Fingerprinting | The Shift in U.S. Immigration Pt. 2
Fingerprinting | It’s a Wide, Wide World – The Case for Experienced Global Screening Services
More and more companies are logically turning to global screening programs, but it’s important that they be deliberate when choosing a background check solution that offers such extended resources. The playing field is not level and there are numerous elements that should be considered.
Beyond the obvious requirement to select a background check firm that has local reach in multiple countries; top-tier background check services may offer personnel who speak the local language. That’s not as much a “given” as one might assume. A native speaker can quicken the process as well as help to avoid perilous miscommunications due to linguistic variations. Just as in the English language, there are nuances in most languages that may come to bear when conducting a background check. For example, “turnover” in American business may be understood as the rate employees are replaced; in France, the same word may be used in the context of the amount of money a business makes. A native-speaker can distinguish between nuances and have make better sense of the vernacular, local idioms and figures of speech.
One may also want to take into account that countries may have multiple languages and dialects spoken within their borders. In China, dialects of the Chinese language include not only Mandarin but also Wu, Gan, Xiang, Min, Hakka, Jin, Huizhou, Pingua, and Yue. India officially recognizes 23 different languages. Consider the linguistic obstacles that may be encountered when verifying the background of an individual who attended and worked in two or more regions of India where different languages are spoken.
Finally, remember that a background check verified overseas may add time to the candidacy process. Hiring Managers as well as candidates should be apprised that verifications in countries outside of the U.S. may take longer for reasons including the operational challenges of soliciting data from the various in-country sources, and the fact that some countries may not place as much importance on these verifications or the need to respond at the same pace as the United States. Being aware in advance of such realities can save companies a great deal of aggravation.
And the same goes for their candidates; the last thing a company spending copious amounts of time and money seeking to attract highly-specialized personnel wants to do is alienate candidates because they didn’t keep the candidate informed of their background check status, particularly if a background check may take additional time. It may behoove organizations to provide information such as authoritative FAQs and videos that explain the background check process, how to best prepare, and help increase the comfort level for those candidates who have background history or previous employment or education from overseas.
Conclusion
The shift in immigration patterns coupled with changing demands for candidates with specific skills which may draw qualified applicants from outside of the U.S. offers American businesses a new and serious consideration in running their background check program. The flow of immigrants seeking U.S. jobs is expected to continue: mobility levels are predicted to grow by 50% by 2020. Applying best practices – such as those highlighted above – when initiating, extending or revamping an organization’s screening process may help provide better hires. -Hire Right
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