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.
　　结合近十年上贤达猎头公司的案例，主要涉及以下内容:
　　Combined with the case of Xianda headhunting company in the past ten years, it mainly involves the following contents:
　　1. 身份及户籍信息:在候选人授权后，将身份证、户籍、护照等内容与数据进行比对，验证提供的身份信息的真实性。
　　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. 学位:通过教育部学位认证中心和国内外学校档案，对考生提供的学历背景进行核实，以核实学位的真实性。
　　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.职业资格:通过系统、发证机构等渠道对候选人的职业资格信息进行逐一比对，验证候选人职业资格的真实性。
　　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. 工作经验:通过相关渠道，对所提供的工作单位逐一进行面试，通过直接或间接的与原直属领导、同事、HR进行直接或间接的面试，了解候选人的服务时间、岗位、绩效、薪酬、工作能力和绩效。根据评估结果，判断他们是否胜任，并对未来的发展方向进行评估。
　　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. 商业利益冲突:通过正式制度查询，核实候选人是否是其他公司的法人、股东、董事、高管、竞业禁止等。
　　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. 不良记录:在候选人授权后，通过数据库合法合规的对候选人不良记录进行核对和比较，了解候选人潜在的行为、道德、信用等风险。如吸毒、吸毒、网络商品黑名单等。
　　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. 诉讼记录:与相关数据库对接，通过案件查询候选人的犯罪和诉讼记录;充分了解候选人的潜在法律风险。
　　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.
　　猎头对候选人的背景调查不限于以上内容。在实践中，他们可以根据用人单位的要求对候选人进行背景调查，从而节约成本，提高招聘质量。
　　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 济南猎头公司对应聘者的背景调查主要内容的详细介绍，想要了解更多请点击官网 //www.diypinata.com
　　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 //www.diypinata.com