First Advantage advises companies to perform screening not just for industry compliance, to ensure competency, and to protect themselves against physical, legal and financial risk, but also for brand reputation. According to the company:
- One in 11 candidates misrepresents their last job title/designation
- One in 14 shows a variance in the reasons for leaving a past job. Examples include an applicant who indicated he resigned due to “personal reasons” but when background checks were conducted, it was found that a candidate was asked to leave for “poor performance.”
- One in 25 searches identified a lower previous salary than listed on the application, with First Advantage saying that the discrepancies could be an effort by a candidate to obtain a higher salary offer from the new employer.
To manage people risks and strengthen organisations background screening processes, First Advantage offers the following guidelines:
Verify at the source
Establish strong relationships with various entities including education institutions and employers. Evaluate your internal resources to follow a strict pre-approved process, conduct the verifications in a consistent manner from person to person, and document the attempts and results.
Adhere to compliance and local privacy lawsBackground screening involves collection and transmission of personal information across borders. Checks are subject to data protection and privacy laws of many countries. These laws are dynamic and subject to changes. Develop a mechanism to be abreast of latest laws in your candidates’ source country.
Determine the number/type of checks to conductAsia Pacific employers conducting six or more checks are 11 times more likely to uncover a discrepancy as compared to those who conduct two checks. Decide what screening components make the most sense based on the position being filled. Determine what data restrictions or limitations and employment screening guidelines are in effect within the country being searched.
Get a 'one-world' viewUse advanced online technologies to help juggle multiple language differences, time zones, local restrictions, country guidelines on data privacy and manage multiple logins, passwords and reports for separate websites. Some screening providers unify all screening activities under one login and password. A screening provider with more branch offices and employees around the world will better understand local cultures, resources and regulations, minimising risk.
Verify at the source
Establish strong relationships with various entities including education institutions and employers. Evaluate your internal resources to follow a strict pre-approved process, conduct the verifications in a consistent manner from person to person, and document the attempts and results.
Adhere to compliance and local privacy lawsBackground screening involves collection and transmission of personal information across borders. Checks are subject to data protection and privacy laws of many countries. These laws are dynamic and subject to changes. Develop a mechanism to be abreast of latest laws in your candidates’ source country.
Determine the number/type of checks to conductAsia Pacific employers conducting six or more checks are 11 times more likely to uncover a discrepancy as compared to those who conduct two checks. Decide what screening components make the most sense based on the position being filled. Determine what data restrictions or limitations and employment screening guidelines are in effect within the country being searched.
Get a 'one-world' viewUse advanced online technologies to help juggle multiple language differences, time zones, local restrictions, country guidelines on data privacy and manage multiple logins, passwords and reports for separate websites. Some screening providers unify all screening activities under one login and password. A screening provider with more branch offices and employees around the world will better understand local cultures, resources and regulations, minimising risk.
