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International Screening

Searching far and wide. A standard domestic criminal background check won’t tell you about the time they spent abroad.

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International Screening

Hire Internationally Without Worry

Hiring applicants from another country or applicants who have spent time in specific countries can be attractive. You enhance the diversity of your team and add a broader perspective. In addition, the growth of remote work options makes it much easier. Just the same, there are risks.

For example, let’s say you’re considering hiring an American citizen who has spent significant time in another country. A standard domestic criminal background check won’t tell you about the time they spent abroad. On the other hand, if you are considering an applicant from another country, it can be difficult to confirm their education and experience.

International Screening

Learn Details, Even From A Distance

International screening gives you the information you need regarding candidates living around the world, and US-based candidates who have previously lived, worked, or studied in other countries. This screen provides insights into criminal records in other countries, confirms employment history and verifies educational credentials. With qualified researchers in every country, PeopleG2 offers you a unique approach to international screening. Some of the searches we offer include:

International Screening

Compliance Uncomplicated

While your company will bear ultimate responsibility for compliance, we’re here to advise you. All background checks must comply with the Fair Credit Reporting Act (FCRA), Equal Employment Opportunity Commission (EEOC) guidelines, as well as local, state and federal fair hiring (ban the box) laws. Additionally, many countries have data privacy laws that apply to US companies regarding background checks. One example is the General Data Protection Regulations (GDPR) from the EU

Some key considerations:

  • Become familiar with relevant foreign laws regarding background checks, as well as with industry-specific regulations.
  • Develop a company policy to ensure fair and consistent international screening.
  • Notify candidates of background checks and give them the opportunity to present their specific case before running a check.

If a background check compels you to deny employment, follow the steps outlined by the FCRA. Some local laws also outline specific steps for adverse action.