今天的劳动力充斥着在国外生活、工作或受过教育的员工和申请人。我们在劳动力日益全球化的环境中运营，增加了对国际背景筛选的需求，以确保整个组织采用一致的招聘政策。
出于这个原因，许多组织继续扩大他们的筛选计划以适应全球化，如果他们在世界各地雇用个人或具有国际背景的人而不进行背景调查，他们就会认识到他们筛选政策中潜在的安全“盲点” 。其他人则通过尽可能类似地筛查他们的整个劳动力来尽量减少风险——无论他们身在何处。由于劳动力风险是普遍存在的，因此国际筛查是必不可少的。
对于许多公司而言，检查员工的本地背景是一个标准流程，但是，向该计划添加全球筛选会带来新的复杂性和导航和管理要求。更复杂的是，这一挑战不仅限于全职员工，因为许多组织现在依赖多元化的劳动力，包括合同工、兼职工和临时工。
您的组织目前用于实施其国内筛查计划的方法可能不适用于全球筛查。原因是，全球有 200 多个国家和地区，每个国家和地区都有自己的关于就业背景筛查的法律、法规、文化规范和程序要求。幸运的是，任何组织都可以通过采取几个关键步骤来扩大其现有的筛选计划，以包括国际背景、外国劳动力等。
1. 关注您的预期结果
审查您当前的筛查计划为您的组织提供的价值，然后通过定义战略结果而不是战术方法来更新您的筛查政策，使其为全球做好准备。
例如，适用于全球的政策可能包括风险管理要求，例如“不对同事构成安全威胁”，而不是“进行七年刑事搜查”。通过将筛选要求与您的政策相匹配来实现您的目标。
这是必要的，因为每个国家/地区都有独特的监管要求和隐私问题，而且当地的筛查服务也大不相同。换句话说，您可以在全球范围内遵守使用特定于国家/地区的方法确定对同事的安全威胁的政策，而不是依靠七年的刑事搜查，这在美国以外并不常见。简而言之，确保您的政策具有全球性和当地友好性。
2. 加强您的程序的基础
检查您当前的程序以提高效率，调整任何未优化的流程。最大化集成和自动化以减少手动任务。尽可能用电子版本替换纸质表格和实物文件。为全球筛选奠定坚实的基础至关重要，以避免地理上分散的员工、不同的时区和多种语言可能加剧的任何潜在障碍。
您的组织并不是第一个开始进行全球筛查的组织，因此请务必查看其他人的最佳实践，以了解他们如何成功推进全球筛查计划。一个很好的信息来源是观火背调 基准调查。
3. 务实，
寻求帮助不要试图一次实施每个国家。首先根据您的员工队伍确定哪些国家/地区最为关键，或者哪些国家/地区使您的组织面临最大风险。在转移到下一个国家之前成功部署一个国家或一组目标国家。请务必向您的筛查提供者寻求帮助。
您的全球筛查计划的成功取决于筛查提供者的专业知识和能力。确保您的就业筛选提供者拥有成功支持您的全球需求所需的经验和能力。
入门
您的组织没有理由将筛查计划限制在家庭背景或当地工人中，从而承担不必要的风险。通过与 观火背调等全球筛查提供商合作，并遵循这些步骤，您将迈向全球筛查成功的道路。
international background screening to ensure consistent hiring policies are adopted across your organization.
For this reason, many organizations continue to expand their screening programs to accommodate globalization, recognizing potential security “blind spots” in their screening policy if they employ individuals in locations around the world or those with international backgrounds without performing background checks. Others strive to minimize risk by screening their entire workforce as similarly as possible – no matter where they are located. International screening is a vital necessity since workforce risk is universal.
For many companies, checking the local backgrounds of employees is a standard process, however, adding global screening to the program brings new complexities and requirements to navigate and manage. Further complicating matters, this challenge is not limited to full-time employees alone since many organizations now rely on a diverse workforce that includes contract, part-time and temporary workers.
The approach your organization currently uses to implement its domestic screening program may not work for screening globally. Reason being, there are more than 200 countries and territories worldwide and each has its own laws, regulations, cultural norms and procedural requirements regarding employment background screening. Fortunately, any organization can expand its existing screening program to include international backgrounds, foreign workforces and more by taking a few key steps.
1. Focus on Your Desired Outcome
Review the value that your current screening program provides to your organization, and then update your screening policy to become global-ready by defining strategic outcomes rather than tactical methods.
For example, a global-ready policy might include a risk management requirement such as ‘does not present a safety threat to co-workers’ instead of ‘perform a seven-year criminal search.’ Achieve your objectives by fitting screening requirements to your policy.
This is necessary since each country has unique regulatory requirements and privacy concerns, plus local screening services that differ remarkably. In other words, you can achieve worldwide compliance with a policy to determine safety threat to co-workers using country-specific methods, rather than relying on a seven-year criminal search, which is not common outside the U.S. In short, ensure that your policy is globally encompassing and local friendly.
2. Strengthen Your Program’s Foundation
Review your current program for efficiency, tuning-up any processes that are not optimized. Maximize integration and automation to reduce manual tasks. Replace paper-based forms and physical documents with electronic versions wherever possible. It is vital to build a strong foundation for global screening to avoid any potential obstacles that a geographically dispersed staff, different time zones and multiple languages could accentuate.
Your organization isn’t the first to embark on global screening, so be sure to review the best practices of others to understand how they have successfully advanced their programs for global screening. One good source of information is the HireRight Benchmarking Survey.
3. Be Pragmatic and Get Help
Do not try to implement every country at once. Start by determining which countries are most critical based on your workforce, or those that expose your organization to the greatest risk. Successfully deploy one country or a group of targeted countries before moving to the next. Be sure to ask your screening provider for help.
The success of your global screening initiative depends on the expertise and capabilities of your screening provider. Make sure your employment screening provider has the experience and capabilities necessary to successfully support your global needs.
Getting Started
There is no reason for your organization to accept unnecessary risk by limiting its screening program to domestic backgrounds or local workers. By partnering with a global screening provider like HireRight, and following these steps, you’ll be on your way towards global screening success.
