Universal principles of administering multi-country background screening for your employees

by Shakil Gour  on 10 June ’14iBGV services
Rapid globalization is driving organizations to expand their operations into multiple geographies. This involves engaging diverse multinational talent pool. One of the primary targets is to get access to best talent and deliver better-faster results to lead the game.

However, the importance of ensuring that the global workforce engaged adheres to the requisite organizational standards and complies with the local requirements cannot be underestimated. The organizations needs to ensure that risks associated with global hiring are well managed and mitigated. The downside to this may be the fact that carrying out International background screening can many a times be a big and overwhelming task and resultantly has put the HR clan to face the bigger challenge of international/ multi-country background screening.

If you are in the HR fraternity seeking a solution to address your multi-country employee background screening needs, ensure your solution addresses the following,

Understands the law of motherland
While it is relatively easier to get access to information about an individual with his written consent in USA, the same may not be the case in other countries. For instance, some countries in Europe provide criminal search information only to the applicant; this data is not accessible to third parties. It is almost impossible for the HR of the company to be well aware of local rules & regulations of varying countries, in addition to focus and deliver on the core aspect of their function.

Practices are tuned to address cultural nuances
In some Asian countries, for instance in China, Japan & Korea, it is considered disrespectful if a background check is performed on an individual. Applicants are likely to feel that their integrity is being questioned. Some cultures even believe that the screening process brings shame to individuals and, at times to the family name.

Overcomes the language barrier
To put in perspective, in India each of the 28 states has its own language and each language has multiple dialects. The diversity of languages in different countries and in many other instances the introduction of multiple dialects, makes the process of international background screening more complex. It is neither easy nor practical to find experts in multiple languages under one roof.

Ability to screen on time
Many emerging countries do not have the infrastructure to support the comprehensive requirements of background screening. Many other countries lack digitized records thereby making it difficult to access data as it is in physical format. This means each country has its own turnaround time (TAT) for different kinds of checks.

This in turn delays the hiring decision; in few instances, companies miss good talent because the background check took longer.

Has access to market intelligence for better risk planning
With an economic crisis and unemployment rates rising worldwide, applicants tend to falsify information on their applications. For instance, the Chinese government estimates there are at least 600,000 more degrees in circulation than degrees awarded. Due to population outburst, the occurrence of falsifying the information is higher to boost their chances of getting a job. If HR is aware of such facts, then it becomes easier to plan the risks better when hiring candidates from certain geographies.

Ability to provide universal solution
Dealing with multiple background screening providers can be painful for obvious reasons. A provider who services across geographies and is willing to package your employee screening needs under the same umbrella saves time spent on coordinating with multiple vendors and helps in enforcing universal service levels as well as standards. Candidates too can be assured of same interface and service standards irrespective of the geographies.

Technology & Infrastructure at a Global Scale
Technology platforms are normally the first point of interface to candidates. Ability to provide universal platform and technology assistance like integration with HRIS/ ATS system for cyclic flow of information can go a long way in providing the candidates “one-company, one-experience”!

These technology infrastructures provide applicants a seamless background screening experience with minimal intervention from the HR personnel.

Real time Support Capabilities
With today’s age of multiple time-zone work culture, ability to provide real time assistance to both the candidate and the customer is of paramount importance. The ability of the system to provide real time updates and the ability of the provider to provide minimum of 24×5 support cannot be under-estimated.

Ability to Operate within Budget
Pricing is always the final deciding factor. It is important that the cost associated with administering the background screening does not burn a hole in your pocket. It has to be competitive as well as has the ability to provide standard pricing across all geographies with minimum exceptions.

If you are you on the lookout for a business partner to help overcome the international screening hurdles? Write to us at irene.jones@neeyamo.com


Should post-hire employee screening as a practice become mandatory?

Post-hire employee screening

Is it enough to just carry out a one-time employee screening?

by Teena Thimothy  on 23 Apr ’14

Would it not be magnificent if the organization could vet 100% confidence on its employees? However, the situation is not so black and white; history has shown repeatedly how disastrous that could be.  Trust only goes so far.

Most of the organizations today perform employee screening “only” as part of its pre-hire process. The assumption is this mitigates the risk the company might have to face in terms of cost of bad hires, fraudulent employees and such.

A recent survey shows that most organizations, about 32 per cent do not screen individuals who could have potential access to corporate information and personnel. Only 67% organizations worldwide carry out pre-employment screening for their global workforce and the number hits single digit for post-hire screening.

Just a one-time employee screening – is that enough? The entire setting of work environment is evolving in terms of technology, resources, culture, law, job role, and other contributing factors. Jobs today require much more scrutiny than that in the yester years. Sometimes we do not realize the huge necessity to identify risk an employee brings to the work and the impact, it causes.

Spiteful employee may giveaway valuable information. With users who have, high levels of access can easily target the core of the organization.  Periodic post-hire screening (PHS) as a practice will it help separate the spoilt apple and protect the bushel from going rotten?

Seen today is an increase in drug abuse, violence at work, loss due to absconding, negative publicity, unlawful activities, inattentive retention claims, and others. Post-employment checks are an effective tool to reduce the employer’s liability and increase the overall confidence in the workforce integrity. Neeyamo advocates, every organization needs to revisit its employee screening strategies and policies and include post-hire employee screening on a regular basis.

The human factor of the human resource makes them an unpredictable entity. Reports state that,

  • More than 75% of substance abusers are employed
  • Substance abusers are at least 33% less productive
  • 6 million threats of violence and 2 million workplace assaults each year
  • 13 people die due to workplace violence every week
  • 33% of employees admit to stealing a product or money from jobs
  • estimated that 30% of business failures are directly related to employee theft

Post-hire screening can help mitigate risks that might otherwise go unnoticed for long. The purpose is to defend against incidents like, insider threats, violence at workplace, and provide protection and accountability.

Post-hire screening check gives employers an in-depth look at each employee on a periodic basis as required by the organization or the regional law.

What can post-hire screening bring to the table?

  • Exhibits due diligence
  • Ensures employee do not go off the wagon
  • Reduces chance of injury to other employees
  • Reduces employee theft
  • Reduces turnover
  • Reduce bad employee hire costs and
  • Ensure compliance

We diagnose that the onetime pre-hire background checks minimize the risk of bad hiring decisions; periodic post-hire checks minimize organizations’ exposure to risk for the long haul.

Are you wondering how you could have a post-employment screening strategy that does not administratively burden your HR organization and at the same time has minimal impact on your HR budgets? Write to us and we can help with your query.


Changing trends in providing International Verification Services


by Anita Abraham on 15 Oct ’13

Increasing trend in the global workforce management demands a safer work     environment for any employer. Ensuring accuracy in verification clubbed with quicker TAT along with cost efficiency are pivotal factors to any background verification provider. The rising demands in global business ecosystem require providers to keep pace and comply with dynamic country or state specific laws.

Increasing laws and background check compliance

Nationwide, state specific, other country enacted laws and regulations pertaining to background verification remain dynamic. Amongst major reasons for providers to outsource their background verification services to in-country vendors is to ensure compliance to dynamic laws specific to the state or country. International Verification providers with in-country presence have an advantage as they are abreast to changing laws and practices.

Focusing on quicker turnaround time & lesser costs

It was a standard notion accepted by employers that international checks means big lapse in time for getting the final report back and that too with higher costs. However, with increasing partnerships and collaboration amongst the service providers and offshore delivery models have competitive gains in terms of service delivery and cost effective. Many large service providers have set up their own bases in countries like India, China or Philippines and since a vast majority of International checks are carried out from these or neighboring countries, turnaround have started getting better. Also with increasing local providers tying up with the offshore centers, the service providers are able to sustain better cost models along with quicker turnaround.

Providing services in multiple countries and in multiple languages

With businesses expanding their global footprint and due to demanding global workforce the need for background verification services that is in tune with the changing times. For screening providers, the challenge is providing the services across varying time zones and ensuring no miss in turnaround time. Multi-language support remains as a constant challenge in addressing verification needs across various countries. Deploying partnership models across various countries help overcome multilingual barriers.