First Advantage Employment Screening Trends Report: Asia Pacific

Transcription

1 First Advantage Screening Trends Report: Asia Pacific January - March 2013 Information solutions that propel true insight.

2 Table of Contents 3 Executive Managing Director s Message 4 Definitions 6 Methodology 7 Executive Summary 10 Number of Checks in Asia Pacific and the Rates 11 Rates by Country 14 Types of Discrepancies in Asia Pacific 17 Types of Discrepancies Breakdown by Countries 21 by Industries 27 Report Conclusions and Recommendations 28 About First Advantage 30 Contact us Executive Managing Director s Message. As multinational organisations continue to increase their presence throughout Asia and job seekers move amongst countries in the region in search of new opportunities, the need for organisations to mitigate hiring risks through background screening has increased exponentially. The majority of multinational companies originating from the United States already have comprehensive background screening programmes in place at home and their preference is to replicate that as closely as possible with their operations in Asia. Recognizing this trend, Asia-based employers are adopting similar tactics to keep pace and ensure their workforces are properly vetted. However, background screening is not without its complications and difficulties. A maze of everchanging regional legislation around anti-corruption, data privacy and consumer protection can quickly muddle the screening process, making it a challenge to efficiently perform a background check, especially if the candidate has lived or worked in multiple countries. At First Advantage, we understand the issues facing both multinational corporations and local employers, and that s why we created this Trend Report focused strictly on the Asia Pacific region. Within Asia, we have been the leading background screening provider since 2000, offering comprehensive screening programmes to more than 2,000 companies throughout Asia Pacific. Our customer base includes the world s largest financial services organisations, retailers, IT companies, BPO, manufacturing, pharmaceutical companies and many others. To help organizations better understand what s happening at the macro and micro level within this prolific region, this report compiles our deep understanding of localized cultures and compliance requirements with detailed screening statistics gathered across our vast Asian customer base. It reveals fresh trends that employers can use to fine-tune their existing screening practices and benchmark their current programme results against others in the region. Specifically, this report compares results from 2012 to the first three months of 2013 and utilises screening results from nearly one million background checks conducted solely in Asia Pacific for a cross-section of First Advantage s clients. It presents results covering Japan, Korea, China, Hong Kong, Malaysia, Philippines, Singapore, Australia and New Zealand. We encourage our users to review the report as a background screening health check and a useful guide to make relevant hiring decisions. Thank you. Salman Syed, Asia Pacific Executive Managing Director First Advantage 2 3

3 Definitions. Anti-money Laundering Record Check* s Reference Check Checks will be conducted through cross- A search of national or local jurisdiction Verifies if the candidate has negative financial The candidate s previous supervisors referenced database to identify if alerts are for criminal record histories or clearance records regarding bankruptcy, credit, financial or candidate-supplied contacts will be raised on candidates, from institutions around certificate, where available and legally regulatory and anti-money laundering. interviewed to ascertain the candidate s work the world including governments and financial permissible. performance, skill set, integrity, strengths and authorities. Global Dataset Search weaknesses, professional ability, reasons for Check A search of the largest database of leaving and confirmation as to whether the Bankruptcy* This refers to search based on name matching international criminality information available. company would rehire the candidate. Checks will be conducted to confirm whether from a collection of database including media, It has more than 170 million records sourced the candidate has been declared bankrupt address, online, passport/id, company registry, from governments, courts and other data Resume Check or recorded with insolvency in the specific address checks and more. sources, translated from their local language to Comparison is conducted to validate the countries requested by the client. English, as required. information mentioned in the resume and Directorship Check* the online form filled by the candidate. Case A search to determine if a candidate had Identity Check Any discrepancies or non-disclosures are A case refers to a candidate / applicant with fiduciary or board of directors responsibilities A validation and/or verification of the data highlighted. background screening checks to be conducted. Check A check refers to a single element/ component for a company. Verification Verification of the stated education through subject s identity documents. Major This is defined as high variance in what the *There are checks that may be available in some countries only. Note that available checks vary from country to country and are subject to change depending on local laws. of research that may be included in a contact with educational facilities or their candidate declared and what was verified background screening report e.g. a criminal, designee. Results may include dates of for education, employment, professional employment or educational qualification check. attendance, course major, degree(s) attained qualification and other checks. In addition, a and the date of the degree awarded. The major discrepancy is also declared when there Civil Litigation* check may also confirm if the candidate did not are adverse findings for criminal and financial A search will be conducted to identify whether complete a course or if the qualification was related checks on a candidate s background. the candidate has been a party to litigation obtained from an unaccredited institution. cases in district courts or other appropriate Media Search sources of civil litigation history. Verification Searches are conducted through various media Verification of the stated employment through databases to identify any articles containing Credit Done* payroll or human resources. Results may negative references to the candidate. Details A search through a credit reporting agency, or include dates of employment, positions held, of all derogatory articles are provided. public or private database. Details may include responsibilities, direct manager, remuneration financial judgments, loan default, litigation and and reasons for leaving. First Advantage will Minor collection matters. Information on payment highlight any discrepancies in the information This is defined as low variance in what the or debt history may be limited due to country provided by the applicant. candidate declared and what was verified privacy laws and credit reporting structures. for education, employment, professional Financial Regulatory* qualifications and other checks. Verifies if a candidate has been prohibited, disqualified or actioned by financial regulatory body in the hiring country. 4 5

4 Methodology. The data in this report was drawn from nearly one million employment verifications and reference checks conducted from January 2012 to March The report presents the results across key markets in Asia Pacific, segmented under five critical discrepancy types employment, education, financial-related, database and criminal. Executive Summary and Report. This report also examines the discrepancy breakdown by country and the seven industries where the highest volume of checks was conducted by First Advantage in Asia Pacific. 6 7

5 The Evolving Asia Pacific Approach to Background Screening Overall screening trends in the Asia Pacific region are pointing up, with marked increases in the number of checks included in each screening request within key areas, and increases in discrepancy rates. The bump in discrepancy rates is most likely fueled by the increase in the number of checks ordered. In general, Asia Pacific employers conducted an average of five checks as part of every background screening report requested to First Advantage. Employers are increasing the number of checks for their candidates with 40.4 percent of all cases subjected to at least six checks in Q1 2013, compared to 38.5 percent last year. However 18 percent of all candidates screened were subjected to one check only. We believe this indicates some employers are taking a very minimal approach to screening. The trend of conducting more checks on candidates is particularly prevalent in Singapore, Hong Kong, Australia and New Zealand where more than 50 percent of all candidates were subjected to six checks or more. In contrast, less than 20 percent of all candidates in China and Malaysia were subjected to more than six checks. Employers conducting six checks and more as part of a background screening report were almost nine times (26 percent discrepancy) more likely to uncover an alert as compared to those who conducted one or two checks (3 percent). and education checks remain the preferred option with 81 percent of all First Advantage clients requesting these checks as part of the screening reports. However, criminal and financial-related checks are also popular with 51 percent and 41 percent of all reports including these components respectively. Overall Rates: For candidates screened in Q1 2013, more than one in 10 reports (11.5 percent) highlighted an area of concern for prospective employers. Region: Australia and New Zealand have consistently recorded a higher discrepancy rate across Asia Pacific, followed by Singapore and Hong Kong. We believe this may be attributed in part to the higher number of checks the employers in these regions ordered for their candidates. As indicated in the screening approach, more checks equates to a higher percentage of uncovering discrepancies. percent discrepancy rate in Q We believe this is partly due to the fact that this industry employs a greater percentage of recent graduates, which presents less history to review. Type: Results with a discrepancy in employment history have increased by 13.6 percent yearover-year, constituting close to 50 percent of all discrepancies in Asia Pacific in Q The majority of the discrepancies were related to job title/ designation and reasons for leaving, with 9 percent and 7 percent alerts respectively. Also, one in 25 employment verification results confirm a lower salary with a previous employer than what was provided by the candidate. Over the past two years, education discrepancies have consistently made up one-fifth of all discrepancies. The three most common education discrepancies are graduation dates with a variance of more than six months, graduation dates with a variance of less than six months, and difference in type of education qualification attained. One in 33 candidates presented a degree where the source would not confirm the validity of the degree. This was most common in China, Malaysia and Philippines, as compared to the other regions. While searches on criminal history and financialrelated searches show low discrepancy percentages in most countries, we believe that candidates involved in such a discrepancy tend to pose a greater legal, compliance, reputational and security risk to organisations than candidates who have other types of discrepancies. Most Requested Background Checks by Asia Pacific Employers 81% verification 81% verification 51% 41% Financial-related Top Trends to Look For in the Future More is better Key regions in the Asia Pacific are including more checks within each screening request, as many as six or more checks per report. Screening outside the box More companies are moving toward infinity screening which involves expanding programmes to include contractor screening and annual rescreening of existing employees. Higher quality candidates As more Asia Pacific employers adopt background screening, higher-risk candidates could potentially avoid employers that performing screening, resulting in fewer screening discrepancies and better talent pools. Industry: Similar to the regional trend, employers in the manufacturing, healthcare, energy and financial industries conducted more comprehensive candidature screening, and the discrepancy rates for these industries are at least 4 percent above all other segments. Background searches on individuals from the Information and Technology industry are least likely to show discrepancies, with a

6 Number of Checks in Asia Pacific and the Rates. Rates by Country. Year-on-year screening volume was up in the first quarter of 2013, compared to Q1 2012; however, overall APAC screening volume followed expected seasonal screening trends which tend to be lower in the first and fourth quarters of the year (see Figure 1). Companies in APAC generally increase hiring activities at the start of the year to meet business needs and replace leavers. The gradual increase of checks ordered becomes visible from Q2 onward and peaks in Q3. As employee turnover slows toward the end of the year and resource needs are largely filled, companies require fewer replacements and, in turn, fewer background checks in Q4. rates have remained mostly stable for the time periods covered in this report (see Figure 2). The largest statistical decline is in Philippines, Singapore, Australia and Hong Kong where discrepancy percentages dipped by 3 percent to 6 percent for each region. China and Malaysia were the only regions that saw discrepancy growth yearon-year (see Figure 3). Number of Checks in Asia Pacific Asia Pacific Total Discrepancies 250,000 20% 200, , , , , , , ,088 18% 16% 14% 12% 10% 15.51% 16.66% 17.21% 15.11% 11.50% 50,000 8% 0 Q Q Q Q Q % 4% 2% Figure 1 0% Q Q Q Q Q Figure

7 Rates by Country. Interestingly, we believe a growing trend toward infinity screening partly explains the drop in by Country discrepancy rates across Australia, Hong Kong, Philippines, Singapore, Japan and Korea during 20% Q Infinity screening involves extending screening programmes to include contractors and vendors and also introducing periodic rescreening of existing employees. Since candidates undergoing infinity screening have already been previously screened, their discrepancy rates are significantly lower compared to candidates who are being screened for the first time during the application process. 18% 16% 14% 12% 10% 8% 6% 4% 17.34% 12.96% 6.67% 7.24% 15.10% 12.46% 8.20% 12.47% 14.79% 8.16% 18.59% 12.09% Q Q % 10.97% In addition, we typically see fewer types of checks 2% ordered on an individual during a rescreen than when the individual was originally hired. 0% Australia and New Zealand China Hong Kong Malaysia Philippines Singapore Japan and Korea Regional business hubs Hong Kong, Singapore and Australia, where global financial institutions Figure 3 park their regional headquarters, have historically seen higher discrepancy rates as compared to the rest of the regions. We believe this is due to the more comprehensive suite of checks ordered. For Singapore and Australia, the manufacturing and energy sectors also see higher discrepancy trends, resulting in higher overall discrepancy percentages in these two regions. At 7.24 percent, China s discrepancy percentage remains the lowest in comparison with all Asia Pacific regions. Year-on-year, we have seen a 0.57 percent increase in the China discrepancy rate. The predicted strong economic growth over the next decade will see global and local organisations investing heavily in key city hubs within the country. As an increasingly attractive career destination for the global workforce, China will see more foreign talent bringing skills and best practices into the country. Increasing affluence will also expose China to greater people risk. Coupled with the expected gradual increase in checks per candidate conducted, the discrepancy rate is expected to continue to increase in the next few years

8 Types of Discrepancies in Asia Pacific. Asia Pacific has experienced a shift since Q4 2012, with employment verification checks now making Candidate Screening in Asia Pacific up more than 50 percent of all discrepancies, a 13 percent increase year-to-year for Q (see 2.59% Figure 4). One in 11 employment verifications identified a discrepancy with the last job title/ designation, while one in 14 showed a variance in the reasons for leaving a past job. Examples include verifying that a candidate was fired for poor performance, when his application indicated he 11.5% 49% 23% resigned due to personal reasons. One in 25 searches identified a lower previous salary than listed on the application (Figure 5). We believe some of these salary discrepancies may be an effort 21% 4.87% by such a candidate to obtain a higher salary offer from the new employer. Figure 4 Overall, Australia, China and Philippines candidates are found to have higher than average employment discrepancies as compared to the rest of Asia Pacific (see Figure 3). discrepancies have consistently been a top Asia Pacific background screening alert. With education verification being a popular screening check ordered by employers, education discrepancies made up one-fifth of all discrepancies discovered. Details With Highest Rates Variance Per Total Applicants Position Held (job title/ designation) 9% One in every 11 Reasons for Leaving 7% One in every 14 Salary Package 4% One in every 25 Date of > six months 3% One in every 33 Date of < six months 2% One in every 50 Figure

9 Types of Discrepancies in Asia Pacific. Types of Discrepancies Breakdown by Countries. al Details With Highest Rates Variance Per Total Applicants Graduation Date > six months 7% One in every 14 Graduation Date < six months 6% One in every 17 Type of Qualification 4% One in every 25 Unconfirmed Degress (no student records) 3% One in every 33 Incomplete Degree 1% One in every 100 Figure 6 Within the education alert components, a variance in the graduation date is the most common, with one in 14 containing a difference of more than six months, while one in 17 candidates had a date variance of less than 6 months (see Figure 6). Some of these graduation date discrepancies may be due to unintentional mistakes made by the candidates. For example, a senior executive with 25 years of experience may have long forgotten his graduation date, causing the employment form to be inaccurate. As a result, we classify most of these mistakes as minor discrepancies. Inconsistencies with the issuing authority of degrees and confirmation of incomplete degrees are more often classified as major discrepancies. Unconfirmed degrees, a discrepancy found in one out of every 33 candidates, are more common in China, Philippines and Malaysia as compared to the other regions. and employment checks form the bulk of all alerts across Asia Pacific (see Figure 7). checks, where candidates are screened based on name matching from a collection of databases including media, address, online, passport/id, company registry, address checks and more, form more than 20 percent of all discrepancies. Financial-related checks includes bankruptcy, credit, financial regulatory and anti-money laundering. Discrepancies in this area are low across the majority of the regions, but the business risk to organisations can be high should an alert be found on these checks. record discrepancy percentages are generally low in most countries, but similar to the financial-related checks, if an alert is found in a criminal check, we believe the risk could be higher than the risk associated with other types of discrepancies. In Australia, a significantly higher number of candidates are found to have alerts on criminal and employment checks as compared to the other countries (see Figures 8 and 8a). China and Hong Kong (see Figures 8b and 8c) see a more even discrepancy spread across education, employment and database checks, while financial-related alerts are higher in Hong Kong, Philippines and Singapore (see Figures 8c, 8d and 8e). discrepancies are flagged significantly more in Japan, Korea and Singapore (see Figures 8d and 8f), while close to half of all Malaysia discrepancies are education checks related (see Figure 8g)

10 Types of Discrepancies Breakdown by Countries. Types of from Q to Q Australia and New Zealand China 60% 50% 40% 36.92% 36.33% 42.34% 53.30% 50.88% 1.53% 16.53% 11.75% 16.63% 69.27% 1.52% 28.15% 30% 33.65% 35.67% 28.94% 20% 10% 0% 22.76% 21.78% 21.89% 22.45% 24.37% 22.26% 20.70% 5.64% 5.72% 3.72% 3.58% 3.97% 1.02% 0.49% 0.63% 0.53% 0.44% Q Q Q Q Q Figure 8a 69.27% 32.47% 1.14% Figure 7 Hong Kong Singapore Most Common by Region in Q Financial 26.25% 0% 3.04% 47.06% Asia Pacific 4.87% 21.27% 48.62% 22.66% 2.59% Australia/New Zealand 10.38% 15.88% 64.90% 8.27% 0.57% China 0.93% 27.55% 35.60% 34.98% 0.93% 7.82% 31.24% Hong Kong N/A 34.99% 28.46% 29.86% 6.69% 31.05% Japan and Korea 0.85% 18.64% 33.05% 46.61% 0.85% Malaysia 4.62% 47.69% 43.08% 4.62% N/A Philippines 0.10% 20.30% 63.07% 10.80% 5.83% 34.70% 18.86% 0% Singapore N/A 19.85% 27.98% 48.81% 3.36% Figure 8b Figure

11 Types of Discrepancies Breakdown by Countries. by Industry. Philippines Japan and Korea Manufacturing, energy and financial institution applicants are the most likely to have discrepancies 6.51% 10.24% 0.67% 20.93% in their background check results, with 15 percent to 22 percent of screening reports recording an alert (see Figure 9). This can possibly be attributed 22.12% 23.00% to the higher level of comprehensive screening conducted by employers in these industries (see Figure 10) % 3.19% Mirroring the discrepancy breakdown by country, the industry breakdown of discrepancies shows 60.47% 21.25% that employment searches make up the highest percentage of discrepancies across most industries (see Figures 11a - 11h). Figure 8c The Energy sector (see Figure 11c) is one standout where database searches currently make up over 66 percent of all discrepancies for that industry, Malaysia while the Information Technology (see Figure 11d), Manufacturing (see Figure 11e), Consumer Products (see Figure 11f) and Professional Services (see 11.20% 4.00% 37.60% Figure 11g) sectors show higher levels of education discrepancies, as compared to the others industries. For Financial Institutions (see Figure 11a), a sector where First Advantage screens heavily, 96 percent 1.60% of all discrepancies are from employment, database and education checks % Figure 8d 20 21

12 by Industry. Breakdown by Segments Financials 25% 20% 15% 10% 5% 0% 15.81% 15.79% 17.82% 12.75% 18.07% 21.37% 7.68% 4.70% Financials Healthcare Energy Information Technology 9.81% 22.23% 7.50% 9.58% Manufacturing Professional Services 7.55% 8.28% Consumer Products Q Q % 7.98% Others Figure 11a 15.79% 49.1% 3.85% 29.26% 0.28% 17.52% Figure 9 % Based on Number of Checks in 2012 to 2013 Healthcare 50% 40% 47% 1-2 Checks 3-5 Checks 6 and above 78.34% 3.18% 30% 26% 12.75% 14.01% 20% 10% 0% 19% 15% 21% 9% 9% 10% 7% 5% 4% 5% 2% 2% 2% 2% 19% Australia China Hong Kong Japan and Korea 18% 22% 6% 10% Malaysia Philippines Singapore Figure 11b 4.46% Figure

13 by Industry. Energy Manufacturing 21.37% 66.04% 13.21% 22.23% 56.96% 2.61% 3.04% 0.43% 20.75% 36.96% Figure 11c Figure 11e Information Technology Professional Services 62.71% 1.27% 2.97% 2.12% 45.69% 11.64% 4.7% 8.28% 10.34% 0.86% 30.93% 31.47% Figure 11d Figure 11f 24 25

14 by Industry. Report Conclusions and Recommendations. Consumer Products As organisations compete for the best available talent in the robust Asia Pacific marketplace, employers must acquire comprehensive candidate insights to help ensure they hire the right people with the right expertise, skills and training to support their success. 9.58% 44.93% 1.45% 5.83% 2.90% Knowing this, more employers in the Asia Pacific region are increasing the number of checks they request within each screening report to get a better understanding of a candidate s background. Still others are expanding the scope of their programme to include infinity screening, which helps protects their brand by screening anyone associated with their company such as contractors, as well as rescreening existing employees who may have committed a new offense or violation since their initial background check % However, some Asia Pacific employers are still limiting their screening process to calling references provided by the candidate. In these circumstances, employers must take care to implement controls that help ensure the references provided by the candidate are qualified to comment on the candidate s performance, abilities and attitude, in order to facilitate reliable, better informed hiring decisions. Figure 11g Other Industries 66.67% In addition, the report also points to the importance of conducting employment and education verifications in regions and industries where a high percentage of discrepancies originate. For example, when experience and qualifications are inherent requirements of a role, such as certain professional and financial-related positions, verification of a candidate s employment and education background is critical to minimizing employee-related risk and reducing turnover rates associated with a lack of skills, training or qualifications. Likewise, checks with a relatively low alert rate such as criminal, credit, bankruptcy, anti-money laundering, can nonetheless uncover huge risks for employers. These checks may also be a regulatory requirement for certain positions. 7.98% 6.06% 6.06% As more Asia Pacific businesses adopt the practice of performing comprehensive employment screening, applicants will come to expect background checks, and as a result, we expect to see a reduction in discrepancy rates. Figure 11h 21.21% In general, Asia Pacific employers who integrate background screening into their hiring process can: Strengthen their compliance with required employee due diligence programmes Reduce their overall employee-related risk Increase the integrity of their recruitment process Decrease recruitment and business costs associated with bad hires Improve business performance due to better quality employees 26 27

15 We re your First Advantage. First Advantage provides comprehensive screening solutions including employee screening, vendor screening, consumer screening and know your customer offering. First Advantage supports thousands of clients globally, including hundreds of Fortune 1000 companies, by providing integrated, single-source solutions that feature quality products and business practices, configurable technology, helpful compliance and managed services, and highly responsive client support. First Advantage, a talent acquisition solutions provider, offers companies around the globe solutions to improve their decision making process for talent acquisitions across the employment continuum. Custom tailored for each client, the solutions addresses recruiting, screening and assessment, on-boarding, and re-screening. As employers tackle the challenges of recruitment and talent management, they turn to First Advantage for integrated solutions. Reduce the time, cost and risk associated with candidate recruiting, applicant tracking, screening, and ongoing retention processes with First Advantage. Verifications Offered Address Identity Health Financial Credibility CV Validation Global Checks Social Media Checks Owner/Proprietor North America: Alpharetta, GA; St. Petersburg, FL; Bethesda, MD; Indianapolis, IN; New York, NY; Bolingbrook, IL; Dallas, TX; Onalaska, WI; Charlotte, NC Canada: Toronto, Canada Europe: United Kingdom Asia: Beijing, China; Shanghai, China; Central, Hong Kong; Tokyo, Japan; Kangnam-gu, Seoul; Malaysia; Philippines; Singapore Australia/ New Zealand: North Sydney, Australia; Melbourne, Australia; Whangarei, New Zealand India: Bangalore, India; Chennai, India; Gurgaon, India; Mumbai, India The foregoing information is not offered as legal advice but is instead offered for informational purposes. First Advantage is not a professional law corporation and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user s individual circumstances or to provide legal advice. First Advantage makes no assurances regarding the accuracy, completeness, currency or utility of the following information. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly

16 Locations and Contacts. Call visit fadv.com/apac First Advantage- Korea 403 4F, Cygnus Building Nonhyun-Dong Kangnam-gu, Seoul This report is written by: Chin Wei Chong, Regional Marketing Communications Director, Asia Pacific/Japan First Advantage- Australia First Advantage Level 1, 213 Miller Street North Sydney NSW First Advantage- Malaysia Suite 12, A210, Block A, Mentari Business Park Jalan For enquiries, First Advantage- New Zealand Level 1, Northland Events Center Okara Drive PJS 8/5, Bandar Sunway Petaling Jaya, Selangor Whangarei First Advantage- Philippines 7th Floor First Advantage- Shanghai Room 607, Apollo Business Center 1440 Yan An Central Road Shanghai Kingston Tower Acacia Avenue Madrigal Business Park Alabang Muntinlupa City People s Republic of China First Advantage- Singapore 51 Goldhill Plaza First Advantage- Hong Kong Room 19 A-C 19/F Champion Building #16-05/06 Singapore No Des Voeux Road Central, Hong Kong First Advantage- India Interface 7, 1st Floor Link Road, Malad (West) Mumbai First Advantage- Japan 3F ASK Building Ebisu Shibuya-ku Tokyo

17 Our team of experts understands the needs of your local market and culture, and we have in-depth knowledge of the applicable laws. We offer a unique global technology platform that is useful across all of your locations, which gives you consistency of processes and visibility across your entire program. Add exceptional program management, and you ve got a partner who can help you protect your business even while saving you time and money. We re your First Advantage. We re there, so you don t have to be employees worldwide 26 offices in 12 countries 41,000+ customers globally 23 million+ global background screens annually Objective. The purpose of this report is to categorize and the quantify the discrepancy trends found while conducting background screening on current and potential employees in Asia Pacific. First Advantage presents this report to provide employers throught Asia Pacific a glimpse into the trends observed in background screening results of organizations country-wide and to help employers benchmark their current background screening practices against their peers and adopt the industry best practices. Disclaimer. This report is for informational purposes only and should not be relied upon for any particular purpose. First Advantage assumes no responsibility for errors, ommissions or inaccuracies in the information contained herein or for interpretations thereof. Copyright 2013 First Advantage. All Rights Reserved. First Advantage does not provide legal advice or services and its research findings should not be construed or used as such.