在毕马威 2012 年的一项调查中，75% 的美国高管表示他们正在全球扩张，70% 明确表示他们计划扩大国际员工基础。

对于此类跨国公司而言，充满活力的全球劳动力为招聘高素质人才提供了独特的机会。

然而，对于必须寻找全球候选人的招聘人员来说，围绕国际候选人背景调查的无数复杂问题可能会令人生畏。这不仅仅是另一个复选框练习，也不是简单地忽略的问题。

例如，观火背调2020 年第二季度的背景调查数据表明，在欧洲和亚洲进行的候选人背景调查中，多达 52%包含错误陈述或不准确信息。

因此，人力资源经理需要确保他们考虑的国际候选人确实拥有他们声称拥有的经验和资历。

在公司进行尽职调查时，必须尊重和遵守文化敏感性、隐私和劳动/就业法律、数据保护和信息安全要求等广泛的热点问题。

驾驭这种格局可能会很棘手，尤其是对于希望扩展其全球业务的组织而言。

然而，没有必要重新发明轮子。许多公司已经成功地在国际地区聘请了顶尖人才，同时也平衡了他们的风险状况和遵守当地法律。

2012 KPMG survey, 75% of American executives said they were expanding globally and 70% explicitly stated that they planned to expand their international employee base.

For such multinationals, the dynamic and global workforce offers a unique opportunity to hire high-caliber talent.

However, for the recruiters who must source global candidates, the myriad of complex issues surrounding background checks of international candidates can be quite daunting. This is not just another check-box exercise, nor is it a matter to simply overlook.

For example, HireRight’s Q2 2014 background screening data indicated that up to 52% of candidate background checks conducted in Europe and Asia contained either a misstatement or an inaccuracy.

Consequently, human resources managers need to ensure that the international candidates they are considering do, in fact, possess the experience and credentials they claim to have.

As companies conduct their due diligence verifications, a broad hotchpotch of cultural sensitivities, privacy and labor/employment laws, data protection, and information security requirements must all be respected and adhered to.

Navigating this landscape can be tricky, especially for organizations that are looking to scale their global operations.

There is, however, no need to reinvent the wheel. Many companies have successfully hired top-caliber candidates at international locales, while also balancing their risk profile and complying with local laws.