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(duì)新進(jìn)員工進(jìn)行背景調(diào)查可以為企業(yè)節(jié)省未來(lái)不必要的花銷(xiāo)，規(guī)避用人風(fēng)險(xiǎn)，減少企業(yè)招聘和培訓(xùn)以及再培訓(xùn)相關(guān)的費(fèi)用開(kāi)支，更重要的是為企業(yè)選用可靠的人才，避免對(duì)公司和客戶造成的損害從而促進(jìn)企業(yè)產(chǎn)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(diào)查機(jī)構(gòu)的服務(wù)團(tuán)隊(duì)可以讓企業(yè)在相對(duì)較小成本費(fèi)用下避免雇傭風(fēng)險(xiǎn)，提高招聘質(zhì)量，加快招聘進(jìn)程，多方面核實(shí)預(yù)聘員工的背景信息，做出充分知情的聘用決定。

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.