在面试出生在一个国家、在另一个国家接受教育并生活在世界各地的人时 - 核实就业、教育和犯罪背景的任务可能看起来非常繁重，以至于一些招聘经理可能会跳过背景调查中的非美国部分总而言之 - 一种权宜之计，但不一致的做法。

为了保护工作场所的完整性，公司对每个员工（从看门人到首席执行官）进行彻底的背景调查比以往任何时候都更加重要，无论他们居住在哪个国家。但是，对在美国以外受过教育和工作经历的候选人进行背景调查与对具有国内证书的候选人进行背景调查大不相同。

为了保护您的组织，请在启动国际就业筛选计划时考虑以下最佳实践：

制定标准的国际政策——为贵公司制定标准的国际背景验证政策非常重要。这将确保所进行的验证类型的一致性并提供合理的雇佣决定。它还通过确保在美国境内招聘的员工符合 FCRA 要求来保护您的组织

适当地定位计划——任何背景调查的目的都是验证在申请和面试过程中提供的信息。一般来说，在检查美国以外的事实时，这需要更多的跑腿和识别信息（所需的信息因国家/地区而异）。需要来自申请人的额外信息需要招聘经理的理解，完成搜索可能需要比国内背景调查更多的时间。

使用可靠的服务提供者和研究人员——不仅确保您使用的背景筛查提供者可靠很重要，而且确认您的提供者与海外最可靠的研究人员建立联系也同样重要，这些研究人员可以提供准确和完整的信息。每个国家都有自己的安全和隐私措施，这些措施通常很难理解和绕过。强烈建议使用进行搜索的国家/地区的当地研究人员，他们了解每个国家/地区的独特安全和隐私法律。

进行教育和就业验证——教育和就业信息可能是最相关的背景信息，在许多情况下，您可以确认这些信息。因此，强烈建议对所有具有海外教育和工作经历的申请人进行教育和就业验证。

核实简历中的事实——很多时候，候选人会说他们在海外上学或在另一个国家的大公司工作，因为他们相信没有人能够核实信息。确保您从每所学校和每家公司获得某种形式的验证，以确定申请人的背景是否准确。确保“开始”和“结束”日期、“职位”、“专业”以及“薪水”和“获得的学位”都经过验证。

background check altogether – a practice that is expedient, but inconsistent.

To protect the integrity of the workplace, it is more important than ever for companies to conduct thorough background checks on every employee, from the janitor to the CEO, regardless of the countries in which they have lived. However, running background checks on candidates with education and work histories outside of the United States is much different from running checks on candidates with domestic credentials.

In order to protect your organization, consider the following best practices when initiating an international employment screening program:

Establish a Standard International Policy – It is important to establish a standard international background verification policy for your company. This will assure consistency in the type of verifications conducted and provide for sound employment decisions. It also protects your organization by ensuring compliance with FCRA requirements for hires made inside the U.S.

Position the Program Appropriately — The objective of any background check is to verify information provided during the application and interview process. In general, this takes a little more legwork and identifying information when checking facts outside the U.S. (the information required varies by country). The need for additional information from applicants will require understanding from hiring managers that it may take more time than domestic background checks to complete the search.

Use Reliable Service Providers and Researchers – It is not only important to make sure that the background screening provider you are using is reliable, but it is just as crucial to confirm that your provider is connected with the most reliable researchers overseas that can provide accurate and complete information. Each country has its own security and privacy measures that are often hard to understand and bypass. Using local researchers in the countries where searches are being conducted, who are knowledgeable as to each country's unique security and privacy laws, is highly recommended.

Conduct Education and Employment Verifications – Education and employment information may be the most relevant background information that you'll have the ability to confirm in many cases. Because of this fact, it is highly recommended that education and employment verifications are done on all applicants with education and work histories overseas.

Verify Facts in the Resume — Many times, a candidate will state they attended school overseas or worked for a large corporation in another country because they feel confident that no one would be able to verify the information. Make sure that you obtain some form of verification from each school and each company to determine if the applicant's background is accurate. Be sure that "start" and "end" dates, "job titles", "majors", as well as "salary" and "degrees received" are verified.