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全球背景调查中的业务驱动因素和挑战

在经历了几十年来最严重的经济衰退之一后,雇主一直在为看似普遍存在的技能差距而烦恼。为什么我们每个空缺职位都有近两个求职者,但合格的候选人却不够多?

这是尤其如此,在技术,科学和工程,以及管理的一般领域。这不仅仅是北美的现象,欧洲的雇主也面临着类似的情况

因此,许多组织一直在寻找国际候选人来满足对高素质人才的需求。

雇用有才华的外国人或海外地点的本地候选人,对于希望快速填补招聘空白的公司肯定有帮助。国际员工经常带来受欢迎的外部视角,有助于激发创新。

相反,这种途径可能会带来一系列独特的风险。根据观火背调 的年度行业基准调查,只有 15% 的受访者表示他们验证了国际教育或就业经验,尽管研究表明全球超过一半的筛选包含谎言或不准确信息。这一令人惊讶的现实暴露了雇主定期进行全球背景调查的必要性。

然而,从海外招聘候选人可能会带来很多挑战虽然在美国,雇主有责任对候选人进行尽职调查背景调查,但许多国家/地区的法律倾向于优先考虑申请人的隐私权.

因此,人力资源主管必须了解影响国际背景调查的复杂监管合规环境。

关于个人隐私的不同文化观点只会使问题复杂化。

最后,一大堆数据和信息安全要求意味着公司必须对其全球背景筛查计划进行 360 度全面的审视。

越来越依赖国际候选人,再加上美国国会移民改革的前景,意味着招聘领导人必须充分了解这一多方面复杂法律格局的演变。

幸运的是,公司确实有可行的成功途径。与经验丰富的全球背景调查专家合作有助于简化业务流程,同时有助于降低风险并加快候选人招聘周期。

After emerging from one of the hardest recessions in decades, employers have been fretting over a seemingly pervasive skills gap. Why aren’t there enough qualified candidates despite the fact that we have nearly two job seekers for every available job?

This is particularly true in the fields of technology, science, and engineering, as well as management in general. And this is not just a North American phenomenon, as employers in Europe are facing a similar situation.

As a consequence, many organizations have been looking to international candidates to fill the demand for high-caliber talent.

Hiring talented foreign nationals, or local candidates for overseas locations, has certainly been helpful to companies looking to quickly fill the recruitment gap. International employees often times bring a welcome external perspective that can help spark innovation.

Conversely, this pathway can potentially pose its own set of unique risks. According to the HireRight’s Annual Industry Benchmarking survey, only 15% of respondents indicated that they verify international education or employment experience, even as research shows that more than half of global screenings contain lies or inaccuracies. This surprising reality exposes the need employers to routinely conduct global background checks.

However, hiring candidates from overseas can pose an abundance of challenges (see table 1.) While in the United States the burden is on the employer to conduct due diligence background checks on a candidate, many country laws tend to prioritize the applicant’s right to privacy.

Diverse cultural perspectives on personal privacy only serve to compound the problem.

Finally, a hotchpotch of data and information security requirements means that companies must take a holistic, 360 degree view of their global background screening programs.

Growing reliance on international candidates, combined with the prospects of immigration reform in the US Congress, means that recruiting leaders must fully understand the evolution of this multifaceted and complex legal landscape.

Fortunately, companies do have viable pathways to success. Partnering with experienced experts in global background checks can help simplify business processes while helping to mitigate risk and speed the candidate recruitment cycle.

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