1, interview method: the investigator answers the interviewee directly.

2. Questionnaire method: the investigator printed the questionnaire in advance, distributed it to relevant personnel, and collected and analyzed it after filling it out.

3. Literature method: collecting second-hand materials such as newspapers, magazines and books.

4. Electronic media collection method: collect information through telephone, computer, radio and other media.

5. Observation method: Investigators visit the investigation site to collect dynamic information of things.

6. Experimental method: Conduct field experiments on the research content.

Matters needing attention in the background investigation of sesame back tone

1. Applicants should obtain the consent of job seekers before the background check, and may obtain oral consent in the interview first. Add a column that says, "I guarantee that the information provided is true and I am willing to accept the background check." If it is false, the company can fire me unconditionally at any time and let them sign for confirmation to prevent disputes.

2. Call sincerely, politely, politely, and promise to keep secret. At ordinary times, you should also pay attention to maintaining friendly exchanges with the industry and cooperate with background investigation calls from others. Helping others means helping yourself and laying a good foundation for doing this job well in the future. Here, I also call on all Kaka to really take action and work together to build a sincere and mutual trust environment.

3. Design a questionnaire outline or structured questions for the background investigation. Don't ask too many questions (generally not more than 10 minutes). The survey time should be chosen half an hour before work. Generally, descriptive questions are the main ones (supplemented by evaluative questions). Easy first, then difficult, proceed in an orderly manner according to the chapter, and make records when asking questions to prevent omission or lack of depth due to random questions.

4. The candidate's immediate superior and human resources department must investigate. Don't just call the phone numbers of referees provided by job seekers, but also find ways to investigate more referees through their recommendations and official website's introduction to telephone transfer at the front desk, so that the information will be more complete and accurate.

5. When there are contradictions or objections in the information provided by several references, it is necessary to continue the in-depth investigation through 360 degrees. If most people prefer a certain description or evaluation, it is basically true and objective, which is worth believing. Especially in the description of personality, personality, advantages and disadvantages.

6. Pay special attention to the sincere suggestions of referees (especially their direct supervisors and HR leaders) on the use of candidates, which will be of great help to your employment decision, post-employment work arrangement and career planning.