目前背景調(diào)查在職場(chǎng)中較多被提到，現(xiàn)在一些比較大型，正規(guī)的公司都會(huì)要求招聘模塊里這一部分，會(huì)對(duì)一部分新進(jìn)員工做背景調(diào)查。背景調(diào)查成為許多企業(yè)招聘人才過(guò)程中的一個(gè)必備環(huán)節(jié)。那么背景調(diào)查的意義是什么？為什么要對(duì)新員工進(jìn)行入職背景調(diào)查？下面濟(jì)南獵頭公司為您分析：

At present, background checks are often mentioned in the workplace. Some large and legitimate companies now require this part of the recruitment module to conduct background checks on some new employees. Background checks have become an essential part of the recruitment process for many enterprises. So what is the significance of background checks? Why do we need to conduct a background check on new employees? Below, Jinan Headhunting Company will analyze for you:

事實(shí)上，企業(yè)在招聘過(guò)程中，HR一般通過(guò)筆試、面試、機(jī)考等方法來(lái)考察求職者是否符合企業(yè)的需求。但是，求職者一些深層次的東西是無(wú)法在短時(shí)間內(nèi)考察出來(lái)。而且候選人在面試時(shí)為了更加符合企業(yè)招聘要求，可能會(huì)存在美化或者造假等行為。

In fact, in the recruitment process of enterprises, HR usually uses methods such as written tests, interviews, and machine tests to assess whether job seekers meet the needs of the enterprise. However, some deep-seated aspects of job seekers cannot be explored in a short period of time. Moreover, candidates may engage in beautification or falsification during interviews in order to better meet the recruitment requirements of the company.

掌握員工工作履歷和情況，了解員工的誠(chéng)信程度，降低公司在資金、技術(shù)秘密、人員流動(dòng)等方面的潛在風(fēng)險(xiǎn)。特別是針對(duì)目前這種市場(chǎng)行情，許多求職者為了能夠順利通過(guò)面試，各處手段。在這種情況下，企業(yè)招聘新員工應(yīng)該更加小心謹(jǐn)慎，避免終發(fā)現(xiàn)“貨不對(duì)板”，給企業(yè)造成不必要的損失。

Master the work history and situation of employees, understand their level of integrity, and reduce potential risks of the company in terms of funds, technical secrets, personnel turnover, etc. Especially in response to the current market situation, many job seekers resort to various means in order to pass the interview smoothly. In this situation, companies should be more cautious when recruiting new employees to avoid discovering that the goods are not the right ones and causing unnecessary losses to the company.

在招聘過(guò)程中，招聘人員和應(yīng)聘者之間信息不對(duì)稱，對(duì)于應(yīng)聘者的情況了解不夠，只限于對(duì)方提供的簡(jiǎn)歷、學(xué)歷復(fù)印件以及面談結(jié)果等情況。在企業(yè)中經(jīng)常發(fā)生這樣的事情，如競(jìng)爭(zhēng)對(duì)手派人偽裝成應(yīng)聘者應(yīng)聘競(jìng)爭(zhēng)公司的關(guān)鍵技術(shù)崗位，待進(jìn)入對(duì)方公司后竊取技術(shù)秘密資料，同時(shí)會(huì)率先將產(chǎn)品或技術(shù)等推入市場(chǎng)，搶占市場(chǎng)份額，造成競(jìng)爭(zhēng)公司的核心競(jìng)爭(zhēng)力下降。

During the recruitment process, there is information asymmetry between recruiters and applicants, and there is insufficient understanding of the applicant's situation, limited to the resumes, copies of educational qualifications, and interview results provided by the other party. Such incidents often occur in enterprises, such as competitors sending people disguised as applicants to apply for key technical positions in competing companies, stealing technical secrets after entering the other company, and at the same time being the first to push products or technologies into the market, seizing market share, resulting in a decline in the core competitiveness of competing companies.

當(dāng)然，在企業(yè)的實(shí)踐中還會(huì)發(fā)生很多其他的同類案例，主要原因在于對(duì)應(yīng)聘人員的背景資料不了解，對(duì)擬錄用員工的誠(chéng)信程度、犯罪記錄等不知曉，這類員工會(huì)延續(xù)以前的犯罪行為，造成企業(yè)的直接經(jīng)濟(jì)損失。

Of course, many other similar cases may occur in the practice of enterprises, mainly due to a lack of understanding of the candidate's background information, as well as the integrity and criminal record of the proposed employee. Such employees will continue their previous criminal behavior, causing direct economic losses to the enterprise.

通過(guò)對(duì)企業(yè)的核心崗位應(yīng)聘者進(jìn)行背景調(diào)查，充分了解擬錄用員工的過(guò)往經(jīng)歷，尤其是調(diào)查擬錄用員工的工作經(jīng)歷、學(xué)歷教育、工作情況、同事或公司對(duì)其的評(píng)價(jià)、職業(yè)道德、業(yè)績(jī)狀況等等，深入了解被調(diào)查者的工作能力、誠(chéng)信狀況等情況，能有效的降低企業(yè)的資金、技術(shù)和人員等企業(yè)外部的人員風(fēng)險(xiǎn)。

By conducting background checks on applicants for core positions in the enterprise, we can fully understand the past experiences of the proposed employees, especially their work experience, educational background, work situation, evaluations from colleagues or the company, professional ethics, performance status, etc. We can gain a deeper understanding of the respondents' work abilities, integrity status, etc., which can effectively reduce the company's funds Risks to external personnel such as technology and personnel.

通過(guò)員工背景調(diào)查，對(duì)應(yīng)聘人員簡(jiǎn)歷內(nèi)容（學(xué)歷、認(rèn)證、從業(yè)經(jīng)歷等）進(jìn)行真實(shí)的了解和證實(shí)，為人力資源的錄用提供參考，同時(shí)確信被錄用的人員在技能、誠(chéng)信程度、職業(yè)操守等方面符合公司的崗位需求，且通過(guò)對(duì)其前同事的訪談，了解到該員工性格跟現(xiàn)在的同事相匹配，終達(dá)到人崗相符，為用人部門大膽使用新人，提供有力的人才保障，免于人員頻繁流動(dòng)造成公司聲譽(yù)和人力成本的損失。

Through employee background investigation, a true understanding and confirmation of the resume content (education, certification, work experience, etc.) of the candidate is conducted, providing reference for human resources recruitment. At the same time, it is believed that the hired person meets the company's job requirements in terms of skills, integrity, professional ethics, etc. Through interviews with former colleagues, it is learned that the employee's personality matches that of their current colleagues, and ultimately achieves a job fit, Provide strong talent protection for the hiring department to boldly use new employees, avoiding the loss of company reputation and labor costs caused by frequent personnel turnover.

因此，客觀、合法、合理的員工背景調(diào)查，能為企業(yè)的人力資源后續(xù)工作提供強(qiáng)有力的保障。更多相關(guān)事項(xiàng)就來(lái)我們網(wǎng)站http://americangoldsavings.com咨詢吧！

Therefore, objective, legal, and reasonable employee background checks can provide strong guarantees for the follow-up work of human resources in enterprises. For more related matters, come to our website http://americangoldsavings.com Consult!