The Future of International Background Screening: Key Trends, Challenges, and Best Practices

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.

At the 2025 Day with DISA conference, Suzie Rurode and Harm Voogt shared key insights into global screening trends, compliance considerations, and the pitfalls that companies must avoid when transitioning from a U.S.-based screening program to a global one.

The world of employment screening is evolving, and three major trends are set to reshape how companies approach global background checks.

Career Wallets and Self-Sovereign Identity (SSI) are becoming a new standard for verifying credentials and employment history. Self-sovereign identity allows individuals full ownership and control over their digital identity, eliminating the need for third-party verification. While Career Wallets promise security and efficiency, companies must establish trust and authenticity in digital credentials. Employers should prepare for digital identity verification to streamline hiring and ensure compliance with global data security standards.

Artificial intelligence is also being integrated into every stage of the hiring process, from resume screening to identity verification. AI enhances efficiency by automating data analysis and reducing turnaround times. It also helps detect fraud by identifying discrepancies in credentials and flagging potential risks. However, AI must be used responsibly to ensure compliance with GDPR, data protection laws, and anti-bias regulations. Companies should balance AI efficiency with regulatory compliance and ensure human oversight in decision-making.

Another trend shaping the future of international background screening is ongoing employee monitoring. International employers are moving beyond pre-hire background checks to implement ongoing rescreening programs. Continuous monitoring ensures high-risk employees remain compliant. With remote and hybrid workforces, data security is a major concern, requiring organizations to implement safeguards to prevent unauthorized access. Global hiring policies must adapt to ensure compliance across regions, especially in heavily regulated industries like finance and healthcare.

Expanding a U.S.-based background screening program internationally is not as simple as applying the same policies worldwide. Employers must consider key factors to maintain a compliant and effective screening process.

Maintaining consistency while adapting to regional laws is essential. Employers should screen similar roles with the same standards while ensuring compliance with local laws. Some countries prohibit criminal record checks, requiring alternative verification methods such as PEP/sanctions screening and adverse media checks. Drug testing is not globally standardized, with some regions allowing it while others restrict or prohibit it. Screening policies should align with local regulations while maintaining global hiring consistency.

Privacy and cybersecurity standards must also be strengthened. As data privacy laws evolve, organizations must establish clear data security protocols. Employers should determine which legal framework applies to their organization and implement the necessary cybersecurity measures to protect sensitive applicant data across multiple regions. A breach in background screening data can lead to severe penalties under global data protection laws.

Consolidating to a single global screening vendor provides operational advantages. Managing multiple background check providers across different regions can be inefficient and costly. A single vendor offers standardized screening processes across countries, improves data consistency, and provides cost savings through consolidated pricing. Partnering with a global screening provider simplifies compliance, improves efficiency, and reduces operational costs.

Organizations must also establish clear ownership of the global screening program. Companies with global workforces must determine whether screening policies should be managed centrally or at the regional level. A centralized approach allows HR and compliance teams to oversee screening from a headquarters perspective, while a decentralized approach enables each country to manage its own screening policies based on local laws. Many organizations find success with a hybrid approach that ensures global compliance while allowing flexibility for regional differences.

Benchmarking against industry best practices ensures that companies are screening employees effectively without over-screening or under-screening. Employers should assess what background checks are common in their industry, determine if they are meeting or exceeding local hiring compliance standards, and align screening practices with evolving regulations. Regular compliance audits can help ensure screening policies remain up to date with industry standards.

Expanding internationally presents unique challenges that can lead to compliance failures if not managed correctly.

One common mistake is failing to screen contract and fractional workers. Many companies only screen full-time employees, ignoring contract workers, gig workers, and third-party consultants. However, these roles must be screened to the same standards as permanent employees to maintain security and compliance. Applying the same screening standards to all workers who have access to sensitive company data or systems is essential.

Access to reliable data is another significant challenge in international background screening. Some countries lack digitized records, making it difficult to verify credentials. Employers should use multiple verification sources and PEP/sanctions screening to validate employment history and identity. In some regions, employees may engage in moonlighting, or holding multiple jobs simultaneously, which can create conflicts of interest. Ongoing screening and monitoring programs can help identify these risks and ensure employees remain in compliance with company policies.

Compliance failures and poor implementation can also create significant risks for companies operating globally. Organizations that roll out international screening programs without ensuring compliance may face legal challenges. Establishing clear guidelines on whether screening should be centralized or managed by regional HR teams can help prevent compliance failures. Employers should also consider cultural differences, as some countries view background checks as intrusive if not handled correctly.

Navigating international background screening requires expertise, compliance knowledge, and a strong global infrastructure. DISA Global Solutions provides comprehensive screening solutions tailored to each country’s laws and regulations.

DISA offers data security and compliance expertise to ensure screening processes align with GDPR and international privacy standards. The company also provides ongoing employee monitoring solutions to protect against fraud, insider threats, and workplace security risks. AI-driven background checks enhance accuracy, efficiency, and fraud detection while maintaining compliance with local and global regulations.

For organizations expanding globally, DISA offers tailored risk management programs that ensure compliance, improve efficiency, and help businesses make informed hiring decisions. By partnering with DISA, companies can build a compliant, efficient, and scalable international background screening program that meets the needs of a global workforce.

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Founded in 1986, DISA is the industry-leading provider of employee screening and compliance services. Headquartered in Houston, with more than 35 offices throughout North America and Europe, DISA’s comprehensive scope of services includes background screening, drug and alcohol testing, DOT & HR compliance, occupational health services, and I-9/ E-Verify. DISA assists employers in making informed staffing decisions while building a culture of safety in their workplace.