What are cultural barriers in Background Screening across the globe?

Background screening cultural barriers.

Background screening cultural barriers. The COVID-19 pandemic has accelerated the expansion in wireless connectivity between personal and working communities around the globe; however, this has not come without the trials in upholding an operational and compliant employment background screening program in the globalisation of the digital workforce. Background Screening plays a significant role in reducing bad hires by ensuring that your candidates are qualified to do the job they have applied for. This is important in safeguarding the reputation of an organisation and the nature of how commerce is conducted.

CRI® Group surveyed to gauge the state of human resources in which it was revealed that the COVID-19 pandemic is raising fears of fraud and the protection of sensitive and confidential data since the implementation of virtual in work-from-home (WFH) arrangements.

It was estimated that roughly 88 per cent of the surveyed admitted that the pandemic is indeed having an impact on the way their HR operations are being carried out, while 65 per cent are considering new ways to hold on to employees during the crisis outside of government schemes, i.e., the furlough scheme in the UK. Alarmingly, a staggering 54 per cent of the surveyed admitted to not screening their employees for criminal, media, employment history perspectives before any work-from-home arrangement as they would have done if they were being asked to work from the office despite being these employees having access to sensitive information.

Before COVID-19, it was found that an estimate of 85% of organisations testified to conducting background screening of some type. On the same note, a vast 92 per cent stated that they trust their employees with confidential data but without the assistance of a background screening measure. Background screening is vital to organisations of all types and industries as it can assist in authenticating your employees track record and help avoid a bad hire.

Find out other ways COVID has impacted the hiring process or download our brochure.

Are background screening checks essential?

Background checks are essentially an inquiry into an employee’s/candidate’s character inside and outside their vocations. At CRI® Group, we offer a complete, in-depth background screening service for candidates and employees at all levels across the globe. Working with different cultures in different geographies raises background screening challenges that should be considered when conducting a thorough background check – to be able to conduct business successfully in a geographic location that you are unfamiliar with, it is crucial to consider these aspects to be able to integrate your organisations into the locality seamlessly; these are particularly important if you are considering a partnership with oversea organisations. 

CRI® is certified by British Standard Institute BSI for the scope of BS 7858:2019 Screening of individuals working in a secure environment, Code of practice and BS 102000:2018 Code of practice for investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and across the Middle East. Find out more about the BS 7858:2019 below or download the free playbook.

The Different Challenges of Background Screening Across the Globe

Regulatory policies

  • The guidelines for background screening checks differ from country to country, with personal privacy and data protection being a universally passionate debate. The laws in the United States, for example, are not the same as those that impact investigations in the Middle East and the Middle East policies vary from the European ones. International Background Screening necessitates compliance with personal data protection regulations across regions where it is conducted. Background screening in the US typically must conform with the Fair Credit Reporting Act to conduct domestic background investigations. In the case of Europe, its GDPR effectively fell into force in 2018.

If you need more information on establishing GDPR procedures in your organisation, read our guide on maintaining GDPR compliance.

  • Other investigations outside of the West are considered far more complex. Middle Eastern countries have no prohibitive legislation governing employment screening or employee due diligence. This means that the process largely relies on consent from the applicants. Background screening industry professionals in the Middle East must follow strict data protection requirements (such as the GDPR, local Data Protection regimes, DIFC Data Protection, ADGM Data Protection and QFC Data Protection regulations) to process consensually based on personal data information. In contrast, Dubai International Financial Centre (DIFC) Data Protection standards allow for processing sensitive personal information, including criminal history, with signed consent from the data question for operative due to diligence necessities. Read more about compliance with privacy laws in the UAE. With this in mind, it is important to bear regulatory policies in mind and do further research on them when conducting these checks overseas.

Find out more about CRI® Group’s compliance solutions below or contact us to get a free quote.

Local Practices

  • Much like the regulatory policies, obtaining background screening data differs from jurisdiction to jurisdiction. The Middle East, for example, have background investigators journey to remote destinations to conduct interviews, find and use other resources and enlist local assistance to verify the information. Leading background screening firms often conduct investigations that regularly involve a thorough review of local press records and online and proprietary databases to locate the appropriate public records. This is not a requirement in the US as the data is digitised and available in official sources. In South Africa, on the other hand, such a procedure would require the candidate’s fingerprints due to the digital gap. Investigators would have to go through the Australian Criminal Intelligence Commission (ACIC) in Australia.

Technology gap

  • As mentioned before, the same technology is not available in all countries across the globe. The technology gap is an additional task that can impact the effectiveness of a comprehensive background screening check. The technology gap is an echo of local practices and regulatory policies; this solidifies the notion that auditors must adapt to meet the organisation’s needs centred on the resources they have available to them. It is a good idea to collaborate with a screening firm in the designated country that an organisation wishes to hire to make sure that no policies are being broken nor any obstacles, such as the technology gap, hinder the HR process.

Political Differences

  • Political differences and solidarities should be considered during a screening as it means that the officials and authorities of the country may have different priorities than the organisation’s country of habitation. The cultural barrier index shows Africa and Middle East regions having unrest due to political instability as a significant challenge. Africa, for example, principally concentrate on preserving law and order leading to organisational processes such as verification being of lesser priority to them. In geographies where the socio-economic conditions are worse than the organisation’s abode, there will certainly influence the turnaround time, which is why it is mandatory to implement the correct procedures in place – especially if you would like your organisation to reap larger benefits of outsourcing.

Time differences and regional natural disasters

  • This reason is not as easily recognised but is just as important for successfully performing background screening checks. The climate is known to fluctuate from one geography to another, which means that some regions are more prone to natural disasters. Some natural disasters such as earthquakes or typhoons in certain regions might impact the speed of conducting a background screening. Another important aspect to consider is the time difference and the difference in working days. The working week differs across regions, some dependent on societal expectations and others on religious understanding – this is more than likely to impact the turnaround time of completing a background check. While the working week in Europe is usually considered to be Monday to Friday, the offices in UAE shut their doors earlier, with the weekend starting on Fridays and the 5-day working week beginning on Sunday. As the UAE is a predominantly Muslim country, Fridays are typically a shorter day in the working week for devout observations such as Jumu’ah (Friday) prayers.

Local Festivities

  • Replies from employees, employers, education institutions and even government officials may slow down during Christmas in the Western world, Ramadan in the Middle East region, or Lunar New Year in Asia. It is an effective strategy to bear the national holidays in mind when hiring or screening your candidates, and it prevents any further delays than what has already occurred.

Social behaviour

  • Social behaviour can vary from one district to another within the same land, so any visitor, individual or corporation is anticipated to acknowledge the cultural norms and social behaviour of the country they are visiting and to respect it as a measure of good practice. In some areas, what could be considered normal practice might be disrespectful or offensive in others. For this reason, the cultural index was established. The cultural index is a directory that notes the different cultural barriers and their impact on various regions; it is typically measured on a scale of 1, known as “not a challenge” to 5, which is “highly challenging”. Social behaviour was rated as three across countries in APAC and the Middle East as was rated as two across other regions. Again, establishing a local team will ensure a seamless process due to their awareness of how to conduct HR processes.

Language

  • Failure to read or the inability to translate documents required for any step of any HR procedure would increase the turnaround time for completing the background screening process. Europe is typically challenged in this aspect as it is a continent that is representative of several diverse official languages, and a background screening service that is not adaptable nor accommodating to several languages could lead to a language barrier, thus resulting in delays and data inaccuracy. Based on this, CRI® Group has implemented a ‘boots on the ground strategy and employs local experts in remote areas in the world, who are equipped with technical skills and local knowledge and understand the cultural subtleties to help set the tone at the top.

Next steps, Locating Reputable Screening Firms

It is crucial that your organisation works hand in hand with a reputable screening firm to ensure the screening process is effective in the organisation’s homeland and overseas – this will aid in minimising most if not all of the cultural barriers we have discussed thus far. Most firms who work with partners overseas are likely to adapt to your organisation’s work culture fast enough as they are used to the concept of outsourcing and malleability. The best way to go about locating a reputable screening firm in the country of your choice is by following the steps below:

  1. Research home and overseas background screening firms supplied by the Professional Background Screening Association https://thepbsa.org/.
  2. Research the local and regional laws beforehand and ask your firm how they conform to local and regional laws governing individual privacy and data protection.
  3. Screening firms are also capable of outsourcing their cases to a third party. Avoid this by ensuring that the firm’s physical address is in the region in which you’re looking to conduct investigations.
  4. Know how your chosen firm investigates and conducts background screening; it is best to steer clear of firms that investigate exclusively through media searches. This provides very little personal information on the candidate.
  5. Auditors in your chosen firm should comply with GDPR and maintain Information Security Management System ISMS (ISO27001). This is important for data management and protection laws. It is best to avoid those with no (international) standards implemented.
  6. Evade firms that specialise in checks of the International Terrorist Watch List and the OFAC watch list; these lists are available online at no cost to the general public.
  7. Ask your firm how old the data collected is, and steer clear of firms that won’t supply you with the source of the records they have acquired.
  8. Background checks must involve investigative research and not just press clippings. Make certain that your firm will merge in-depth field investigations with routine public records searches as part of its process.
  9. Service delivery is essential in foreign investigations, so it is best to look into average turnaround times and get commitments from your chosen firm for delivery in advance.
  10. Ask for references as you would from your potential employees.

 

Like any aspect of corporate conduct, background screening has its challenges, but that is not to say that they are impossible to deal with. By default, proper planning, research, and local knowledge can help your organisation navigate the cultural barriers to successfully run services overseas. The more you invest in sourcing morally correct corporate conduct, the more you can expect to be rewarded with a catalytic action to grow and expand your organisation.

Let’s Talk!

Don’t leave hiring to chance. Take a proactive stance with the highest level of background screening as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organisation stay protected.

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About us

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS102000:2013 and BS7858:2019 Certifications is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management SystemsISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC® operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI® Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations. Contact ABAC® for more on ISO Certification and training.

Meet the CEO

Zafar I. Anjum is Group Chief Executive Officer of CRI® Group (www.crigroup.com), a global supplier of investigative, forensic accounting, business due to diligence and employee background screening services for some of the world’s leading business organisations. Headquartered in London (with a significant presence throughout the region) and licensed by the Dubai International Financial Centre-DIFC, the Qatar Financial Center – QFC, and the Abu Dhabi Global Market-ADGM, CRI® Group safeguard businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. CRI® Group maintains offices in UAE, Pakistan, Qatar, Singapore, Malaysia, Brazil, China, the USA, and the United Kingdom.

Contact CRI® Group to learn more about its 3PRM-Certified™ third-party risk management strategy program and discover an effective and proactive approach to mitigating the risks associated with corruption, bribery, financial crimes and other dangerous risks posed by third-party partnerships.

CONTACT INFORMATION

Zafar Anjum, MSc, MS, CFE, CII, MICA, Int. Dip. (Fin. Crime) | CRI® Group Chief Executive Officer

37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA United Kingdom

t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

 

Managing HR through COVID-19 in 4 simple steps

Managing HR through COVID-19

Managing HR through COVID-19, here are the four simple steps. COVID-19 continues to affect communities on every continent. This global crisis called for fresh due diligence and risk management review of the company’s third-party partnerships; it has disrupted business and entire industries as we know it; a fraud spike in the wake of the COVID-19 pandemic has consequently led to an increase in identity theft cases; for many HR professionals, employee screening during COVID-19 has become complicated, with its many new ways COVID-19 impacted background checks enhancing why critical background Screening has become. This pandemic has made managing HR more difficult than ever.

While we must take vigorous action to control the spread of the coronavirus and save lives, we must also act to protect our livelihoods. The steps you need to take now relate to four categories: Review, Communicate, Update and Travel. These checklists provide chief human resources officers (CHROs) and other HR professionals with practical ideas for keeping employees safe while maintaining productivity and charting recovery paths. And then, the following will form a good starting point.

The four simple steps in managing HR through COVID-19

1. REVIEW

  • Review business continuity plans and how these would be maintained if employees suffer from coronavirus absences.
  • Review existing sickness policies and procedures, are they disseminated to staff? Do they need amending? 
  • Review contracts of employment. It may be relevant to establish whether individuals can be asked to undertake different work or at other locations or at various times from the norm. 
  • Review your emergency procedures, e.g., if there is an infection and the workplace is closed temporarily. If appropriate, carry out a test run of emergency communication to see how robust the process is. 
  • Ensure contact details for all staff are up to date. 
  • Undertake risk analysis of high-risk groups of employees and what steps can be taken to try and reduce risks for those groups. These groups may include: 1) those who frequently travel to countries where there is currently or may well be a risk of infection. 2) those with health issues, such as asthma, diabetes, cancer, or those who are pregnant, are more likely to suffer adversely if they become infected with the virus. 
  • Review procedures in the office for preventing the spread of the virus, e.g., increased cleaning, availability of hand sanitisers and tissues etc. 
  • Review planning for the possibility of large-scale absenteeism. For example: 
  • Identify the essential positions within the business, what needs to carry on during an emergency, and what is the minimum number of employees required?
  • Identifying employees with transferable skills so that these essential positions can always be temporarily filled. 
  • Considering flexible work patterns, such as employees working from home.
  • Identify employees who have the necessary IT infrastructure to work from home (e.g., remote access to the office computer systems). 

2. COMMUNICATE

  • Identify an appropriate person as spokesperson/ communicator of updates on policies etc., with appropriate credibility.
  • What, if anything, is said about absence from work for reasons other than ill-health, e.g., where an office is closed?
  • Assuming the employer has a health and safety committee, have there been any discussions with that committee about COVID-19 and its potential impact? If there is no such committee, the employer may want to consider setting one up. 
  • Communicate as a matter of urgency with the high-risk groups identified in any risk review to ensure they are aware of their high-risk status and the measures taken to assist. 
  • Ensure managers are aware of the relevant workplace policies. 
  • Consider issuing guidance to employees on recognising when a person is infected with the coronavirus. What are the symptoms, and what should one do if one is taken ill at home or work? It is also important to emphasise that individuals may not recognise that they have the virus and may not be exhibiting symptoms. Employees should be informed of the reporting procedure within their employer if they have a potential infection and any official reporting process. 
  • Provide advice to encourage individuals to take responsibility for their health and safety and slow the virus’s spread. For example, advice on handwashing and sanitiser gels, coupled with a willingness to self-identify where individuals may have encountered individuals with the virus, have become infected themselves or have returned from private travel abroad to an area that turns out to be affected by the virus.
  • Make clear that where staff are ill, they must not come to work regardless, i.e. “Struggle through”.

3. TRAVEL

  • Log employee travel before it is booked and check against the latest travel protocols. 
  • Ensure staff know that this applies to personal travel and business travel. 
  • Encourage staff to tell you if close family members with whom they share a house are travelling to infected areas. 
  • Replace face-to-face meetings (especially those involving travel) with video conferences, telephone conferences, etc. 
  • Consult/communicate about whether to encourage varied work patterns to avoid travelling on public transport at rush hour. 

4. UPDATE 

  • Initiate a system to keep up-to-date, especially given the spread of infection. 
  • Consider establishing a committee on the employer’s side to coordinate responses and engage with any staff consultative forum, with particular responsibility for staying up-to-date with public health updates. 
  • How will employers communicate regular updates on the coronavirus and its spread to employees? As news develops, it is vital for an employer to be issuing fact-based updates to avoid the possibility of fear being used by worried employees to make decisions about whether or not to come to work, whether to travel abroad, etc. 
  • Who will have the authority to determine changes to policy and issue any new communications to staff?

Employsmart™: Background checks during COVID-19 and more

As a background screening provider, CRI® Group can support you by proactively monitoring the data sources and working with them to understand when and how to carry out verification requests. By working with a background screening partner, we can tailor your screening needs to the challenging times we’re facing. EmploySmart™ is CRI® Group’s robust pre-employment background screening service that helps companies of any size and industry avoid negligent hiring liabilities. We know you have lots of questions. We compiled a FAQ ebook, read now or download your FREE ebook.

During the COVID-19 pandemic, it’s imperative to ensure a safe work environment for all of your employees. EmploySmart™ can be tailored to meet the requirements of each specific position within your company. As a leading worldwide provider of specialised local and international employment background screening, CRI® Group’s services are second-to-none in providing risk mitigation and peace of mind in the hiring process.

Learn more about how EmploySmart™ can help your company stay protected during these strange and uncertain times. Contact CRI® Group today.

Want to know the most crucial factors in the hiring process? 

Download our “Top 10 things every organisation should know about background checks” infographic. Get answers to frequently asked questions about background checks/screening cost, guidelines, check references etc. This eBook of compiled list of background screening related questions taken is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions. 

READ MORE

Who is CRI® Group?

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider.

We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body that provides education and certification services for individuals and organisations on a wide range of disciplines and ISO standards, including ISO 31000:2018 Risk Management- GuidelinesISO 37000:2021 Governance of OrganisationsISO 37002:2021 Whistleblowing Management System, ISO 37301:2021 (formerly ISO 19600) Compliance Management systemAnti-Money Laundering (AML) and ISO 37001:2016 Anti-Bribery Management Systems.

 

Employee Screening During COVID-19: Doesn’t have to be complicated

Employee Screening During COVID-19 made simple

Employee Screening During COVID-19. Unsurprisingly, the virus has had a massive impact on businesses, and the recruitment industry is certainly not immune to that. Companies adapted quickly to survive, and the legacy of COVID-19 may forever change the nature of recruitment and the workplace landscape. CRI® Group’s survey revealed that 77 per cent of HR professionals accept that there is a risk that employees can initiate fraudulent activity because of the work-from-home arrangement. The rise in recruitment fraud is creating several challenges – last year, it cost £23 Billion just in the UK. The COVID-19 is set to cost even more. And what is particularly worrying for any HR professional is that fraud in recruitment regularly sees genuine businesses used to add legitimacy to illegal behaviour. 

Background checks and necessary screenings are vital to avoid horror stories and taboo tales that occur within HR, your business or even your brand – simply investing insufficient screening can save you time, money and heartbreak. COVID-19 is adding even more complexity and new challenges to your job:

  1. Money mule scammers specialise in hacking employer accounts at job recruitment Websites like Monster.com and other popular employment search services. Armed with the employer accounts, the crooks are free to search through millions of resumes and reach out to people who are in fragile situations due to COVID-19.
  2. According to jobs site Glassdoor, the virus has sparked new demand for professions related to infectious diseases, which has recorded a more than doubling of job postings with keywords related to coronavirus this month, particularly within the government, healthcare, and biotech and pharmaceuticals.

 

The recruiters that weather the COVID-19 storm will be those that adapt as the situation unfolds. Outsourcing your background screening is smart and effective. CRI® Employee Background Checks can reduce the risk of hiring someone who could cause irrevocable damage. Firms spend years, thousands, even millions to brand their products and services and one bad hire can cause loss of capital and reputation to the extent that may bring a business to fail. A robust pre-employment check can help you and your company:

  • Reduce turnover & training costs
  • Gain a competitive edge through the hiring of better people
  • Increase productivity – help your employees be more productive knowing that everyone employed by your company has been screened
  • Set your company apart & win more business
  • Reduce employee-related problems
  • Protect company reputation/brand & customer relations
  • Comply with mandates created by state or federal law for certain industries
  • Increase retention
  • Reduce negligent hiring claims
  • Avoid violence in the workplace (threats of violence & actual violence)
  • Reduce theft & espionage
  • Avoid lawsuits & the costs associated with the defence
  • Avoid loss of goodwill

GET A FREE QUOTE NOW!

BS 7858:2019 Standard: A new way to mitigate employee risk during COVID-19

BS 7858:2019 Standard is the revised standard for screening individuals working in secure environments. The far-reaching impact of the COVID-19 outbreak has affected virtually every business and economic sector worldwide. Depending on the global region, the far-reaching implications have hampered (on various levels) the ability to conduct proper and thorough background screening investigations.

In the United Kingdom and the United Arab Emirates, the countrywide lockdowns forced leaders to close sites and send their workforce home. Many must learn how to manage people working from home (WFH) or remotely for the first time. The previous concerns about productivity, privacy and protecting sensitive information only grew more with the practice of WFH.

They highlighted the vital importance of pre-employment background screening and background investigations. BS 7858:2019 Standard for screening individuals working in secure environments offers a complete solution.

Unfortunately, conducting such investigations in a reliable and timely manner has brought its struggles. The closure of public information sources has dramatically impacted accessing public records to verify previous employment, education and criminal charges.

Drug screening tests have been delayed or postponed until such companies are permitted to reopen their doors for business. On the applicant side, it’s been widely reported that individuals are concerned (and rightly so) about participating in face-to-face interviews. Applicants are concerned with leaving their homes to do a drug test and returning to a work environment that may or may not appear healthy, protected and safe.

Want to know the most crucial factors in the hiring process? 

Download our “Top 10 things every organisation should know about background checks” infographic. Get answers to frequently asked questions about background checks or screening cost, guidelines, check references etc. This eBook of compiled list of background screening related questions taken is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions. 

READ MORE

Learn more about how EmploySmart™ can help your company stay protected during these strange and uncertain times. Contact CRI® Group today.

Who is CRI® Group?

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider.

We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body that provides education and certification services for individuals and organisations on a wide range of disciplines and ISO standards, including ISO 31000:2018 Risk Management- GuidelinesISO 37000:2021 Governance of OrganisationsISO 37002:2021 Whistleblowing Management System, ISO 37301:2021 (formerly ISO 19600) Compliance Management systemAnti-Money Laundering (AML) and ISO 37001:2016 Anti-Bribery Management Systems.

 

Do you know what are the measures to implement to prevent fraud?

Measures to fight fraud: The Implementation

Measures to fight fraud. What are measures every organisation must implement to prevent fraud? Reporting fraud is crucial for any organisation to do as it aids in not only safeguarding your organisation from the outside but also in protecting the economy. When the event of fraud happens on a large scale, it can set back a nation’s economy substantially. Consumers which consist of the public as well as any trade suppliers will not purchase goods or services if there is any possibility of them developing into victims – an issue that has plagued third-world countries in recent years but is not exclusive to just them.

Reporting fraud protects your organisations internal and external team, and organisational leaders must come to realise that they have a responsibility to look out for their personnel whilst also promoting a workplace that encourages the employees to look out for one another. It is therefore vital that all suspicious activity must be brought to light. When offenders are allowed to operate without restraint, the rate of fraudulent conduct tends to spread with many victims clueless to the notion that somebody is taking from them.

The question of mandating the reporting of fraud has always been of prevalence and the ACFE released a report in which it was found that “the main reasons given in support of mandatory fraud reporting included: the prevalence and damaging nature of fraud; the opportunity to gain a better overall understanding of fraud; the need to escalate tackling fraud as an item on the government’s agenda; the value in creating more and better intelligence for policing; and encouraging organisations to take more responsibility for managing fraud.”

Regardless of where you stand on the mandating of reporting fraud, it is important to know what you can do as an organisation to safeguard yourself from the ramifications. To celebrate this year International Fraud Awareness Week we leave you with food for thought on what preventive measures you should implement to avert fraud.

The Fraud Triangle theory

Renowned criminologist Donald R Cressey developed a theory that implicated three aspects that trigger fraud, these include:

  • Opportunity
  • Rationalisation
  • Pressure

Trusted persons become trust violators when they conceive of themselves as having a financial problem that is non-shareable, are aware this problem can be secretly resolved by violation of the position of financial trust, and are able to apply to their own conduct in that situation verbalizations which enable them to adjust their conceptions of themselves as trusted persons with their conceptions of themselves as users of the entrusted funds or property (Donald R. Cressey, Other People’s Money (Montclair: Patterson Smith, 1973) p. 30

When offenders are allowed to commit fraud, they will do so promptly. An absence of core regulations or reporting structure/oversight increases the chances of fraud as the offenders are aware that they are unlikely to face any repercussions.

The offender then goes on to rationalise the repeated dishonesty, which, feasibly over a few years, rises slowly and becomes a prerogative as they feel entitled to the easily obtained profits they received from the deceptive act.

They may feel that the gains are easier to obtain rather than confronting the vast pressure, be it corporate reasons such as meeting organisation targets or personal pressures, such as addiction or financial crises which is what prompts them to carry out their fraudulent conducts over a prolonged time. Consequently, it is incredibly important to implement preventative measures to safeguard your organisation from fraud.

What preventative measures should I implement to fight fraud?

At CRI® Group, we offer a wide array of services catered to several industries to help implement anti-fraud procedures. Fraud can be found in many aspects of an organisational core and peripheral structure, so it is, therefore, important to tailor it to each element.

To detect employee fraud, for example, it is advised that you pursue the proficiency of a skilled employee fraud accountant as early as possible. Employee fraud accountant aids in inspecting an employee’s professional conduct. This can be done by obtaining and by reviewing your organisation’s bank statements and financial documents and advising you whether an employee is committing fraud and to what extent; the report will also give you the evidence you need to take the necessary action against your employee and act as a preventive to others. However, this is vastly different from conducting a pre-employment screening check.

What are the makes of an ideal candidate? The experience, qualifications, and academic accreditation, right? But how do you verify everything that they have presented to you? Employee background checks and necessary screenings are crucial to avoid a bad hire that can impact HR, your business, or even your brand –the financing of sufficient screening can save you time, money, and despair.

Know your workforce

Employee Background Checks investigate a potential candidate’s character in and out of their professional lives. These checks as inclusive of a candidate’s qualifications (documents provided), work history (with a reference check), right to work in the country and even a quick social media presence scan. Conducting employee background checks can diminish the probability of hiring a candidate who could cause irreversible damage to your organisation. Organisations can spend years and a substantial amount of money to brand their products and services; one bad hire is all it takes to cause a loss of capital and reputation to the extent that may cause an organisation to break.

EmploySmart™ is CRI®’s exclusive employee background checks service providing a comprehensive check of all the necessary data required for pre-employment. EmploySmart™ is a robust pre-employment background screening service certified for BS7858 and is used in a bid to avert inattentive hiring charges. CRI® helps organisations create a safe work environment for all and our EmploySmart™ system can be customised into special screening packages to meet the requirements of each specific position within your organisation. Why not check out our brochure?

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Implement a third-party risk management process

Apart from the internal aspects of fraud, it is equally as important to remember that fraud can happen with any external connections your organisation may have including suppliers, consumers, investors and so on. It is vital to ensure that you are conducting third-party risk management to avoid such an instance. CRI® Group’s private but professionally developed 3PRM™ facilities aid organisations in proactively abating risks from third-party associations, safeguarding your organisation from legal responsibility, brand damage, and any other impairment to the organisation. Regardless of where your organisation is in terms of the stages of development, our 3PRM™ solution is the perfect solution for eradicating exterior risks associated with your progress. The 3PRM™ restructures the third-party risk management process through scalability and efficiencies – from third-party risk identification to assessment. 

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Fraud can be an incredibly formidable task and with more legislation looking to be implemented regarding reporting fraud, you must keep yourself aware of it. 

Why not contact one of our specialists for a free 30-minute consultation? Our experts range from different fields and industries hence allowing us to provide your organisation with a truly bespoke service. Prevent fraud in your workplace today – it all starts with you.

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About the International Fraud Awareness Week

CRI® Group is once again a proud supporter of 2021’s International Fraud Awareness Week. Taking place throughout the week of November 14th to November 20th of 2021, International Fraud Awareness Week is a global effort is a move to diminish the influence of fraud by advocating for anti-fraud awareness and education. According to the 2021 ACFE Report to the Nations, organisations continue to lose about 5% of revenue to fraud each year and currently, there are more than 3.3 billion people in the global workforce with all of them having access to or control over some portion of their employer’s cash or assets – an amount which contributes to such a loss.

Corresponding to the most recent ACFE report, other fraud trends which have remained constant throughout the last few years include:

  • Asset misappropriation is the most identified scheme
  • Tips are the greatest process of exposure
  • The lengthier that fraud goes unbridled, the greater the median loss

Zafar Anjum, founder, and CEO of CRI® Group said that International Fraud Awareness Week (called Fraud Week, for short) is a crucial endeavour drawing attention to fraud and aiding to support better education towards communities about the liabilities that accompany fraud. “CRI® Group has been a proud supporter of Fraud Week for past years”, Anjum said. “It’s an important time to urge organisations of all shapes and sizes to conduct proper due diligence and minimise risk. Only by addressing fraud and corruption proactively can we make progress in preventing and detecting it”.

For CRI® Group, though, assisting organisations with the deterrence and detection of fraud is a year-round responsibility which is why Fraud Week is a wonderful occasion to acknowledge CRI® Group’s contemporary exertions in the bout alongside fraud; it is also a wonderful time to look ahead on CRI® Group’s activities which are all nearing their time of action.

 

GDPR vs. UK-GDPR; the laws Post Brexit

The General Data Protection Regulation (GDPR) is a regulation in EU law that was implemented on the 25th of May 2018 and concentrates on data protection and confidentiality in the European Union and the European Economic Area; alongside this, the GDPR is also used to address the transmission of personal data outside the EU and EEA areas. The EU Commission announced on 28 June 2021 that adequacy judgments for the UK have been passed, so what does that mean for the GDPR rules?

The Brexit transition phase concluded on the 31st of December 2020 and as a component of the new trade agreement, the EU has come to an agreement to postpone the transmission limitations for at least four months, which can then be stretched out to six months (recognised as the bridge). The European Commission published its draft decisions on the 19th of February 2021  regarding the UK’s adequacy under the EU’s General Data Protection Regulation (EU GDPR) and Law Enforcement Directive (LED). In both cases, the European Commission has found the UK to be adequate which implies that much of the data can resume the stream from the EU and the EEA devoid of the need for supplementary precautions. Nevertheless, it is vital to take note of the fundamental reality that the adequacy decisions do not cover data conveyed to the UK for the principles of immigration control, or where the UK immigration immunity is appropriate. For this nature of data, distinct regulations are employed, and the EEA dispatcher wants to set other transfer safeguards in place. September 2021 saw WhatsApp being handed the second highest fine under EU GDPR (General Data Protection Regulation) rules and the biggest fine ever from the Irish Data Protection Commission due to their lack of understanding towards the new GDPR laws – had they done their due diligence, they may have been able to avert such a hefty fine. Our Due diligence 360° services provide the specialised intelligence needed by global financial institutions and multinational corporations to guarantee complete compliance with anti-money laundering (AML) regulations and legislations.

Find out more about compliance below or download our free brochure.

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The draft decisions will at this point be deemed by the European Data Protection Board (EDPB) and a committee of the 27 EU Member Governments.  If the committee accepts the draft decisions, then the European Commission can formally adopt them as legal adequacy decisions.  If adequacy decisions are not implemented at the end of the bridge and allocations from the European Economic Area (EEA) to the UK will require compliance with EU GDPR transfer constraints.

What is the UK-GDPR?

The United Kingdom General Data Protection Regulation (UK-GDPR) is the UK’s national data privacy law that is the proxy for the EU’s GDPR after Brexit; it is fundamentally the equivalent to the EU’s GDPR but altered to accommodate national regions of regulation. The UK-GDPR will regulate personal data and demand the same legal grounds for managing personal data.

The GDPR is indeed still retained in domestic law as the UK GDPR, although the UK has the freedom to maintain the framework under evaluation. The ‘UK GDPR’ as it’s known as, rests adjacent to a revised edition of the DPA 2018. It is also essential to note that the fundamental ethics, constitutional rights, and responsibilities remain as they were but that there are connotations for the regulations on transmissions of individual data between the UK and the EEA.

The UK GDPR also pertains to regulators and processors established out of the UK if their managing pursuits correlate to:

  • presenting commodities or services to persons in the UK; or
  • supervising the conduct of persons taking place in the UK.

Similarly, there are also outcomes for UK regulators who have an institution in the EEA, have consumers in the EEA, or observe individuals in the EEA. The EU GDPR still pertains to this handling as data can still flow freely from the EEA because the EU have adopted adequacy decisions about the UK, but the European data protection mandates has altered the way you can interact. CRI® Group’s own exclusive, expert-developed 3PRM™ services help you proactively mitigate risks from third-party affiliations, protecting your organisation from liability, brand damage, and harm to the business. Whether your organisation has a large, well-established third-party program, is in the early stages of development, or is anywhere in between, the 3PRM™ solution can improve the health of your program and future-proof your entire business in many forms.

Find out more about 3PRM™ below or download our free brochure.

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Which rules apply?

Whilst the adequacy judgments stay in order, the UK GDPR is still valid and is expected to remain so until the 27th of June 2025. The EU Commission will be supervising advancements in the UK on a constant basis to guarantee that the UK will continue to deliver a comparable degree of data protection. The Commission is still able to revise, postpone, or rescind the decisions if concerns cannot be settled. EU data subjects or an EU data protection authority can also instigate a lawful dispute regarding the decisions in which the Court of Justice of the European union would then have to determine whether the UK did essentially deliver comparable security.

In the absenteeism of an EU GDPR adequacy decision, the Frozen GDPR would be valid to subjective data of the basis of if:

  • it was administered in the UK under the EU GDPR before 01 January 2021; or
  • it’s being administered in the UK on the basis of the Withdrawal Agreement

Conversely, the UK-GDPR does increase on -and diverge from- the EU GDPR in noteworthy approaches that will make modifications to the legal environment of data protection in the UK.

UK-GDPR expands and changes the European GDPR

The areas increased on by the UK-GDPR are:

  • National security
  • Intelligence services
  • Immigration

These regions, are per definition, are outside the scope of the European GDPR the three of them are deemed to be extra-national regulation from the EU devoid of powers to govern affairs of national confidence in constituent nations. Nevertheless, the UK-GDPR sets out specific concessions by which the customary welfare of personal data can be circumvented, e.g., when in matters of national security or in matters of immigration. It also applies the same requirements for collection and processing of personal data to the intelligence services. A further significant change is that the Information Commissioner, who was the leading data protection authority in the UK today, became the primary director, monitor and enforcer of the UK-GDPR.

Are you post-Brexit GDPR compliant? 

The UK-GDR would now entail your organisation’s site or application to request for the user’s approval prior to accumulating and managing data via cookies. It involves that your organisation not amassing more data than is truly mandatory and to also make it as straightforward for your users to rescind authority to the application of data as it is to give it. Transparency is key in the UK-GDPR and requires clarification of how long data is stored and how you will be processing users’ personal data.

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It’s always great to have a helping hand when it comes to compliance and risk management – especially with all the new changes expected to take place ahead of securing the integrity and morality across corporate culture. Take a proactive stance with the highest level of expertise as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organisation stay protected.

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WEBINAR | Compliance and Adequate Due Diligence for Third-Party Risk Managements

Compliance, adequate Due Diligence for Third-Party Risk Management and corporate compliance program; Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS

Free Webinar | 11 November 2021 | 2 pm – 4 pm UAE Time | in collaboration with Dubai Quality Group (DQG) and ABAC Group

CRI® Group will be hosting a free webinar on November 11th in collaboration with Dubai Quality Group and sister brand the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence. Our intention is to be able to provide resources on corporate compliance and due diligence to organisations around the globe that will aid them in expansion and an ethical working environment. Take advantage of this free webinar on compliance and adequate due diligence for Third-Party Risk Management.

Widespread trust is built on a company culture of doing the right thing, where every employee contributes because they understand and believe in its importance. Our “Building a Culture of Compliance and Trust Through ISO 37301:2021 CMS” webinar in collaboration with DQG will highlight all essential parts of a corporate compliance program.

Compliance in the Workplace

The compliance standard directs an organisation to establish ideals and ethics. It involves the organisation to illustrate those ideals and ethics adequately in a manner in which team members can recognise them and submit to them. A compliance standard necessitates that an organisation train team members on ideals and ethics and demands that the organisation hold team members liable for their conflicts and behaviours. In other words, compliance helps to define the force in the wake of the organisation and its motivational efforts.

However, many authoritative figures view compliance as intrinsically fundamentalist as they assume that the objective of compliance is to rein in conduct that couldn’t be further than the truth. Compliance provides a compelling instrument of prolonged adjustment. If everyday behaviour branches from education and codes of conduct, and codes of conduct branch from ethics, expression, and alteration; over time, these said principles can intensely influence administrative behaviour. Standards can be deemed as a leveraging point, and in the long run, compliance centres on the driving principles of an organisation therefore, it is incredibly important to implement them into your corporate culture which is what we intend on discussing in our webinar.

Limited to 25 seats, register now and save your seat

Why ISO?

Issued in April 2021, the ISO 37301 framework offers a certifiable global benchmark for compliance systems and explains in detail how to construct a compliance management system to comply with international official standards and regulations. This standard is also acknowledged to indicate compliance with social and ethical principles across the globe.

The International Organization for Standardization (ISO) is an independent, non-governmental body that has developed and implemented the ISO 37301. Corporate compliance continues to be one of the utmost risk interests for management – to which the key solution in preserving integrity and confidence within an organisation and third-party representatives is to implement a robust compliance program. The ISO 37301 further urges organisations to place emphasis on the methodical implementation of an organisation-wide compliance system as a means of efficiency and compliance understanding the workplace.

Like other ISO standards for management systems, such as the ISO 37001 standard for anti-bribery management systems, the ISO 37301 pulls on the founded ISO value of “Plan-Do-Check-Act” (PDCA) – a standard which necessitates those certified organisations to operate within an unremitting development progression sequence.

DISCUSSION POINTS

Most individuals are vaguely aware of what due diligence and compliance entails but many cannot fully comprehend how impactful a culture of compliance strategy can be. Our speakers will be looking at the following points:

  • What does compliance mean?
  • Compliance obligations
  • Compliance related areas
  • What is ISO 37301:2021 Compliance Management Systems
  • Common elements of the framework
  • Compliance risk assessment
  • The process: Top management
  • Questions to ask when developing a compliance management policy
  • The involvement of third parties
  • The results: the pay-off of good governance
  • The results: long-lasting benefits integration with ISO 37001
  • Anti-Bribery Management System, ISO 37000:2021 Governance of organisations, and ISO 37002:2021 Whistleblowing Management systems
MEET THE SPEAKER – SAMIA EL KADIRI
Samia El Kadiri Headshot

SAMIA EL KADIRI

IRCA Lead Auditor | TOT
Governance & Compliance Consultant – Hawkamah Institute for Corporate Governance (DIFC), UAE
Auditor at Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence


She brings in over nine years of progressive experience working in private and government-owned entities in compliance, management, quality assurance and excellence functions. Possess keen understanding, oversight and reporting mechanisms on Financial Crimes – Anti-Money Laundering, UAE Central Bank regulations, Dubai and UAE federal government mandates. She Developed and delivered various workshops and awareness sessions to leaders and decision-makers on “Good Corporate Governance Practices”, “Development of Strategic Plan and Effective Policies” and “Financial Ethics” (AML&CFT according to Central Bank Guidelines). Authored reports and research papers on Compliance and the evolution of CG in the MENA region.

She is currently a Consultant at DIFC – Hawkamah Institute for Corporate Governance charged with leading entities consultancy and advisory engagements in identifying the relevant controls, processes and frameworks and recommend areas of improvements, in addition to her independent role with ABAC where she provides auditing services and expertise on management systems related to fighting Bribery and corruption. She works closely with clients in assessment and development, advisory and succession planning across multiple industries (Dubai and Federal Government entities, Healthcare, Financial institutions including Banks, and Real Estate) and functional topics (Ethics, Strategic Excellence, Clinical Governance, Regulatory Compliance and Audit, Policies & Procedures, etc.).

She participated in the ESG Index; the MENA wide Environment, Social and Governance (ESG) Index in cooperation with Standard & Poor’s with the support of the International Finance Corporation (IFC).
Prior to joining Hawkamah, she was the Regulatory Compliance Officer and Chief Editor of Compliance newsletter at Wall Street Exchange, a member of Emirates Post Group where she developed systems, policies and procedures for compliance with relevant UAE laws. Prior to that, she worked with the American Clinics for Psychiatry and Neurology where she focused on health care compliance with MOH and Dubai Healthcare Authority’s mandates.

Prior to ACPN, she worked at Roads and Transport Authority (RTA) in Dubai where she focused on government excellence, quality, and customer happiness.
She is a Certified Train the Trainer – Institute of Leadership and Management (UK), In addition to other accreditations related to Anti-Money Laundry (AML) and Counter Financing Crimes.

MEET THE SPEAKER – ZAFAR I ANJUM
Zafar Anjum Headshot - Small

ZAFAR I ANJUM
MSc, MS, LLM, CFE, CII, CIS, Int. Dip. (Fin. Crime), MICA, MIPI, MAB

Founder, Group Chief Executive Officer
Corporate Research & Investigations & ABAC Center of Excellence


Building 30 years’ career in anti-corruption, compliance, risk management, fraud prevention, protective integrity, security and compliance, Zafar Anjum is a highly respected professional in his field. As a trusted authority in anti-bribery and anti-corruption, fraud risk assessment and prevention, corporate compliance evaluation, securities among corporate clients, government agencies and industry groups, he is known for creating stable and secure networks across challenging global markets.

With an impressive educational background coupled with his industry expertise, Zafar Anjum is often the first certified global investigator on the scene when multi-national EMEA corporations seek to close compliance, anti-bribery and anti-corruption or corporate security gaps.

Starting his educational background in 1989 with his Bachelor of Arts Degree; he then went on to earn a Master of Science in Counter Fraud and the Counter Corruption University of Portsmouth in the United Kingdom along with specialised knowledge and certification in Fraud Investigations, Fraud and Financial Crimes, Corporate Fraud Control and Anti-Corruption. He was also awarded with Distinction in Master of Fraud and Financial Crime and included in Executive Dean’s List of 2016 by Charles Sturt University, Australia.

He earned his LL.M Legal Practice (Master of Laws) (Intellectual Property) from the University of Law in the United Kingdom, which he completed in February 2019. Alongside to enhanced further capabilities and competencies, specifically in the Bribery Risk Assessment framework, he is undertaking ICA International Diploma in Governance Risk and Compliance, ICA International Diploma in Financial Crime and Prevention, ICA International Diploma in Anti Money Laundering from International Compliance Training Academy in the United Kingdom which is mapped and are also awarded in association with Alliance Manchester Business School, The University of Manchester.

His training and business acumen give Zafar Anjum in-depth precision when dealing with fraud risk management, security consultations, crime investigations, crisis management, risk governance, event security and strategic threat management for industry leaders seeking proactive long-term risk prevention.
His leadership creates solid collaborative relationships among prevention teams, crime investigators, government officials, and business executives seeking dynamic solutions across international marketplaces. For industries needing extensive project management, safeguard testing and real-time compliance applications, Zafar Anjum is the assurance expert of choice for industry professionals.

WHO SHOULD ATTEND?

The webinar is fit for attendees who work in the field of:

  • Top Management (including Risk, Quality, Health, Safety and Environment Management)
  • Compliance and Ethics manager and officer
  • Legal Practices and Counselling
  • Internal Auditor
  • Internal Controller
  • Finance manager and officer
  • Supply Chain manager and officer
  • Procurement manager and officer
  • Operations manager and officer
ABOUT DUBAI QUALITY GROUP
Dubai Quality Group Partner Logo

Dubai Quality Group is a non-profit organization set up by the Dubai Economy under the patronage of H.H. Sheikh Ahmed bin Saeed Al Maktoum. Guided by the vision of H. H. Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai, Dubai Quality Group was established in 1994 to develop and promote Excellence in UAE.

DQG Subgroups provide ‘like-minded’ members with a platform to come together and discuss their thoughts, views and expertise in different fields. Each Subgroup meets regularly and has the freedom to organize seminars, benchmarking programs and other activities.

Through its associations with international bodies such as the EFQM, ASQ, Ideas UK, Ideas America, DIB Germany, GBN etc., the group brings international knowledge and best practices to the local business community.

DQG is committed to being the centre of Knowledge sharing for all topics relating to Innovation and Excellence, for more information please click here.

ABOUT CRI GROUP

Based in London, United Kingdom, CRI® is a global company with experts and resources located in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America. We have experts’ speakers who know the industry inside out and have worked in the field for years and are dedicated to our mission of safeguarding the corporate world by detecting and exposing those elements that can cause irreparable harm to an organisation while standing up against the outside forces, who through corruption, collusion, coercion, and fraud, can cause financial, organisational, reputational, and legal harm to our global clients.

Our webinars, resources and other events are always designed with our clients in mind. Expect to be provided detailed insights and expert opinions to all your questions and queries regarding compliance adequate due diligence for third-party risk management, corporate compliance program and what it means for your organisation.

CRI® Group has safeguarded businesses from any risks, providing investigations (i.e. insurance fraud), employee background screening, investigative due diligence, business intelligence, third-party risk management, forensic accounting, compliance and other professional investigative research services. In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management Systems, ISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC® operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals.

The consequences of neglecting background screening

Neglecting Background Screening

Neglecting background screening? What are the consequences that may affect your organisation when you ignore this process when hiring? What is it about Background Screening? Statistics have revealed to us that a substantial quantity of resumes that are presented to HR during the recruitment process comprised fabricated material; shortlisting is a rigorous assortment procedure intended to put your applicant on trial, but if you are interviewing an individual who has fabricated much of their resume, how can you make a good judge of character? Put, executing a pre-employment check is the best way to go about combatting this issue.

Before COVID-19, it was found that an estimate of 85% of organisations testified to conducting background screening of some type. On the same note, a vast 92 per cent stated that they trust their employees with confidential data but without the assistance of a background screening measure. Background screening is vital to organisations of all types and industries as it can assist in authenticating that your employees’ record of accomplishment and help avoid a bad hire.

Find out other ways COVID has impacted the hiring process or download our Background Screening brochure.

Below, CRI® Group has compiled a list of 5 risks you are running into when failing to conduct a background screening check before employment.

1. Your prospective member of staff could be a felon

Hiring a candidate with a criminal record could taint your company’s reputation, generate a highly volatile atmosphere in your office, and harm other staff members. An employer has the right to investigate an applicants’ criminal past; however, the only way to genuinely acquire the data surrounding an applicant’s criminal past when they intend on masking the evidence is through a criminal background check. A professional background verification service is a must to communicate with the local authorities to acquire legitimate illegal data and make a well-informed decision for the benefit of your organisation.

2. The odds of employing an unqualified candidate devoid of background screening is 1 out of 6

1 out of every 6 candidates carry inflated or falsified documents to persuade you into offering them the position – and this can be accredited to the rise of credential mills and fake corporations; applicants commonly use counterfeit degrees and false employment records to get hired, and it takes more than just a phone call to find out the reality. Background service providers use various procedures to obtain legitimate data, inclusive of private trips to the university/corporations where applicants allege to have graduated from or worked. Applicants with falsified resumes are not simply deficient in both integrity and honesty – in most cases, they are also not competent enough to fit your job description. A straightforward background verification uncovers this deception and prevents you from hiring an unqualified candidate.

3. Endangering the welfare of other members of the task force

In correspondence to the Substance Abuse and Mental Health Administration (SAMHSA),9% of approximately 22.4 million unlawful drug users are employed either full time or part-time. A substance abuser, aside from grappling with efficiency, will also inhibit the performance of their co-worker with their improper demeanour. Employees with a record of drug abuse and misconduct are also deemed to be exceedingly inconsistent and present themselves as a danger to their co-workers; workplace violence and delinquency can be attributed to disregarding employee drug tests and criminal checks – checks that avert such calamities making your office peaceful and an improved place to work.

4. Increased abrasion can also be attributed to improper background screening

Pre-employment screening underlines the notion of quality over quantity. It makes sure that you hire the right candidate from a mass of applicants who applied for the position as employees with unsatisfactory credentials habitually find their way into your organisation through fabricated evidence. However, the good news is that they never last for long, owing to their shortage of output and failure to handle the work delegated to them.  Hiring model candidates with an admirable mindset and relevant qualifications can mitigate employee turnover and enhance the general outcome of your organisation.

5. A candidates social media presence and global database can help nail down an accurate judge of character

Social media platforms in conjunction with international databases, for instance, criminal watch lists, credit archives, and public litigation archives can expose your candidates’ positive and negative characteristics that may escape you during the interview and selection process. Abandoning these checks will hinder you as an employer from seeing your candidate’s best or worst side when picking among leading applicants who contend for a critical position. Employers who operate social media checks on their candidates have found it simpler to identify their candidates better, as social media is where the candidates are more apt to demonstrate their temperament and talents. The process for operating social media and archive checks can be burdensome, but rest assured that pre-employment screening providers are devoted to passing thorough checks on social media platforms and hundreds of databases to assist employers worldwide make critical hiring judgments.

The Verdict?

Background screening has achieved immense recognition throughout the world over the previous few years as it should do – its impact and the modern setting assist in diminishing the pressures that jeopardise every employer’s aim to enhance their personnel and work environment. Verification should be a compulsory component of an organisation’s onboarding procedure to alleviate all the risks we have discussed thus far. Notwithstanding the apparent advantages that background screening presents, it likewise confirms that your organisation hires the most excellent contenders who would promise continual triumph.

CRI® is certified by British Standard Institute BSI for the scope of BS 7858:2019 screening of individuals working in a secure environment, Code of practice and BS 102000:2018 Code of practice for the provision of investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and the Middle East. Find out more about the BS 7858:2019 or download our BS7858:2019 free playbook.

The more you invest in sourcing morally correct corporate conduct, the more you can expect to be rewarded with a catalytic action to grow and expand your organisation.

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Don’t leave hiring to chance. Take a proactive stance with the highest level of background screening as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organisation stay protected.

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CRI® to attend PBSA Mid-Year Legislative & Regulatory Conference 2022

Corporate Research and Investigations Limited (CRI® Group) is delighted to unveil our place at the 2022 PBSA Mid-Year Legislative & Regulatory Conference in Virginia, USA.

The PBSA Mid-Year Legislative & Regulatory Conference is convened each year in the spring with a large emphasis on law, legislature, training, and compliance associated topics in correlation to the background screening industry. This specific conference offers insight and support for everyone across a range of industries at all levels in the operative hierarchy. Every attendee is guaranteed to leave this conference equipped with significant data and resources to advance them in their individual corporate objectives. It is standard for the Exhibition Hall to be packed with industry affiliates and experts showcasing their goods and services and is an excellent prospect for you to educate yourself about the most recent industry manufactured goods and services that can be used to enrich your organisations stance on conducting background screening.

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Who are the PBSA?

The Professional Background Screening Association (PBSA) is an association that originated in 2003 as a means of progressing brilliance in the screening vocation through encouraging the use of background screening companies when conducting checks on the likes of employees and occupants and presently platforms the abilities of more than 900 member firms around the globe; they diverge from Fortune 100 corporations to smaller, regional organisations that perform masses of employment and tenant background checks each year as a portion of the hiring and leasing process. The PBSA does this by determining and supporting the maximum degree of integrity and execution standards for the experts in this profession.

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What is a background check?

A background check is data which is recorded on a single individual which is brought about at the point of evaluation when verifying their suitability for a role or board. Proprietors ascertain what elements to incorporate in the background check – this is generally built on the trade, location, or housing unit. These elements may include facets such as criminal history data, public records, motorist data, employment records, scholastic information, license authentication, credit information and reference checks. Background checks may also include drug testing, a physical, and even psychological evaluations or assessments. To decide which elements may be included in a background check, candidates are urged to discuss matters with their prospective managers and property administrators.

CRI® is certified by British Standard Institute BSI for the scope of BS 7858:2019 Screening of individuals working in a secure environment, Code of practice and BS 102000:2018 Code of practice for the provision of investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and across the Middle East. Find out more about the BS 7858:2019 below or download the free playbook.

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Why conduct background checks?

Background checks are completed for numerous occasions – this is comprehensive of compliance with accommodation, certification as well as employment rules and regulations. Additionally, background checks can be used to diminish workplace hostility, fraud, larceny, and theft; organisations have an obligation to safeguard their personnel, customers, and the community by directing their efforts to completing their due diligence and accordingly completing a background check on candidates to alleviate perils in homes and workplaces.

The pros of using a specialist third-party service to oversee background checks are countless. All-inclusive background checks are best performed by industry experts who understand where to find and confirm employee data vacillating from criminal, education and employment history records checks to verification of credentials, training, certifications, and other important info claimed by the employee or candidate.

Proprietors tend to employ background checks as a means of generating educated employment decisions by mitigating the risk in selecting the wrong candidate by preserving highly competent candidates for roles in their organisation and thereby reducing their employee turnover rate. These are just a few of the advantages of conducting a background check. Find out more about the significance of conducting a background check below or download the free brochure.

BOOK A MEETING NOW!

FIND OUT MORE or DOWNLOAD THE BROCHURE

It is an honour for us to be a part of a conference that extends to and facilitates so many organisations across the globe; more information on the event will be released soon so keep your eye out for our updates! We hope to see you there.

About CRI® Group

Corporate Research and Investigations Limited, or CRI® Group for short, has been safeguarding businesses from fraudbribery and corruption since 1990. Globally, we are a leading Compliance and Risk Management company licensed and incorporated entity of the Dubai International Financial Center (DIFC) and Qatar Financial Center (QFC). CRI® protects businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. Based in London, United Kingdom, CRI® is a global company with experts and resources located in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America. Our global team can support your organisation anywhere in the world.

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What is BS7858 Standard? And why it is important?

What is BS7858 Standard?

The British Standards Institution (BSI) has recently revised the British Standard for Security Screening of Security Personnel (BS7858:2004). The new code of practice BS7858:2019 came into effect at the end of September 2020, substituting the revoked BS7858:2012 revised standard, which was rescinded on the 31st  March 2020. The BS7858 standard has become progressively more crucial when it comes to the protection of individuals, goods & services, estate, and personal data. The BS7858 safeguards such elements by guaranteeing that the veracity of the person authorised to access such sensitive data is certified and retains as such.

There is a lot of misrepresentation circulating regarding the changes to BS7858 Standard which CRI Group, as the only company in the Middle East and Asian region with an implemented BS 7858:2019 standard and BS 102000:2018 code of practice for investigative services and ISO27001 (Information Security Management System) certification, want to help clean up.

Why is the standard so important? 

It is no secret that confidence is key when it comes to the mass of decision ruling. Instilling confidence in its personnel is critical for all organisations and their triumph, particularly when said personnel oversees susceptible individuals, valuable resources or data protection. Organisations have to be able to guarantee that their security personnel have been subordinate to the best meticulous screening process. This ensures pleased clients, as well as pleased personnel as the foundation to a fortunate and reliable organisation, begins from within. The BS7585 aids organisations to avoid scandals such as:

The revised BS7858 has been made clear that the responsibility and accountability for the security and effectiveness of the vetting process rest with the organisation itself and leading management. The BS7858:2019 connects with the move we have seen worldwide to corporate social responsibility and compliance and follows that trend. Other occurrences of the movement consist of instances such as the GDPR (April 2016) and the FCA (Dec 2020) which both expect leading management to be practical in their approach to compliance.

As a significant volume of data requires authentication in a screening process, several organisations may find executing an employee screening and vetting process to be highly complex. Additionally, the degree of evaluation of the applicant’s provisional data must be carried out effectively as well as promptly and include specific checks, such as credit checks or checks against the Financial Services Register.

BSI brought the BS7858 Standard to 2021 with the inclusion of:

Right to Work checks in line with Disclosure and Barring Service (DBS) identity requirements:

In antithesis to common acceptance, the BS7858-compliant vetting checks do not need to include DBS checks. This is due to the fact that the Security Industry Authority (SIA) oversees these criminal record checks as part of an individual’s registration process. Nevertheless, they do continue to be a measure of best practice, and the revised Standard firmly contends in its favour. See 7.3.2 (c) and 7.7. (j) in the 7858 Standard. Organisations can also refer to the SIA’s ‘Get Licensed’ handbook which asserts that when an operative is in connection with children or susceptible adults, the Standard or an alternate heightened degree of admission should be deemed essential.

Global watchlist checks during the application process

7.4 (c) of the BS7858 Standard comprises the compulsory requirement to examine a variety of international watchlists, sanctions and fraud databases. Hitherto to this, the Standard simply asked the examining of the HMG sanctions list.

Social media checks as an advised best practice for pre-and post-employment

Personnel social media posts could generate problems for organisations that are operational in protected and regulated conditions; BSI has updated the BS7858 Standard to consider this matter. The BS7858:2019 Standard urges organisations to complete social media screening pre and post-employment.

Searching for supplementary data utilizing best practice social media and additional open-source internet checks can support your organisation with superior perceptions and decrease your employee risk.

For extra assistance on social media and further knowledge on the perils of social media within your organisation, please see our article and free playbook on “Risks of Cybercrime & Social Media“. A complete Guide on How to Protect Your Organisation and Team!

Other significant changes of the BS7858 Standard:

  • Removal of character references
  • Approval to passing on pre-employment screening records from vocation to vocation.
  • Conditional Offer: Formerly, there were two steps an employer was obliged to follow before making an offer of conditional employment; fulfilling the stipulated preliminary checks and adequately fulfilling limited screening on the subject. The new standard initiated the third element on top of the other two conditions – to commence a risk review and confirm that “the degree of risk in the envisioned employment has been evaluated and is deemed to be acceptable and documented” and consequently, the organisation is happy to extend the offer based on their evaluation and the candidate’s risk profile.
  • Preservation of candidates’ background screening records during their employment. Ineffective applicants records can be retained for 12 months while for ex-employees, particular records can be kept for an additional seven years after the employment ended.
  • All groups involved in carrying out BS7858 vetting should be prepared for envisioned obligations.

It is clear to see that the BS7858 standard is crucial for employment in not only the security region but each region of employment; pre-employment screening expending the updated BS7858 standards promises that each member of the public, from manual labourers to office workers, can maintain life in a safe environment.

If the new standard still feels a little daunting to you, why not consider booking a free 30-minute consultation with one of our experts here at CRI Group? Our specialists have years of experience and are qualified to offer your organisation personalised guidance to fit your professional requirements. Don’t hesitate, get in touch today and stay ahead of the vetting rules and regulations.

Get in Touch

Author bio

Zafar I. Anjum, is Group CEO of CRI Group (www.crigroup.com), a global supplier of investigative, forensic accounting, integrity due diligence and employee background screening services for some of the world’s leading business organisations. Headquartered in London, with offices in UAE, Pakistan, Qatar, Singapore, Malaysia, Brazil, China and USA, CRI is licensed by the Dubai International Financial Centre-DIFC, the Qatar Financial Center-QFC, and the Abu Dhabi Global Market-ADGM.

Contact Details

Zafar Anjum, MSc, MS, LLM, CFE, CII, MABI, MICA, Int. Dip. (Fin. Crime), Int. Dip. (GRC)
CRI Group Chief Executive Officer
37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA, United Kingdom
t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

 

 

Meet Zafar I. Anjum, Group CEO

Building a 32 years’ career in anti-corruption, fraud prevention, protective integrity, security and compliance, Zafar Anjum is a highly respected professional in his field. As a trusted authority in fraud prevention and securities among corporate clients, government agencies and industry groups, he is known for creating stable and secure networks across challenging global markets.

With an impressive educational background coupled with his industry expertise, Zafar Anjum is often the first certified global investigator on the scene when multi-national EMEA corporations seek to close compliance or security gaps.

Starting his educational background in 1989 with his Bachelor of Arts Degree; he then went on to earn a Master of Science in Counter Fraud and the Counter Corruption University of Portsmouth in the United Kingdom along with specialized knowledge and certification in Fraud Investigations, Fraud and Financial Crimes, Corporate Fraud Control and Anti-Corruption. He was also awarded with Distinction in Master of Fraud and Financial Crime and included in Executive Dean’s List of 2016 by Charles Sturt University, Australia.

All while continuing to earn his LL.M Legal Practice (Intellectual Property) from the University of Law in the United Kingdom, which he was completed in February 2019. Alongside to enhanced further capabilities and competencies, specifically in the Bribery Risk Assessment framework, he has ICA International Diploma in Governance Risk and Compliance, ICA International Diploma in Anti-Money Laundering and ICA International Diploma in Financial Crime Prevention from the International Compliance Training Academy in the United Kingdom which is mapped and are also awarded in association with Alliance Manchester Business School, The University of Manchester.

His training and business acumen give Zafar Anjum in-depth precision when dealing with fraud risk management, security consultations, crime investigations, crisis management, risk governance, event security and strategic threat management for industry leaders seeking proactive long-term risk prevention.

His leadership abilities create strong collaborative relationships among prevention teams, crime investigators, government officials, and business executives seeking dynamic solutions across international marketplaces.

For industries needing large project management, safeguard testing and real-time compliance applications, Zafar Anjum is the assurance expert of choice for industry professionals.

GET IN TOUCH!

e: zanjum@crigroup.com | LinkedIn 
t: +44 207 6861415 | m: +44 (0)7588 454959
Reach out for solutions in EMEA, APAC, Americas
Languages spoken: English, Urdu