The difficulty with international criminality checking

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According to recent data from the Office of National Statistics (ONS), 11% of all people employed in the UK are non-UK nationals

Employing foreign nationals might be a way to fill skills shortages and meet labour demands, as well as increase diversity in the workplace, but the hiring process for those born outside the UK is slightly more complicated. And as with all background checks, for criminality checking especially, it is crucial that you get it right first time.

Criminal background checking is vital to mitigate the risk from employment fraud. Ensuring that an applicant does not have a criminal record will go some way to provide peace of mind to employers that the candidate can be trusted, and has the competency required for the role.

Projecting an image of integrity and trust helps to protect global brand reputation, and for businesses who rely on sound international relations, a proven trustworthy workforce is key.

Criminality checking is also essential for compliance in many roles. Working with children or vulnerable people requires higher levels of criminal records checking, and those working in positions which include controlled functions within the financial sector or high-level management are also subject to deeper checks to meet with legislation.

International criminal records checking should be carried out when hiring an applicant who has spent time living or working somewhere other than the UK or when a UK based business is hiring workers for offices outside the UK.

But global criminal records checking creates additional challenges for businesses:

Employers carrying out global criminal records checks on applicants must have a comprehensive understanding of international laws and regulations in relation to background screening and data security. Employers must ensure that they carry out the correct checks and comply with regional legal requirements when carrying out the checks.

International criminal records checks take longer than UK based checks, and it is essential that you factor in the extra time it will take during the recruitment and hiring process.

Ensuring authentic and comparable results from global screening can be problematic, due to differing regional criminal justice systems.

Any employer who hires applicants who are not UK nationals, or who have experience from another country, must have a robust international screening process in place to help protect businesses from physical, legal and financial risks. Using a dedicated screening provider will ensure that the correct checks are carried out, as well as provide verifiable and authentic results.