In Europe, there is a more democratic practice of prospective employees themselves providing information about themselves (Perritt and Perritt, 11). In case of any unlawful behavior by employees, this document can be used as the employer to validate his/her innocence in the matter. US multi-national employers often conduct written pre-hire tests to assess whether the candidate has the right skill sets or aptitudes (Perritt and Perritt, 13). But in Europe, this kind of test is not favored because of the cultural and human resources issues involved (Perritt and Perritt, 13). It is argued in European countries that such a test will evoke comprehension problems, translation issues and cultural confusions in overseas employees (Perritt and Perritt, 13). As the applicant test responses are usually private data, in Europe, such tests will be against the data privacy laws (Perritt and Perritt, 15). Also, in Europe, there are severe restrictions on firing employees (Perritt and Perritt, 17). This makes the hiring mistakes tougher to rectify (Perritt and Perritt, 17). Even in such a situation, the European companies are known to stay away from the intruding background check. There is also the instance of pre-hire drug tests, the approach to which the US and European context differ greatly. In the US, such tests are prevalent, while in Europe, they are unheard of (Perritt and Perritt, 3). But in Europe, interviews with applicants’ past employers is a tool that companies use to verify the background of their employees (Perritt and Perritt, 4). But in the US, such an act may invite defamation litigations and misrepresentation suits for the previous employees and so they never disclose negative information (Perritt and Perritt, 4).