Generally speaking, headhunters will conduct a comprehensive background survey of the recommended candidates after the interview. Objective and accurate grasp of talent background, in order to minimize the risk of employment, reduce the loss of enterprises, and effectively protect the interests of corporate brand, employees, customers and shareholders.
　　結合近十年上賢達獵頭公司的案例，主要涉及以下內容:
　　Combined with the case of Xianda headhunting company in the past ten years, it mainly involves the following contents:
　　1. 身份及戶籍信息:在候選人授權后，將身份證、戶籍、護照等內容與官方數據進行比對，驗證提供的身份信息的真實性。
　　1. Identity and household registration information: after the candidate authorizes, the identity card, household registration, passport and other contents shall be compared with the official data to verify the authenticity of the identity information provided.
　　2. 學位:通過教育部學位認證中心和國內外學校檔案，對考生提供的學歷背景進行核實，以核實學位的真實性。
　　2. Degree: verify the academic background provided by candidates through the degree certification center of the Ministry of education and school files at home and abroad to verify the authenticity of the degree.
　　3.職業資格:通過官方系統、發證機構等渠道對候選人的職業資格信息進行逐一比對，驗證候選人職業資格的真實性。
　　3. Professional qualification: compare the candidates' professional qualification information one by one through official system, license issuing agency and other channels to verify the authenticity of candidates' professional qualifications.
　　4. 工作經驗:通過相關渠道，對所提供的工作單位逐一進行面試，通過直接或間接的與原直屬領導、同事、HR進行直接或間接的面試，了解候選人的服務時間、崗位、績效、薪酬、工作能力和績效。根據評估結果，判斷他們是否勝任，并對未來的發展方向進行評估。
　　4. Work experience: interview the work units provided one by one through relevant channels, and directly or indirectly interview with the original direct leaders, colleagues and HR to understand the service time, position, performance, salary, work ability and performance of candidates. According to the evaluation results, judge whether they are competent, and evaluate the future development direction.
　　5. 商業利益沖突:通過正式制度查詢，核實候選人是否是其他公司的法人、股東、董事、高管、競業禁止等。
　　5. Commercial conflict of interest: verify whether the candidates are legal persons, shareholders, directors, senior executives and non competition of other companies through formal system inquiry.
　　6. 不良記錄:在候選人授權后，通過官方數據庫合法合規的對候選人不良記錄進行核對和比較，了解候選人潛在的行為、道德、信用等風險。如吸毒、吸毒、網絡商品黑名單等。
　　6. Bad records: after the candidate is authorized, check and compare the bad records of the candidate through the official database legally and in compliance to understand the potential behavior, moral, credit and other risks of the candidate. Such as drug abuse, drug abuse, Internet commodity blacklist, etc.
　　7. 訴訟記錄:與相關數據庫對接，通過案件查詢候選人的犯罪和訴訟記錄;充分了解候選人的潛在法律風險。
　　7. Litigation records: connect with relevant databases, query the criminal and litigation records of candidates through cases; fully understand the potential legal risks of candidates.
　　獵頭對候選人的背景調查不限于以上內容。在實踐中，他們可以根據用人單位的要求對候選人進行背景調查，從而節約成本，提高招聘質量。
　　Headhunters' background investigation of candidates is not limited to the above. In practice, they can carry out background investigation on candidates according to the requirements of employers, so as to save costs and improve the quality of recruitment.
　　以上就是濟南獵頭公司對應聘者的背景調查主要內容的詳細介紹，想要了解更多請點擊官網http://www.qvnvn.cn
　　The above is a detailed introduction of the main contents of the background investigation of the candidates by Jinan headhunting company. To learn more, please click http://www.qvnvn.cn