Use a pre-hire questionnaire to collect important personal data. This form must be bilingual and the questions should facilitate background screening. Candidates should sign a declaration that the facts are correct, on penalty of dismissal if inaccuracies are found later. Check applicant's public profile for any comments or reports in the media. Increasingly, professionals do leave indications of their activities and reputation on the internet and in public databases. Verify the person's identity and origin, professional credentials and qualifications. There are many fraudulent resumes and forged diplomas circulating in China. Do a detailed investigation of the claimed employment history. An unscrupulous person who has had problems with a previous employer will often doctor the record and omit a job where things went wrong. Conduct checks for any criminal record or litigation. This is difficult but can be done through discreet use of official contacts. Map out the person's family background. There have been cases where relatives have been involved in schemes to cheat the applicant's former employers. Gather information on the person's track record, character, integrity, reputation. Check the financial reputation and background for any history of bankruptcy. Look into asset ownership, real estate, companies owned and outside sources of wealth, especially any companies involved in businesses related to yours. Be sure about actual business capabilities and competence. Check any specific relationships claimed as important or influential. People often boast about their contacts but have little real clout. Also, remember that employees with ties to prominent individuals can sometimes become a liability.