In Afghanistan, background checks are less formalized and standardized compared to countries like Australia, but they are still used in various industries and sectors, especially in government, security, international organizations, and large corporations. Here are the typical types of background checks conducted:

1. Criminal Record Check

What the check is - This is used to identify if a candidate has any criminal record or history of legal violations. However, the availability and reliability of criminal records can vary depending on the region and access to national databases, which may be limited.

Why do you do it: Employers conduct this check to ensure that candidates do not have a criminal background that may pose a risk to the organization or its stakeholders. Given Afghanistan's security concerns, employers want to ensure the trustworthiness of employees, especially in sensitive roles.

How often does it need to be checked: This is typically done at the time of hiring. In high-security positions, periodic checks may be conducted, especially for employees working with international organizations or in government roles.

2. National Identity Verification

What the check is - Employers often verify the authenticity of a candidate’s national ID card (Tazkira) or passport to ensure the candidate’s identity is genuine. This is critical due to potential concerns about falsified identities.

Why do you do it: To verify the authenticity of a candidate's identity and avoid the risks associated with false identities or impersonation. This is crucial in a country where access to secure identity records can be inconsistent.

How often does it need to be checked: Identity verification is typically done once, during the hiring process, but for high-security or sensitive positions, it might be rechecked periodically.

3. Employment History Verification

What the check is - Employers verify the candidate’s previous work experience, typically by contacting former employers. This check helps confirm the accuracy of the candidate’s claimed roles and responsibilities.

Why do you do it: Employers check the candidate’s employment history to confirm that the candidate has the relevant experience and skills for the job. This also helps ensure that the candidate is being truthful about their past roles and responsibilities.

How often does it need to be checked: Employment history is generally verified during the hiring process, with further checks depending on the level of the position and the sensitivity of the role.

4. Education and Qualification Verification

What the check is - Verifying educational qualifications is common, especially for jobs requiring specific certifications or degrees. Employers contact educational institutions to ensure the candidate’s claims are legitimate.

Why do you do it: Employers verify educational qualifications to ensure the candidate holds the required credentials for the position. This is important in sectors like healthcare, education, and technical industries, where qualifications can directly affect job performance.

How often does it need to be checked: This is usually checked once, during the hiring process. For positions that require ongoing certifications, employers may request updates periodically.

5. Reference Checks

What the check is - Reference checks are performed by contacting previous supervisors or colleagues to gather information about the candidate’s work ethic, performance, and reliability.

Why do you do it: Reference checks help employers get a third-party perspective on the candidate’s work ethic, performance, and behavior in a previous role. This information is particularly valuable for assessing suitability for leadership or high-responsibility positions.

How often does it need to be checked: Reference checks are typically performed once, during the hiring process. For high-level or sensitive positions, additional references might be sought throughout employment.

6. Security Clearance

What the check is - For government or high-security roles, especially in the defense or law enforcement sectors, security clearance may be required. This process involves thorough vetting by government agencies, which includes checking personal, professional, and family backgrounds for any potential security risks.

Why do you do it: Security clearance checks are necessary for roles in government, defense, or international organizations. The purpose is to ensure that the candidate does not pose a security risk and is not involved in activities that could threaten national security.

How often does it need to be checked: Security clearance is often conducted at the time of hiring and may be rechecked periodically, especially if the role involves classified or sensitive information.

7. Political Affiliation and Allegiance Check

What the check is - In some cases, employers (particularly in the public sector) may inquire about a candidate’s political affiliations or past associations with groups or movements, especially if those groups have been involved in conflicts or political instability.

Why do you do it: Employers, particularly in the public sector, conduct these checks to assess the candidate’s political background, particularly in a country with a history of political instability. This helps to ensure that candidates are not involved in extremist or politically destabilizing activities.

How often does it need to be checked: Typically conducted at the time of hiring, especially for government or public-sector positions, but may be updated periodically for high-ranking officials.

8. Terrorism or Extremism Check

What the check is - Given Afghanistan’s security context, some employers, particularly international organizations, conduct background checks to ensure candidates have no links to extremist or terrorist organizations. This may be done through local intelligence contacts or international security databases.

Why do you do it: Employers, especially in international organizations, need to ensure that candidates do not have any associations with terrorist or extremist groups. This is crucial in Afghanistan, given the ongoing security challenges.

How often does it need to be checked: Usually checked during the hiring process, with ongoing monitoring for sensitive positions or for employees in high-risk areas.

9. Health Checks

What the check is - For roles that require physical fitness or involve labor, such as in construction or security, employers may conduct health checks to ensure candidates are fit for the job.

Why do you do it: Health checks are conducted to ensure that the candidate is physically and mentally fit for the job, especially for roles involving physical labor, security, or work in remote locations.

How often does it need to be checked: Health checks are typically performed at the time of hiring and may be repeated periodically, depending on the role’s physical demands or exposure to risks.

10. Driver’s License and Vehicle History Check

What the check is - For jobs that involve driving, employers will check the candidate’s driving history and verify that they have a valid driver's license.

Why do you do it: For roles that involve driving, employers need to ensure that the candidate has a valid driver’s license and a clean driving record to minimize the risks of accidents or legal issues related to unsafe driving.

How often does it need to be checked: This is checked once, during the hiring process, but in some cases, it may be rechecked periodically, especially for roles that require regular driving.

The thoroughness and availability of background checks in Afghanistan depend heavily on the employer, the region, and the resources available. Large international organizations, for example, often have more comprehensive systems in place compared to local businesses, which might rely on more informal methods of verification.

Industry-Specific Background Checks:

• Government and Security: Higher scrutiny in terms of criminal record, political affiliations, and terrorism/extremism checks.
• Healthcare: Emphasis on education, professional qualifications, and health checks.
• International Organizations: More comprehensive checks, including identity verification, criminal records, and terrorism/extremism checks due to security risks.
• Construction and Manual Labor: Focus on health checks, driver’s license verification, and employment history.

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Privacy and Data Protection Considerations:

In Afghanistan, the handling of personal information and privacy during background checks can be less regulated than in other countries. Employers should still ensure that they have the candidate’s consent to conduct background checks and should handle personal data responsibly to avoid any legal or ethical issues, especially when dealing with sensitive information like criminal records or health details.