1 thought on “Does HR really do a background survey? Is HR background survey very detailed?”
Pedro
During the interview, the company will fill in a form. Some forms will indicate that the background survey will be conducted to remind the interviewer to fill in truthfully. This will make the interviewer who beautified the resume panic, so will HR really do a background survey? Is it detailed? HR really do background investigations? Some companies, HR may do background investigations. However, under normal circumstances, it is limited to the core personnel and middle and high -level managers of regular companies. After all, the background survey also requires the corresponding manpower and material resources, and there is also a cost. It is impossible to target all employees, so there must be a choice. So, if you are just applying for ordinary positions, you don’t have to worry. Stime companies generally do not have a background investigation. One is that there is no such consciousness. I think that as long as people can do it. The second reason is that it feels unnecessary. Background surveys are sometimes troublesome. If you entrust a third party, the cost is relatively high. It in foreign companies, or large domestic companies, the back tone of job seekers is actually very common, and some small and medium -sized enterprises will also have back tunes on candidates for key positions. For example, posts, finances, traders and other jobs involving funds, such as technical research and developers such as technical research and developers who can contact the company’s core technologies, as well as middle and senior management positions that master the company’s core. HR background survey will it be detailed. “Hello, I am the HR of XXX company, is it convenient for you to have you for 1 minute? I want to know the appointment of the former employee of your company XXX.” This is a lot of companies. Save costs and usually do back tones. During the interview, he asked the candidate to get the contact information of the former unit leaders, or to call the front unit to verify the relevant situation through his own network resources, thereby integrating the approximate occupation trajectory of the job seeker. In companies with a little wealthy and thick atmosphere, it will spend a large cost and ask a professional third -party back adjustment mechanism to investigate. In the sky, you can send the candidate’s back -up report to the company’s mailbox as an important basis for whether the company hired the candidate. The key items of the background survey data are mainly work experience, work -related experience, and salary. The background information should be written casually. The first to launch risks for possible labor disputes in the future. In many companies’ rules and regulations, there are such one: “The company has the right to dismiss the dishonest employee.” In case you have conflicts with the company, if the company fired you without compensating you, they can use your resume to counterfeit this article. The second, exaggerate your own experience, which is not conducive to your work. What if the company leaders arranged the work content of the part of your fraud? Third, many HRs have their industry exchange group, and they will communicate with each other in the group. If you are not lucky, your HR and the HR of your company’s company are in the group. Inquiring with each other, what happened to you, everyone knows. The job search to find a job, you can properly modify your own experience, but the resume should not be too exaggerated and not fraud.
During the interview, the company will fill in a form. Some forms will indicate that the background survey will be conducted to remind the interviewer to fill in truthfully. This will make the interviewer who beautified the resume panic, so will HR really do a background survey? Is it detailed?
HR really do background investigations? Some companies, HR may do background investigations. However, under normal circumstances, it is limited to the core personnel and middle and high -level managers of regular companies. After all, the background survey also requires the corresponding manpower and material resources, and there is also a cost. It is impossible to target all employees, so there must be a choice. So, if you are just applying for ordinary positions, you don’t have to worry.
Stime companies generally do not have a background investigation. One is that there is no such consciousness. I think that as long as people can do it. The second reason is that it feels unnecessary. Background surveys are sometimes troublesome. If you entrust a third party, the cost is relatively high.
It in foreign companies, or large domestic companies, the back tone of job seekers is actually very common, and some small and medium -sized enterprises will also have back tunes on candidates for key positions. For example, posts, finances, traders and other jobs involving funds, such as technical research and developers such as technical research and developers who can contact the company’s core technologies, as well as middle and senior management positions that master the company’s core.
HR background survey will it be detailed. “Hello, I am the HR of XXX company, is it convenient for you to have you for 1 minute? I want to know the appointment of the former employee of your company XXX.” This is a lot of companies. Save costs and usually do back tones. During the interview, he asked the candidate to get the contact information of the former unit leaders, or to call the front unit to verify the relevant situation through his own network resources, thereby integrating the approximate occupation trajectory of the job seeker.
In companies with a little wealthy and thick atmosphere, it will spend a large cost and ask a professional third -party back adjustment mechanism to investigate. In the sky, you can send the candidate’s back -up report to the company’s mailbox as an important basis for whether the company hired the candidate.
The key items of the background survey data are mainly work experience, work -related experience, and salary.
The background information should be written casually.
The first to launch risks for possible labor disputes in the future. In many companies’ rules and regulations, there are such one: “The company has the right to dismiss the dishonest employee.” In case you have conflicts with the company, if the company fired you without compensating you, they can use your resume to counterfeit this article.
The second, exaggerate your own experience, which is not conducive to your work. What if the company leaders arranged the work content of the part of your fraud?
Third, many HRs have their industry exchange group, and they will communicate with each other in the group. If you are not lucky, your HR and the HR of your company’s company are in the group. Inquiring with each other, what happened to you, everyone knows.
The job search to find a job, you can properly modify your own experience, but the resume should not be too exaggerated and not fraud.