Post-adjustment of campus recruitment in banks usually involves: academic qualification verification, work experience verification, identity information verification, credit record inquiry, criminal record inquiry and social credit evaluation, as follows:

1 education background survey

The bank will strictly verify the applicant's academic certificate, graduation certificate and degree certificate. This part of the verification usually involves the authenticity and validity of the certificate, including information such as graduation institution, major, admission time and graduation time.

2, work experience verification

The bank will verify the work experience provided by the applicant in detail, including the working hours, positions and work contents of the former employer. This part of the back tone may cover the applicant's past performance, position and reasons for leaving, so as to understand the candidate's career development track and background.

3. Identity information authentication

The bank will confirm whether the basic information such as the applicant's name, date of birth and ID number is true and valid, and ensure that the personal information provided by the applicant is consistent with the actual situation. Through identity information verification, banks can ensure that the basic information provided by candidates is true and effective, and avoid identity theft or other fraudulent acts.

4. Credit record query

The bank will check the applicant's credit records, including personal credit records, bank credit card repayment records, loan records and so on. The purpose of this part is to understand the candidate's credit status, such as whether there are bad credit records such as overdue repayment.

5, criminal record query

The bank will inquire whether the applicant has a criminal record or an illegal act. By inquiring the criminal records of job seekers, banks can know whether job seekers have committed any illegal and criminal acts, and judge whether their legal background and behavior meet the recruitment requirements, which helps to understand the legal background and behavior of job seekers and ensure that job seekers are not involved in any illegal and illegal acts.

6. Social credit evaluation

The bank may evaluate the applicant's social credit, including whether there is bad social behavior, whether the speech is responsible, and whether it meets the requirements of social platforms. This helps to understand the candidate's social conduct and online image and judge whether he is suitable for working in the financial industry.