Screening the global candidate
Australia’s privacy legislation restricts access to consumer credit information for employment purposes although this type of information is widely accessed by employers abroad. Likewise, privacy legislation globally restricts access to nominated information that is otherwise available locally. As an example, in both Hong Kong and Singapore, police record information is only available for emigration purposes (a letter from a foreign embassy is required). It is also unlawful in both locations to request a copy of an individual’s identification document for any reason.
When information is considered for employment purposes, accessing that information can be the second challenge.
It is a widely accepted myth that it is unlawful to provide a bad employment reference in the United Kingdom. While reasonable care must be taken to ensure the accuracy of any information provided, from fear of liability, many Employers take the stance that it is safer to say nothing at all. In fact, it is not unusual for employers in the UK to apply a blanket policy of not providing employment references under any circumstances.
In Canada, recent changes to police checking now direct applicants to provide a fingerprint before a conclusive result can be released. Police authorities in New Zealand require, in the post, original application forms for individuals residing in New Zealand. In India, it is possible to access police records for employment purposes however there is no central database. The police record of an individual may only be accessed in person with the Special branch/local police stations with jurisdiction over the location of the address provided by the applicant.
As challenging as it is to access official police record information in India, it is not preferred by Indian employers due to the reliability of the information reported.
First Advantage studies have found that a global criminality database search is almost forty times more likely to return an outcome when compared to the official source.
The preference for screening in locations also varies in response to what is considered to be necessary culturally.
First Advantage statistics indicate that a Chinese applicant is almost twice as likely to falsify their qualification as their employment history, while the opposite can be said for an applicant from Malaysia or the Philippines.
And where is screening most important? According to
First Advantage statistics across the Asia Pacific region, Candidates from Hong Kong and Singapore record the highest number of discrepancies in their background checks with an average rate of 50.9% and 43.9% respectively over a 12 month period.
You have the opportunity to attract experienced global Candidates that will take your business to the next level. With the added risk of distance, it is always best to do your homework to ensure the most appropriate talent is recruited and retained.
For a free consultation, contact First Advantage.
 |
For further information, contact:
Guy Cary
Managing Director – Australia and New Zealand
Telephone: +61 (0) 2 9017 4388
Email: guy.c@fadv.com.au
Website: www.fadv.com.au |
As a special offer for HC Business Review Readers, First Advantage is offering FREE account set up and a $50 credit to all new background screening accounts established before 31st August 2010. Quote: HC Business Review (conditions apply).