尽管失业人数持续强劲，但雇主继续报告称在人才招聘方面遇到困难。因此，许多人开始转向非传统的人才来源，例如从国外招聘。
事实上，观火的 2020 年就业筛选基准报告显示，55% 的雇主正在积极招聘具有外国背景的候选人。
然而，这个新的人才库并没有完全转化为就业筛选实践，因为同一份报告显示，近三分之一的雇主没有核实这些候选人的历史和资格。忽视这一候选人群可能是对全球背景筛查的一些常见误解的结果。
没有对在国外生活、工作或学习的候选人进行背景审查的雇主应该记住，包括全球背景调查在内的计划会产生许多有形的好处。这些包括：
防止疏忽的招聘索赔。对于现代组织而言，
疏忽招聘是一个非常真实且非常可怕的风险。如果工人在他或她的工作范围内对另一个人造成伤害，而雇主在评估该人是否适合工作时无法证明其尽了合理的努力，则该组织可能会因疏忽招聘而承担责任。组织可以通过对每位候选人进行适当的背景调查，甚至是那些背景中有外国元素的候选人，更好地将自己与这些索赔的风险隔离开来。
验证您的候选人是否真的拥有他们声称的经验。
由于全球背景调查仍未被雇主广泛采用，一些候选人可能会利用组织计划中的这一漏洞，通过申请外国大学的学位或引用其他国家/地区的工作经历，希望他们的未来雇主不会检查这些方面的他们的简历。为了更好地确保您的候选人具有所需的适当资格和经验，验证这些背景元素应该是您筛选计划的一个组成部分。
更好地确保所有求职者的招聘实践一致。
对职位描述进行一致的背景调查对于更好地保护您免受歧视性招聘行为的指控非常重要。因此，如果您没有验证求职者的外国经验，这可能会使您面临昂贵且耗时的诉讼。考虑这样一种情况，您有两名申请人申请同一个空缺职位，其中一名申请人从外国机构获得学位。如果你只验证在国内上过大学的候选人的教育，你就创造了一种可能会伤害你的组织的情况。
提高您的整体招聘质量。
就像在国内一样，全球背景筛查可以通过验证资格和经验、确定候选人背景中可能存在的任何问题以及验证个人的诚信来提高招聘质量。report struggling with talent acquisition. As a result, many are turning to non-traditional sources of talent, like recruiting from abroad.
HireRight’s 2013 Employment Screening Benchmarking Report, in fact, reveals that 55 percent of employers are actively recruiting candidates with foreign backgrounds.
This new talent pool, however, has not fully translated into transformed employment screening practices, as the same report shows that nearly a third of employers aren’t verifying the histories and qualifications of these candidates. Overlooking this candidate population could be the result of a few common misperceptions about global background screening.
Employers who aren’t background screening their candidates who have lived, worked, or studied abroad should remember that there are a number of tangible benefits produced by a program that includes global background checks. These include:
Protect against negligent hiring claims.
Negligent hiring is a very real—and very frightening—risk for modern organizations. If a worker causes harm to another individual within the scope of his or her job, and the employer cannot demonstrate that it exercised reasonable diligence when evaluating that individual’s fitness for the job, the organization could potentially be held liable for negligent hiring.Organizations can better insulate themselves from the risk of these claims by performing an appropriate background check for every candidate, even those with foreign elements in the backgrounds.
Verify your candidates really have the experience they claim.
Since global background checks are still not widely adopted among employers, some candidates may be taking advantage of this hole in an organization’s program by claiming degrees from foreign universities or citing employment histories in other countries, hoping that their prospective employer will not check these aspects of their resumes.To better ensure that your candidates have the proper qualifications and experience required, verifying these background elements should be an integral part of your screening program.
Better ensure consistent hiring practices for all job candidates.
Consistent background checks across job descriptions are important in better protecting you from claims of discriminatory hiring practices.So, if you’re not verifying the foreign experience of your job applicants, this could expose you to costly and time-consuming litigation. Consider a scenario in which you have two applicants for the same open position, one of whom claims a degree from a foreign institution.If you only verify the education of the candidate who attended college domestically, you’ve created a situation that could potentially hurt your organization.
Improve your overall quality of hire.
Just as it does domestically, global background screening can promote a better quality of hire by authenticating qualifications and experience, identifying any possible concerns in a candidate’s background, and verifying the integrity of the individual.
