Background Check In Colombia

What are the Benefits of Background Checks in Colombia?

An employee screening in Colombia is very important since it helps to determine whether the job applicant is the right choice for the organization. However, apart from that, this process has various benefits for a company. They include,

• It helps improve an organization's workforce quality over time. Running a background check on prospective employees significantly increases the chances of onboarding a good candidate.
• In most industries, a background check is a legal requirement for hiring. It can help you avoid expensive legal challenges often arising from non-compliance with such regulations. 
• Background checks can be a great tool for avoiding uncomfortable situations or crises that can harm your company's reputation.
• It can help prevent or reduce criminal activity within an organization. This is especially important for large businesses with more than 1000 employees.

What are the Types of Background Checks in Colombia?

Moving on, when you are hiring international employees in Colombia, make sure to run the following background checks before onboarding them.

1) Criminal record check

• A criminal record is the final document that highlights all the details of a job applicant's past criminal convictions and history. 
• In Colombia, criminal record certificates are only issued by the National Police. The Office of the Attorney General cannot issue them.
• To obtain this document, individuals can apply online through the www.policia.gov.co webpage.
• Another way to obtain the criminal record certificate is to submit a verbal or written request to the Office of the Attorney General. However, please note that this only applies to non-classified information.

2) Employment history check

• An employment history check is a commonly performed employee screening in Colombia. It establishes the accuracy of information about a person’s work experience.
• As an employer, you can ask the job applicant to provide details about their positions, length of employment, and reasons for leaving. 
• You can cross-verify the information by contacting the previous employer directly or asking the employee for professional references. 
• The main goal of an employment history check is to mitigate the risk of hiring a candidate with false credentials.

3) Medical screening

• All employers in Colombia must conduct medical tests on job applicants to determine their fitness for the position.
• However, there are certain restrictions to this. For example, employers cannot request AIDS tests or pregnancy tests as a mandatory requirement for hiring.
• Furthermore, employers must request medical exams during the labor relationship and at the termination of the employment contract.
• Drug and alcohol tests are also allowed. However, to perform these examinations, you must obtain explicit consent from the job candidate.

4) Credit history check

• A credit history check is often performed to understand a job applicant’s financial behavior. It typically involves verifying details such as credit card debts, payment history, personal information, and so on.
• This type of employee screening in Colombia aims to prevent financial risks and fraud at an organization. This is especially important for roles involving financial transactions.

5) Education history check

• An education history check helps reveal information about a person’s date of attendance, majors, graduation dates, and degrees/certificates earned.
• It is very commonly performed during the hiring process to ensure the job applicant has the skills, knowledge, and expertise to do the job.
• An education history check is generally done for job roles such as teacher/counselor license verification, cosmetologist/massage therapist license verification, and attorney license verification.

6) Social media check

•  A social media check involves carefully scrutinizing a person’s online activities on social media platforms like LinkedIn, Facebook, or Twitter.
• The intent is to learn more about the said individual's personality and check whether they are the right person for the organization.
• Some red flags that may come up during a social media check usually include racist/sexist comments, violent/aggressive behavior (trolling, stalking), and unlawful activities (drugs or underage drinking).

Requirements for Background Check in Colombia

The following documents are usually required when running a background check in Colombia

• Identity proof like Passport/driving license or any utility bill like telephone, gas, or electricity
• Relieving letter, salary/pay slip, experience letter, offer letter.
• Copies of education degrees and final year mark sheet
• Credit score and outstanding debts.

Steps in Conducting Background Check in Colombia

Here are a few simple steps that you need to follow to run a successful employee screening in Colombia.

• Establish a background check policy: Implementing a background check policy in your employee handbook can be a great way to ensure everyone is treated equally. The policy should specify who will receive the background check, what information you seek, and when the check will be conducted during the application process.
• Find the right service to run the background check: You can either conduct an employee screening in Colombia with the help of your in-house team or hire a third-party service provider. The latter is usually advantageous, as it offers cost-saving opportunities.
• Inform the candidate: Before conducting a background check, notify the candidate and obtain explicit consent, preferably in writing, to minimize legal risk.
• ‍Review the results: If the background check finds nothing unusual, you can start the onboarding process. You can also provide the employee with a copy of the result so that they can ensure that their report is as factual as possible.

Are Employee Background Checks Legal in Colombia?

Yes, running a background check on new job applicants is legally allowed in Colombia. We have already discussed the types of checks that are permissible. But, it is important to note that this has certain restrictions. For example, as an employer, you cannot request your employee for the following tests,

• HIV tests or conditions
• Pregnancy test
• Disease or disabilities
• Unionized condition.

Additionally, companies cannot ask their employees discriminatory questions. These include any information related to their political opinion, race, religious beliefs, or sexual orientation unrelated to the job role.

Please ensure utmost compliance with all these rules and regulations to avoid any expensive legal hassle.

Planning to Hire in Colombia? Here’s How Skuad Can Help

Skuad’s global EOR solution can expedite and improve the background check process when you partner with us for EOR. 

We feature automated employee screening. To request the verification you want, simply submit a request. We will then gather every minute detail while complying with Colombia's data protection laws. 

You can get access to the results of the background check in real-time. In this way, you save a lot of time and effort and lessen your chances of bad hiring. 

Additionally, we provide 24/7 dedicated support, and our experts will guide you through every step of the international hiring process if you have any questions or doubts. 

‍Join us today and hire compliantly and efficiently, anywhere and anytime, only with Skuad!

FAQs

Does Colombia do background checks?

Yes, employers can run a background check in Colombia. However, be careful to inform the job applicant beforehand and get their authorization before you begin the verification process.

Do employers do international background checks?

Yes, international background checks are a staple of the hiring process. They help companies weed out unfaithful or suitable candidates and select only those with credentials and skills.

What are the labor laws in Colombia?

The Labor Code is Colombia's main legislation guiding the employee-employer relationship. 

Does Colombia have the Fair Labor Standards Act?

No, the Fair Labor Standards Act is not applicable in Colombia. It only applies to employment relationships within any state of the USA, the District of Columbia, and any territory/possession of the USA.