| Picture the scenario: Mark has just been appointed | | | | screening purposes basic information on court |
| to a new senior role, and his employer wants to | | | | judgments and bankruptcies. Credit information is |
| check his background. | | | | therefore restricted in those countries to lenders |
| Mark has had an international education and career | | | | and similar organizations. |
| path, studying in Switzerland and Germany and | | | | In many other countries there are no credit |
| enjoying a successful career in Australia, Malaysia | | | | bureaus at all to provide any type of financial |
| and the UK before moving to the US. | | | | information on consumers. |
| How can a company check Mark's credentials to | | | | International Background Check 4: Employment |
| ensure he's been honest and truthful in his | | | | Verification / Employment References |
| application for the role? | | | | The US approach to employment verification is to |
| Screening companies are experts on the rules and | | | | carry out a verbally conducted check to obtain |
| regulations of their own countries, but many do | | | | employment information. In Europe, written |
| not know to what extent regulations or | | | | requests for employment references are |
| background checks differ abroad. | | | | preferred. Many employers will actually refuse to |
| When faced with an international check, there are | | | | discuss these matters over the phone, and ask |
| six key areas to consider: | | | | instead to receive a written response. |
| International Background Check 1: Consent and | | | | In France and Germany, employers provide |
| Release of Information | | | | confirmation letters to all leavers and therefore do |
| Consent forms need to show how information will | | | | not have to deal with requests for verifications or |
| be treated and who will have access to it. Perhaps | | | | references. |
| third parties other than the company ordering the | | | | International Background Check 5: Education |
| checks need to review the screening results - | | | | The National Clearing House provides the US with |
| such as when an employment agency wishes to | | | | the ability to check the majority of academic |
| share results with the actual employers. | | | | degrees. A similar system is available in South |
| International Background Check 2: Criminal | | | | Africa. By contrast, in Australia institutions tend to |
| Records | | | | include graduate information on their university |
| Each country has its own system for collecting | | | | websites. |
| and releasing criminal records data, and it's | | | | Elsewhere, for many universities a written request |
| important to take local regulations into | | | | is the most effective way to conduct a check |
| consideration. In Malaysia criminal data is only | | | | and to source additional revenue too. In India and |
| accessible for specific positions such as security, | | | | China a copy of the degree certificate is essential |
| yet in Australia and the UK basic information can | | | | to help confirm it is legitimate. In many African |
| be released for any role --and for those working | | | | countries due to the lack of infrastructure, such |
| in specific positions such as the financial or health | | | | as electricity and telecommunications, one has to |
| sectors, even more details can be accessed. | | | | visit the university in person in order to get |
| In Germany, though, criminal records can be | | | | confirmation of the degree. |
| released only to the candidate, and third parties | | | | International Background Check 6: Supporting the |
| are not allowed to request the Certificate of | | | | global workforce |
| Good Conduct on behalf of the candidate. | | | | As you can see, screening internationally has a |
| International Background Check 3: Credit Checks | | | | number of challenges. Not only are there different |
| Rules on the release of consumer credit | | | | procedures and policies in each country, there are |
| information also differ from country to country. In | | | | language barriers, too. |
| the US, obtaining credit information through a | | | | It is easy to see how this can become a time |
| credit bureau is normal, legal and widely | | | | intensive and lengthy process. But as we continue |
| understood. Yet in countries such as Italy or | | | | to develop as a global workplace, it is critical to |
| Malaysia, credit information is not available for | | | | understand cultures and laws in other countries so |
| pre-employment screening purposes even though | | | | that we continue to be effective and earn |
| credit bureaus do operate there. | | | | respect for the comprehensive service we |
| In the UK, South Africa and Australia, credit | | | | provide today's organisations. |
| bureaus will only provide for pre-employment | | | | |