Why Do Companies Have To Do Employee Background Checks?
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Why Do Companies Have To Do Employee Background Checks?

Why do companies have to do employee background checks?

Employers should take the interests of shareholders, customers and employees as the starting point and have the responsibility to verify the background of the employees. An accurate employee background report can save the company unnecessary expenses in the future, avoid the risk of employing people, select reliable talents for the company, avoid damage to the company and customers, and promote greater economic benefits and business. interest. Redstar allows companies to avoid employment risks, improve the quality of recruitment, and make informed decisions about employment at relatively low cost.


An employee background check is to obtain relevant information about the background information of the employees surveyed through various normal and legally-compliant methods and methods and to compare and obtain the information obtained with the resume information provided by the respondent to become The reference basis for the employment of enterprise human resource managers for employees. In particular, a background check is conducted on the recruited employees in core positions and key positions to avoid economic and technical losses due to improper recruitment of personnel.


Does the background investigation business comply with Chinese laws?

The background investigation business is in full compliance with Chinese law from the Civil Code to the Constitution. Each investigation is authorized by the company and the candidate in writing, and the legal means are used for information verification. The employer's obligation is to protect the legitimate rights and interests of the company, employees and customers, and the background investigation is the best protection shield given by the law.


Why choose a third professional organization?

The employee background check is very necessary, but the HR department of the enterprise has limited resources and it is time-consuming and labor-intensive to carry out the operation. It cannot guarantee timeliness and effectiveness. At the same time, it may be the reason for the competitor, and it cannot obtain the support of the former employer. The most realistic evaluation of the candidate. Hiring a third-party professional investigative agency such as RedStar to conduct background checks can maximize efficiency. In addition, professional organizations have a large number of information resources to obtain the fastest and most accurate information. The investigators of the professional investigation agencies have been trained to be able to operate the communication skills well in the investigation to ensure the good cooperation of the inquiries.


What can companies get?

  1. Reduce the company's potential risks in property, core technology and labor arbitration

  2. to avoid the enterprise caused by unnecessary reputation and property damage

  3. Improve the employment success rate of the company's recruitment requirements, and save the human resource costs of enterprises and companies.

  4. Provide data support for talent protection for other work of the company's human resources

  5. Responsible for the content of the resume (education, certification, experience, etc.) of the recruited personnel, to understand the integrity background of the employed employees

  6. Understand the professional ethics of the employees' pre-work, and select the qualified personnel for the company.

  7. Master the past work performance of the recruiting target, objectively respond to the business ability of the employees and provide a powerful reference for the establishment of the employment relationship.

  8. Provide an objective reference for the determination of employee loyalty and professional attitude


The background investigation report includes:

(1) Identification of identity information

The identity verification service is designed to help employer companies confirm the authenticity of the candidate's identity information, circumvent violence, theft and other violations of the company, its employees, partners, etc. caused by the forging of candidates for hidden criminal records. The potential risk of serious crime.


(2) Professional qualification verification

Help the employer company to confirm the authenticity of the candidate's professional qualifications, avoid the problems caused by the candidate's forgery of the qualification certificate, and the potential risks of loss and impact to the employer company.


(3) Academic information verification

Help the employer company to confirm the authenticity of the candidate's academic qualifications, avoid the problems caused by the candidate's forgery of the academic qualifications, and the potential risks of loss and impact to the employer company.


(4) Work history verification and performance identification

Help the employer company to verify the authenticity of the employment time, position, reason for resignation, salary range, labor dispute and other information reflected in the resume provided by the candidate, and to carry out information on the candidate's performance, professional ethics, project experience, and other information. The 360-degree investigation, to achieve the purpose of de-authentication, knowing the use of people.


(5) Verification of no criminal record in the territory

Help employer companies verify the no-crime record of candidate candidates and circumvent the potential risks that candidates may cause reputation, violence, theft and other serious crimes against the company and its employees, partners, etc.


(6) Compensation range verification

Help the employer company to verify the authenticity of the position, salary range and other information reflected in the resume provided by the candidate, to protect the interests of the employer company, and to avoid unnecessary cost economic losses.


(7) Overseas qualifications, work history verification

Help employers to verify candidates' foreign academic qualifications, job information inquiries, understand the true foreign experience of candidates and evade the potential risks to employers due to deliberate exaggeration of foreign academic qualifications, work experience, concealing criminal records and malicious conduct.



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