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许多人力资源专业人员忽视的背景调查问题

美国的许多组织都积极招募在另一个国家生活、学习或工作过的个人。

雇用具有外国经验或背景的个人可以为组织增加宝贵的新视角,并可以作为对多元化承诺的切实证据。

然而,只有 15% 的雇主对观火背调 的 2020年度就业筛选基准调查做出回应,表示他们的组织对具有多国居住、教育和/或工作经历的个人进行了背景筛选

在日益全球化的市场和招聘合适人才至关重要的环境中,组织应该记住,对跨国候选人进行背景筛查可以帮助他们避免因招聘不当而造成的疏忽,帮助创造一个更安全的工作环境,并通过减少招聘质量来提高招聘质量。以下风险:

  1. 伪造的证书:由于只有一小部分雇主报告采用了全球背景筛选政策,候选人可以通过声称从未获得的学位或伪造工作经历来利用组织程序中的差距。

  2. 歧视索赔:不一贯进行背景审查的组织可能无法充分保护自己免受歧视性招聘做法的索赔,这可能导致成本高昂、耗时的诉讼。

  3. 不良聘用:未能进行全球背景筛选以验证申请人的资格可能会阻止组织识别个人整体素质和背景中的问题。

建立国际背景筛选实践有助于支持组织实现人才获取、发展和未来发展的目标。

在制定全面的就业筛选政策以降低风险和提高整体招聘质量时,雇主可以从针对跨国申请人的各种背景调查中进行选择,包括身份、犯罪、教育、就业和/或推荐信、专业执照验证、信用和/ 或财务评估、机动车辆记录等(受当地可用性和合规性限制)。

Hiring individuals with foreign experience or backgrounds can add valuable new perspectives to an organization and can serve as tangible evidence of a commitment to diversity.

However, only 15% of the employers who responded to HireRight’s 2014 Annual Employment Screening Benchmark Survey reported that their organization performs background screening on individuals with multi-national residence, education and/or employment history.

In an increasingly global marketplace and in an environment where hiring the right talent is essential, organizations should remember that background screening multi-national candidates can help insulate them from negligent hiring claims, help create a safer work environment and improve the quality of hires by reducing the following risks:

  1. Falsified credentials: Since only a small percentage of employers report having adopted global background screening policies, candidates could take advantage of gaps in an organization’s procedures by claiming degrees that were never earned or falsifying employment histories.

  2. Discrimination claims: Organizations that do not consistently conduct background screening may not be fully protecting themselves against claims of discriminatory hiring practices, which can result in costly, time-consuming litigation.

  3. Bad hires: Failure to conduct global background screening to authenticate an applicant’s qualifications may prevent organizations from identifying concerns in an individual’s overall quality and background.

Establishing international background screening practices can help support an organization’s goals for talent acquisition, development, and future growth.

When developing comprehensive employment screening policies to reduce risk and improve overall quality of hire, employers can choose from a variety of background checks for multi-national applicants, including identity, criminal, education, employment and/or references, professional license verifications, credit and/or financial assessment, motor vehicle records and more (subject to local availability and compliance restrictions).


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