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.

一個候選人即將入職，獵頭就需要去做候選人的背景調(diào)查。這項工作會花費獵頭一定的時間和精力，但是仍然值得去做。如果企業(yè)錄取到背景不真實的人，有時付出的代價是巨大的。所以現(xiàn)今越來越多的企業(yè)，要求對入職者做背調(diào),背調(diào)已經(jīng)成為獵頭行業(yè)的基本規(guī)則之一。

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.候選人的學(xué)歷

1. The candidate's educational background

現(xiàn)在學(xué)歷都可以在學(xué)信網(wǎng)上查清楚，還有候選人的證書等信息在網(wǎng)的網(wǎng)站上一查就有顯示。理論上候選人是不會在學(xué)歷上造假，但現(xiàn)實情況是還有很多候選人冒著風(fēng)險在學(xué)歷上造假，淡然查詢這些對于獵頭來說這些都是舉手之勞，也是對受聘企業(yè)的負責(zé)。

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.工作經(jīng)歷的調(diào)查

2. Investigation of work experience

一般候選人很容易在工作經(jīng)歷的述說上存有很大的水分，這就需要獵頭通過電話，電子郵件甚是上門拜訪方式，通過候選人之前的領(lǐng)導(dǎo)、同事、合作伙伴來了解候選人工作經(jīng)驗的真實性，不僅僅了解候選人任職時間、工作內(nèi)容，還包括其工作的職位(頭銜)。比如有的候選人為了跳槽很高的職位，會為自己的工作職位加上一個新“烏紗帽”，曾任職經(jīng)理偏偏要說總監(jiān)，在小公司任職，卻偏偏說在世界500強任職，以此來提高自己的含金量。

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.人際關(guān)系

3. Interpersonal relationship

與同事相處怎么樣，在公司很受人歡迎還是常常被人私底下討論，做事方式會顧及到他人感受嗎？團隊精神怎么樣，是個喜歡以自我為中 心的人嗎？社交能力怎么樣，一個大企業(yè)需要接觸不同的客戶，是不會接受不會與他人打交道的一個候選人。

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.離職原因

4. Reasons for leaving

這是個常常被候選人掩飾的問題，其實獵頭去背調(diào)是不難發(fā)現(xiàn)其真實原因。有的是在原公司看不到升職空間，上升道路被空降兵圍堵。有的是與原公司的直接領(lǐng)導(dǎo)有一定的矛盾，常被穿小鞋.還有的就是原公司的發(fā)展方向與自身的職業(yè)規(guī)劃不符.但是我們了解離職原因的主要目的是看候選人離職是否是非正常狀態(tài)，如被企業(yè)開除、因為自己的利益和企業(yè)產(chǎn)生不良的糾紛，如果有這樣的情況，企業(yè)則不會錄用此候選人。

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.個人品質(zhì)

5. Personal quality

候選人的個人品格是背景調(diào)查的一個重 點，如果發(fā)現(xiàn)候選人工作經(jīng)驗等信息有虛假情況、個人能力或者部門同事關(guān)系不和而被開除等，客戶企業(yè)一般則不予錄用，但是如果遇到惡意損害公司利益、盜取公司信息、財物等惡劣行為，企業(yè)就不僅僅是不錄用，還會把候選人加入黑名單，不會錄取。

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.

在這個信息化時代，信息的傳遞已經(jīng)非常迅速、透明，大家都生活在一個“地球村”；大家在撰寫簡歷和面試時，可以允許適當?shù)男揎?、美化，但不能有虛假、欺騙行為，因為企業(yè)HR、獵頭通過背調(diào)很容易獲取你的真實信息。當然，優(yōu)異的候選人則不懼HR和獵頭的背景調(diào)查，反而背調(diào)后會讓他更有價值、更有競爭力，所以說，在職場中靠自己的能力打出天下，才是職場真 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.

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