Screening job candidates from around the world can be complicated, but it can also be rewarding when done right. We explain how to create a global candidate screening program that is effective for all.
Thanks to the modern ease of international travel and the rise of remote work, it has become more common than ever to hire candidates from distant nations and with geographically diverse resumes. While these individuals bring valuable experience and skills, hiring them can pose a challenge for employers unaccustomed to international background screening. We offer the following recommendations for getting started.
First, global organizations should develop a consistent set of requirements and standards that accounts for the legal and cultural differences of the geographic regions in which they will be implemented. Many businesses make the mistake of requiring all regions to adapt to one location’s standards, generating pushback from outside locations. Likewise, inconsistent policies make it difficult to implement screening and other processes. A balanced approach typically works best.
Next, effective international background screening utilizes a singular, flexible framework. All objectives should be aligned with corporate values regardless of location, and there should be a defined set of terminology to facilitate conversation across regions. Likewise, every hiring manager should be following the same process, and every client should be leveraging the same software where available. However, this framework should be flexible in its execution to meet diverse needs, with components such as variability in candidate questions and interface language based on the region.
Finally, employers must remember that a global background program can never be set in stone. It will require constant adjustments to accommodate new legislation, technology, data.
