Why human risk management is more critical than ever in these cases
In recent years, more organizations in Israel have been hiring foreign workers, overseas experts, international subcontractors, and contract workers from different countries. Globalization and remote work have opened many opportunities. But they have also created a new challenge: How do you make a decision about a person who has lived and worked in a different country, in a different language, culture, and information environment?
When hiring a local employee, organizations usually have familiar ways to verify information: references, military service, previous employers in Israel, and other local records. When hiring a foreign worker, many of these sources simply do not exist, especially when it concerns blue-collar workers from developing countries. This leaves the organization with much greater uncertainty. Here are five key things worth checking when hiring foreign workers.
1. Problematic mentions in the country of origin
Sometimes, significant information about a person exists in local media, legal proceedings, professional forums, or local databases, but it does not appear in English and will not come up in a standard search.
These mentions may include:
- Involvement in incidents or scandals
- Lawsuits
- Fraud
- Business complications
- Problematic public activity
CheckNet background screenings can search in the original language, helping organizations receive a fuller picture.
2. Appearance in sanctions databases or watchlists
Many organizations do not realize that a private individual may appear on:
- International sanctions lists
- Wanted-person lists
- Terror watchlists
- PEP lists- politically exposed persons
Working with someone who appears on these lists can create significant regulatory, financial, and reputational risk, especially for financial organizations, infrastructure companies, technology companies, and defense-related industries.
CheckNet automatically cross-checks against sanctions databases and international lists to identify possible matches, so organizations do not need to perform these searches manually or rely only on declarations.
3. Social media activity
Social media is one of the most important sources for understanding a person’s profile, especially when the person comes from another country.
Things worth reviewing include:
- Antisemitic content
- Violent or inciting content
- Support for extremist organizations
- Problematic or unprofessional conduct
- Membership in groups or pages with extremist characteristics
Finding the right social media profile can be complex, especially with foreign candidates. There may be language gaps, different spelling variations, or the use of less familiar platforms.
CheckNet can quickly and accurately identify the relevant profiles and make the relevant information accessible.
4. Previous employers and gaps in the CV
When a candidate comes from another country, it is harder to verify:
- Whether previous employers really exist
- Professional background and experience
- Unexplained gaps
- Dismissals or disciplinary issues
- Additional business activity that was not disclosed
CV gaps are not necessarily a problem, but they are definitely something that should be reviewed.CheckNet can identify mentions of workplaces, business activity, and additional information that may support the CV- or raise questions about it- helping reduce uncertainty in the hiring process.
5. Connections to hostile countries, organizations, or sensitive groups
Especially in Israel, and particularly in sensitive organizations, business, social, or ideological connections to certain countries or organizations can carry significant risk.
These connections do not always have to be direct. They may involve:
- Business partners
- Activity in organizations
- Involvement in specific projects
- Work with companies in certain countries
CheckNet background screenings can automatically and immediately identify connections, mentions, activity, and partnerships across different countries, giving the organization additional information that may be relevant to its overall risk assessment.
In summary
Hiring foreign workers can be a major opportunity for organizations, but it also requires a broader view of potential risks. When most of the information about a person is outside Israel and in other languages, automated background screening becomes a meaningful tool for making informed decisions. The purpose of this kind of screening is not to disqualify candidates.
It is to reduce uncertainty, identify red flags in time, and make decisions based on a broader picture- not only on a CV and an interview.
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