Responsibility
Before launching a global screening programme, ensure it complies with all applicable regional legal requirements and limitations. Consult with legal counsel.
Whilst the negative impact of making just one bad hire is well documented, the key benefits for businesses carrying out due diligence checking pre-hire are wide ranging.
Reducing risks, ensuring compliance and enhancing your organisation’s reputation are just a few examples.
Jurupa work in close partnership with a leading global provider of employee verification checks and are well placed to help provide everything your business needs to hire with confidence.
Organisations faced with a myriad of privacy and data protection laws in Europe and further afield regularly come to us seeking help and advice on this subject.
The process of running international screening is certainly complex, but that doesn’t make it any less essential.
Jurupa help companies worldwide to avoid dangerous blind spots and ensure that their workforce has been fully vetted and crucially, remain 100% compliant where required.
Human capital is often the largest expense on the balance sheet, accounting for close to 100% of expenses in industries such as staffing. It is also one of the most valuable assets, although the actual value can be harder to quantify.
Employers turn to services like background screening to ensure they select the right assets to add to their teams. Effective background screening programmes can help to improve employee retention, reduce CV qualifications and background fraud and minimize occupational fraud and theft.
Unfortunately, these benefits are also often difficult to quantify. So when HR is asked to justify the expense, how do they come up with a real number? Many people appreciate the value of background screening, but just how valuable is it? Does it save employers hundreds, thousands, or perhaps even millions of pounds?
When building and implementing a global background screening programme, an organisation must take into account all applicable laws to determine which types of pre-employment background checks can be carried out on job candidates.
Tailoring a background screening programme does not mean creating 196+ different programmes. Instead, organisations should seek to establish and understand their base business requirements as well as how each applicable national law affects those requirements.
Before launching a global screening programme, ensure it complies with all applicable regional legal requirements and limitations. Consult with legal counsel.
Fully understand any/all business requirements for background checks and turnaround times. This will help in selecting checks that are the right fit for the organisation.
Ensure that background checks are relevant to the organisation’s industry and sector as well as the individual candidate’s potential roles and responsibilities.
Only use relevant background check results. Hiring decisions made on negative results, unless directly relevant, could be in breach of data protection and employment laws.
Negative hiring decisions must take into account the candidate’s rights under applicable privacy and data protection laws. Candidates have the right to contest inaccurate results of a check.