HR professionals who are tasked with managing international employees, contractors or volunteers for a company or organization will find background checking processes to be much more complicated than what is required of domestic applicants.
In order to avoid any issues related to legal statuses, countries of residence, or past visa issues, organizations need to have a solid understanding of which international candidates are the best fit for the position.
This will require HR professionals to have in-depth knowledge of the background screening processes that need special attention when it comes to non-domestic applicants. Below are some tips and tricks for international background screening.
Know What Is And Is Not Legally Required For Each Position
The first step in any type of background screening verification is to learn what is legally required. The Fair Credit Reporting Act (FCRA) requires employers to provide written notice to applicants, contractors, and volunteers before conducting a background check.
This notice must include information about the types of data that will be pulled for the report, the name of the company conducting the report, the purpose of the report, and instructions on the timeframe in which the applicant has to dispute the findings (The Adverse Action Process). View adverse action templates- When it comes to legally required information on a background check, it really varies from position to position.
Similarly, when conducting international background verifications, this applies as well in many other countries, including Europe and Australia.
Smart Screening available Worldwide
During an international employment verification, an organization may need various resources. In today’s era technology is the most powerful weapon when it comes to gathering information. There are various advanced and trusted screening software and websites available online to lessen your burden and cost. Global Background Screening is a technology first background verification company available in 200+ countries and territories. Here are the top features that prove we are creating the new era of screening.
Network of over 2500 Researchers Worldwide verifying criminal, civil, and credit in most countries in the world.
Over 8k government and organization data sources verifying criminal, anti-money laundering, Terrorist Watchlists, debarments, exclusion lists, financial crimes, healthcare sanctions, bankruptcies, judgments, evictions data
Over 30k Adverse Media Sources verifying news all over the world.
Partnerships with all top drug testing facilities in the world, including Quest, Labcorp and eScreen
All services, including database searches are double checked by humans
Live Chat (No Chatbots) for assistance even on Saturdays
Custom checkout pages for clients created in less than 48 hours
Identify Which Countries Require Special Screening Processes
Screening processes will vary from country to country, but there are a number of countries that require special attention when it comes to background screening.
For example, Cuba and Iran have restrictions on what outside parties can access when it comes to employment verification. Portugal requires specific consent forms, which include hand written (non-electronic) authorization forms.
Another example are laws in Europe. Employers and/or background check companies must disclose to the applicant exactly what is being checked on their background check authorization form. While not every country requires special screening processes, it is important to consider each country’s specific laws. If you’re ever curious about the specific laws, reach out to Global Background Screening and we’ll break it down by every country in the world for you.
That said, if you're an organization looking for foreign talent for your company, you must seek help from global talent acquisition consultants specializing in sourcing top talent.
Include A Language Translation In Background Checks For Non-English Speaking Countries
If an organization needs to hire someone who is not a resident of the U.S., and the candidate’s language is non-English, then a language translation may need to be included in the candidate’s background check. This can create a problem, because the Fair Credit Reporting Act requires that a person be notified if a report is being pulled on them.
The FCRA does not cover languages other than English. - While there is no requirement for employers to provide a translation of what is in a report, there are a couple of things that can be done to be compliant. Employers can either note on the request for a report that a translation is included, or they can ask the person conducting the report to note on the report that a translation is included.
Global Background Screening provides you with translated consent forms in most languages and globally compliant electronic authorization forms available for desktop or mobile.
Check Everything, Including Employment Dates And Degrees
The details that are most important to check when conducting a background screening will vary from position to position. However, in general, organizations should make sure to check everything, especially dates of employment, years of experience, and education. - For example, if an applicant claims they graduated with a bachelor’s degree in engineering 10 years ago, and the date of graduation on the degree is actually five years ago, this could be a red flag. Meanwhile, if an applicant lists a previous employer who is no longer in business, this could be a red flag, as well. - In general, it can be helpful to include a note when reviewing an applicant’s background check that specifically states what needs to be checked. For example, when reviewing an engineering candidate’s background report, a note may read, “Check degree dates.”
Social Media Background Check Are Critical
In the last decade, social media has become a large part of many people’s lives. Although this is a great way for people to stay connected with friends, family, and colleagues, it is also a great way for people to get into trouble.
As such, it is very important for organizations to screen potential candidates’ social media accounts. - When conducting social media background checks, it is imperative to note that the content that is being reviewed is public, and that it was posted by the candidate. It is not appropriate to look at a candidate’s private messages, posts, or pictures.
Additionally, it is important to note that it is not appropriate to “friend” a candidate on social media to review their content.
At Global Background Screening, we search for
Drug-Related and Narcotics
Explicit or Racy images
Hate Speech and Racism
Insults & Bullying
Political Speech Posts
Sexual and Explicit Images/Posts
Social media platforms searches are: Twitter, Facebook, TikTok, Instagram, Linkedin and most importantly now Reddit.
Conclusion
Background screening can be a challenge for organizations that need to hire candidates from outside the U.S.
It is important for HR professionals to remember that processes will vary from country to country, and it is important to understand the restrictions that each country has on employment verification, criminal searches, credit and more.
In general, it is important for organizations to remember that the best candidates are the ones who are the best fit for the position. This will require HR professionals to have in-depth knowledge of the screening processes that need special attention when it comes to non-domestic applicants. Partnering with a high-rated and experienced international screening provider that takes care of your requirements and walks you through the process is a must.
