to play the world.

感谢您的阅读，希望以上内容能对您有所帮助，如您想了解更多精彩内容请点击我们的官网：济南猎头公司http://www.shandonglietou.com。

Thank you for reading, hope the above content can help you, if you want to know more wonderful content, please click our official website: Jinan headhunting company http://www.shandonglietou.com 。