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Case analysis

Case 1: the applicant provides a proof of the case
A famous Real Estate Company needs to recruit the office director. They are very satisfied with a boy. They commissioned the whole people net to do background investigation for the candidate. As the candidates have been engaged in a long period of time and have planned many projects, He is senior executives, and we have carried out a full range of deep verification. When communicating with the applicant provided by the applicant, we find that there is a clear illusion of information. We searched all the companies that he worked for and searched the related personnel, which confirmed that the performance of the applicant was quite different from that of the resume and the references. The company"s evaluation of him was negative and the wages were false. After 5 days, a complete and detailed report was sent to the customer, and the customer was very satisfied with our verification results.

Suggestions: enterprises in the recruitment of the best to do a background check, now resume is packing perfectly, although the interview process, but candidates are experienced veteran, the slightest mistake will be deceived, suggestions on the resume that people should be carefully verified, not to believe the applicants to provide proof man"s testimony.

Case 2: the impartiality of an independent third party background survey
A famous energy company recently recruited a financial director. Through the headhunter, the boss of the group interviewed the job seeker K, and it felt good after the interview. It can be said that the boss has selected K. Before it was hired, the company commissioned a headhunter to understand the background of the K. The headhunter feedback information is: K is normal in the original unit professional conduct, and the team is strong. And energy company HR understands that K does not work well, and the company"s important projects are not responsible for K. Energy companies are trapped in the judgment of multiple information. Subsequently, the energy company HR found aozhi--a professional third party staff background survey company, requiring a comprehensive verification of K. After verifying by many parties, aozhi found that K failed to get the corresponding remuneration in the original company, and took away the key of the company"s financial safety cabinet when leaving. It caused the inconvenience of other departments" work and made HR shoulder huge responsibilities. After receiving the verification report, the energy company decided to give up the employment K

Suggestion: the nature of the headhunters and the starting point of their interests determine their limitations, and the independent third party companies can do a fair and objective and comprehensive verification.

Case 3: a powerful search engine makes the background survey more accurate
A well-known aviation company C recently in major financial decision-making mistakes are frequent, so the personnel department decided to do background checks on the newly appointed chief financial officer K. C company contact aozhi We are asked to re check the resume of K. After verification, this experienced CFO resume is true, but a famous university he graduated from can provide academic record for some time, and the customer is in urgent need of results. And K has a long time to graduate, and it also makes the verification work difficult.After,aozhi using its powerful search engine, it contacted 20 alumni of the same class economic management department in K, and proved that K is not the school graduate"s suspicion of academic fraud. The results of the whole human network enabled C to quickly find the root of the problem and prevent further losses in time.

Suggestion: the background survey company is best to make detailed background checks when it is employed at the top level. The wrong choice will allow the company to suffer more losses. The strong technical support provided by the professional third party staff background survey company makes the verification results more real and timely.

Case 4: Hire negligence lead the wolf into the house
There is a computer sales company L in Shanghai, as the market demand continues to grow, the HR department has hired a salesman T after a simple screening and interview. T has performed well in the interview and has related sales experience. Shortly after the start of the T, it helped the company to sign a 1 million supply contract with the XF company. When T is fully responsible for all matters, the goods are issued, but they have not received the money. L the door Dunning at the end of the year sent, we found that XF has gone. L has filed a lawsuit against XF, but it is difficult to recover the loss. And T, as a hand man, has caused huge losses to the company. L then disposes of T and collated the data to find that T was in the XF company. In order to understand the true situation of T, L company is in contact with the whole person and authorizes all people to carry out a full range of background investigation to the T. Under the thorough investigation of professional team, we know that T is the main shareholder of XF company, and T has even had a record of fraud conviction. L"s people do not observe, no comprehensive understanding of employees, making T take advantage of premeditated fraud.

Suggestions: background investigation professional can understand the comprehensive information of job seekers, and one does not conform to the requirements of the staff, it will affect the efficiency of the company, it may bring to the enterprise, hit. The human resources department should also have a full investigation and understanding of the staff after the traditional interview of the written examination, and to introduce a truly high-quality talent for the enterprise.

Case 5: An effective background survey is a double insurance for successful recruitment
The personnel director Mandy suffered a "Waterloo sales director job recruitment". Among many candidates, Mandy recommends a B who claims to be a sales manager in a multinational company and has created excellent sales performance. The image of B is for sales occupation, theoretical knowledge is very rich, and in the interview, the interviewer conquered, successfully won the sales director positions. But B was the sales director of the company, but failed to bring good turnover to the enterprise.

Mandy commissioned the whole man network to understand the background of B. This person was indeed a "sales manager" in a multinational company and did the performance. However, the definition of "sales manager" in the MNCs is only the sales of large customers, and the achievement they perform is just the personal sales performance, and at the same time, the person does not take the responsibility of management. B"s knowledge of sales theory comes from an overseas training at the job of the last employer.

Suggestions: the cost of recruiting a person can be calculated in addition to the cost of recruitment advertisements, the time cost of interviewers, and the cost of training posts. Before the candidates are formally recruited, effective background investigation is conducted to check the candidates" morality, diligence, skills and energy, which can optimize recruitment means and improve the success rate of recruitment.

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