The Future of International Background Screening: Key Trends, Challenges, and Best Practices
February 19, 2025
As businesses expand across borders, international background screening is becoming increasingly complex. Employers must navigate regional laws, privacy standards, and cultural differences while maintaining consistent hiring policies and risk management strategies.
Background screening is a critical component of the hiring process, yet it is often misunderstood. Employers expect a straightforward process—submit a request, receive a complete background check, and make an informed hiring decision. However, the reality is far more complex.
As we step into 2025, the landscape of human resources continues to evolve. HR departments have already experienced significant upheaval in recent years, driven by political, legal, and technological shifts. The impact of the COVID-19 pandemic, combined with the acceleration of digital transformation and evolving workplace expectations, has left lasting effects on organizations worldwide. The trends shaping HR practices in 2025 promise to be just as transformative, with a greater focus on enhancing the employee experience, ensuring diversity and inclusion, and leveraging innovative technologies to drive performance.
The digital age has reshaped the workplace, offering unparalleled opportunities for collaboration, innovation, and efficiency. However, it has also introduced new challenges, particularly in monitoring and managing misconduct. Workplace behavior, whether online or in person, directly affects company culture, productivity, and reputation. Organizations must proactively address misconduct through comprehensive policies, screening processes, and ongoing monitoring.
Social media has transformed how people interact, share, and express themselves. According to Statista, the average person spends about 145 minutes daily on social media platforms, making it an integral part of our lives. From sharing personal updates to discussing current issues, social media has become a window into individual personalities. This prevalence is why employers increasingly turn to social media screening during the hiring process to gain insights into candidates' behaviors and ensure a safe work environment.
The newly enacted LA County Fair Chance Ordinance marks a significant development in employment regulations, adding complexity for businesses operating within the region. In a recent webinar, Morgan Reynolds, Vice President, Risk/Legal Counsel, DISA Global Solutions, provided a comprehensive overview of the ordinance's requirements and practical steps employers must take to remain compliant. This ordinance builds on California's existing Fair Chance Act, imposing additional obligations designed to promote fair hiring practices for individuals with criminal histories. Understanding and adhering to these new requirements is essential for organizations aiming to maintain compliance while supporting equitable hiring processes.
Background checks are an essential part of the hiring process, helping employers make informed decisions about potential hires. The scope of a background check can vary greatly, depending on the industry, role, and compliance requirements. By tailoring a combination of screening services, companies can develop a program that meets their industry’s standards and upholds safety and integrity in the workplace.
The healthcare industry has always been unique when it comes to hiring. With roles often involving sensitive tasks, such as patient care and access to controlled substances, healthcare organizations are held to higher standards when screening candidates. One of the most significant challenges healthcare employers face today is navigating Ban-the-Box laws, which regulate how and when employers can inquire about a candidate or employee’s criminal history. These laws aim to reduce discrimination, promote fair hiring, and increase diversity in the workforce. However, balancing compliance with these laws and ensuring safety can be tricky for healthcare organizations.
