爲什麽要對新員工進行入職背景調查？
事(shì)實上，企業在招聘過程中，HR一般通過筆試、面試、機考等方法來考察求職者是(shì)否符合企業的需求。但(dàn)是(shì)，求職者一些深層次的東西是(shì)無法在短時間内考察出來。而且候選人在面試時爲了更加符合企業招聘要求，可能會存在美化或者造假等行爲。特别是(shì)針對目前這種市場行情，許多求職者爲了能夠順利通過面試，各處手段。在這種情況下(xià)，企業招聘新員工應該更加小(xiǎo)心謹慎，避免更終發現“貨不對闆”，給企業造成不必要的損失。
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. 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.
對新進員工進行背景調查可以爲企業節省未來不必要的花銷，規避用人風險，減少企業招聘和培訓以及再培訓相(xiàng)關的費(fèi)用開(kāi)支，更重要的是(shì)爲企業選用可靠的人才，避免對公司和客戶造成的損害從而促進企業産生更大的效益。
Background check on new employees can save unnecessary expenses for enterprises in the future, avoid employment risks, reduce expenses related to enterprise recruitment, training and retraining, and more importantly, select reliable talents for enterprises to avoid damage to companies and customers, thus promoting enterprises to produce greater benefits.
第三方背景調查機構的服務團隊可以讓企業在相(xiàng)對較小(xiǎo)成本費(fèi)用下(xià)避免雇傭風險，提高招聘質量，加快招聘進程，多方面核實預聘員工的背景信息，做出充分知(zhī)情的聘用決定。
The service team of a third-party professional Background check institution can enable enterprises to avoid employment risks at relatively small costs, improve recruitment quality, speed up the recruitment process, verify the background information of pre hired employees in many ways, and make fully informed employment decisions.
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