Objective items are the contents that many enterprises must check, mainly including basic information verification, court civil litigation and dishonesty records inquiry, social security negative records inquiry, driver's license verification, financial industry violation records inquiry, personal business information records inquiry, academic qualifications inquiry, professional qualification certificate inquiry and so on. These can be found through network data or the database of the sending company, but the query of the third-party sending company is more professional and accurate.
Subjective items can't be found through some data, and the results can only be obtained through the investigation and interview of the callback staff. Subjective items mainly include work experience and work experience survey. Verification of past work experience is to verify the applicant's work unit, starting and ending time, position and reporting relationship, reasons for leaving, major violations, labor arbitration records, prohibitive agreement information, etc. through interviews with HR or colleagues. In the past, job performance appraisal was to identify and cross-verify the candidates' professional ability, advantages or performance, areas to be improved, teamwork, pressure resistance and other dimensions through interviews with direct supervisors and other colleagues.
No matter what kind of inspection, it is legal and reasonable to inform the candidates and obtain their consent before the inspection, which can avoid the risk of illegal infringement.