根据人力资源管理协会 (SHRM) 于 2013 年 3 月进行的一项民意调查，近四分之一 (24%) 的组织雇用了来自美国以外的员工。
全球背景调查不仅仅针对在其他国家/地区设有办事处或地点的组织——它还指对在其他国家/地区生活、工作或学习的国内候选人进行背景调查。甚至那些出生在国外的员工也包括美国现代劳动力的很大一部分：根据美国劳工统计局的数据，美国劳动力总数的 15.9% 是在外国出生的。另外，请记住，仅仅因为现在您没有至少具有一些外国经验的员工并不意味着您永远不会。
nearly a third of employers reported that they do not verify the education or experience of their candidates who have lived, worked, or studied in other countries. This trend persists despite a growing trend of more organizations hiring people with foreign backgrounds.
According to a poll conducted in March 2013 by the Society for Human Resource Management (SHRM), nearly a quarter (24 percent) of organizations have hired workers from outside the United States.
While employers may have diverse reasons for not background screening this segment of their employee population, there are five commonly cited excuses for not engaging in this critical aspect of an overall hiring program.
Global background checks are only for organizations that have locations in other countries or hire lots of foreign workers.
Global background screening isn’t just for organizations that have offices or locations in other countries—it also refers to performing background checks on domestic-based candidates who have lived, worked, or studied in another country.Even those workers who were born abroad comprise a significant percentage of the modern workforce in the U.S.: according to the Bureau of Labor Statistics, 15.9 percent of the total U.S. workforce was foreign-born. Also, keep in mind that just because, right now, you don’t have someone on staff with at least some foreign experience does not mean you never will.
It’s difficult to know where to start.
Unlike purely domestic employment screening, in which employers likely have established processes and/or ingrained policies that make the screening effort pretty familiar, there can be some unfamiliarity with international background screening.After all, there are many more countries’ laws to consider and, many times, different types of background checks than what can be performed domestically.But before you start addressing these considerations, the most basic—and important—starting point is to establish what it is your organization is hoping to achieve by background screening candidates with foreign experience. Capturing these goals will help guide you through the entire process and better ensure that you stay on track as you consider global background screening.
Global background screening is just too complex.
Indeed, global background checks are probably not as straightforward a process as they are in the U.S., but how much of this perceived complexity is a byproduct of a lack of familiarity? If you have multiple locations in the U.S., you’re probably already dealing with complying with a complicated mix of federal, state, and local laws focused on background checks.As you become more comfortable with screening in other countries, you may come to find that doing so employs a similar patchwork approach—one that someday will become much more familiar to you.
A global background checks takes too long.
Many employers believe that background checks in other countries take far too long and could negatively impact the candidate experience. Global background screening, however, can be a powerful tool in improving that experience, since it demonstrates your organization’s commitment to such important issues as workplace safety and employee integrity.So while you’re awaiting the results of a global background check, keeping your candidate in the loop as to its status could actually go a long way in fostering a better overall relationship. While background checks in countries outside the U.S. could potentially take longer than the average domestic check, this is typically well-invested time.
Background screening globally costs too much.
Though a global background check may be more costly than a domestic screen, usually it represents a wise allocation of your budget.After all, undertaking the cost of a background check could potentially prevent such expensive endeavors as replacing an unfit hire (if the candidate misrepresented his or her experience), defending against a
negligent hiring claim (if the new employee demonstrated violence against a fellow worker), or restituting depleted accounts (if the employee committed embezzlement). Additionally, the typical costs of specific background checks vary greatly, depending on the type of service as well as the country in which it was performed. A global background check could be much more affordable than you think.
It’s important to remember that with the rapidly changing demographics of the U.S. workforce, any organization, regardless of size, location(s), or industry should, at the very least, be prepared to perform a background check outside the U.S.. This preparation represents a significant risk mitigation measure, and proves your organization’s commitment to integrity and security.