American business: powered by natural born Americans to lead America into the 21st century, right?
Actually, that isn’t the case for almost one in eight people living in the country. According to a 2010 report from the U.S. Census Bureau, roughly 37 million people living in the United States are foreign-born.
Such a statistic might seem unexpected at first, for it speaks volumes about the current rate of immigrants pouring into the country. However, what begins to unfold is a portrait of the American workforce whose diversity probably more so resembles that cornucopia of unique but intertwined perspectives that Diego Rivera captured so effortlessly in his depictions of Detroit’s early 20th century blue-collar workers.
But of what consequence is this to today’s average human resources worker or hiring manager?
In two words: risk mitigation. If there is no accord given to a potential employee’s international past, then as an employer, you could be changing lanes without giving even a preemptive glance to your blind spot.
Assuming, as a coarse rule of thumb, that the aforementioned statistic from the U.S. Census Bureau can be uniformly applied across the nation, that means that if you, as an employer, run only domestic background checks, you are missing potential red flags in nearly 12% of your applicant pool.
Nevertheless, surely those human resources workers and hiring managers are wondering: what actually goes into an international background check? Is it as thorough as its domestic counterpart?
Essentially, the services are the same, just carried out in a different country.
Here at XG Consultants Group, we have the ability to run both in-person and automated searches of international governmental agency databases and courts.
Further, as far as media searches, XG Consultants Group offers international media checks that gauge the reputation of the subject in his or her country of origin.
By now, I assume your question is: “How do we interpret the results?”
Well, we’ll make sure they’re in English for you.