Bill Tate, President, HR Plus

 
 
As global hiring and international business needs increase, so does the need for international background screening. The changing composition of the United States workforce, the use of workforces overseas and the expansion of global corporations challenge many human resource professionals and employers. This is due to the many common misconceptions about international background screening. The truth is – international background screening is not difficult when you work with an organization with experience and expertise in the field. Background screening experts with international experience will know the rules, regulations and best practices to keep your global workforce secure and help you select the best candidates, regardless of location.

Every international background check is unique, driven by the fact each country throughout the world has distinct laws, cultures, political climates, established governments and regulations. Organizations with international hiring needs must educate themselves and understand the importance of selecting the right provider. Debunking the myths around international background screening is the first step.

Myth #1: Ordering an international background check is difficult.

Fact: Expert providers with established channels can efficiently conduct international background checks via secure websites and web-based applications. Many leading international background screening providers have built relationships with international organizations to use their resources in multiple areas around the world to help streamline the knowledge transfer of local regulations and speed up response times throughout the ordering process.

Myth #2: It takes weeks or months to receive a status, or results, for an international check.

Fact: Industry advances have moved international screening result times from 45-90 days to a mere 8-16 days. Of course, there are exceptions, but typically a status report can be given 2 to 3 times a week during the screening process with results soon to follow.

Myth #3: There is too much paperwork.

Fact: A majority of the time, the disclosure and authorization form and information used on a domestic order is used for international orders. Currently, there are only seven countries that require additional or unusual documentation: Australia, Canada, China, New Zealand, Philippines, United Kingdom and Qatar. An expert provider will know how to correctly fill out all forms, no matter where the check is being done.

Myth #4: Results cannot be trusted when dealing with a foreign country.

Fact: International checks are reliable. Expert international providers have proven records of finding and confirming hits, a statistic stating the number of candidates that had a criminal record and/or has falsified information on an application. This is important because it shows the number of applicants that could have been hired with a record or undesirable qualities if a screen had not been completed. The rigorous and trustworthy screening that is conducted can help you find the right candidate for the position, and eliminate those who will not represent your brand to your standards.

Myth #5: It is not legal for companies in the United States to do international searches.

Fact: It is legal, though screening must be conducted within the legal requirements of the host country in order for results to be released.

Myth #6: Applicants with a work visa do not need to be background checked.

Fact: Just because an applicant has a work visa does not mean they have a clean record. Individuals can hide the fact that they have a questionable past and can falsify work and educational experience to gain a visa.

Myth #7: There are limited identifiers in many countries that make it impossible to be sure search results do pertain to a particular candidate.

Fact: Most countries have multiple identifiers, such as passport numbers and National ID numbers. In fact, there are some countries perceived as underdeveloped that actually leverage the very latest in fingerprinting technology as an added layer of assurance. There are measures in place to help make sure information pertains to the correct individual.

Myth #8: It is impossible to stay on top of an international source’s performance.

Fact: International background screening providers should be staying on top of their source’s abilities and conduct, especially in key countries where clients need screens the most. Providers also should not hesitate to change partners if they become concerned with quality, thoroughness or speed and should have mechanisms in place to both catch these concerns quickly and move to an alternative source. Employers and human resource professionals deserve the best from their provider and the provider deserves the best from their international sources.

Myth #9: General online databases are an easy and inexpensive way to conduct searches.

Fact: While easy, many online databases are not thorough. It may seem costly to perform a true international background screen, but an expert provider’s process is developed to be legal and can be trusted. As such, the value of a true international search outweighs the costly risk exposure that can result from a superficial search. 

Myth #10: No single company can provide worldwide coverage for screening needs.

Fact: International background screening providers are able to leverage a worldwide network of sources that provide both on-the-ground research in local countries and access to relevant local databases. Those with access to information internationally will be able to provide you with the information you need about your candidate.

When you are trying to secure the best candidate and protect your organization and its brand, it is critical to screen all applicants, regardless of where the search is conducted. There are challenges to any process, but an experienced and knowledgeable provider can help you receive timely and thorough information about your candidates.

William (Bill) Tate is the President of HR Plus. HR Plus, www.hrplus.com, offers comprehensive solutions for employment and background screening needs through a secure and easy-to-navigate web interface that can be customized to meet clients’ needs and integrated into most human resources workflows.