传统上，国际组织、在多个国家设有办事处的企业都需要进行全球背景调查。每个国家/地区的办事处在为其当地办事处招聘候选人时都需要进行背景调查。这已不再是这种情况。在过去的二十年里，随着旅行的便利性和需求的迅速增加，个人在国外生活和工作很常见，有时带着简历返回祖国，包括在不同地区度过的岁月。今天，国际组织和美国组织都经常需要全球背景调查计划，这些组织雇用了各种各样的候选人。
这可能会给不具备处理国际背景调查能力的组织带来挑战。当情况出现时，一家总部位于美国的组织需要对在国外呆了多年的候选人进行背景调查，许多人不得不争先恐后地快速确定一个可以进行全球背景调查的合作伙伴，并制定一个计划，其中包括必要的支持。
在过去的十年中，我们与许多公司合作开发全球项目。我们从客户、成功和错误中学到了很多东西。今天，利用我们的关系和学习，我们继续为我们的客户建立世界一流的全球计划。我们已确定三个要素对于成功的全球筛查计划至关重要。
1. 建立一个具有每个地区代表的单一卓越中心
多年来，我们已经看到钟摆在两个截然不同的方向摆动。首先，全球项目非常以美国为中心。他们由确定要求、计划和流程的美国地区推动。一旦定义，它就会在所有其他地区推出。
美国以外的地区确实很难满足要求并实施仅针对美国的计划。由于每个国家从文化到当地法律再到语言的重大差异，每个地区都在努力适应美国定义的计划。有很多怨恨和地区被推回。
这导致了以地理为中心的模型，其中每个地区都定义了自己的要求以及自己的流程和计划。虽然这种模式为每个地区提供了自治权，每个地区都有能力制定符合其法律和要求的计划，但这也带来了一系列挑战。组织在全球范围内没有一致的政策，无法在全球范围内管理背景调查。
最后，我们选择了一种混合动力，这在全球范围内非常有效。虽然需要在整个组织中支持一套一致的要求和标准，但需要在了解它们将在其中实施和支持的所有区域的情况下制定它们。
如今，观火背调与客户合作建立一个卓越中心，在全球范围内定义要求；然而，虽然卓越中心实际上位于一个地点，但它包括来自每个地区的代表，以确保每个地区的细微差别都得到考虑。
2. 开发一个执行灵活的框架
尽管不同地区的背景调查存在许多差异，但无论当地法律或文化如何，仍有许多方面可以保持一致。重要的是，一个组织通过定义那些在全球管理时保持不变并在所有地区有效实施的属性来定义具有单一框架的全球计划。这包括：
目标和目标与企业价值观一致，不受地区或地点限制
一组通用的定义术语，使组织能够使用相同的语言并促进整个组织的全球对话
一致的客户和候选人体验——无论在哪个国家，每个招聘经理都遵循相同的流程，每个候选人都在使用相同的软件
相反，程序执行中的区域之间存在许多差异。因此，该计划必须支持跨区域灵活执行框架。
例如，可以选择单个平台并在全球范围内推出。虽然每个地区都使用相同的提供商、软件和用户界面，但界面可能包含每个地区的候选问题的可变性，并且界面语言也可能因地区而异。
另一个例子是遵守通用数据保护条例 (GDPR)。GDPR 是欧盟 (EU) 法律中的一项法规，涉及数据保护和隐私。虽然美国有关于数据保护的特定行业法律和州级立法，但 GDPR 旨在协调整个欧盟的数据隐私，允许公民更好地控制他们的数据，默认情况下需要隐私，并给予个人要求删除其数据的权利——如果不履行这些义务，企业将面临巨额罚款。但是，无论收集到的数据如何，或提出的候选问题如何，体验都保持一致。数据（尽管不同的数据）以相同的方式呈现，围绕决策制定相同的治理结构，并且跨团队使用相同的术语。
计划、产品和技术需要灵活和动态，以在一致的框架和经验内解决文化和法律差异。
3. 区域支持
为了成功支持我们客户的全球背景调查计划，观火背调将客户计划模型与客户支持相结合。我们着眼于卓越中心，其中包括来自不同地区的代表，并在同一地区发展卓越中心，同时在各个地区建立“卫星”支持。卫星支持至关重要，因为通过在每个支持的地区建立团队，我们开发了我们无法获得的市场专业知识。有了这些知识，团队不仅可以通过了解当地法律和文化来用他们的语言支持该地区，而且可以努力开发直接支持该地区市场的解决方案和实现。
背景调查程序永远不会“设置并忘记它”
全球背景调查程序与标准程序没有什么不同，因为它不断需要调整。立法变更、技术进步和新数据可用。因此，观火背调 客户成功团队与客户密切合作，提供定期指导、最佳实践和建议。我们不断学习和适应，并添加新产品来支持我们的客户。
您准备好开发一个全球背景调查程序，或查看您现有的程序并查看它是否需要调整？ 联系我们了解更多信息。
此处包含的信息仅供参考。观火背调 不是一家律师事务所，本通知中包含的任何信息均不作为法律建议。我们鼓励客户就任何要求的影响咨询其法律顾问。此信息和其他重要信息可在 观火背调网站 gooho.cn 上找到。
This can present a challenge for organizations not equipped to handle international background checks. When the situation presents itself, and a US-based organization needs to run a background check for a candidate that spent years outside the country, many are left scrambling to quickly identify a partner that can accommodate a global background check and develop a program that includes the requisite support.
Over the last ten years, we have worked with many companies to develop global programs. We’ve learned a lot from our customers, from our successes and from our mistakes. Today, leveraging our relationships and learnings we continue to build out world-class global programs for our clients. There are three components we have identified as critical to a successful global screening program.
1. Create A Single Center of Excellence with Representation from Every Region
Over the years, we’ve seen the pendulum swing in two vastly different directions. First, global programs were very US-centric. They were driven by the US region who determined the requirements, the programs and the process. Once defined, it was rolled out across all other regions.
Regions outside the United States really struggled to meet the requirements and implement a program that was defined with only the United States in mind. With major differences in every country from culture to local laws to languages, every region was struggling to adapt to the US defined program. There was a lot of resentment and regions pushed back.
This led to a geographic centric model, where every region defined their own requirements and their own process and programs. While this model provided autonomy in every region, with the ability of each region to develop a program that complied with their laws and requirements, this created its own set of challenges. Organizations did not have consistent policies across the globe and could not manage background checks at a global level.
Finally, we’ve settled on a hybrid, which has been very effective across the globe. While there needs to be a consistent set of requirements and standards supported across the organization, they need to be developed with an understanding of all the regions in which they will be implemented and supported.
Today Sterling works with clients to develop a single center of excellence, where the requirements are defined globally; however, while the center of excellence is physically in one location, it includes representatives from every region to ensure every region’s nuances are accounted for.
2. Develop One Framework with Flexibility in Execution
While there are many differences in background checks across regions, there are many aspects that can be consistent regardless of local laws or culture. It is important that an organization define a global program with a single framework by defining those attributes that remain the same and implement effectively across all regions while managing globally. This includes:
Goals and objectives aligned with corporate values regardless of region or location
Common set of defined terminology to enable organizations to have the same language and promote conversation globally across the organization
Consistent client and candidate experience – regardless of country, every hiring manager is following the same process, and every candidate is leveraging the same software
Conversely, there are many differences across regions within the program execution. And so the program must support flexible execution of the framework across regions.
For example, a single platform can be selected and rolled out globally. While every region is leveraging the same provider, software, and user interface, the interface can include variability in the candidate questions in each region, and the interface language can vary as well based on region.
Another example is complying with General Data Protection Regulation (GDPR). GDPR is a regulation in European Union (EU) law covering data protection and privacy. While the US has sector-specific laws and state-level legislation around data protection, the GDPR was designed to harmonize data privacy across the whole of the European Union, allowing citizens to better control their data with a need for privacy by default and giving individuals the right to request the deletion of their data – with businesses facing significant fines if these obligations are not met. However, regardless of the data collected, or the candidate questions asked, the experience remains consistent. The data (albeit different data) is presented in the same way, the same governance structures are defined around decision making, and the same terminology is used across teams.
The program, products, and technology need to be flexible and dynamic to account for the cultural and legal differences within the consistent framework and experience.
3. Regional Support
To successfully support our client’s global background check programs, Sterling mirrors client program models with client support. We look at the center of excellence which includes representation from the varying regions and develop a center of excellence in the same region while building ‘satellite’ support in each of the respective regions. The satellite support is critical, because by building out a team in every supported region we develop in-market expertise that we wouldn’t otherwise have access to. With this knowledge, not only is the team equipped to support the region in their language with an understanding of local laws and culture but can work to develop solutions and fulfillment that directly supports the regional market.
A Background Check Program Is Never ‘Set It and Forget It’
A global background check program is no different than a standard program in that it constantly requires tweaking. Legislation changes, technology advances, and new data becomes available. As a result, the Sterling Customer Success team partners closely with clients to provide regular guidance, best practices, and recommendations. We are continually learning and adapting, as well as adding new products to support our clients.
Are you ready to develop a global background check program, or review your existing program and see if it needs tweaking? Contact us for more information.
The information contained herein is for informational purposes only. Sterling is not a law firm, and none of the information contained in this notice is intended as legal advice. Clients are encouraged to consult with their legal counsel about the impacts of any requirements. This, and other important information can be found on the Sterling website gooho.cn
