News

A Simple Guide to International Background Checks

Why Run an International Background Check?

Many times, employers and hiring managers find themselves with job candidates who have lived abroad, or perhaps they may even have satellite locations in other countries. In these cases, international background checks are necessary for pre-employment screening. And as international job candidates become more and more common, international background checks become more important. Especially as criminals continue to cross international borders. An international background check will allow an employer to make a more informed hiring decision.

Using a CRA

Choosing a credible Credit Reporting Agency (CRA) is always an important factor in your typical background screening process, but it can be even more crucial when running an international background check. This is because international background screening is much more complex; CRAs must be aware of each country’s own laws and process governing what information can be legally obtained, how it can be transmitted, and what specific information is required to meet a particular background check.

These processes can quickly become complicated when there are language barriers and/or cultural differences. A good CRA will be able to get familiar with a culture to complete the background check. CRAs also have the capability to provide a consistent level of security and control; Maintaining consistent screening procedures despite varying countries’ processes can be difficult to manage.

The Pre-Check Standard

Pre-Check has been providing quality background screening services for our clients both in the USA and internationally for 25 years. Typically, we perform around 100 international background checks each year, in countries like France, Lithuania, China, Italy, South Korea, Turkey, and more. Our searches include, but are not limited to: Criminal, Education Verifications, and Employment References.

For a complete list of Pre-Check’s services, visit us here.

Pre-Check has never failed to be able to provide international background checks for our clients. Are you ready to see the results for yourself? Contact us at 216-226-7700 or info@pre-check.com.

/ Print
Posted by Sandra Shin in General

Comments


Be the first to comment
Name*
E-mail*
Website
Comment*
0 Pending Comments
 Keep me updated of follow-up comments!
Most Recent

By Sandra Shinn
October 17, 2017 Category • General

This blog has been written by Roy Maurer of SHRM. Pre-Check is re-posting it with permission. Roy Maurer | roy.maurer@shrm.org Employers that conduct background screens need to keep up as states expand the types ofcriminal records eligible for sealing or expungement. Mayor Muriel Bowser of Washington, D.C., recently proposed to wipe clean the arrest records of people who were not later convicted. Her plan joins a spate of efforts dubbed second chance or clean slate bills that would limit employers access to criminal records of arrests without convictions, minor misdemeanors and even low-level felonies, to improve ex-offenders job prospects. Most states allow for criminal records to be sealed or expunged, although laws vary by state. Some states do not permit expungement, or they allow expungement under very limited circumstances. Dealing with sealed or expunged records can be tricky for employers conducting background screens because of differences in state laws and the

By Sandra Shinn
October 04, 2017 Category • General

In the latter half of 2016, the Office of Personnel Management (OPM) issued changes to the Ban the Box rule, which included prohibiting agencies and employers from inquiring about an applicants criminal history until the agency or employer has made a conditional offer of employment to the applicant. Ban the Box quite literally refers to removing the box on job applications asking if the applicant has a criminal record. Now, the Merit Systems Protection Board (MSPB) has created guidelines that Human Resources agencies and hiring managers must comply with. Employee Protection from Discrimination Under the Civil Service Law, employees are protected from discrimination based on conduct that does not adversely affect their job performance. However, agencies and hiring managers can take convictions into account when determining an applicants suitability for a job. A conviction that has no bearing on job duties or performance may not be the basis for discrimination for or against anyone. Requesting

By Sandra Shinn
September 21, 2017 Category • General

Employers: Have you heard about the Ohio Houses House Bill 187? Its proposal is to protect the privacy of employment applicants; however, it could also make the hiring just a little bit trickier you. House Bill 187: According to 2017 BARNES THORNBURG LLP, House Bill 187 provides that no employer may request an applicants Social Security Number, date of birth, or drivers license number before making an offer of employment. The Problem: You might already see why this new bill could be frustrating for employers. These are the key pieces of information employers and Consumer Reporting Agencies (CRAs) use to check criminal records, driving history, credit history, previous employment, and more. The bill does state that an employer may obtain information for these background screening reasons, but this is unrealistic because it forbids employers from providing this information to third parties, like us. If House Bill 187 becomes law, employers will undoubtedly have to begin