Building a successful global team starts with selecting candidates that embody your company’s values and standards. That’s why conducting an international background check is essential to building a team you can trust. However, this process often involves navigating a range of complex employment and data privacy laws and regulations.
A best-in-class Employer of Record (EOR) can help you streamline the background check process in key locations globally. With automated international screening services, a reliable EOR simplifies this essential aspect of global hiring — ensuring compliance every step of the way.
What is an international background check?
An international background check, also known as international background screening, is the process of verifying the history and qualifications of a job candidate based in a non-U.S country. While employment background checks are essential in any screening process, international checks apply to candidates based in other countries.
There’s no one-size-fits-all approach to conducting international background checks. Each country has different, complex employment laws and data privacy regulations. For example, in Japan, criminal records are confidential, making it difficult to run criminal background screenings.
In the UK, education, employment, and criminal background checks are permissible with written consent but are subject to very strict regulations to protect candidates’ data privacy. Criminal background checks are only permitted if necessary and proportionate for the specific position the candidate applied to. Consent alone is insufficient for criminal background checks as they require a legal basis or strong legal justification.
What shows up on an international background check? Unlike domestic or local alternatives, international background screenings can reveal additional information such as international criminal records, global employment verification, international education credentials, and global sanction watchlists. Keep in mind that the contents of international background checks vary depending on the country.
With the G-P Suite, companies can confidently hire the right candidate quickly and compliantly with comprehensive background checks in key global locations.
Why run an international background check?
Background checks are a standard part of the pre-employment process in many countries. Due diligence through background screening programs helps international companies enforce local compliance, build a reliable workforce, and hire candidates with verified credentials.
An international background check for employment can help you:
- Fulfill legal requirements. In some countries, certain pre-employment screenings are legally required. At a minimum, you must confirm that the candidate has the legal right to work in the hiring country.
- Confirm credentials. Some roles may require specific degrees or certifications by law. How do you know if a candidate is qualified for the job? While you might assume their degrees or work experience are genuine, verifying this information is the only way to be certain.
- Mitigate risks. Failing to screen candidates (if legally permissible) for relevant criminal history could lead to liability. A compliant background check process can help you avoid hiring candidates who might engage in illegal actions that could harm your company, customers, or other employees.
- Find the best candidate for your team. Ultimately, conducting background checks is about identifying the best candidates for your team. Screening potential hires is an effective way to ensure you select the right candidates for each position.
How to conduct an international background check
To conduct an international background check, start by identifying the type of information your company needs. Next, research the relevant employment and data privacy laws and regulations in the hiring country, create the required forms for candidates, obtain necessary consent and authorization, request any relevant reports, review the findings thoroughly, and before taking any employment action for an applicant, comply with the appropriate employment and data privacy laws and regulations.
1. Determine the type of information you need.
A background check may involve several types of screening, depending on the role and legal requirements in the hiring country. Be clear about the information you need, as some checks may be irrelevant for certain roles or legally restricted in some countries.
Some countries restrict employers from conducting certain types of background checks or only permit access to specific records under special circumstances.
With a partner like G-P, you can confidently hire the right candidate with quick and easy-to-use background checks for employment history, education, global sanctions, and criminal records in key locations globally — all with G-P Suite.
2. Research the law.
Background check laws vary significantly from country to country. While you may have established screening processes in your home country, practices that are acceptable there could be illegal abroad. It’s essential to research the laws governing background checks and employment practices in your target region and track legal updates.
For example, understanding the timing of background checks in the recruitment process is key. While some countries allow background checks after issuing a conditional offer, in other countries, background checks should be run before extending an employment contract.
If you’re conducting a global background check for employees who have lived or worked in other countries, you’ll also need to research the laws and procedures in those jurisdictions – in addition to the candidate’s current location.
3. Obtain candidates’ consent and authorization.
Many countries require the advance, written consent and authorization from applicants before accessing, collecting, and processing personal data for background checks. For example, in the United States, the federal Fair Credit Reporting Act (FCRA) and local laws mandate that applicants execute various consent, authorization, and disclosure forms before running permissible background checks.
Where the law requires applicants to execute such forms, it’s advisable to issue data privacy notices to candidates and ask for their written consent and authorization to run background checks as part of the initial application process to avoid delays later on.
4. Check references and request reports.
Companies can manage some parts of the international screening process themselves, such as contacting previous employers and references (if legally permissible). However, for additional checks, you will need to reach out to the appropriate agencies. This means requesting records from government agencies or private companies to get the information you need.
Be aware that each country has its own record agencies (or none at all), and there is no central international database. In Mexico, for example, a private investigator is needed for a comprehensive background check.
5. Review findings.
Finally, you need to review the reports you obtain, either from your own legwork or from third-party providers. Consider whether any information is legally permissible and has direct relationship to the job position you’re filling, and seek legal counsel before taking any employment action against a candidate based on the findings.
The best-case scenario is that your background check confirms that your candidate’s application is accurate and assures you that they will be an asset to your team.
Hire quickly and compliantly with G-P.
To simplify global hiring, companies can partner with an Employer of Record (EOR) that offers international background check services. A best-in-class EOR like G-P can streamline global screening in key locations without the need to interact with consumer reporting agencies or navigate complex bureaucracy.
We provide comprehensive, accessible reports to give you all the knowledge you need to enhance your hiring and selection workflow. From background checks to hiring and payroll, our global employment products and EOR solutions seamlessly integrate AI-powered technology with expert HR and legal guidance, so you can confidently build and manage your global team anywhere in the world.
* The above information is for educational and informational purposes only and does not constitute legal advice. To ensure a background check complies with applicable law, please consult your local counsel.
