Your company is valuable, and whether you are a huge multinational corporation or a small start-up, finding the right employee can mean the difference between future success and failure. Carrying out comprehensive background checks can ensure that your employees will be a positive, not destructive, addition to your team.
The background screening process varies according to the role the candidate is applying for and the service you require from your screening provider, but generally involves identity, residency verification and right to work checks, employment checks, academic qualifications, credit checks, criminality checks and social media checks.
Security Watchdog are attending the NAPBS 2018 Annual Conference in Baltimore , MD on Oct 7-9.
Pre-employment screening has become the norm as businesses attempt to protect themselves from a bad hiring decision which could result in theft, fraud, data breaches, litigation or risk to company reputation. Pre-employment screening has become the norm as businesses attempt to protect themselves from a bad hiring decision which could result in theft, fraud, data breaches, litigation or risk to company reputation.
There are many differing pre-employment checks available and it can be problematic to decide which ones to prioritise.
11 common misconceptions about background checks.
Results from a new survey carried out by Irishjobs.ie report that almost two thirds of businesses have suffered a bad hiring decision which has cost them over €10,000.
Securing the highest quality talent for your company is crucial for the smooth running and profitability of your organisation. Providing a fast and effective screening process will help ensure that the best candidates are retained, and avoid losing great talent as a result of cumbersome pre-employment screening procedures.
Employment screening is getting increasingly complicated. More data about candidates is available than ever before, and regular changes to data privacy laws make the to-do list of HR managers longer and more extensive.
A BBC radio 4 programme has exposed a huge global trade in fake qualifications from so called “diploma mills” and fake organisations, which are misleading recruiters and putting unqualified people in positions of responsibility and power.
As the Six Nations Championship continues to storm across pitches and television screens, England supporters were treated to a solid display of their teams defensive skills over the weekend. The defeat of the Welsh by England on Saturday has sparked several lively discussions on social media, with pundits and fans debating actions on and off the pitch.
24% of UK employees have shared confidential business information, according to new research carried out by Data Privacy and Risk Management company Egress. In the survey of 2000 workers, Egress found that while much of the leakage was accidental, many have purposely handed over information to competitors or new employers
The referendum on 23rd June 2016, and Teresa May’s official signal of Britain’s exit from the European Union in March 2017, has cast worldwide doubt on markets, industries and society.
Sixteen months on from the initial referendum decision and we are still none the wiser on what to expect from a post-Brexit Britain. “Divorce” talks continue to take place between the powers that be, and speculation is rife.
At this time, we don’t know the full impact that Brexit will have, but that doesn’t help a country in which 11% of its workforce are made up of foreign nationals, many of them European, and much of our Employment Law is firmly rooted in European legislation.
So, what can you do as an employer while waiting for the impending deal to be finalised?
First, ensure that all staff are currently legally entitled to work in Britain. Be aware that nothing has changed. Employers must still carry out appropriate checks on staff, and the £20,000 fine per illegal worker remains.
In the wake of the uncertainty surrounding Brexit, many firms might be forgiven for feeling uneasy about hiring permanent staff and prefer instead to mitigate risk and keep staff on short term contracts. But temporary staff have the same level of access to your assets as permanent staff, and must also be legally entitled to work here, therefore diligence in screening temporary staff is just as critical.
All staff will likely be uneasy about what will happen post Brexit, whether directly affected or concerned about the future of their co-workers. Keep all staff up to date with any changes which could affect team members. You may not be able to fully reassure your staff but keeping a business as usual attitude should ensure that staff feel supported and disruptions to productivity is kept at a minimum.
Now is a good time to assess your level of risk in the event of changes to employment law. Ensure you have a clear understanding of which members of staff might be directly affected and check that all right to work documents are up to date.
Brexit is dominating headlines and the full impact will only become clear after Britain’s exit is complete. Ensuring you stay compliant and diligent in all areas of your employment screening practices, and acting on changes as they happen, will prevent problems further down the line.
According to a recent report from accountancy firm RSM, employee fraud cost UK businesses £40m last year. With reported crimes including payment fraud, client record fraud and thefts from the workplace, this figure is thought to be the “tip of the iceberg” according to Akhlaq Ahmed, RSM’s forensic partner.
Fraud can be classified in three ways, deception or misrepresentation, omission or abuse of position and can be tricky to prove. All instances of fraud in the workplace must be dealt with swiftly, but in all cases, prevention would have been better than cure. And the best prevention is a clear communication of expectations and an open company culture.
Ensure all staff are fully aware of company policy regarding fraud from the moment of hire. Give new employees a company handbook outlining their responsibilities and make reading and understanding it a contractual obligation. Give continuing staff regular reminders of current company policy.
If there is a suspicion of fraud in the workplace it is imperative that intent is proven. In some cases, the staff member involved may not realise they are doing anything wrong, for instance by taking company property home for remote working or claiming for expenses which are not covered by their contract.
In cases where full intent is clear, ensure you have the evidence to back up your claim. Inform staff of instances of fraud, ensuring Data Protection procedures are followed, which will send the message that fraud will not be tolerated.
Encouraging a culture of honesty within the company will help staff feel comfortable in coming to you should they suspect their co-workers. Ahmed recommends that organisations have up to date whistleblowing procedures which encourage employees to be confident in reporting their concerns.
Avoiding employee fraud is an ongoing battle but ultimately can be prevented for the most part by incorporating the right company culture from the start.
Over a third of UK job applicants have lied on their CV at some point according to a survey from Job Today, a leading recruitment app.
A quarter admit to lying on their CV on a regular basis, and falsehoods can range from simple embellishments through to huge fabrications which could put businesses in danger.
Resume fraud might entail lying about qualifications (embellishing grades attained or even creating qualifications from schools never attended), exaggerating responsibilities in previous employment, creating positions to fill employment gaps and lying about a legal right to work in the UK.
CV fraud is illegal when it is intentional and is designed to make a gain or secure employment. But many people are unaware of this fact, contributing to the belief that “everybody tells white lies on their CV”.
Managers and HR personnel need to be hyper vigilant to ensure that they are not the victims of CV fraud and that they hire the correct candidates. Thorough background checks are critical to determine whether an applicant is being truthful.
Timely screening is especially important, it can be much harder to convince a team of people that a candidate they have become fond of during the application procedure is not who they say they are. At this stage, it is easy for managers to look past proper screening, or presume that someone with an extensive work history has already been vetted by a previous employer to rush the process through.
Studies have shown that applicants who know that background checks won’t be carried out are far more likely to lie on their CV. And, according to credit reference agency Experian, as many as 15% of applicants will drop out of the recruitment process if they know that a thorough background check will be conducted.
Carrying out pre-employment screening is an essential part of the hiring process and companies ignore it at their peril.