在最近的一项行业调查中，近三分之一的雇主报告称，他们没有核实在其他国家/地区生活、工作或学习过的候选人的教育或经验。尽管越来越多的组织雇用具有外国背景的人，但这种趋势仍然存在。
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。
虽然雇主可能有多种原因不对其这部分员工进行背景审查，但有五个常见的借口不参与整体招聘计划的这一关键方面。
全球背景调查仅适用于在其他国家/地区设有办事处或雇用大量外国工人的组织。
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。
很难知道从哪里开始。
与纯粹的国内就业筛选不同，雇主可能已经建立了使筛选工作非常熟悉的流程和/或根深蒂固的政策，但可能对国际背景筛选有些陌生。毕竟，还有更多国家的法律需要考虑，并且，很多时候，不同类型的 背景调查而不是可以在国内执行的操作。但在您开始考虑这些因素之前，最基本且最重要的起点是确定您的组织希望通过背景筛选具有国外经验的候选人实现什么目标。捕捉这些目标将有助于指导您完成整个过程，并更好地确保您在考虑全球背景筛查时保持正轨。
全球背景筛查太复杂了。
事实上，全球背景调查可能不像在美国那样简单，但这种复杂性有多少是由于缺乏熟悉度造成的？ 如果您在美国有多个地点，您可能已经在处理以背景调查为重点的复杂的联邦、州和地方法律组合。随着您对在其他国家/地区的筛查越来越适应，您可能会发现这样做采用了类似的拼凑方法——总有一天你会变得更加熟悉。
全球背景调查耗时太长。
许多雇主认为，其他国家/地区的背景调查耗时太长，可能会对求职者的体验产生负面影响。然而，全球背景调查可以成为改善这种体验的强大工具，因为它表明您的组织对工作场所安全和员工诚信等重要问题的承诺。因此，在您等待全球背景调查的结果时，请保留您的候选人在关于其地位的循环中实际上可以在培养更好的整体关系方面大有帮助。尽管在美国以外的国家/地区进行背景调查可能需要比平均国内调查更长的时间，但这通常是值得投资的时间。
全球背景筛查成本太高。
尽管全球背景调查可能比国内筛查成本更高，但通常它代表了您预算的明智分配。毕竟，承担背景调查的成本可能会阻止诸如更换不合适的员工（如果候选人歪曲他或她的经历）、防御疏忽招聘索赔（如果新员工对同事表现出暴力行为），或恢复耗尽的账户（如果员工贪污）。此外，特定背景调查的典型成本差异很大，具体取决于服务类型以及服务所在的国家/地区。全球背景调查可能比您想象的要便宜得多。
重要的是要记住，随着美国劳动力人口结构的快速变化，任何组织，无论规模、地点或行业如何，至少都应该准备好在美国境外进行背景调查。此准备工作代表了一项重要的风险缓解措施，并证明了您的组织对完整性和安全性的承诺。
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 anegligent 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.
