Issue link: https://www.e-digitaleditions.com/i/316485
[ 41 ] MAY 2014 | www.hrotoday.com Background Screening candidates," says Capwell. "Always follow the FCRA when hiring someone within the United States, and consider other country-specific laws and guidelines for obtaining screening information abroad." A large global footprint is critical. Country-specific knowledge is a crucial component to ensuring success and compliance. "No screening company has a complete footprint in every country," reports Dickerson. "Screening companies must leverage relationships with partners who are experts in the countries they reside. Companies should make sure that their background screening provider has a stringent procedure for vetting their foreign screening partners for compliance and security." Stay compliant with privacy laws, data security, and the dissemination of information. Each country will have varying existing regulations when it comes to background screening. "Certain countries consider background screening as a violation of consumer privacy or not culturally acceptable, thus information may not be attainable," says Capwell. "Some countries have strict guidelines on privacy and security measures for disseminating information across foreign soil." Consistency is key. "Though companies may not be able to use the exact same process and components they use in the U.S., they want to use comparable products," says Dickerson. Factor in timing and fees. Depending on the type of information you need—ranging from a passport number, other ID information, a specific address, or even a mother's maiden name—finding it overseas through international records will likely add additional time and fees to the process. "If you are outsourcing the process to a professional background screening firm, get an estimate of cost, timeline, and process before you begin," says Capwell. As organizations continue to expand their talent reach abroad, the benefits of a global screening programs grow more and more apparent. "While each organization's requirements will be unique, the end result of implementing a global background screening program will ensure a more qualified candidate base, diminished risk in the workplace, and alignment with employment regulations," says Kerri Lorch, senior vice president of marketing and communications for First Advantage. Millwee agrees: "Multinational firms realize that their human capital is their most important asset. Protecting them through a fair and comprehensive background screening program will continue to be the basic starting point to hiring decisions." What are the most common international background checks? Our roundup of experts report on the top screens specific to an international workforce: • Verification of ID and passport information—this ensures that personal information and identities are not stolen, says Dickerson. • Local and federal criminal searches— Dickerson notes this varies widely per country, so companies should use best practice searches in the regions where they are conducting screenings. • Employment and education verification—this can confirm experience and potential fraud, says Capwell. • Professional licenses, credentials, employment references, and successful completion of drug testing—Millwee says the scope of international background checks can mirror those found in the U.S. • Search of terrorist watch lists and other country-specific debarment lists. David Smiatacz strongly leans on EBI for is its knowledge of country- specific laws, privacy laws, and employment laws, ensuring Huron stays compliant. "This is what we truly rely on the partnership for."