随着许多组织的劳动力变得更加全球化，在维持有效且合规的就业背景筛选计划方面产生了新的挑战。

将业务扩展到海外，或雇佣曾在国外生活、学习或工作过的员工的组织，必须确保他们调整背景筛选政策以应对这一全球劳动力，否则他们可能面临安全和合规风险。

正如2020年 观火 就业筛查基准报告所示，全球背景筛查的一些风险和挑战包括不同的就业背景筛查国际法规以及招聘过程中的文化和社会差异。

这些挑战可能使雇主难以验证身份、犯罪记录历史、教育和其他背景调查，这些是美国工人的常见做法。

为帮助降低国际招聘决策不当和不合规的风险，组织应评估和更新其背景筛查计划，以包括多国背景调查。以下是成功的全球背景筛查政策的五个最佳实践。

1. 概述现有的背景筛选过程
无论您有 1 名还是 100 名具有国际背景的员工，请研究人力资源部门目前如何处理这些人的背景筛选。如果您的组织在海外设有任何办事处或使用承包商，请列出每个办事处所在的位置以及这些地点的工人以前可能曾居住、学习或工作过的所有外国。

与管理团队核对任何可能影响全球背景审查政策的计划——例如外包或国际扩张。此信息将帮助您的组织制定未来的全球背景筛查政策。

2. 检查每个国家的就业筛查规定
对于工人有个人、工作和教育历史的每个国家，了解是否有关于背景筛查的现行规定。未能满足某个国家/地区的法规可能会导致您的组织在该国家/地区不合规，或者让您的组织声称您的背景筛选过程具有歧视性或工人提出的其他主张。

为了更好地了解外国法规，许多组织会通过聘请当地法律顾问或联系外国领事馆成员来寻求各国当地专家的帮助。

3. 考虑文化
驾驭文化和社会规范的差异是聘请当地专家制定就业筛选政策的另一个重要原因。尽管您的全球背景筛查政策可能符合某个国家/地区的法规，但这并不能确保该政策对员工本身而言是合适的或在正常范围内。

像打电话给以前的雇主以核实工人的历史这样的过程对于在美国的工人来说似乎很正常，但对于来自不同文化背景的工人来说可能会感到不安。为帮助确保更好的申请人体验，请对新入职的员工进行有关就业筛选政策、他们可以期待的背景调查以及原因的教育。

4. 制定一致的就业背景筛查政策
根据观火就业筛查基准报告，全球 75% 的雇主对新员工进行背景调查，但只有 16% 的雇主会筛查新的非雇员或临时工。

这为有过失行为或犯罪行为史，或没有接受过适当教育、许可和认证的工人在不注意的情况下通过背景筛选过程打开了一个巨大的差距。创建全局背景筛选策略时，建议在员工和非员工员工之间保持策略一致。

5. 推出和执行就业背景筛查政策
雇主可能会寻求背景筛查提供商，以更好地将新的全球检查整合到他们现有的筛查计划中。这可以帮助人力资源人员更轻松地过渡到新的全球政策。为帮助确保全球筛查政策得到适当执行，请与就业筛查团队的成员举行会议，教育他们不筛查国际工人的风险。

如果您的组织目前雇佣国际员工，或计划在未来雇佣，那么您应该考虑全球筛选政策，以更好地降低招聘风险。

As many organizations' workforces become more global, new challenges arise in maintaining effective and compliant employment background screening programs.

Organisations that expand their operations overseas, or employ staff who have lived, studied or worked abroad, must ensure that they adapt their background screening policies to address this global workforce, or they may face security and compliance risks.

As the HireRight Employment Screening Benchmark 2011 report shows, some of the risks and challenges of global background screening include different international regulations on employment background screening and cultural and social differences in the recruitment process.

These challenges can make it difficult for employers to verify identity, criminal history, educational and other background checks, common practices for American workers.

To help reduce the risk of poor international hiring decisions and noncompliance, organizations should evaluate and update their background screening programs to include multi-country background checks. Here are five best practices for successful global background screening policies.

1. Outline the existing background screening process

Whether you have 1 or 100 employees with an international background, research how human resources currently handles background screening for these people. If your organization has any offices overseas or uses contractors, list the location of each office and all foreign countries where workers in those locations may have previously lived, studied or worked.

Check with the management team for any plans -- such as outsourcing or international expansion -- that might affect the global background check policy. This information will help your organization develop its future global background screening policy.

2. Check each country's employment screening regulations

For each country where the worker has a personal, work, and educational history, find out if there are existing regulations on background screening. Failure to meet a country's regulations may cause your organization to be non-compliant in that country or allow your organization to claim that your background screening process is discriminatory or other claims made by workers.

To better understand foreign regulations, many organizations seek the help of local experts in each country by hiring local legal counsel or contacting members of foreign consulates.

3. Consider culture

Navigating differences in cultural and social norms is another important reason to hire local experts to develop employment screening policies. Although your global background screening policy may comply with the regulations of a particular country, this does not ensure that the policy is appropriate or within the normal range for the employee itself.

Processes like calling previous employers to verify a worker's history may seem normal for workers in the United States, but can be unsettling for workers from different cultures. To help ensure a better applicant experience, educate new hires about employment screening policies, what background checks they can expect, and why.

4. Develop consistent employment background screening policies

According to the HireRight Employment Screening Benchmark report, 75 per cent of employers around the world conduct background checks on new employees, but only 16 per cent screen new non-employees or temporary workers.

This opens a huge gap for workers with a history of negligent or criminal behavior, or without proper education, licensing and certification, to slip through the background screening process without noticing. When creating a global background filtering policy, you are advised to keep the policy consistent between employees and non-employees.

5. Introduce and implement employment background screening policies

Employers may turn to background screening providers to better integrate the new global checks into their existing screening programs. This can help human resources personnel make the transition to new global policies easier. To help ensure that global screening policies are properly implemented, hold meetings with members of the employment screening team to educate them about the risks of not screening international workers.

If your organization currently employs international employees, or plans to do so in the future, then you should consider a global screening policy to better mitigate recruitment risks.