The rise of remote work has underscored the importance of ensuring a job seeker really is who they say they are. From extremes as seen in the Netflix true crime-inspired hits such as “Inventing Anna” and “The Tinder Swindler,” failing to verify someone’s credentials can have serious consequences. On the less extreme side, it can result in you spending a lot of time and money on a bad hire who may have, say, lied about their experience and qualifications.  

When it comes to hiring remote workers, you can’t rely on some of the standard “spidey senses” you might have if you were meeting someone in person. Let’s dig into the increased importance of identity verification and background checks in a remote work world and how the right background screening process can play a key role in mitigating your risks. 

Challenges of remote hiring 
With recruitment processes going increasingly online, it can be hard to get a proper read on a prospective hire. Background checks remove uncertainty and allow you to be confident that your hiring decision is right for the business. Degree and employment history fraud is a shockingly common problem that can seriously damage your company’s image: eliminate it completely with appropriate risk-based background screening. 

The gig economy is particularly challenging from a screening point of view, with the need to validate all of those different jobs an applicant may have had. If most people in the gig economy are self-employed, there is a strong possibility that there won’t be any record held by the HR department.. 

International hires add complexity 
As it becomes more typical to hire people from all over the world, the necessity for a screening partner with genuinely global capabilities becomes more necessary. If your company is worldwide or is bringing in employees from other countries, you’ll need an expert analyst who is fluent in both the language and culture to handle the case properly.  

There are a lot of organisations out there that offer a ‘criminal record’ check in countries where we know such checks cannot be completed by a third party. In many instances, you cannot get a criminal record certificate unless the candidate applies for it themselves. Therefore, it is a challenge to figure out the best route to get that information quickly. And there are still some countries where even with the candidate applying, it can take several weeks to get a response. You need to be mindful about any background screening company that overpromises what they can deliver given these constraints. 

Digital Right to Work checks 
The UK Home Office extended the digital verification measures for Right to Work checks until Sept. 30, 2022. With this extension, employers will have enough time to establish relationships with identity service providers, make necessary changes to their pre-employment screening processes, and conduct responsible onboarding of their chosen vendor. 

In addition, this ruling ensures that the Right to Work initiative continues to support employers in implementing long-term, post-pandemic work practices. It also gives companies the option of creating mechanisms to allow for face-to-face document checks if they do not want to use digital checks for British and Irish nationals with valid passports (or Irish passport cards).  

If you’re conducting a temporary adjusted check between now and Sept. 30, you must:  

• Request that the worker submit a scanned copy or photo of their original documents by email or a mobile app. 
• Set up a video chat with the employee and ask them to hold the original documents up to the camera and compare them to the digital copies, then note the date you completed the check and mark it “Adjusted check undertaken on [insert date] due to COVID-19.” 
• You can use the online right-to-work checking service while doing a video call if the worker has a current Biometric Residence Permit or Biometric Residence Card or has been granted status under the EU Settlement Scheme or the points-based immigration system. The applicant must give you permission to view their details. As of April 6, all biometric card holders are now required to use the Home Office online service to prove their eligibility to work. Even if the card has a later expiration date, you will no longer be allowed to accept it for a right-to-work check. 

Reducing fraud with today’s tools
In a study of over 70 companies, KPMG found that 72% thought fraud was on the rise. In response to the pandemic, over 80% of businesses have already made one or more improvements to their anti-fraud procedures. Since the outbreak of the pandemic, 51% of organisations have discovered increased fraud. 

Employee screening, in conjunction with other measures such as maintaining current workplace policies, can help you limit the risk of fraud. Your company’s onboarding process can be made easier with a range of screening tools. Background screening helps create a secure workplace, a trustworthy staff and the avoidance of reputational and financial hazards.  

Companies require sophisticated screening technologies that reduce friction in the hiring process and integrate with their existing systems. These types of screening solutions provide a pleasant user experience for candidates, ensuring that they’re comfortable with the process and feel supported, which is critical in this time of high candidate expectations and a shortfall of talent. 

Modern solutions use public and reputable data sources, such as government databases, to drastically reduce turnaround times. They can provide near-real-time screening results for verification, as well as quick access to background information. 

Hire with confidence
In the world of remote work, identity verification takes on increased importance. Gig economy and international hires bring their own special challenges. The right background screening process can play a key role in mitigating risks, enabling you to confidently move forward with hiring the best talent in the world.