International career opportunities are growing dramatically. According to PwC’s “Talent Mobility 2020” report, annual international assignments will increase by 50 per cent between today and 2020-having already grown 25 per cent over the last ten years. The business world is changing rapidly and this has transformed the way the global workforce is sourced, organised and managed. Knowledge, trade, technology, capital and goods are more globally connected than ever before.
This has led to a modern concept of global talent management which comes with its own challenges. Companies and executives both share the perception that international assignments are career boosters and therefore coveted. They contribute to a global mindset and help establish global leadership competencies.
In the Indian context, it is clear to me that corporate executives with international work experience have a definite edge over those who have remained in the home country. So, with mobility on the rise, the challenge for the background screening industry is going to be to offer foolproof global checks. Some sectors-and here I can straightaway mention financial services, IT and even some SMEs-will greatly benefit from the ability of verification companies to deliver robust global tracking solutions.
As the world moves towards enhanced global mobility, organisations will demand global verification checks that are both quick as well as reliable and, of course, adhere to global laws and regulations. Consider a scenario in which Company ABC is impressed with the background and experience of Mr. Sharma and is keen to hire him for a leadership position.
Mr. Sharma worked across geographies; US, China, Brazil and Singapore, apart from his work experience in India. So, while conducting a swift screening of Mr. Sharma, which laws should the background verifier follow?
-Those of the country in which Mr. Sharma’s employer is and has been?
-Those of the country in which the prospective employee is currently based?
-Or those of the country where you are doing his verification?
Mr. Sharma’s education too is in not just one country and he has spent extended periods of time in different geographies. What rights do you as Mr. Sharma’s prospective employer have? What rights does Mr. Sharma have? And who will guide you through this complicated process?
Well, that’s a conundrum but the answer is rather simple: it’s your background screening partner who will provide the answers and be your friend, philosopher and guide. The complexities of accurately verifying background information are many and that is why you need professionals well acquainted with global laws to diligently sift through the whole process and give you foolproof solutions.
Quality background screeners must have thorough knowledge of understanding of local regulations but beyond that they will also need to have an understanding of cultural challenges. Only then can they aspire to provide global tracking solutions to their clients covering, apart from prospective candidates, franchise partners, suppliers, logistics solutions providers and vendors.
Delay in providing effective and reliable background check has the potential to impair business outcomes. Equally, or perhaps more damningly, a less than thorough global tracking solution can deal a severe blow to corporate reputation, hence its integrity must remain non-negotiable, in spite of the complexities and costs of such screening processes.
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