Screening international candidates is a complex process.
Whether it's screening an international ex-pat currently working and living in the United States or it's
screening an international candidate for employment in a country other than the United States, there are numerous legal and cultural obstacles that exist and must be respected.
Not exact matches
International screening options to accommodate candidates with internationa
International screening options to accommodate
candidates with
internationalinternational credentials
GRB's targeted campus attraction campaign generated 450 high calibre
candidates who were then rigorously
screened via telephone interviews, video interviews (a perfect tool to reach
international candidates) and three assessment days including one in France.
The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment
Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5:
International Background
Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to
Screen Job
Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background
Screening Firms
* Search various on - line job boards for suitable
candidates for clients * Qualify
candidates for general registration purposes and against specific vacancies * Make recommendations to consultants as to the suitability of
candidates for specific vacancies * Manage advertisement responses through initial
screening and qualification * Update
candidate information and activity on
international in - house recruitment database * Network with
candidates through multiple social media tools.