Although employment screening is a very popular practice for reduce hire risk in U.S. and some European countries, it is still a new term for most Chinese employers. Such screening is well regulated by both federal and state employment laws in U.S. These laws strictly limit the type of screening that may be conducted, as well as when screening is allowed, how pre-employment screening may be conducted, and whether job offers can be rescinded based upon screening results, however, the situation in China is different. There are no legal restrictions on the ability of an employer or any third party acting on behalf of an employer to conduct background checks on candidates in the PRC. It does not mean you could conduct screening without any restriction; there are some bottom lines, such as individual’s right of privacy under the Constitution of the PRC, Tort Liability Law, and anti discrimination rules under PRC Labor Law and Employment Promotion Law.

According to the Research Report published by Top Credit Consulting (The First and a leading China local background screening company), it states that in China, 78.5% of the responders agreed that pre-employment background screening helps in reducing staff turnover, bad and negligent hiring. The fact is, over 76% resumes have been highlighted as discrepancy or fake in over 10,000 random requests during 2010-2011 in China.

This presentation will share with you about the situation of China employment screening market, the right way to conduct employment screening and potential business opportunity in China. There are more and more China employers who understand screening and are starting to set up formalized employment screening programs to reduce hiring risks. With the high credit crisis in China it is imperative to a address this status along with work history.

06/18/2012 3:30 pm o'clock

06/18/2012 4:30 pm o'clock

Ficoal Dong

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