How to Cut Background Check Time When Hiring Across Multiple Countries

Global hiring opens access to exceptional talent, but it also adds complexity that can slow down your recruitment process. International background checks often take longer than domestic screenings due to fragmented data sources, differing legal requirements, and the need for manual verification across borders.

The right combination of technology, trusted partners, and compliance-driven processes can significantly shorten turnaround times—without compromising on accuracy or legal standards. By using automated systems, global data access, and region-specific expertise, companies can transform background checks from a bottleneck into a competitive advantage, improving onboarding speed, candidate experience, and global expansion readiness.

Partner with a global Employer of Record (EOR) for streamlined screening

Working with a global Employer of Record (EOR) is often one of the most effective ways to accelerate international background checks.

• An EOR legally employs workers on your behalf and manages HR, payroll, and compliance across jurisdictions—including background screening workflows.
• EORs typically maintain established, country-specific screening processes and local partnerships, which can simplify verification steps and reduce operational overhead.
• Instead of researching compliance requirements, navigating unfamiliar legal systems, or sourcing in-country vendors for each new location, you can leverage the EOR’s existing infrastructure and expertise.
• This helps reduce setup time, improves accuracy, and makes screening timelines more predictable—often faster than a DIY approach, where every country’s process must be built and managed independently.

Adopt automated background check systems for speed and accuracy

Automation is one of the biggest drivers of faster background checks.

• Modern systems can return soft or database-based checks in minutes for many candidates.
• This speed comes from direct database integrations and automated workflows that reduce manual data entry and human error.
• Deel’s background check capability connects to over 200,000 authoritative data sources across 200+ countries, enabling fast, reliable results at scale.
• Automated tools provide consistency, reduce processing delays, and integrate with HRIS and ATS systems for an end-to-end hiring workflow.

Once a candidate submits their information, automated systems begin verification immediately—routing requests, flagging discrepancies, and compiling results without manual intervention. HR teams receive real-time updates instead of juggling emails or multiple vendor portals.

Tailor background checks to role risk and local requirements

Not every position requires the same level of verification. Tailoring checks based on role type improves efficiency while maintaining compliance and reducing unnecessary screening.

• A risk-based framework adapts screening depth based on a role’s access to data, financial responsibility, or regulatory exposure.
• High-volume or low-risk roles may require only basic verification.
• Roles involving financial oversight, sensitive data, or vulnerable populations typically require more comprehensive checks.

Legal requirements also differ significantly by country.

• Some regions limit the availability of criminal records
• Others require strict education verification or specific documentation
• Mapping role requirements to local regulations ensures compliance and prevents over-screening

Not every role requires the same level of screening. A risk-based approach helps ensure each position receives the right level of verification without over-screening. The table below shows a common way organizations tailor checks by role type, with actual requirements varying by jurisdiction.

* Criminal and credit checks are subject to strict regional laws; availability and permissibility vary by jurisdiction.

Ensure compliance with regional data privacy and labor laws

Each country has its own laws governing how candidate data can be collected, processed, stored, and used. Meeting these requirements is essential for avoiding legal or reputational risk.

Key regulations include:

• European Union (GDPR): Requires explicit consent, purpose limitation, and strict data-minimization practices.
• India (DPDP Act): Requires written consent prior to background checks.
• United States (FCRA): Requires clear disclosure, authorization, and defined adverse-action procedures.

Organizations often use compliance checklists or jurisdiction-specific guides to ensure appropriate processes:

• European Union: GDPR compliance, explicit consent, data rights, processing agreements
• United States: FCRA requirements, adverse action timelines, state-level screening rules
• India: Written consent under the DPDP Act, limits on criminal record access
• China: Government-issued background check certificates, restrictions on cross-border data transfers
• Australia: Privacy Act compliance, national police checks, working-with-children checks

Partnering with providers that embed compliance automation into their tools helps reduce risk and maintain consistency across markets.

Secure candidate consent early to avoid delays

Candidate consent is one of the most common causes of screening delays—especially in countries with strict data privacy laws. Collecting it early helps streamline the entire process.

• Requesting consent during the early interview stages allows checks to begin immediately after a conditional offer.
• Clear consent forms should outline what data will be checked, how it will be used, and how long it will be retained.

Best practices include:

• Embedding consent collection into your ATS
• Using electronic signature tools to reduce turnaround times
• Maintaining clear audit trails
• Translating consent forms into local languages
• Capturing separate consent where required (e.g., criminal vs. employment verification)

Leverage global data access for faster verification

Access to authoritative data sources is one of the biggest factors in how quickly background checks can be completed.

• Providers with direct or automated access to hundreds of international data sources can complete checks significantly faster than those relying on manual searches or intermediary vendors
• Deel uses real-time database connections across 200+ countries to verify employment history, education, criminal records, identity documents, and sanctions
• This reduces the need to manage multiple vendors or initiate country-specific processes manually

Revised, fact-checked comparison

Manual timelines vary significantly by region and verification type. Automated global platforms often shorten these timelines—especially where digitized records exist.

Implement lifecycle screening for ongoing compliance

Background checks shouldn’t end at hiring. As employees change roles, relocate, or fall under new regulatory requirements, periodic or triggered re-screening helps maintain compliance.

A lifecycle approach ensures:

• Automatic initiation of new checks when an employee moves to a role or region with different requirements
• Compliance with industries requiring periodic re-screening (such as finance, healthcare, or transportation)
• Reduced administrative work for HR teams
• Prevention of compliance gaps in large international workforces

Example lifecycle workflow:

• A software engineer in Brazil undergoes standard checks at onboarding.
• When promoted into a role with access to customer data, additional criminal and sanctions checks are triggered.
• Upon relocation to Mexico, region-specific compliance checks begin without manual oversight.

Use Deel for global, compliant background checks

Deel provides a highly automated, comprehensive, and globally scalable background check experience as part of its all-in-one HR platform. Through its partnership with Certn, Deel delivers fast, reliable screening services directly within existing hiring and onboarding workflows—while maintaining seamless ATS integration and global compliance support.

Unlike traditional background check vendors, Deel centralizes screening within the broader employee lifecycle. Background checks sit alongside onboarding, contractor management, payroll, EOR, and global compliance processes, reducing manual work and eliminating the need for fragmented tools or separate platforms.

Key strengths

• Robust global coverage: Background checks available in 200+ countries, including identity verification, criminal checks (where permitted), education and employment verification, and a wide range of additional screening types
• Enhanced screening breadth: Deel’s partnership with Certn expands access to Softcheck, MVR (driving history) checks in select regions, professional credential verification, and specialized industry screening
• Advanced ATS and HR integrations: Automated workflows streamline data transfer, reduce manual steps, and minimize errors across the hiring process
• A unified compliance ecosystem: Screening sits within the same secure environment that manages HR documentation, payroll, onboarding, and global compliance—ensuring consistent standards across markets
• Lower operational complexity: No need to manage multiple screening vendors; Deel centralizes global verification in one platform
• Built for distributed teams: Deel supports consistent, reliable hiring and verification processes across all regions

Simplify global background checks with Deel

Managing international background checks doesn’t need to add complexity to your hiring workflow.

Deel background checks bring global screening, automated processes, and clear reporting together in one platform—so HR teams can verify candidates across borders without juggling separate tools or manual follow-ups.

With background checks available in 200+ countries and connected to extensive global data sources, Deel helps teams run fast, compliant screenings for employees and contractors—all directly within the Deel platform.

Experience a streamlined approach to global verification and see how Deel supports efficient, compliant background checks worldwide.

Request a demo to get started.

FAQ

How long do international background checks typically take?

Most international background checks are completed within a few days. Many automated systems can return soft-check results in minutes once the required information is submitted.

What types of background checks are essential for global hires?

Common checks include identity verification, criminal record searches, employment and education verification, and—when relevant—sanctions or credit checks.

How can I ensure compliance with privacy laws in multiple countries?

Use platforms that embed regional compliance rules, capture required consent, and stay updated on regulations such as GDPR, FCRA, and DPDP.

What information do candidates need to provide for international checks?

Typically: identity documents, proof of education or employment, address history, and clear consent for screening activities.

How can automation improve the background check process?

Automation accelerates verification, reduces manual errors, ensures consistency, and integrates screening directly into your hiring systems.