目前背景調(diào)查在職場中較多被提到，現(xiàn)在一些比較大型，正規(guī)的公司都會要求招聘模塊里這一部分，會對一部分新進員工做背景調(diào)查。背景調(diào)查成為許多企業(yè)招聘人才過程中的一個必備環(huán)節(jié)。那么背景調(diào)查的意義是什么？為什么要對新員工進行入職背景調(diào)查？下面濟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:

事實上，企業(yè)在招聘過程中，HR一般通過筆試、面試、機考等方法來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法在短時間內(nèi)考察出來。而且候選人在面試時為了更加符合企業(yè)招聘要求，可能會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，了解員工的誠信程度，降低公司在資金、技術(shù)秘密、人員流動等方面的潛在風(fēng)險。特別是針對目前這種市場行情，許多求職者為了能夠順利通過面試，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.

在招聘過程中，招聘人員和應(yīng)聘者之間信息不對稱，對于應(yīng)聘者的情況了解不夠，只限于對方提供的簡歷、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，如競爭對手派人偽裝成應(yīng)聘者應(yīng)聘競爭公司的關(guān)鍵技術(shù)崗位，待進入對方公司后竊取技術(shù)秘密資料，同時會率先將產(chǎn)品或技術(shù)等推入市場，搶占市場份額，造成競爭公司的核心競爭力下降。

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)的實踐中還會發(fā)生很多其他的同類案例，主要原因在于對應(yīng)聘人員的背景資料不了解，對擬錄用員工的誠信程度、犯罪記錄等不知曉，這類員工會延續(xù)以前的犯罪行為，造成企業(yè)的直接經(jīng)濟損失。

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.

通過對企業(yè)的核心崗位應(yīng)聘者進行背景調(diào)查，充分了解擬錄用員工的過往經(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、同事或公司對其的評價、職業(yè)道德、業(yè)績狀況等等，深入了解被調(diào)查者的工作能力、誠信狀況等情況，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。

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.

通過員工背景調(diào)查，對應(yīng)聘人員簡歷內(nèi)容（學(xué)歷、認(rèn)證、從業(yè)經(jīng)歷等）進行真實的了解和證實，為人力資源的錄用提供參考，同時確信被錄用的人員在技能、誠信程度、職業(yè)操守等方面符合公司的崗位需求，且通過對其前同事的訪談，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，免于人員頻繁流動造成公司聲譽和人力成本的損失。

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)工作提供強有力的保障。更多相關(guān)事項就來我們網(wǎng)站http://www.szsjdq.com.cn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://www.szsjdq.com.cn Consult!