Have you had the experience where the ordering requirements for global searches constantly change? One day, you only need the ID number, and the next day, you need a copy of the ID. Do you ask yourself, what’s going on? Do people just not know what they are doing?
Possibly. But that’s probably not the case.
Changing ordering requirements can be due to a lot of things.
- The source changed. With global screening, there can be many ways of completing a search. They may not go into as much depth or use the same root source. Often when the source changes, the ordering requirements change. I am constantly on the lookout for better sources of information for our clients.
- The source changed their requirements. It’s not uncommon. Sometimes our local service providers can negotiate special processes with sources. I’ve seen ordering requirements in the Netherlands (from the VOG) and Poland (from the NCR) change frequently in the last year. Our local provider negotiated more favorable processes with these entities.
- The source is inconsistent. Depending on who you talk to at the source, the ordering requirements can change. I see this with India education verifications often, but it can happen in any country.
- Your provider has gained a better understanding of what it takes to get the search done. Chalk it up to experience. The more you work with a search, the more you understand exactly what it takes to get that search done. From my blogs in the past, you know I’m passionate about only collecting the amount of information required to return the most comprehensive result possible. I am constantly assessing ordering requirements to make sure we hit that sweet spot of just the right amount of data collection. One area I have focused on lately is the requirement for an address history. Our suppliers often tell me we need to provide an “address history”. It can take a lot of back and forth to nail down exactly what history is required. Is it all addresses, no matter where in the world the person lived? Is it all addresses in country? Is it the last address in country? Is it any addresses in country? Each of these options could produce different levels of work on the part of our clients and candidates as well as have an impact (positive and negative) on the accuracy of the outcome.
- Your provider is digging into the requirements of an infrequent search. With the potential of well over 2,000 different searches from all the countries, most companies offering global services will not have dug into the fine details of every single search. The searches that are unlikely to be ordered may not have the same level of attention paid to them with respect to ordering requirements as the frequently ordered searches. It’s simply a matter of resources.
The bottom line is, if you see ordering requirements change, it may well be a very good sign. Sure, it can be inconvenient. But it shows your provider is paying attention to detail.
|Kerstin Bagus – Director, Global Initiatives|
Kerstin Bagus supports ClearStar’s Global Screening Program as its Director of Global Initiatives. She has more than 30 years of background screening industry experience, working for a variety of firms, large and small. Kerstin is one of the few individuals in the industry who is privacy-certified through the International Association of Privacy Professionals (IAPP) for Canada, the EU, and the U.S.
Kerstin is a passionate participant in the National Association of Professional Background Screeners (NAPBS) and is a current member of the Board, in addition to participating on several committees. She also participates on IFDAT’s Legal Committee, with a primary focus on global data privacy.
At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.