Thailand Employment Background Check Service

Employment background check in Thailand by Skyinterlegal’s investigators can assist employers verify the information provided by job applicants, ensuring they are qualified and trustworthy. To minimize hiring errors, create a safe and productive workplace. These services typically include criminal record checks, credit checks, employment verification, personal information verification, education verification, reference checks and social media checks.

 

What is Employment Background Check?

An employment background check is a process of verifying the personal information of an applicant, including education, employment history, criminal history, credit history, shareholdings or directorships in companies, and other relevant details that are suitable for a job position in the employer’s organization. This check helps employers select candidates who are qualified for employment and have been verified to be accurate, reducing the organization’s risk and ensuring workplace safety.

Benefits of an Employee Background Check

Employment screening is an essential part of ensuring a safe work environment and a productive workforce.  Our efficient and comprehensive employment screening package ensures that you have thoroughly checked an applicant’s criminal history, current status on the terrorist watch list and sex offender database, verified prior employment and academic credentials.

  1. Applicant Identity Verification:

Background checks verify the accuracy of information provided by applicants on their resumes and applications, such as employment history, education, and professional licenses.

This ensures that applicants meet the qualifications and experience claimed, reducing the risk of hiring someone who is not the right fit for the role.

  1. Improving the quality of employment:

Background checks help employers make better hiring decisions by identifying potential red flags, resulting in more qualified and reliable employees.

This can result in increased productivity, lower turnover, and a more positive work environment.

  1. Minimizing Legal Risk:

Negative hiring lawsuits can be costly and damaging to a company’s reputation. Background checks help mitigate these risks by ensuring that employers do not hire individuals with a history of problematic behavior. Compliance with laws and regulations, such as those related to background checks and fair credit reporting, is also facilitated by a comprehensive screening process.

  1. Improving Workplace Safety:

Background checks can identify individuals with histories of violence, theft, or drug use, creating a safer workplace for all employees.

This is especially important in industries that work with vulnerable groups or handle sensitive information.

  1. Protecting Company Reputation:

A company’s reputation is a valuable asset. And hiring individuals with questionable backgrounds can negatively impact that reputation.

Background checks help protect a company’s image by ensuring that employees are trustworthy and reliable.

  1. Reducing Drug Abuse in the Workplace:

Background checks can help identify applicants with a history of drug use, allowing employers to avoid hiring individuals at risk of drug or alcohol-related problems in the workplace.

This can lead to a safer and more productive work environment.

  1. Improved Human Resources Efficiency:

Background checks can save HR departments time and resources by streamlining the hiring process and reducing the risk of hiring unqualified applicants.

This allows HR professionals to focus on other important tasks, such as employee development and retention.

  1. Prepare evidence:

To help protect your company from unfair dismissal claims.

What Does Our Employment Background Check Consist Of?

Education verification
Verify that the applicant has actually studied, graduated, and has the correct diploma as per the information in the job application.

Employment history verification
Verify that the applicant’s job title, employment date, departure date, and reason for leaving the previous company.

Civil Records & Bankruptcy Checks
Checks whether the employee or applicant has a history of being sued in a civil case and has a history of being a bankrupt.

Directorship Checks
Checks whether the prospective employee is registered as a director or shareholder in any private company registered with the Department of Business Development, Ministry of Commerce.

Identity and address verification
Verify the validity of identification documents such as national ID cards and passports to confirm that the person is who they claim to be and where they live.

Professional Certification and Reference checks
Verify the validity of training certificates, diplomas, professional qualifications and competencies claimed by the applicant.

Criminal Record Checks
Checks criminal records and arrest warrants from the Criminal Records Division, Royal Thai Police.

Adverse Media Checks
Checks the negative news history of employees that appear on officially certified online media.

Global Sanction Checks
Checks the status of transnational crime history from the UN Global Sanctions or EU Global Sanctions.

Red Notice and Immigration Watchlist Checks
Checks the history of arrest warrants from Interpol and the Immigration watch list.

Employment background check process

Step 1: The employer or applicant contacts us to request an employment background check.

Step 2: The employer or job applicant pays the employment background check fee.

Step 3: The job applicant signs a consent form for the employment background check.

Step 4: Gathering required documents, including ID cards, educational certificates, and work references, will vary depending on the package selected by the client.

Step 5: Conducting an employment background check using various methods and approaches.

Step 6: A screening report will be sent to the client after a thorough quality control process.

Why choose us?

Specialized investigative resources: Unlike standard HR departments, the firm is explicitly registered for investigation activities. This means it possesses the resources, knowledge, and experience to conduct more thorough checks.

Legal expertise: As a legal consultancy firm, Sky International can help ensure that background checks are conducted in full compliance with local laws. This is particularly critical in Thailand, where regulations like the Personal Data Protection Act (PDPA) must be observed.

Access to reliable data: A professional agency has established access to authoritative data sources for verifying information such as criminal records, employment history, and education credentials. This helps prevent resume fraud and other discrepancies [5.5].

Risk mitigation: By conducting due diligence on job candidates, a company can mitigate a range of risks, including fraud, workplace violence, and negligent hiring lawsuits.

Efficiency: Outsourcing the process can free up internal HR resources and accelerate hiring timelines. The firm has the established processes to perform checks more efficiently than an in-house team.

Objectivity: A third party provides an impartial and unbiased assessment of a candidate, which can lead to more neutral hiring decisions.

No hidden cost

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Frequently asked questions about Employment Background Check in Thailand

The law does not explicitly prohibit or permit background checks. However, all checks must comply with Thailand’s Personal Data Protection Act (PDPA), which governs the collection, use, and disclosure of personal data. The PDPA, enacted in 2020, is the primary legal framework that protects individual privacy during background screening. 

Yes, explicit consent from the candidate is mandatory before an employer can collect or process their personal information. The candidate must be informed of what data will be collected and how it will be used. For sensitive information like criminal records, health data, or religious affiliations, specific consent is required.

Failure to comply with the PDPA can result in civil, criminal, and administrative penalties. Employers may be liable for compensating the individual for damages caused by the violation.

Yes, a candidate has the right to refuse to provide their consent. However, the employer may then be unable to proceed with the hiring process, which can impact the candidate’s application.

With the candidate’s proper consent, employers commonly verify:

  • Employment history: Past job titles, dates of employment, and reasons for leaving.
  • Educational credentials: Degrees, institutions, and certifications.
  • Criminal records: Checks can be made through the Royal Thai Police.
  • Identity: Basic personal data like name, address, and ID card or passport number.
  • References: Confirmations from former superiors or colleagues.
  • Social media: Some employers conduct informal searches, but this must be done carefully to avoid bias.

Background checks are typically conducted after a conditional job offer has been extended, but before the final employment contract is signed. This timing protects the privacy of candidates who are not selected for the role.

Partnering with a reputable third-party screening company is a best practice. These companies are knowledgeable about local laws and regulations, especially the complexities of the PDPA and the process for conducting criminal record checks. They can help streamline the process and ensure legal compliance.

A candidate has the right to access and correct their personal information. If a background check contains inaccuracies, the candidate should notify the employer immediately and provide supporting documentation to clarify or correct the information.

with the Personal Data Protection Act (PDPA). The exact documents will vary based on the checks you are performing, but common requirements include the following:

  • Signed candidate consent form: A candidate’s written consent is legally required before you can collect or process their personal information. The form should clearly state what information will be checked, the purpose of the check, and how the data will be used and protected.
  • Copy of national ID card or passport: This is necessary to verify the candidate’s identity. For foreign applicants, a copy of their valid passport and relevant visa pages is required.
  • Educational transcripts or diplomas: Copies of official transcripts, diplomas, and certifications are needed to verify the candidate’s educational history. 
  • Other documents that require further verification, such as : a candidate’s resume, work permit (for foreigners), or letters of reference from previous employers, Professional licenses and certifications.

The cost of employment background check services varies based on factors such as the type of screening required for each candidate and the number of candidates to be screened. Pricing details are typically included in a proposal from us. For specific cost information tailored to your needs, please contact us directly

he screening process typically takes 3-5 business days. The exact duration can vary based on the complexity of the checks. We ensure that all procedures comply with regulations in each country where we operate. For more details, please contact us via email or phone

Please contact us via email at skyinterlegal@gmail.com , or by phone at +6681-9151522. We will be happy to assist you.