What are the best practices for conducting background checks and verifying credentials across borders?

1 Know the local regulations

Before you request any personal or professional data from a candidate, make sure you understand the local regulations and laws that apply. Some countries may have strict privacy, data protection, or human rights laws that limit what you can ask or access. For example, in some European countries, you may need the candidate's consent to check their criminal records, credit history, or social media profiles. You may also need to comply with the General Data Protection Regulation (GDPR) if you process any personal data of EU citizens.

2 Use reputable sources

When you verify credentials, such as education, qualifications, or work experience, you need to use reputable and reliable sources. Some candidates may present fake or forged documents, or claim credentials from unaccredited or unrecognized institutions. You can use online databases, such as World Education Services (WES) or the European Qualifications Framework (EQF), to check the validity and equivalence of foreign credentials. You can also contact the issuing institutions or authorities directly, or use third-party verification services, such as HireRight or Sterling.

3 Be consistent and fair

When you conduct background checks, you need to be consistent and fair with all candidates, regardless of their nationality, ethnicity, or location. You should apply the same criteria and standards to all candidates, and avoid any discrimination or bias. You should also inform the candidates about the purpose, scope, and process of the background checks, and give them the opportunity to explain or dispute any findings. You should only use relevant and necessary information for the hiring decision, and respect the candidates' privacy and dignity.

4 Adapt to the cultural context

When you conduct background checks and verify credentials across borders, you need to be aware of the cultural context and differences that may affect the information you obtain. For example, some countries may have different naming conventions, date formats, or grading systems. Some candidates may have gaps in their employment history due to military service, family obligations, or social unrest. Some candidates may have different expectations or norms about what constitutes appropriate or professional behavior online or offline. You should be respectful and sensitive to these cultural factors, and avoid any assumptions or stereotypes.

5 Seek legal advice

If you are unsure about any legal or ethical issues related to background checks and verifying credentials across borders, you should seek professional legal advice. A lawyer can help you understand the risks and obligations involved, and advise you on how to comply with the relevant laws and regulations. A lawyer can also help you draft clear and compliant policies and contracts, and protect you from any potential disputes or lawsuits.

6 Review and update your practices

Finally, you should review and update your practices regularly, as laws, standards, and technologies may change over time. You should monitor the effectiveness and efficiency of your background checks and verifying credentials across borders, and seek feedback from candidates and employees. You should also keep abreast of the latest trends and developments in international recruitment, and learn from best practices and examples from other organizations.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?