Background check refers to the act of verifying the personal information of job seekers by collecting information from external job seekers or previous employers. It is an effective method to directly prove the situation of job seekers. Background checks can be conducted either before or after the in-depth interview. This will take some time and financial resources, but it is generally still worth doing.
There are usually three methods for conducting background checks:
1) Before recommending candidates, conduct a background check and send both the background investigation report and the candidate recommendation report to the enterprise. This is the most professional and difficult way. Domestic candidates have not yet developed such professional habits.
2) After accepting the offer and proposing to resign, the candidate completes a background check. At this point, the candidate's destination has been determined, making it easier to obtain more candidates for backtracking.
3) After the candidate joins the position, their performance does not match the actual situation, and they need to conduct more in-depth background checks.
If it is a background check conducted by a headhunting consultant, it is best to complete it before the candidate goes to work; If it is done by the company itself, it is best to complete it before the end of the candidate's guarantee period.
Therefore, headhunters should be cautious when it comes to backtracking. A detailed backtracking is not only responsible for the company, but also for the career of headhunting consultants. Like consultants in leading companies in headhunting, they place great importance on backtracking. Once significant issues are found with the surveyed subjects, they will promptly provide feedback to the enterprise, and sometimes even give up service fees, because many things, especially reputation in the industry, cannot be brought about by money.