How Long Does an International Background Check Take?
One of the most common questions we hear when it comes to international background checks is how long does it take? Most international screening can take place in less than two weeks, compared to the 45-90 days for data turnaround just a few years ago. While there are exceptions, you can expect results within 8-16 days.
International hiring can present challenges, but it remains an attractive option for companies looking to fill highly specialized or technical roles. It’s helpful to work with a company with experience screening employees and contractors from other counties. Their existing system and track record will save you time while enhancing your confidence.
If you’re hiring internationally and the candidate will be a domestic hire, they will have to go through some sort of immigration process to enter the U.S. However, that process can vary greatly from country to country, and it’s worth researching U.S. immigration requirements before you begin the hiring process. Limiting your search to countries with lower requirements can speed things up significantly.
Once the process has started, and you or your screening agent are attempting to access information, the country or countries in question will once again be a factor.
What Comprises Global Screening Services?
The good news when hiring from abroad is that U.S. immigration and customs will do some of the work for you. However, if you’re appointing a foreigner before they apply to enter the United States as an employee, you might choose the perfect candidate, only to find that they are ineligible to work in the U.S.
Here are a few of the things your international background check should cover, to help prevent this problem:
- A criminal record check from every country they’ve lived in for more than six months, and from their current country of residence. This will be required by U.S. immigration officials, and any negative information here (even if it doesn’t prevent you from hiring them) might very well bar them from entering the country.
- Education verification, for all the institutions they have credentials from. This can be tricky too, as there are different policies in different countries, and in some cases, credentials are only available in foreign languages, and need to be translated before they can be assessed.
- Credit reports for each of the countries that they’ve lived in.
- Work related references, for at least a few of the companies they’ve worked for, as well as checks into the companies themselves. It’s not unheard of for prospective employees to provide false references from companies that don’t exist, and even if they do provide bona fide references, translation of information being reported can be confusing.