Top 10 Global Talent Management & Employment Screening Blogs from 2021

January 6, 2022 | Jenni Gray

Happy New Year!

We have made it through another year navigating the pandemic. Employers across the globe have continued to evolve with an ever-changing hiring landscape, including permanent remote work structures, contact tracing, and new onboarding and training practices.

In 2022, Cisive and its family of companies will continue to provide up-to-date solutions, resources, and expertise to equip employers with all the tools needed to navigate the road ahead.

As you review your company’s initiatives, here are Cisive’s top 10 global talent management and employment screening articles from 2021.

1. 3 Considerations When Social Media Screening in Asia Pacific

Nowadays many employers are relying on background screening firms or their in-house HR professionals to conduct online social media searches to learn more about their candidates. Facebook, LinkedIn, Instagram and several other platforms are among the commonly screened social media sites. Respect for others is often at the top of an employer’s list of qualities to look for in a candidate, and this information is often readily available via social media, thus making it a popular choice when background screening your job candidates.

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2. Key Considerations for Managing a Workforce Across Asia

Whether you are a small or global business, staying informed about your industry and maintaining compliance to ensure that decisions are based on relevancy and facts is crucial. Adopting innovative technologies can help fulfill this – whether it is for the purpose of meeting new demands within your industry, or simply through enabling greater room for customization as needs change. For international organizations, HR managers may be confronted by factors such as language or cultural differences and having to comply with specific regulations to their HR systems abroad.

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3. Why Asia’s Finance Industry Needs to Screen Job Candidates

It’s no surprise that extra vigilance is required when hiring for roles that deal with consumers’ assets, especially as finance roles often involve access to a lot of money and sensitive information. In this case, firms must ensure that their services are provided honestly and fairly by employing trained and competent staff. Otherwise, if things go wrong due to a bad hire, the blame may likely fall on you.

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4. Asia’s Hidden Need for Education and Institution Accreditation Checks

There is no denying that academic fraud and corruption are growing worldwide. Advances in technology, the rapid growth of international student mobility, and the globalization and commodification of education have made academic fraud more prevalent, while simultaneously making detection more difficult. Research has shown that more than half of people falsify their resumes, and much of the untrue information falls under the category of education.

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5. The Latest Talent Acquisition Trends in Asia-Pacific

While internal mobility has always been important, the current climate has steered recruiters to focus more on the existing talent within their region(s), and Asia-Pacific is leading this trend. Last year, the average rate of internal mobility in the Asia-Pacific region grew by about 15%. COVID-19 has seen organizations rapidly shift to remote working and adopting more technology to meet the many new demands and fill in the gaps presented by the global pandemic. The health crisis has also become a catalyst for more internal mobility in Asia.

Here are the latest talent acquisition trends in Asia-Pacific you should consider in 2021 and beyond.

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6. The Urgent Need to Reskill for Employees in Asia

Digitalization and the constantly evolving need for employees to reskill has been affecting the workplace long before the current health crisis. In 2017, previous research by The McKinsey Global Institute reported that as many as 375 million employees globally may need to change occupations or acquire new skills by 2030 to meet companies’ needs and adapt to the rising implementation of advanced technologies such as automation and artificial intelligence (AI).

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7. What the Latest MAS Reference Check Proposal Means for Financial Industries in Singapore

Following the release of Hong Kong’s mandatory reference check consultation paper, The Monetary Authority of Singapore (MAS) has similarly published an updated mandatory reference check proposal for financial institutions (FIs) and employees. The two main features of the proposal include that reference checks will be made mandatory upon recruitment, and that FIs must maintain misconduct records of all their employees. It is set to take effect within a six-month transitional period upon the relevant Notice being issued by MAS.

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8. Why Background Screening During COVID-19 is Critical in India

While implementing pre-employment background screening is common practice for those working in regulated roles and industries in India, screening has become increasingly popular on a wider scale as well. Background checks enable vital protection against hiring job candidates that use counterfeit documents or commit CV fraud in a bid to attain employment, which has particularly risen due to the global pandemic.

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9. The Risks of In-house Social Media Screening in Hong Kong

Conducting social media screening on a candidate is becoming an increasingly common practice in the hiring process. Despite the common perception that data in the public domain can be used freely, using data from a job applicant’s social media account may not always be consistent with the current data protection laws in Hong Kong. In particular, the way that information collected from social media is used by an employer when screening their candidate may increase the risk of allegations of unlawful discrimination.

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10. The Top Asian Country with Background Screening Complexities

South Korea surpasses every Asia-Pacific region for holding the top and most complex background screening challenges. Factors such as legislation on the prohibition of performing criminal checks using police records (except in specific circumstances, such as where it is necessary for a criminal investigation or trial) render organizations incapable of completing criminal verifications on their candidates. While HR executives can utilize adverse media checks to help gather more information on a candidate, this does not suffice in the place of criminal verifications.

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