We all live in a global community.We want to believe that everyone out there is kind and trustworthy, but we know that is not the case.Whether it's a company that wants to do business internationally, or someone in the midst of striking up an overseas relationship, there are more reasons than ever to gain some insight into what we're getting ourselves into.Access to international data is easier than ever before.
Step 1: It's a good idea to check on potential new employees to make sure they're legit.
You want to make sure that the people you hire are who they say they are.This applies to both identity and job qualifications.Job candidates from locations outside of the U.S. may be a good candidate for background screening.People with a history abroad.Foreign nationals can be hired for a position in their home country.
Step 2: You should investigate someone you met on the internet.
You might be involved in a cyber romance with someone from another country.Maybe you have met a foreign business associate online.You cannot be too careful these days.A background check will give you more information that you can use to make a decision on the relationship.
Step 3: If you're preparing for a business merger, be careful.
You need to do more than just accept the representations of the company you are considering merging with.It is possible to forgo a background check on a company you have had a solid working relationship with for a long time, but for anything short of that type of close association, doing your homework could prevent a potential disaster.
Step 4: There is a "negligent hiring" claim.
When a worker causes harm to another person within the scope of his or her job, this kind of allegation could arise.The employer could potentially be held liable for negligent hiring if it can't demonstrate that it exercised reasonable diligence in evaluating the individual's fitness for the job.
Step 5: Comply with international laws.
While the U.S. employment screening regulations vary by industry, state, and federal levels, countries may have their own requirements for background screening and how employers are able to seek and use information.Businesses that don't address in-country regulations through a global screening program risk being out of compliance in that country
Step 6: There are criminal records searches.
These are helpful to anyone who may have concerns about an individual.Employers have a moral and legal obligation to provide a safe work environment.You need to know if a potential employee has been involved in criminal activity.You can use this search to find out if an application is appropriate for the job and the work environment.
Step 7: Obtaining an international education verification is something to look into.
This is important when evaluating a prospective employee.This type of background check helps protect an employer against negligent hiring claims, and confirms the applicants claimed education, training, or certification outside the United States.
Step 8: It's a good idea to do a search to confirm international employment.
Past performance is a good indicator of future performance.It is possible to verify the individual's title, job tenure, and salary claims during an employment search.The applicants stated reasons for leaving and their eligibility for rehire.It's a good idea to give prior employers an opportunity to share their thoughts on the application.
Step 9: Look at an international driving record.
If you want to hire someone from another country to drive company vehicles or drive on company business, this search is a must-have.The license type, current status, standing, and restrictions for the position can be verified.If there is a history of substance abuse, it may provide information about that.If you are also conducting a criminal record search, it can corroborate name and address information.
Step 10: A global homeland security search should be included.
The investigation helps an employer to comply with the laws that were designed to combat money laundering and terrorist financing.Under existing laws, the law expanded the range of industries required to conduct such screenings.Federal law states that all individuals and organizations within the United States are responsible for ensuring that they don't do business with an individual or entity listed on the Office of Foreign Asset Control (OFAC), Specially Designated Nationals (SDN), and Blocked Persons List.
Step 11: Request an international business evaluation.
Obtaining information relevant to this possible relationship is very important if you are thinking of doing business with an overseas company.Financial statements Legal notices/Public records Management information and ownership/corporate structure Trade, bank, or supplier references Import and export volumes for countries and regions are some of the items you might consider researching.
Step 12: Use an international search firm or private investigator.
You can conduct the searches yourself, but using a full-service company or investigator can greatly facilitate the process.A lot of companies will offer an international search if you go online.How many locations they have and how long they've been in business can be found on their websites.If you put the company name into a search engine, you can see if there are any references to them.Some companies have links on their website to articles in which they are mentioned.Beware of anyone claiming to use a global database to make a report.There isn't a global database that can give all this information.If you know someone who used an international search firm or private investigator in the past, speak with them.This is an ideal way to get past the hype.It's probably best to use a private investigator who is located in the country where the person you're investigating comes from.Ask for references from this person or company.It's easier to assess their credentials if they're affiliated with a company located in your own country.Inquire with the embassy about the country in which the investigator works.If the country requires private investigators to be licensed, you should ask if the company you're considering hiring is accredited.
Step 13: You should conduct a criminal history search.
It is important for employers because it is relevant for many people.The primary source for international criminal records searches can be found in the city police records.There isn't usually a national source for criminal records in international criminal searches.You would have to search for a criminal history in each city, state, or province.Most international criminal record searches only look at a period of two to three years.
Step 14: Check international education credentials.
These checks are done on applicants outside of the United States.Whenever possible, contact the educational institution that issued the degree or certificate.Most international degrees are verified by the Admissions and Records Office.Some schools don't allow anyone other than former students to look at records.Incorrect student numbers and name variations can cause educational records to be overlooked.Information about honors and grade point averages isn't usually provided.It is not easy to determine the level of an international degree.
Step 15: Employment representations should be confirmed.
An overeager person might think that a false international employment claim won't be detected.You need to know if an application exaggerates their employment history.Attempting to verify an international employment by personally reaching out to the employer is possible.Just in case, don't rely on the employer contact information provided by the applicants.Try to get that information from a different source.Determine the employer's policy for verification of employment, and reach out to the individual or department that can help you find the information you need.If some employers don't respond, that's as helpful as an employment search can be.Others will limit the information they give you.If someone files a claim against you for negligent hiring, employment verifications are important.If you can only get a small amount of information from a former employer, it helps your cause that you made a good faith effort to verify the work history of the candidate.
Step 16: Validate an international driving record.
This is an essential part of the defense against negligent hiring claims.Contact the individual Department of Motor Vehicles or similar department in the country, state, or province that issues motor vehicle operating licenses.Each country has its own rules and regulations when it comes to keeping and releasing records.Issues such as name variations and incorrect license numbers can cause records to be overlooked.
Step 17: Run a global search for homeland security.
This type of search checks for domestic and international sanctions.Terrorists, money-laundering, illegal imports, fraud against government agencies, violations of federal banking regulations, and drug traffickers are some of the activities included on these lists.Domestic and international sanctions lists are used to create a global homeland security search database.As with most database searches, a global homeland security search is only as reliable as its last update.Agencies that submit information work at their own pace.There is no list of people suspected of terrorism or crime around the world.
Step 18: Evaluate a business.
It is becoming more and more commonplace for businesses to operate on an international level.If you want to check on an overseas business's credit standing, fiscal health, and management, there are companies that provide this service.Check the credentials of the providers before you use them.