As a United States-based firm, most of our background screening work is conducted in the United States. But not all.
Many of our clients have prospective employees or business partners with a history in foreign countries and ask if we can perform international searches. The answer is a definite yes!
However, when clients ask us if we can complete international searches to meet a tight deadline, the answer is less certain.
Turnaround Times for International Searches
While some international searches can be completed quickly, turnaround times vary greatly, depending on the country and the type of search required.
In general, record searches through courts or other government offices have a known turnaround time and are regularly completed in the expected time range.
Verification of education and employment is another matter. Unlike the USA, where many school records and employment records can be accessed electronically, most international verifications require direct contact with a school records department or employer HR department. Not all international schools and companies have modern record-keeping systems. Also, schools and companies can be inconsistent when responding to verification requests. Some, unfortunately, do not respond at all—even after weeks of repeated attempts.
If the subject of the international background screen is a candidate for employment in New York City, the unpredictable nature of international verifications can be particularly challenging. As my colleague Tony Picciano mentioned in a previous post, recent amendments to the New York Fair Chance Act have turned background screens for positions in New York City into a (usually) more lengthy two-step process. As non-criminal searches, verifications should, by law, be completed before making a conditional offer of employment and conducting criminal searches.
Also, as you can imagine, COVID has significantly impacted turnaround times and responsiveness in some countries. In many cases, offices are closed, and employees who do record checks and verifications are more likely to be out sick or working from home.
Need for Additional Documentation
Often, international searches require additional documentation and information, such as:
- Identification documents, including copies of passports or national ID cards
- Copies of school diplomas and transcripts
- Employee numbers
- Other identifying information, such as names of the subject’s parents
- Special release forms
While most candidates are eager for their background screens to be completed and respond to requests for documents and information very quickly, sometimes candidates do not have documents readily available. We’ve had many candidates struggle to get copies of education documentation, for example, that are with their parents overseas. And, some candidates are just slow to respond.
As a result, extra time may be needed for candidates to obtain required documents and information.
Benefits of an Experienced Partner
It’s important to thoroughly vet prospective employees and business partners, and conducting international searches can be a key part of the process. Due to the variability in turnaround times in different countries, be sure to partner with a background screening firm that is well versed in conducting international searches and that is up front with you about turnaround times. With the right background screening partner, you can make good decisions about international searches and whether a search can be completed within your timeframe.
