Background Screening in Asia Pacific
As the concept of employment screening is less established in the Asia Pacific region, there can be challenges throughout the process. However, Kroll is well-equipped to manage report outcomes through our understanding of cultural nuances, language skills, and established relationships with necessary sources.
Kroll researchers are fluent in Cantonese, English, Bangla, Hindi, Malayalam, Mandarin, Korean, Japanese, Manipuri, Punjabi, Tamil, and Urdu. This depth of skill greatly facilitates our ability to conduct verification services.
Following are selected key points about the region:
Credit Checks
There is no single credit source in Asia Pacific, and in many areas, China, for example, the concept of credit reporting is very new therefore available data is very limited.
The type of financial information available varies from country to country with only Bankruptcy being accessible in some jurisdictions.
Criminal Record Checks
Turnaround times may vary across regions and in cases in which authorities wish to conduct further internal investigations.
Additional forms are often required from the candidate and when there are delays due to weather, holidays/court closures, court computer failures, etc.
Criminal records are not widely available throughout the Asia Pacific region.
India
Many academic institutions in India require a copy of the diploma (front and back) in order to confirm attendance. The institution will review the diploma in order to ensure that the document is not a counterfeit.
To conduct criminal record searches in India, specific documentation must be provided by the candidate. The candidate must follow the instructions provided by Kroll very closely to ensure that results are not delayed.
China
It is common practice for employers in China to maintain records of employment history for only three years. Verifying employment beyond a three year scope can be problematic. Employers may often request to only provide verifications verbally rather than in writing.
Turnaround times can be affected by Chinese holiday schedules.
Japan
Verification of education and employment are available. However, due to the Privacy Act (effective since April 2005), many companies, schools, associations will not provide information on the subject to third parties even when the prospective employer has written consent letter from the subject.
Hong Kong & Singapore
It is relatively common for candidates to have changed locations or companies several times in a few years.